Retention & Flight-Risk Scan

Know who's about to leave before they tell you.

A fast, fixed-fee read on your most critical people: who's most likely to walk, why, and what it would cost you. So you can make the move that keeps them before the resignation, not scramble after it.

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The real cost

By the time they resign, the decision was made months ago.

Losing one critical person quietly resets timelines, drains the people around them, and costs far more to replace than to retain. Yet most companies find out at the exit interview, when it's already too late to do anything but backfill.

We surface the risk early and specifically, so retention becomes a decision you make on purpose, not a fire you fight after the fact.

What we look at

Flight-risk signals: the behavioral and sentiment markers that precede a departure.
Key-person concentration: where too much value sits with too few people.
Compensation gaps: where pay has drifted below the market that's recruiting them.
Manager effect: whose team is at risk because of how it's being led.
External pull: how hot the market is for the roles you can least afford to lose.

What you get

Your retention risk, ranked and priced.

The at-risk list

Your critical people ranked by likelihood of leaving, with the reason behind each one.

The cost of losing them

What each departure would actually cost, so you know where retention spend pays for itself.

Moves that work

Targeted, specific actions that retain the people who matter, not a generic engagement plan.

Before the resignation, not after.

Find out who's at risk while you can still act.

Tell us the team you're worried about; we'll come back with scope and a fixed fee.

Run a scan