Engineering & Product departments show 2.4× above-average flight risk. Estimated 90-day attrition cost: $284,000
Answer 12 Questions About Your Organization
No survey fatigue here. Each question is engineered to surface a specific signal — the kind that doesn't show up in engagement surveys because employees know those are read by their managers.
- Role-calibrated questions — what you see depends on your title and team size
- Likert scales with behavioral anchors, not vague adjectives
- Designed to take 4 minutes, not 40
The questions are deliberately non-threatening. The patterns they reveal are not. Most HR directors tell us they know something is wrong before they start — the assessment shows them exactly where.
Get Your Engagement Risk Score
Your score maps disengagement by department, tenure band, and manager — not just company-wide averages that hide where the real bleeding is happening.
- Flight risk probability per department (not just a blended number)
- Burnout velocity score — who's accelerating toward the door
- Benchmarked against 340+ mid-market companies in your industry
The average company waits 6–9 months after disengagement starts before acting. By then, the cost isn't a feeling — it's $47,000 per mid-level departure. Your score shows you the 90-day window where intervention still works.
Receive a Custom Action Playbook
Not a generic best-practices PDF. A document built around your specific risk profile — with manager coaching scripts, retention conversation frameworks, and a 90-day roadmap you can hand to the C-suite.
- Executive briefing page — one page, three numbers, one decision
- Manager-level intervention scripts for the three highest-risk teams
- 90-day retention roadmap with week-by-week milestones
The playbook is the difference between walking into a leadership meeting with a feeling and walking in with a plan. Companies that act within 30 days of their score see 2.3× better retention outcomes in the following quarter.
What HR Directors Are Actually Finding
From the first assessment to the boardroom presentation — in under 48 hours.
I'd been telling the CEO for two quarters that something was wrong in Engineering. Pulse gave me the number. We went from 'HR has a feeling' to 'here's the 90-day plan' in one meeting.
The scorecard surfaced a burnout cluster in our Sales team that exit interviews never would have caught. Three months later, two of those people are now leading teams instead of leaving.
We've run engagement surveys for years. Pulse was the first tool that told me something I didn't already know — and gave me something to actually do about it.
