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Neuroscience · Psychology · HR Data

Where Brain Science
Meets Workforce Intelligence

Applying neuroscience and psychology to decode attrition, engagement and performance. Evidence-based insights that transform how organisations retain and engage their people.

10 month average turnaround
when neuroscience-informed strategy replaces outdated HR tactics
3.2× higher retention
in organisations using evidence-based psychological profiling
25–74% reduction
of burnout — with early identification of stress markers combined with prompt interventions
Preventing Billions in hidden annual costs
driven by hiring, training time, and lost instructional quality — with proactive insight
Neuroscience-Backed
Redesigning Metrics and Key Driver Indicators
Attrition Analytics
Psychological Profiling
Data-Driven HR
Long-term Strategic Planning
Enterprise‑wide competencies integration
Solutions for High Attrition, High Barrier Professions
What We Do

Science-Led HR Solutions
for High-Stakes Roles

We bridge the gap between cognitive science research and practical HR decisions — giving leaders the tools to understand, predict, and improve workforce wellbeing as well as retention.

🧠
Neuropsychological Assessment and Action Plans

Evidence-based assessments rooted in cognitive neuroscience to identify stress responses, burnout risk factors, and resilience profiles in your workforce—paired with a targeted action plan to address them.

Our assessments draw on validated neuropsychological instruments to create a detailed picture of cognitive health across your workforce. Every assessment is paired with a bespoke action plan — not a generic report.

  • Burnout risk screening using stress-response and reported indicators
  • Resilience profiling and cognitive flexibility benchmarking
  • Individual and team-level stress mapping
  • Targeted intervention recommendations with timelines
  • Follow-up measurement to track change over time
📊
Attrition Prediction Modelling

Data models that flag flight risk months before resignation — drawing on psychological and behavioural signals unique to high-attrition sectors.

Our predictive models combine HR data with behavioural and psychological signals to calculate flight risk at both individual and cohort level.

  • Custom model calibrated to your sector and organisation size
  • Early-warning dashboards with risk tiering
  • Psychological and behavioural signal identification
  • Quarterly model updates as your workforce data evolves
  • Integration guidance for existing work organisations and cultures
🎓
Education Workforce Strategy

Tailored programmes for high attrition sectors to reduce educator turnover through evidence-based retention strategies grounded in occupational psychology.

Built specifically to address the psychological and structural drivers of high attrition that generic HR frameworks miss entirely.

  • Sector-specific attrition analysis and root cause mapping
  • Retention strategy workshops for senior leadership teams
  • Early-career support frameworks
  • Culture and psychological safety audits
  • Long-term partnership model with measurable outcomes
💡
Leadership Development

Neuroscience-informed coaching for senior leaders — building psychological safety, reducing cognitive overload, and improving decision making under pressure.

Our coaching and development programmes translate the latest brain science into practical tools for the leaders who shape your culture from the top down.

  • 1:1 neuroscience-informed executive coaching
  • Psychological safety assessment and team workshops
  • Cognitive load management for high-demand roles
  • Decision-making under pressure — applied frameworks
  • Leadership team cohesion and trust-building programmes
🔬
Research & Benchmarking

Sector-specific benchmarking contextualising your HR metrics against the latest applied neuroscience and occupational psychology research.

Our benchmarking service places your workforce metrics in the context of the latest sector-specific research, giving you a clear picture of where you stand.

  • Comparative analysis against sector benchmarks
  • Annual research review aligned to your organisation's challenges
  • Custom literature synthesis for board-level reporting
  • KPI design grounded in occupational psychology evidence
🏥
Healthcare Pipeline (Coming Soon)

Extending our data modelling and analytics to healthcare — addressing critical workforce challenges in nursing, allied health, and medical leadership.

We are actively developing a dedicated pipeline for nursing, allied health, and medical leadership teams, applying the same neuropsychological frameworks proven in education.

  • Nursing attrition modelling — in development for 2027
  • Allied health resilience profiling
  • Medical leadership psychological safety audits
  • Early access partnerships available now — register your interest
Sector Focus

Built for Sectors Where
Retention Matters Most

Education

Supporting schools and institutions to understand and address the psychological drivers of educator attrition.

Cognitive Load & Burnout

Measuring the neuropsychological impact of excessive cognitive demands — a primary driver of early-career departure.

