The signal that someone is leaving is almost always there before the letter arrives. Career frustration, compensation concerns, a manager making the job miserable. An always-on channel surfaces that signal while there is still time to act on it.
Book a conversationReplacing a mid-level employee costs, on average, between six months and a year of their salary - recruitment, onboarding, and lost productivity during the transition. For a specialist or someone with significant institutional knowledge, the real cost is often considerably higher. Most of that cost is avoidable if the organisation had known six to eight weeks earlier that the person was disengaging.
"The exit interview is too late. By then they have already accepted another offer. The conversation that might have changed something needed to happen three months earlier."
"I have been in this role for two years and haven't had a proper career development conversation. I don't know if there is a path forward here for me."
Category: Career development - Retention risk - Typical weeks to exit if unaddressed: 16-20"Friends at similar companies are getting salary reviews. We haven't had one mentioned and the cost of living has gone up significantly. Starting to feel like the company doesn't notice."
Category: Compensation - Retention risk - Typical weeks to exit if unaddressed: 8-12When pre-exit signals cluster around a department or team, HR does not need to know who submitted them to act. A salary review announcement, a team-level career development conversation, a manager check-in - the response is structural. Pulsavox surfaces the signal. HR addresses the conditions that caused it.
You probably have a sense of it. Pulsavox gives you something more reliable than instinct - and earlier than the exit interview. 30 minutes. No obligation.