Know who might leave, early.
PRISM scores retention risk nightly from HR signals you already hold, so a manager can start the conversation before someone is gone.
A number you can read the workings of.
Each nightly score is built from weighted factors like tenure, time since promotion, pay against market, performance trend and manager check-ins — not a black box. Factors with no data are dropped and the rest reweighted, and when the signals are thin the score is marked limited-confidence rather than shown as certain.
Risk, explained
/flight-risk — scored from 42 transparent factors, not a black box
Alerts that turn into a conversation.
High-risk employees raise an alert with the factor driving it. Log what you did — a compensation review, a career conversation, a 1:1, recognition — and its outcome, and PRISM later links real departures back to what it flagged so you can see whether it caught them in time.
Alerts & interventions
/admin/flight-risk
Off until you opt in, logged once it is on.
No one is scored until your organisation activates it, and every look at an individual score is logged. Employees see their own view — the factors always, the number only if you choose to show it — and can add a note to contest what they see. It is a preventative tool, never grounds for dismissal or any adverse decision.
Consent & the employee view
/me/retention — employees can see and contest
PRiSM Retain works with what you already run.
Common questions
Is the score a black box?
No. It is a rules-based score from a fixed catalogue of weighted factors, and each employee's view shows which ones raised or lowered their number. Contributing to a shared prediction model is optional, off by default, and separate from activation.
Can we use it to decide who to let go?
No. It is a preventative retention tool for starting supportive conversations. Age and involuntary-departure outcomes are deliberately left out of the model, activation records that it is not for adverse decisions, and every access to a score is logged.
What does an employee see about themselves?
Their own factors, always — framed constructively, with sensitive ones kept manager-only. The numeric score and risk band stay hidden unless your organisation turns them on, and either way the employee can add a note to contest.
Notice the leavers while you can still act.
Turn PRiSM Retain on for your organisation and let the nightly run surface who needs a conversation.