Psychological Safety Culture

Assessing organisational cultures to identify where threat responses inhibit performance and wellbeing.

Impactful Behaviour Change

Developing programmes that include a sustained behaviour-change process that rewires habits and mindsets in the real work context, not a one-off or one size fits all.

Overall Roadmap
1
Flagging Pilot Sectors
Live and Scaling
2
Further educational partners
Partnering and expanding schools and organisations — in development
3
Expanding beyond current landscape
Nursing and allied health — pipeline 2027 and beyond
4
Social Care
High-stress frontline roles — future expansion
Our Approach

From Data to
Actionable Insight

01
Assess

To ensure a respectful and evidence‑grounded approach, we will collaboratively develop key performance indicators, deploy a workforce assessment, and analyse the resulting data.

02
Analyse

Apply our data models to reveal hidden patterns linking cognitive profiles and stress signals to attrition risk.

03
Advise

Translate findings into clear, prioritised HR recommendations — from individual plans to systemic culture change interventions.

04
Accelerate

Measure impact continuously, refine strategies, and build internal capability for lasting improvement.

"Know your people before you plan your path — broad vision outlasts quick victories and change only takes root when the quietest voices are heard."

— Neuroedge Insights Founding Principle

Ready to transform your organisation?

Send us a no-obligation discovery email to explore how our approach fits your organisation.

Felicia Teo

Founder & Director — Neuroscience, Psychology & HR Strategy
Learning and Development Cognitive Neuroscience HR Analytics Education Sector Curriculum Builder
Biography

About the Founder

Felicia is a practitioner at the intersection of cognitive neuroscience, occupational psychology, and HR strategy, with over 15 years of experience across education, research, and organisational development—offering a rare combination of scientific rigour and practical insight into workforce challenges.

Having witnessed firsthand the severe impact of high attrition, declining mental wellness, and burnout across educational institutions and other industries, alongside the failure of traditional HR approaches to address their root causes, Felicia founded Neuroedge Insights to bridge the gap between brain science and people management.

Their approach is grounded in the evidence-based understanding that workplace behaviour is fundamentally a product of neurobiology—specifically, stress responses, threat appraisal, reward systems, and social cognition—all of which critically influence employees' decisions, including whether to stay or leave.

Areas of Expertise
✓
Occupational psychology and workforce wellbeing
✓
Cognitive neuroscience applied to HR
✓
Attrition modelling and predictive analytics
✓
Psychological safety and organisational culture
✓
Educator retention and workforce strategy
✓
Burnout prevention and cognitive load management
Experience
🎓
MSc Master of Science, Psychology and Neuroscience in Mental Health. King's College London, United Kingdom 2023

Specialisation in evidence-based methodologies, critical analysis, and understanding of research management and strategies across psychology and neuroscience domains.

📋
Experienced Learning & Development Empowering people development since 2016 through project management, learning strategy, change leadership, and evidence-based impact analysis.

Proficiency in strategic L&D leadership, change management, and evidence-based impact analysis—driving an increase in retention through neuroscience-informed learning strategies.

🏫
Educator

Specialist Diploma, Arts Education. Nanyang Technological University (NIE), Singapore 2015

BA(Hons), Arts Management. University of Huddersfield, United Kingdom 2011

Since 2011, experience in teaching, curriculum design, and project management has been combined with a proven ability to support learners of all ages and abilities.

About Neuroedge Insights

We Believe Every Workforce Crisis
Runs Deeper Than The Surface

Founded to solve the retention and resilience in the workforce, designed to scale across every high-attrition sector. We specialise at the intersection of neuroscience, psychology, and HR data.

Mission & Vision

Why We Exist

Traditional HR metrics describe what happened. Neuroscience, psychology and prediction modelling tell us why it happened and, critically, what will happen next.

Our mission is to give organisations and leaders in high-attrition sectors the psychological intelligence to intervene early, build resilient cultures, and retain the professionals society depends on most.

A strategic approach begins with workforce education, recognising that retention requires more than technical competence—it demands resilience, adaptability, and meaningful human connection. Only then does training take place, transforming soft skills into the core drivers of collaboration, leadership, and sustainable growth.

🧬
Evidence First

Every recommendation is rooted in peer-reviewed neuroscience and occupational psychology — not intuition or trend.

