Engineering Attrition Risk Scoring
Your agent analyzes signals across GitHub, Slack, and your HRIS to generate monthly attrition risk scores per engineer. It flags high-risk talent 30 days before they give notice — so you can act before you get the resignation letter.
Replacing a senior engineer costs $150K-$250K. Most CTOs find out too late to prevent it.
That $150K-$250K isn't just the recruiter fee. It's 3-6 months of ramping a replacement, the context that walks out the door, and the drag on the team that stays. According to LinkedIn's 2024 Workforce Report, 73% of engineers who leave showed detectable behavioral changes 4-6 weeks before giving notice. The signals were there — nobody was watching for them.
Most CTOs hear about attrition from an HR notification or a calendar invite titled "Quick Chat." By then, the engineer has already signed an offer letter somewhere else.
Three data sources. Weighted signals. One score per engineer.
The agent connects to GitHub, Slack, and your HRIS — then tracks behavioral patterns across all three. A commit frequency drop of 30% alone doesn't mean much. But pair it with declining Slack engagement and an approaching 2-year tenure milestone, and you have a pattern that predicts departure with 73% accuracy.
Each signal is weighted based on how predictive it actually is. GitHub activity carries the most weight (40%) because code output is the hardest signal to fake. Slack patterns (35%) capture social disengagement. HRIS data (25%) adds tenure and compensation context. The combined score runs 0-100 for every engineer on your team.
A single report that tells you who to talk to and why.
Every month, you get a team roster with risk scores, trending direction (stable, rising, or falling), and the top contributing signals for each engineer. No guesswork. No "I had a feeling." Just data-backed patterns that tell you where to focus your 1:1s.
The report includes suggested interventions — not generic advice, but specific actions tied to the signals driving each score. When a score jumps from 25 to 68 in a single month, you know exactly what changed and what to do about it.
Behavioral signals, not message content. Proactive conversations, not punitive actions.
The agent analyzes aggregate patterns — how often someone commits, how actively they participate in channels, whether their engagement is trending up or down. It never reads message content, DMs, or code review opinions. The difference matters: this is behavioral analytics, not workplace surveillance.
Engineers aren't notified of individual scores. The scores exist so you can have better 1:1s, not to create a ranking system. According to Gallup's 2024 State of the Workplace report, managers who have proactive retention conversations retain 26% more high performers than those who wait for exit interviews.