The Cost You're Ignoring
Every resignation that blindsides you isn't just a headcount problem. It's a compounding financial event — and most HR budgets are absorbing it silently.
Your Departure Cost Estimator
Adjust the sliders to see what unplanned attrition costs your organization.
* Based on 50% salary replacement cost (SHRM 2024 benchmark). Excludes productivity loss and institutional knowledge.
Time-to-backfill by role type
And it gets worse. The costs above assume you found out when the resignation letter arrived. Most of the damage — the disengagement, the knowledge transfer, the team morale hit — happens in the 60–90 days before. Next, we'll show you the signals that were there the whole time.
The Signals You're Missing
Here's what you see when you look at a flight-risk employee. Click any signal to see what Attrition sees underneath.
Meeting attendance drops from 94% → 71% over 8 weeks
Shorter Slack responses, fewer @mentions of teammates
Q3 review scores slightly lower than Q2
Hasn't applied for internal role posted 6 weeks ago
2 years, 4 months at the company
Had a manager change 3 months ago
Select a signal on the left to see what Attrition detects beneath the surface.
And it gets worse. Signals in isolation are noise. Signals in combination, weighted by role type, tenure cohort, and organizational context — that's where the model lives. Next: how the score is built.
The Model Behind the Score
Not a survey. Not a gut check. A multi-factor predictive model trained on 2.4M employee journeys — calibrated for your industry, company size, and role taxonomy.
Flight Risk Score Composition
Meeting engagement, collaboration patterns, discretionary effort index
Departure probability curves by role type and tenure bracket
Manager change recency, 1:1 cadence, promotion history
Market delta, internal equity position, last raise recency
Internal mobility engagement, skill development signals
Connects to your HRIS, ATS, and communication tools. No surveys. No employee-facing friction. Data flows silently.
Every employee receives a daily flight-risk score update. Scores shift as signals change — a promotion can move someone from 78 to 31 overnight.
Your model learns your organization. Industry benchmarks are the starting point; your historical departures become the tuning data.
When a score crosses a threshold, the relevant manager receives a private, actionable nudge — not a data dump, a suggested conversation.
Scores are visible only to HR and direct managers above a certain level. Individual-level data is never shared with the employee's own team. SOC 2 Type II certified.
What grade would your workforce earn right now?
What Action Looks Like
A score without a prescription is just anxiety in a dashboard. Here's how Attrition closes the loop between insight and retention.
Manager Conversation Playbooks
When a score crosses 70, Attrition generates a private, role-specific conversation guide for the manager — what to say, what to ask, what not to say.
Cohort Health Dashboard
See engagement decay across teams, departments, and tenure cohorts — not individual surveillance, but the aggregate patterns that precede waves of departures.
Succession Risk Map
Overlay flight-risk scores on your org chart to identify critical roles where departure would create cascading impact. Plan before the vacancy exists.
Retention Investment Tracker
Every retention action is logged and tracked. See which interventions moved scores, which didn't, and build the business case for your next budget conversation.
"We had a VP of Engineering resign with two weeks notice. Attrition had flagged her at 84 six weeks earlier. We just... hadn't acted on it yet. That's a $340K lesson in paying attention to the dashboard."
Now the treatment plan. You've sat with the diagnosis long enough. Five questions, two minutes, and you'll have a Workforce Health Grade that tells you exactly where you stand — and what to do next.
Your Workforce Health Score
Five questions. Two minutes. A personalized grade and diagnosis for your organization — built on the same model that powers our predictions.
How many employees does your organization have?
Used to calibrate benchmarks for your company size.