🎯
Sector Specificity

Generic HR tools fail high-attrition roles. Our models are calibrated to the unique stressors of teaching and similar professions.

🔄
Whole-System Thinking

We examine individual, team, and organisational factors together — because attrition is never just one person's problem.

📈
Measurable Impact

Every engagement includes baseline measurement and outcome tracking — so you always know what has changed.

Our Values

What Guides Everything We Do

🔬
Scientific Integrity

We never overstate the evidence. Our recommendations acknowledge the complexity and the limits of current research because good HR deserves honest data.

🤝
Human Dignity

Data serves people — not the other way around. Every assessment and report is designed with participant well-being at its centre.

🌏
Societal Impact

Losing people who positively impact society is not just an HR concern. The way we measure their departure and the solutions we pursue must change now.

⚡
Practical Usefulness

Academic insight is only valuable when it changes decisions. We translate complex science into strategies HR leaders can act on tomorrow.

🔒
Ethical Data Practice

Psychological data is sensitive. We operate under the highest standards of consent, confidentiality, and responsible use.

📚
Continuous Learning

Neuroscience is a fast-moving field. We're committed to staying at the frontier and updating our frameworks as the research evolves.

Get in Touch

Start the Conversation

We'd love to hear from you.

Whether you're an educational leader, HR director, or researcher — get in touch and let's explore how we can work together.

📧
Sales or Partnership
sales@neuroedgeinsights.com
💬
General
hello@neuroedgeinsights.com
📍
Location
Singapore
Our Projects

Building Bridges.
Setting Goals Together.

We work alongside organisations — not just for them. Every project begins with listening, and ends with measurable, lasting change grounded in science.

Collaborative
Frameworks applied across every engagement
Evidence-Led
Every recommendation rooted in peer-reviewed neuroscience and occupational psychology
360°
Whole-system view — individual, team, and organisational factors examined together
How We Work

Collaboration in Practice

From first conversation to final report, our process is built around your organisation's unique context — not a template.

Focus Areas

What We Bring to Every Partnership

Each focus area represents a live strand of our collaborative work — frameworks we co-develop with organisations to address their specific workforce challenges.

🧠
Understanding Burnout: Common Indicators
A practical screening framework for identifying burnout risk in your workforce

A practical screening approach may combine several evidence-based data sources. It is best understood as a screening framework rather than a diagnosis — burnout is a complex condition with psychological, occupational, and biological contributors, so results always need interpretation by a qualified clinician or occupational health professional.

  • Self-report measures of exhaustion, disengagement, and reduced efficacy
  • Sleep and recovery problem indicators
  • Workload and psychosocial stressor mapping
  • Identifying and addressing personal stress markers
Simple example: Reliable and validated measures assess the whole person — across work and social contexts — offering a fuller view of stress and burnout than single‑metric indicators.

Early identification of burnout risk allows organisations to intervene before resignations, sick leave, or performance decline become unavoidable. Our collaborative burnout screening programmes are designed around your sector's specific stressors — not generic wellness toolkits.

Together we will:

  • Co-design a psychologically safe data collection process
  • Analyse results at individual, team, and organisational level
  • Produce a tiered risk report with targeted intervention recommendations
  • Track change over time with repeat measurement checkpoints
💡
C-Suite Leadership Development
Curriculum designed around the most common executive-level challenges

C-level leaders most often struggle with:

  • Leading through ambiguity and rapid change
  • Making high-stakes decisions with incomplete information
  • Aligning board, investors, and senior team expectations
  • Building a strong leadership bench and succession pipeline
  • Breaking silos across functions and geographies
  • Communicating with clarity, credibility, and consistency
  • Sustaining resilience and judgment under pressure

Most effective format: Executive diagnostics before the programme, case studies based on real enterprise dilemmas, peer consultation groups, simulations, reflection journals, and a post-programme implementation plan with follow-up checkpoints.

