Stop losing your best people to preventable turnover.
30 days. Who's leaving. What it costs. What to fix.
No contract. No cost. If it doesn't surprise you, walk away.
The decision is usually made before anyone knows it is happening.
77%
of people who quit had already been job hunting or were recruited away for at least three months.
Most companies have no idea what turnover is actually costing them.
16%
of companies actually track what turnover costs them.
Turnover destroys things you cannot put on a spreadsheet.
The knowledge in someone's head, gone the day they leave.
Relationships with clients that only that person had.
All the time spent training them, wasted.
Bad moods and low energy spreading to the rest of the team.
Managers worn down from replacing people again and again.
Things nobody ever wrote down, because only one person knew them.
By the time someone resigns, the decision was made months ago.
What you got
From: Plant Supervisor
Subject: Resignation
Hi,
I'm writing to formally resign my position, effective two weeks from today.
I've accepted an offer I can't pass up.
Thank you for the opportunity.
Best,
Plant Supervisor
What you could have had 90 days ago
Plant Supervisor
87
/ 99
CriticalNeeds Intervention
At high risk of leaving in the next 90 days.
Cost of this exit: $36,000
The Flight Risk Score™ shows you who is likely to leave before they decide to.
The Score
Every employee gets a score from 0 to 99, built from real data we track: how long they've been there, their relationship with their manager, pay trends, and day-to-day friction. Not a survey. Not a guess.
The Flag
When someone crosses into risk territory, the right person gets a specific reason and a next step, not just a number.
The Trend
Scores update over time, so you see whether what you're doing is actually working, and where the next risk is forming before it's a resignation.
We diagnose the problem, prescribe the fix, and track the results.
Diagnose
We pull together your internal and external data and find the root causes of turnover at your company.
Prescribe
Our Council reviews your results and tells you what to do first, not a generic playbook.
Track
We track your numbers every month and update your plan as you improve.
The EIP Council reviews every client's data before anything is recommended.
Expert human review
Operators who have worked in your industry review your data before any recommendation goes out.
Long-term partnership
We stay with you as your dedicated retention experts, month after month, not just at the start.
Custom solution sets
No generic playbook. Every recommendation is specific to your data, your team, and your industry.
Built for mid-market companies where every departure is felt.
We serve any industry where retaining talent is a priority.
Too many people leaving
Turnover Volume Risk
Lots of open seats, constant hiring, and heavy frontline staff.
Healthcare
Home health, hospice, senior living, memory care, behavioral health, multi-site clinics
Retail and Hospitality
Multi-location, shift-based frontline teams
Manufacturing
Especially multi-plant operations
Construction
Skilled trades and project-based crews
Call Centers, BPOs, and PEOs
High-volume, high-turnover frontline roles
One person you cannot lose
Critical Person Risk
One irreplaceable person whose exit stops revenue or operations.
Energy and Utilities
Including nuclear and power generation
Aerospace and Defense
Security-cleared, specialized roles
Banking and Financial Services
Senior relationship and deal roles
Aviation and Logistics
Ground handling, last-mile delivery
Private Equity Portfolio Companies
Across any of the industries here
Cannot fill the role
Scarce Skills Risk
Roles that stay open for months because qualified people are hard to find.
Technology and Telecom
Including cybersecurity and AI
Staffing
Placement and workforce management firms
Skilled Trades
Licensed and certified technical roles
What leaders say about the cost of losing people.
“retaining a productive employee becomes a growth issue”
“may deplete our institutional knowledge base and erode our competitiveness”
“their knowledge of our business and industry would be extremely difficult to replace”
“[Turnover] could increase our costs and decrease our operating profit margins”
“[We are seeing] increased employee turnover due to a tightening labor market”
We give you the data and the experts to act on it.
Workforce Intelligence
We analyze your data to show you who is at risk, why they are leaving, and what it is costing you.
Retention Advisory
Our Council of operators reviews every client's data and tells you exactly what to do, in priority order.
Everything you already do, finally aligned on one outcome.
The eight silos EIP aligns: Engagement, Experience, Culture, Recruiting, Onboarding, Manager training, One-on-ones, and HR processes.
We built this inside a Fortune 10 company, and have the results to prove it.
17
percentage points
Our founder built this process at a Fortune 10 company. Turnover fell 17 percentage points across retail, call centers, and warehouse operations.
At scale, that's hundreds of departures that didn't happen.