Who else can help you with retention, and when to call us instead.
There are a lot of ways to address employee turnover. Some of them are right for your situation. Some of them are not. This is an honest guide to what each type of solution does well, where it falls short, and when EIP is the right call.
How it pays for itself.
When turnover goes down, several line items can go with it. These are the tools and services companies can reduce or eliminate.
Engagement survey platforms
Qualtrics, Lattice, Culture Amp
If you use surveys to find out who is unhappy, we read behavioral data instead, so you can see who is at risk without asking people to volunteer it.
Sourcing tools
LinkedIn Recruiter, Indeed
Fewer departures can mean fewer replacement searches.
Exit interviews
Retensa, Work Institute, internal HR time
Exit interviews explain why people left after they are gone. We aim to surface the reasons before they resign.
External recruiters
Contingency and retained search firms
Every departure you prevent is a replacement you do not pay for, recruiting fees included. Gallup estimates replacement costs about 40% of salary for frontline roles, 80% for technical roles, and 200% for leaders and managers.
Source: GallupHR analytics platforms
Visier, ADP DataCloud, Crunchr
Analytics platforms often need a data science team to operate. We provide the prediction and the action plan without you building that function.
Retention consultants
Generalist HR firms, project-based engagements
Advice works better with data to aim it. We bring both in one engagement.
Pricing is under $1 per employee per day for companies with 1,000 or more employees. Many companies can offset a meaningful share of that by reducing two or three of these line items.
HR Consulting Firms
Best for: Benchmarking your compensation and understanding how your turnover compares to industry peers.
If you want to know whether your pay is competitive, whether your benefits are in line with the market, or how your turnover rate compares to similar organizations, firms like Mercer, Aon, Willis Towers Watson, and Gallagher are built for that. They have enormous datasets, deep compensation expertise, and decades of credibility.
What they do not do: tell you which specific employees are at risk of leaving, quantify what each departure is costing you, or stay through implementation to help you fix it. They deliver a report. What happens next is up to you.
Call an HR consulting firm when you need market benchmarking or a broad workforce audit.
Call EIP when you already know turnover is a problem and you need to know who, why, and what to do about it before the next resignation.
Employee Listening and Engagement Platforms
Best for: Measuring how employees feel and tracking engagement trends over time.
Platforms like Culture Amp, Lattice, Qualtrics EmployeeXM, Workday Peakon, and 15Five are built around surveying employees. They are good at surfacing themes, measuring engagement, and giving managers visibility into how teams are feeling. Some of them now include attrition risk scores derived from survey responses.
The limitation is structural. Survey-based signals are lagging. By the time an employee is disengaged enough to show up in a survey, the decision to leave is often already made. And surveys require employee participation, which means your most disengaged employees are also the least likely to complete them.
Call an engagement platform when you want a continuous listening program and have the HR capacity to act on the insights.
Call EIP when you need to identify specific at-risk employees using data they did not have to volunteer.
Workforce Analytics Platforms
Best for: Enterprise HR teams with data science resources who want deep workforce modeling.
Visier, ADP DataCloud, HiBob, and Crunchr give large organizations the ability to model workforce trends, predict attrition patterns, and benchmark against industry data. If you are a 5,000-person company with a dedicated people analytics team, these tools are powerful.
The catch: they are expensive, they require technical resources to operate, and most of them only work if you are already using their parent ecosystem. They are also analytics layers, not advisory practices. They surface the signal. Acting on it is still your problem.
Call a workforce analytics platform when you have the headcount, the HRIS infrastructure, and the data team to make use of them.
Call EIP when you want the prediction without building a data science function, and you want someone who stays until the number moves.
Exit Interview and Retention Consulting Specialists
Best for: Understanding why people left after they left.
Firms like Retensa and Work Institute specialize in exit interviews, stay surveys, and retention diagnostics. They are useful for surfacing themes and understanding historical patterns. Retensa in particular has been doing this for 25 years and has global reach.
The limitation: exit interviews are retrospective. The employee has already decided to leave. The cost has already been incurred. Acting on that data may help you retain the next person, but it does not help you retain the one who just walked out.
Call an exit interview specialist when you want to understand historical patterns and improve your processes over time.
Call EIP when you want to know who is leaving in the next 90 days, not who left in the last 90 days.
The comparison
| What you need | Who to call |
|---|---|
| Compensation benchmarking | Mercer, Aon, WTW |
| Engagement surveys and listening | Culture Amp, Lattice, 15Five |
| Enterprise workforce analytics | Visier, ADP DataCloud, HiBob |
| Exit interview analysis | Retensa, Work Institute |
| Know who is leaving before they resign, quantify the cost, fix it | EIP |
We work alongside what you already have.
Most organizations use more than one of these tools. We work alongside your existing HR tech, your compensation benchmarking, and your consulting relationships. We add the one thing none of them do: a ranked list of the specific people most likely to leave in the next 90 days, the reason behind each one, and a plan to act on it before it costs you.
If you are not sure whether we are the right call, tell us what you are trying to solve. We will tell you honestly if it is.