Head of HR
Your Best People Are Updating
Their LinkedIn
Exit interviews reveal the same issues every time. You've flagged the risks. Leadership nods sympathetically. Nothing changes. Then another resignation lands.
The Talent Exodus
Every departure triggers three more. Institutional knowledge walks out the door. Recruiting can't keep pace.
23%
Annual turnover rate
67%
Top performers leaving
$127K
Average replacement cost
18mo
To full productivity
Tenure Distribution - The Danger Zones
High Risk
Critical
CLIFF
0-6mo
6-12mo
1-2yr
2-3yr
3-5yr
5yr+
The 18-month cliff: when vesting ends and market value peaks
What Exit Interviews Keep Saying
Top Departure Reasons:
- Limited growth opportunities
- Below-market compensation
- Poor management quality
- Lack of recognition
- Work-life imbalance
- Better offers elsewhere
- Company direction concerns
Retention Budget Requests:
- Salary adjustment pool (denied)
- Leadership development (delayed)
- Career pathing program (pending)
- Manager training (underfunded)
- Retention bonuses (rejected)
- Flexible work policy (debated)
- Mental health support (TBD)
SlideStrike Speaks HR
50+ people metrics, automatically visualized for executive buy-in.
Turnover Rate
Annual attrition %
Regrettable Loss
Top performer exits
Cost per Hire
Total recruiting cost
Time to Fill
Days to hire
eNPS
Employee net promoter
Tenure Curve
Retention by year
Flight Risk
Predicted attrition
Manager Rating
Leadership scores
Questions from HR Leaders
What Heads of HR ask
MAKE RETENTION A BOARD PRIORITY
Turn Exit Data Into Executive Action
Show the true cost of turnover. Visualize flight risk. Get budget for retention programs.
Turnover cost visualization
Flight risk heat maps
Tenure cliff analysis
Board-ready people presentations