SignalsGet started

Employee retention software that warns you 30 to 90 days early.

Signals notices when someone on your team is drifting toward the door, so you can step in while a conversation can still change things. Every week you get a short list: who to talk to, and what might help.

We never read private messagesFirst 30 days free, then from $299/mo
This week's check-insSample
Needs attention

Check in with your backend lead this week.

Workload has climbed for 30 days while collaboration narrowed. This pattern usually comes before burnout — and before resignations.

WHAT MIGHT HELP
  • Rebalance on-call before Q4 planning
  • Talk about scope and what's next for them
Confidence: highPayments service depends on this person
Support team: workload back to normalResolved
30–90 daysof heads-up before a resignation. Time to change comp, scope, or role.
90%of the people Signals flags as high risk really are on their way out.
10,000sof employees watched every day for paying customers.
0private messages read. Patterns, never conversations.

People rarely leave suddenly. It just looks that way.

At a startup, one unexpected resignation can stall a roadmap for months. The signs show up long before the conversation does — but in a busy, growing team, nobody has time to notice them.

~ 60–90 DAYS OUT · SIGNALS NOTICESWorkload piles upOne person quietly absorbs more of the roadmap.
~ 30–60 DAYS OUTCollaboration narrowsFewer people, fewer threads, fewer reviews.
~ 2 WEEKS OUTEngagement dropsThe decision is mostly made. Nobody has said it.
DAY 0 · MOST FOUNDERS FIND OUT“Got a minute to talk?”Too late to change comp, scope, or role.
Illustrative pattern. Timing varies by person and team.

What Signals notices — and what you can do about it.

Who may be thinking of leavingWith a confidence level, so you know where to look first.
Burnout before it happensWorkload imbalances caught while they're still fixable.
Shifts in engagementThe quiet drop that comes before the conversation.
Changes in collaborationWhen someone's circle at work starts to shrink.
Key-person dependenciesKnow whose departure would stall the roadmap — and spread the load.
  1. 1
    Choose the teams that matterStart with the people your roadmap depends on.
  2. 2
    Signals looks for patternsAggregated work patterns, continuously.
  3. 3
    You get a weekly check-in listWho to talk to and what might help.

Built to help people stay, not to watch them.

Signals exists so problems get fixed earlier — workloads rebalanced, conversations had, roles reshaped. That's good for the company and for the person.

Signals looks atAggregated work patternsTeam-level workload and collaboration trends
Signals never readsPrivate messages
A note for employeesIf your company uses Signals, it's because they want to catch problems — like an unfair workload — before they push you out.

One unexpected resignation costs months. Signals starts at $299.

Every plan starts with 30 days free. We show you what Signals finds on your team first, then charge.

StarterFirst 30 days free
$299/ month

$249/month paid yearly

Up to 50 tracked employeesGet started
GrowthFirst 30 days free
$599/ month

$499/month paid yearly

Up to 150 tracked employeesTalk to us
Scale
Custom

Priced for your team

150+ tracked employeesTalk to us
Every plan includes
  • Weekly check-in list with suggested next steps
  • Burnout and workload imbalance alerts
  • Key-person dependency mapping
  • Real-time alerts when something changes fast

Employee retention software FAQ

What is employee retention software?

Employee retention software identifies which employees and teams are at risk of leaving, so you can act before they resign. Rather than reporting turnover after the fact, it analyzes patterns across engagement, performance, and external market data to surface flight risk while it is still addressable.

How does Signals predict employee churn?

Signals analyzes trends over time rather than point-in-time snapshots, and correlates signals across multiple independent sources: engagement and participation patterns, performance trajectory, team composition and workload, and public external signals such as hiring activity in your competitors' teams. A single data point is noise; a consistent trend across sources is a signal.

What data does Signals need to get started?

Signals works from aggregated organizational patterns and publicly available data rather than requiring deep integration into every internal system before it returns anything. That keeps time-to-value short and avoids building a surveillance tool.

Does employee retention software invade employee privacy?

It should not, and this is the question most buyers underweight. Signals is built on aggregated trends and public data rather than reading individual private messages. Retention tooling that surveils employees damages the trust it is meant to protect.

How early can flight risk be detected?

Typically 30 to 90 days before a resignation. The underlying shifts — workload piling up, collaboration narrowing, engagement dropping — show up well before anyone says anything. Signals shows the reasoning behind each flag rather than only a score, so you know what to talk about.

Who should receive retention alerts?

The manager or founder who can actually change someone's role, scope, or compensation. Retention insight that only reaches whoever administers the HR system rarely changes the outcome, so Signals pushes alerts to decision makers with a recommended next step.

How does the free month work?

Your first 30 days are free. Signals shows you what it finds on your team first, and you're charged only after the 30 days. Plans start at $299/month.

Have the conversation before the resignation letter.

Know who needs you and what might help — every week. Your first 30 days are free.