The Silent Cost of "Reactive Retention"
Replacing a highly skilled employee costs up to 200% of their annual salary.
Brain Drain
When senior leaders leave, they take institutional knowledge, client relationships, and strategic context that takes years to rebuild.
Productivity Plunge
Remaining team members are overworked, morale drops, and project timelines slip while you scramble to backfill critical roles.
Recruitment Costs
Agency fees, signing bonuses, and onboarding time skyrocket. Proactive retention is 5x cheaper than reactive hiring.
50+ Signals, One "Flight Risk" Score.
Connect your HRIS, payroll, and engagement data. Our model identifies patterns human intuition misses—flagging high-performers who are quietly disengaging.
Compensation Ratios
Detects when top talent falls below market rate or peers, a leading indicator of turnover.
Engagement Velocity
Tracks subtle declines in pulse survey participation, feedback quality, and peer recognition.
Manager Impact
Correlates attrition spikes with specific managers or restructuring events.
Retention Alert
Engineering • Senior Level
Risk increased 15% this month
Top Risk Factors
Suggested Actions
Conduct "Stay Interview" within 7 days. Review market adjustment.
Empowering the "Head of People"
Transform HR from a support function to a strategic partner. Bring data to the boardroom that predicts business risk and protects the bottom line.
Proactive Succession Planning
Identify vulnerabilities in your leadership bench before they become vacancies. Build succession plans for high-risk critical roles automatically.
Targeted Retention Budgets
Stop spreading merit increases peanut-butter thin. Allocate retention budget precisely to high-impact, high-risk employees where it matters most.
Frequently Asked Questions
Common questions about AI-powered workforce attrition prediction.
Workforce attrition prediction uses AI to analyze employee data — engagement scores, performance trends, compensation ratios, and 50+ other signals — to identify employees at risk of leaving months before they resign.
Space HR's model achieves 87%+ precision on flight-risk identification. It continuously learns from your organization's patterns, improving accuracy over time as it processes more data.
The model analyzes over 50 signals including engagement survey scores, tenure length, recent performance reviews, promotion history, manager relationship quality, compensation vs. market, absenteeism patterns, and peer network strength.
Space HR typically flags at-risk employees 3–6 months before a likely resignation, giving HR and managers sufficient time to intervene with tailored retention strategies.
No. Space HR processes only data your employees have already consented to provide (surveys, HR records, performance data). The model surfaces risk scores to HR and managers — not to other employees.
Yes. Each risk profile includes a breakdown of contributing factors with plain-language explanations, so managers can have targeted, constructive conversations rather than guessing.
Space HR connects to major HRIS platforms via API. HR data flows automatically so risk scores are always up to date without manual data exports or uploads.
Replacing a mid-level employee costs 50–200% of their annual salary. Even reducing attrition by 10–15% in a 200-person company can save $500K+ annually in recruiting, training, and lost productivity costs.