# Employee Retention Software: Detect Flight Risk Early

Employee retention software that predicts turnover before resignations happen.
Detect flight risk from engagement, performance, and hiring signals — and act in
time.

Signals works from aggregated organizational patterns and publicly available data
rather than reading individual private messages. Retention tooling that surveils
employees damages the trust it is meant to protect.

## What Signals detects

**Flight risk detection:**

- Engagement pattern analysis
- Performance trajectory monitoring
- Sentiment shifts detection
- External job market activity signals
- Risk scoring with confidence levels

**Hiring analytics:**

- Time-to-hire benchmarking
- Source effectiveness analysis
- New hire success prediction
- Onboarding completion tracking
- Role-specific hiring trends

**Team stability analysis:**

- Team composition risk analysis
- Key person dependency alerts
- Collaboration pattern changes
- Workload imbalance detection
- Team health scoring over time

## Signal categories

- **Engagement** — meeting attendance drops, communication slowdown, reduced initiative
- **Performance** — velocity changes, quality variations, deadline patterns
- **Behavioral** — schedule changes, tool usage shifts, collaboration changes
- **External** — LinkedIn activity, job market signals, industry movements

## Use cases

**Prevent key talent loss.** A Series B startup used Employee Intelligence to
identify that their lead architect was showing early departure signals. They
proactively addressed compensation and role concerns, retaining a critical team
member — saving 6+ months of lost productivity and recruitment costs.

**Optimize the hiring pipeline.** Analyzing hiring patterns revealed that
candidates from certain sources had 3x better retention rates. The company
reallocated recruitment budget accordingly, reducing cost-per-hire by 35% while
improving retention.

**Address team dysfunction early.** Team instability alerts flagged a product team
with declining collaboration scores and increasing workload imbalance. Leadership
intervened with additional resources, preventing burnout and maintaining delivery
schedules.

## Pricing

$199/month. 14-day free trial, no credit card required. Cancel anytime.

## FAQ

**What is employee retention software?**
Employee retention software identifies which employees and teams are at risk of
leaving, and why, 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?**
The underlying behavioral shifts — declining engagement, changing collaboration
patterns, career stagnation, increased external market activity — typically emerge
weeks or months before a resignation. How much warning you get depends on how much
signal your organization actually produces, which is why Signals shows the
reasoning behind a risk score rather than only the score.

**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.

## Related

- [How to spot flight risk: 7 signs an employee is about to leave](/blog/employee-churn-prediction-signs.md)
- [Signals home](/index.md)

Contact: tomer@get-signals.io

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