Know who is about to leave, and who matters most.
A 0 to 99 score that flags who needs a conversation in the next 90 days. Built from data you already have. No surveys. No integration.
The report you receive
Who to talk to, and what to raise.
Flight Risk Score™
Who to talk to in the next 90 days
4
Critical
22
Intervention needed
64
Worth watching
210
Low risk
- Nurse Manager, Unit 491Workload and schedule
- Senior Engineer86Pay review
- Regional Sales Lead82Manager 1:1 cadence
- Operations Supervisor74Retention Talk
- Finance Analyst67Career path talk
- Customer Care Agent58Shift friction
This is an example report. Illustrative data. Roles shown, not names.
The individual page
One person, four signals, three things to do.
Flight Risk Score™
Individual view
Jordan Ellis
Operations Specialist
2.3 years in role, Manager A
4 signal areas
- Manager relationshipHighManager has not held a 1:1 in 60 days
- Job frictionHighAttendance dropped and shift changes rose this quarter
- Career and tenureElevatedNo promotion or role change in 2.3 years
- PayModeratePaid below the market for this role
3 things to address
Each tied to a signal above
- 1Hold a Retention Talk this weekManager relationshipJob friction
- 2Open a pay reviewPay
- 3Set a biweekly 1:1 cadenceManager relationship
This is an example report. Illustrative data. Visible only to the people you pick. Hover a signal to see the actions tied to it.
How it works
How we build your Flight Risk Score.
Data you already have
Your HR export
Your other systems
Connected where it helps
What we gather ourselves
From your people and your leaders
Market data
Competitor pay, hiring, reviews
EIP model
Run on your company data
0 to 99
Score
Flight Risk Score™
Who to talk to in the next 90 days
Built from your own company data. Tuned to your company: the same 19 base variables, weighted for your business, validated by backtesting against people who left, then tracked against your current team.
How it unfolds
From your data to the right conversation.
Step 1
Share one file you already have
One person on your team exports a spreadsheet you already keep. It goes through a secure portal, and employee names are replaced with codes before anyone analyzes it. No survey. No integration. Only a few people you pick see the results.
Fig. 1 Step 2
We build your model
Four areas: manager relationship, career and tenure, pay, and job friction. Validated by backtesting against people who left.
Fig. 2 Within 7 days
You get the ranked list
Everyone ranked 0 to 99 by 90-day risk, high performers first, with a manager drill-down that shows where turnover hides behind the average.
Fig. 3 Next 90 days
The right conversations happen
Supervisors never see scores. They get who to talk to and what to raise: manager 1:1s, career conversations, Retention Talks, friction fixes, and pay.
Fig. 4
What it does
- 01
Know who to talk to
Everyone ranked by 90-day risk, high performers first.
- 02
See where the problem hides
A calm company average can hide two managers losing everyone.
- 03
Built for your workforce
Built from your own data, including the people who stayed and the ones who left.
- 04
Clear next steps
Manager 1:1s, career conversations, Retention Talks, friction fixes, pay.
- 05
Private by design
Coded, blind analysis. Access limited to people you pick.
- 06
One data set, three uses
Scores feed Hire Smart™ and the Retention Dashboard.
Start with a conversation
Start small. See results in 7 days.
Send us 7 standard columns from your HR system, usually a few clicks to export, for a small group of your employees. No contract or commitment. If it does not surprise you, walk away.