The cost of a reactive HR function

When a key engineer resigns, you have 30 days. To counter-offer, transition, hire, and onboard. Most firms lose the employee — and Rs 30–50 lakh in replacement cost, productivity loss, and knowledge drain.

Attrition is not random

Our engagements consistently show that attrition is predictable 60–90 days in advance — if you are looking at the right signals:

• Time-since-last-promotion vs. peer group
• Change in attendance patterns
• Drop in system engagement
• Compensation gap vs. market benchmarks
• Manager-level attrition in the same vertical

The AI-augmented HR function

AI does not replace the manager conversation. It tells the manager when to have it — and what to address.

A well-deployed attrition-risk model: flags individuals in the top 10% risk band every Monday, pairs each flag with suggested intervention, and tracks outcomes to improve future predictions.

Firms we work with reduce voluntary attrition by 25–35% in the first year.

Where to start

You do not need a data scientist. You need 24 months of clean people data, a shortlist of 8–10 predictive signals, and a weekly review cadence with HR and line managers.