ATTRITION RISK SOC2 Certified
AI combines attendance, productivity, wellness, and engagement into a per-employee risk score, so HR intervenes early instead of learning from the exit interview.
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Six risk signals tracked continuously, so HR intervenes early instead of reacting to resignations.
A per-employee AI risk score built from attendance, activity, and wellness.
The specific signals pushing each employee's score up or down.
Average attrition risk rolled up by team or department.
Employees ranked by risk score, highest first, for action.
Suggested retention actions tailored to each at-risk employee.
Whether flagged employees stayed, tracked over time.
Each tab is purpose-built for a different question, so HR and managers land on the view they need instead of digging through filters.
Role-based access is built into the module, not a feature you configure after the fact.
Sees risk scores across the whole organisation. Default access for HR leaders running the weekly review.
Sees team risk rollup by default; individual scores are opt-in per HR policy.
Sees their own score under data-access policy, where the organisation allows it.
Why role-based access matters for India BPOs and enterprise HR teams: a Director can't accidentally see another department's leave register, a Manager can't drill into a team that isn't theirs, and an employee can verify their own attendance without an admin ticket. Access lives in the product, not in a separate IT setup phase.
Run the weekly at-risk review from a proactive queue instead of a reactive exit interview.
Build quarterly retention sprints around risk-segmented plays, not a company-wide guess.
See team-level risk before it shows up in a headcount forecast.
Coach flagged individuals early, while there's still time to change the outcome.
STEP -01
Deploy the desktop agent across the team to start capturing the underlying signals.
STEP -02
A few weeks of signal are needed before risk scores become confident.
STEP -03
Scores and drivers populate once data matures, ready for the weekly review.
Replacement cost for senior roles commonly runs to several months of salary.
Early signals lead resignations instead of trailing them.
Playbooks match the risk band instead of a one-size response.
Early coaching beats a reactive retention bonus after the fact.
Outcomes are tracked by intervention, not assumed.
20+ integrations across HRIS, project tools, and collaboration platforms.
Slack
Google
Salesforce
Keka
Microsoft Teams
Workday
Github
GreytHR
Asana
Power BI
Hubspot
Oracle
Zapier
Trello
Jira
Notion
Tableau
Lattice
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Attrition Risk is the prediction layer; pair it with the modules below for the signals it scores.
Burnout patterns, after-hours work, and long-day streaks feed the risk model as leading indicators of flight risk.
The engine behind the score. Agentic AI generates the risk scoring, driver analysis, and recommended retention actions.
Attendance drift, late-ins, and falling presence act as early signals in the retention model.
Puts team-level retention risk on executive dashboards, next to productivity, cost, and project health.
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