You are paying more for who you lose than you paid to hire them.
Frontline turnover does not land in cost per hire. It lands in overtime to cover the gapped post, supervisor time, orientation paid for twice, and recruiting the same seat again three months later. Nobody budgets for it, and everybody pays it. We work with your managers to bring that number down, and we hold ourselves to it.
Paid at start, and again only when the person stays to the retention milestone we agree with you.
Cost per departure ranges from about $3,000 to $8,000 in published frontline benchmarks (American Ambulance Association, NSI Nursing Solutions, QATC/ContactBabel), and above $8,600 for certified roles such as paramedics.
We talk to every applicant. To see who's compatible with the work.
Through our conversational AI, on their phone, within minutes of applying. So your managers meet the people who'll stay, not just the ones who can do the job.
annual staff turnover across US industries, rising to 66% in accommodation and food.
a year for every point of turnover, per 1,000 frontline roles. Ten fewer people to replace.
applications in a year, with less to go on in each. On paper, they read alike.
"Frontline people rarely leave over skills. It's the shifts, the commute and the manager. Capability hires people. Compatibility keeps them."
Sources: BLS JOLTS 2025, annual average total separations by industry; separations include quits, layoffs and retirements. LinkedIn, June 2025. Cost per point of turnover is illustrative, at a conservative $10,000 per departure in agency cover, overtime, rehiring and training; published estimates for hourly roles run higher.
From application to interview, a conversation behind every name.
Within minutes
Every applicant gets a link and a conversation on their phone, around shifts, on a break.
Sifted for compatibility
Against your manager's own brief: the shift pattern, the commute, the crew, the real job.
Evidence on every name
Every name arrives with what they said, in their own words. Nothing a manager has to take on trust.
Interviews that count
Know what to explore before they arrive. Your people make every decision.
Every applicant, in their own words. Heard the way your managers would.
On their phone.
A call, not a form. Fifteen minutes, whenever suits them, around their shifts.
Your manager's brief.
What compatibility means on this site and shift, set with your manager up front.
Evidence, not inference.
Every point links to their own words. No scores on people, no emotion inference.
Candidates like it.
Easier than typing, and no camera. 60% quit long online forms partway.
The conversation keeps going, from offer to exit.
Offer to day one
Staying in touch through the gap, so they turn up.
30 / 60 / 90 days
How it's really going, in their own words, while there's time to act.
Every leaver
Why they really went, while it's still fresh.
Retune the sift
Every starter and leaver sharpens the brief for the next hire.
More of the right people, still there at 90 days.
Paid when people start, and again when they stay.
No integration
Nothing changes in your tech stack.
No upfront cost
Nothing until someone starts.
No extra work
We run it. Your people decide.
No long rollout
Live in two weeks, one site or several.
We know where that money goes.
Tessa James
Built talent strategy in regulated life sciences, including at Baxter. Combines psychology and HR technology to understand who stays.
Randy Gulian
Led a 3,500-person global hiring operation across 60 countries, delivering more than 300,000 hires a year.
Bring us your high-turnover roles.
One role or many, one location or several. Keep your current process, agree the retention milestone up front, and compare starts and retention with your current baseline.