HR & People
Attrition risk prediction
Predict which employees are at risk of leaving based on engagement signals, tenure patterns, role changes, and compensation data. Enable proactive retention interventions.
15–30%
reduction in unwanted attrition
Opportunity assessment
Minor improvement. Small efficiency gain with limited effect on overall turnover or bottom line.
Challenging. Significant technical work required. Likely needs an AI engineer or specialist vendor. Not a quick win.
Demanding data requirements. Relies on clean, integrated data across multiple systems. Significant data preparation work typically needed.
Moderate risk. Some customer or external exposure. Errors create rework or reputational impact but are recoverable.
High people impact. Daily workflows change materially for a number of people. Training, communication, and active change management needed.
Tooling required
Things to consider
This requires sufficient historical data on who has left, when, and the signals that preceded departure. Most businesses have the data but it's spread across HRIS, engagement surveys, and manager records.
The ethical and trust implications are significant. If employees learn they're being scored for flight risk, it changes the employer-employee relationship. Be transparent about what data is used.
Prediction without action is pointless. The model must be paired with a clear retention playbook — what interventions are available, who authorises them, and what budget exists.
Experiment starter: Retrospectively analyse the last 50 voluntary leavers. Map their tenure, role changes, compensation history, and engagement scores against a control group who stayed. Identify the three strongest predictors of departure. If clear patterns exist, a predictive model will work.
Go deeper in the playbook
Section — Opportunity Identification, including the AI Opportunity Assessment ScorecardSection — Change Management, Scaling, and AdoptionThis opportunity scores low on change complexity — the change management section covers how to land it with the team.More in HR & People
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HR policy knowledge base
A RAG system over HR policies, handbooks, and procedures that answers employee questions accurately. Reduces routine query volume to HR teams.
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