Typically these tools are bought and used by HR or Talent Acq departments, not managers so the type of detailed decision-making you’re describing wasn’t a use-case in my experience.

It’s more like a roll-up metric that can be looked at globally, by role, department, location, etc. yes, it can also be used at the individual level but again, HR is the buyer and they are the most fearfully bureaucratic department in most companies .

From a data and capability perspective, I agree it’s a little scary. But in practice I doubt it’s used this way and if so, there’s your retention problem.