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Retention ROI calculator

Model the dollar impact of surfacing retention signals earlier.

Enter your headcount, industry, and role mix. The calculator returns an estimated annual savings, three-year projection, and payback period. Every number cites its source. The correlational-only scenario is labelled at display time.

About your company

Default voluntary quit rate: 22% — BLS JOLTS — Information supersector, 12-month trailing (accessed 2026-04-21).

Percent of workforce leaving voluntarily per year.

Scenario

Replacement-cost model

Entry-level / hourly

Replacement cost ≈ 50% of annual salary. Typical ramp is under 60 days.

Individual contributor / professional

Replacement cost ≈ 100% of annual salary. Typical ramp is 3 to 6 months.

Senior / specialized / leadership

Replacement cost ≈ 150% of annual salary. Typical ramp is 6 to 12 months.

Default bracket multipliers: 50% / 100% / 150% of salary (SHRM). Role-mix shares auto-adjust to the selected industry. Override as needed — these are illustrative presets, not a single-source dataset.

Estimated annual savings

$146,431

Three-year savings

$439,294

Undiscounted.

Departures avoided / year

1.7

Out of 22 expected.

Payback period

Under 1 month

Against a representative contract.

Translation math

Expected voluntary departures
100 × 22% = 22
Baseline-turnover scaling
0.96× (low-turnover industry)
Effective reduction
10% × 80% × 0.96 = 8%
Weighted average salary
$91,500
Blended replacement cost
95% of salary
Cost per departure
$86,925
Annual savings
1.7 departures × $86,925 = $146,431

Full methodology, citations, and category-novelty admission: /roi/methodology.

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Contact salesRead the methodology

For the rest of the C-suite

What the CFO and CEO will ask

The HR champion does not write the check. These are the framings to hand the people who do.

For the CFO

The economic case

  • Cost of voluntary turnover is already in your P&L

    Gallup puts the global cost of disengagement at $8.8T per year — about nine percent of global GDP (Gallup, State of the Global Workplace 2025). Voluntary turnover is the visible piece. Every retained mid-tenure employee is a recruiting fee plus a ramp curve plus an institutional-knowledge transfer your finance team does not have to absorb.

  • Continuous signal vs. point-in-time survey ROI

    A once-a-year engagement survey gives you one data point. ClarityLift surfaces the same shape of signal continuously, on the daily collaboration data that already exists. The math the calculator at /roi runs is the headcount × voluntary-quit rate × earlier-detection delta — every input cited.

  • Contract consolidation, not stack expansion

    Aggregate signal that your survey vendor cannot produce. Aggregate dashboards your HRIS cannot generate. Most mid-market customers consolidate bolt-on listening or analytics tools when they bring ClarityLift in alongside their existing survey program.

Run the numbers at /roi

For the CEO

The risk and value framing

  • Validates the survey you are already running

    The survey gives you what people say. ClarityLift gives you the daily signal that tells you whether the survey result matches what is actually happening on the team. Coexist with Culture Amp, Lattice, Glint, or whatever is already in place — no rip-and-pull, no team-wide change-management lift, and no asking the CEO to walk back the survey program they already approved.

  • No individual surveillance, by construction

    Aggregate-only with a structurally enforced minimum group size of ten. No DMs ingested, ever. No individual scores, no per-person dashboards, no ability for an admin to flip a switch and see one employee. The privacy posture is a design constraint, not a policy choice — independently verifiable in our public privacy architecture documentation.

  • Compliance posture is defensible

    Retention-zero on message text. HRIS connector-level whitelist that never requests protected-class fields. We deliberately avoid the language and feature shape that triggers the Colorado AI Act high-risk scope. Every claim on the privacy page is tied to a code-level invariant we can show counsel.

Read the privacy architecture