Losing a skilled person is expensive in ways that don't always show up on the P&L right away. We help you see where turnover is happening, and whether paying more to retain someone is actually the cheaper option.
Where people are leaving, what it costs to replace them, and what it would cost to keep them — tied into the same forecast as the rest of the business.
Where it's actually happening, not a single company-wide number that hides which teams are losing people.
Whether you need to pay more to retain skilled people — and whether you can actually afford to — measured against published market wage data for comparable roles in your area, not a guess.
Growth and attrition tracked together, so a hiring plan accounts for who's likely to leave, not just who you plan to add.
Sustained overtime is one of the earliest warning signs of turnover risk, visible in the numbers before it shows up in an exit interview.
The real replacement cost of a skilled hire, compared directly against what it would take to keep the person you already have.
Sustained overtime, pay below market, and rising absences flagged early — so a resignation letter isn’t the first sign something was wrong.
A 30-minute call at no cost: how you get your numbers today, what you wish you knew sooner, and whether an engagement makes sense.