Executive Summary

Many mid‑ and large employers quietly bleed margin through voluntary turnover: the addressable market is roughly 600,000 organizations (50+ employees) and is estimated at $48.0B assuming an $80K average contract value per customer, while replacing a mid‑level employee commonly costs on the order of $20K–$50K depending on role. The problem is acute because hybrid work disperses engagement signals, weakens manager line‑of‑sight, and makes it harder for HR and finance leaders to quantify and justify retention spend. You could build an AI‑driven retention platform that produces per‑employee flight‑risk scores, surfaces transparent reasons for risk using interpretable models, recommends prioritized interventions, and closes the loop by measuring realized retention and dollars saved. The product should integrate with HRIS, ATS, payroll and engagement tools, support 3–6 month pilots with an $80K ACV target for proved ROI, and include cohort forecasting and A/B testing to demonstrate causal impact. This moment is favorable because hybrid work has increased churn and created richer distributed signals, CFOs are increasingly demanding outcome‑based HR buys tied to cost‑of‑turnover reductions, and buyers are insisting on interpretable AI—factors reflected in a market score of 92/100 and strong revenue potential. To stand out you must prioritize auditable explainability, rigorous bias mitigation, privacy/compliance (SOC2/GDPR), and pricing tied to measurable savings, while acknowledging real challenges: uneven data quality across customers, legal and fairness risks, and the need for change management and executive sponsorship to realize promised ROI.

Market Opportunity

Predict flight‑risk and cut staff turnover with AI‑driven retention targets a $48.0B = 600k mid/large employers (50+ employees) x $80K ACV total addressable market with medium saturation and a year-over-year growth rate of 12% CAGR for HR tech/people-analytics and 18%+ growth in employee-experience segments.

Key trends driving demand: Hybrid work normalization -- increased voluntary churn and distributed engagement signals create demand for predictive retention tools.; Outcome‑based HR buying -- CFOs demand direct ROI (cost‑of‑turnover reductions) making high‑impact retention tools fundable.; AI explainability -- demand for interpretable AI in HR pushes vendors to deliver transparent, auditable predictions.; Workforce analytics consolidation -- companies prefer integrated solutions that combine HRIS, engagement, and performance data..

Key competitors include Lattice, Culture Amp, Glint (LinkedIn), Visier, ADP / Workday (adjacent HRIS providers).

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Predict flight‑risk and cut staff turnover with AI‑driven retention

Executive Summary

Market Validation

Market Opportunity

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