Every C-suite engagement produces a suite of tailored deliverables co-built with your leadership team:

  • A personal leadership insight report
  • A strategic priority map
  • Strategic action plans with bridged KPIs that connect corporate vision with personal objectives
  • A change leadership plan
  • A stakeholder communication plan

Why most programmes fail — and how we design around it:

Failure PatternWhy It Blocks Behaviour Change
Knowledge over transformationProgrammes teach concepts but don't build new habits; behaviour change requires practice, not just understanding
Decoupled from real workClassroom learning isn't tied to actual projects; adults retain ~10% of lectures vs ~66% when learning by doing
Ignoring contextOne-size-fits-all competencies don't match the organisation's strategy, culture, or leadership transitions
Underestimating mindsetsDeep beliefs block new behaviours; programmes rarely surface and shift these
No accountability or reinforcementNo managers or peers involved, no feedback loops, no follow-up; what gets measured is what changes
No measurement of impactEvaluation stops at satisfaction surveys; no tracking of behaviour change, career outcomes, or business results
🔄
Behaviour-Change Leadership Design
How to design around the gaps that make most programmes fail

Research shows that without sustained practice, feedback, and systems support, gains remain superficial and leaders revert to old habits. Our approach uses a behaviour-change design — aligned with a small set of core, evidence-based principles that apply across habits, health, work, and education

  • Prioritise personal and organisational impact by defining motivation, enhancing capabilities, and addressing obstacles to foster adoption and achieve significant results.
  • Build around real work — learning tied to live business projects
  • Embed sustained practice — application periods between modules
  • Address mindsets, not just skills — surface unconscious beliefs
  • Create accountability systems — involve managers, peers, and mentors
  • Use neuroscience-based learning principles — stretch, self-direction, repetition, psychological safety
  • Measure behaviour change and business impact — 360 feedback before and 6–12 months after
1. Impact First, Capability Defined

Translate organisational challenges into tailored leadership pathways by clarifying motivation, strengthening capability, and removing barriers to ensure adoption and measurable impact.

2. Build around real work

Design learning around live business projects. Use stretch assignments that push leaders outside their comfort zone to create new neural pathways.

3. Embed sustained practice

Structure application periods between modules. Regular practice expands the skill-related neural network. Provide quick-reference tools to make new behaviours easier to do.

4. Address mindsets, not just skills

Use self-assessment, 360 feedback, and reflection to surface unconscious beliefs. Apply a whole-person approach: who the leader needs to be, not just what they need to know.

5. Create accountability systems

Involve managers, peers, and mentors in supporting new behaviours. Establish peer coaching groups and set SMART goals with clear action plans.

6. Use neuroscience-based learning principles

Stretch outside comfort zones. Enable self-directed learning. Emphasise on-the-job repetition. Create a positive, psychologically safe context. Focus on strengths and build in feedback loops.

7. Measure behaviour change and business impact

Run 360-degree feedback before and 6–12 months after. Monitor career outcomes. Track business metrics tied to projects. Avoid relying only on satisfaction surveys.

🌱
SEL & Workforce Resilience
The five CASEL competencies that build resilience in the workplace

Social Emotional Learning (SEL) builds resilience through the five core competencies — proven to help employees manage stress, cope with challenges, and recover from setbacks. These competencies are interrelated and can be refined throughout adulthood.

#SEL AreaWhat It BuildsKey Workplace Skills
1Self-awarenessRecognises stress signals, emotional triggers, and personal strengthsIdentifying emotions, understanding impact on work, accurate self-assessment
2Self-managementRegulates emotions, stays calm under pressure, and adapts to changeStress management, impulse control, flexibility, goal-setting
3Social awarenessConnects with others, builds empathy, understands diverse perspectivesEmpathy, active listening, inclusiveness, cultural awareness
4Relationship skillsCreates supportive networks and handles conflict constructivelyCommunication, collaboration, conflict resolution
5Responsible decision-makingMakes thoughtful choices under uncertainty and learns from setbacksProblem-solving, ethical decisions, growth mindset, adaptive coping
Self-awareness + self-management allow employees to detect stress early and regulate their response, preventing fight-or-flight reactions before they escalate.
Social awareness + relationship skills foster strong support systems, empathy, and mutual aid — critical for bouncing back from adversity in high-pressure roles.
Responsible decision-making enables people to adapt, learn from failure, and make sound choices even under pressure — a core trait of high-retention teams.

Integrating SEL into L&D strategies that develop all five areas increases resilience company-wide, improves employee wellness, and enhances productivity.

Ready to build something together?

Every project begins with a conversation. Tell us about your organisation and we'll explore how these frameworks can be tailored to your context.