Who else can help you with retention, and when to call us instead.
There are a lot of ways to address employee turnover. Some of them are right for your situation. Some of them are not. This is an honest guide to what each type of solution does well, where it falls short, and when EIP is the right call.
HR Consulting Firms
Best for: Benchmarking your compensation and understanding how your turnover compares to industry peers.
If you want to know whether your pay is competitive, whether your benefits are in line with the market, or how your turnover rate compares to similar organizations, firms like Mercer, Aon, Willis Towers Watson, and Gallagher are built for that. They have enormous datasets, deep compensation expertise, and decades of credibility.
What they do not do: tell you which specific employees are at risk of leaving, quantify what each departure is costing you, or stay through implementation to help you fix it. They deliver a report. What happens next is up to you.
Call an HR consulting firm when you need market benchmarking or a broad workforce audit.
Call EIP when you already know turnover is a problem and you need to know who, why, and what to do about it before the next resignation.
Employee Listening and Engagement Platforms
Best for: Measuring how employees feel and tracking engagement trends over time.
Platforms like Culture Amp, Lattice, Qualtrics EmployeeXM, Workday Peakon, and 15Five are built around surveying employees. They are good at surfacing themes, measuring engagement, and giving managers visibility into how teams are feeling. Some of them now include attrition risk scores derived from survey responses.
The limitation is structural. Survey-based signals are lagging. By the time an employee is disengaged enough to show up in a survey, the decision to leave is often already made. And surveys require employee participation, which means your most disengaged employees are also the least likely to complete them.
Call an engagement platform when you want a continuous listening program and have the HR capacity to act on the insights.
Call EIP when you need to identify specific at-risk employees using data they did not have to volunteer.
Workforce Analytics Platforms
Best for: Enterprise HR teams with data science resources who want deep workforce modeling.
Visier, ADP DataCloud, HiBob, and Crunchr give large organizations the ability to model workforce trends, predict attrition patterns, and benchmark against industry data. If you are a 5,000-person company with a dedicated people analytics team, these tools are powerful.
The catch: they are expensive, they require technical resources to operate, and most of them only work if you are already using their parent ecosystem. They are also analytics layers, not advisory practices. They surface the signal. Acting on it is still your problem.
Call a workforce analytics platform when you have the headcount, the HRIS infrastructure, and the data team to make use of them.
Call EIP when you want the prediction without building a data science function, and you want someone who stays until the number moves.
Exit Interview and Retention Consulting Specialists
Best for: Understanding why people left after they left.
Firms like Retensa and Work Institute specialize in exit interviews, stay surveys, and retention diagnostics. They are useful for surfacing themes and understanding historical patterns. Retensa in particular has been doing this for 25 years and has global reach.
The limitation: exit interviews are retrospective. The employee has already decided to leave. The cost has already been incurred. Acting on that data may help you retain the next person, but it does not help you retain the one who just walked out.
Call an exit interview specialist when you want to understand historical patterns and improve your processes over time.
Call EIP when you want to know who is leaving in the next 90 days, not who left in the last 90 days.
The comparison
| What you need | Who to call |
|---|---|
| Compensation benchmarking | Mercer, Aon, WTW |
| Engagement surveys and listening | Culture Amp, Lattice, 15Five |
| Enterprise workforce analytics | Visier, ADP DataCloud, HiBob |
| Exit interview analysis | Retensa, Work Institute |
| Know who is leaving before they resign, quantify the cost, fix it | EIP |
What our clients typically stop paying for.
When turnover goes down, several line items go with it. These are the tools and services our clients reduce or eliminate after working with us.
Engagement survey platforms
Qualtrics, Lattice, Culture Amp
You were surveying employees to find out who was unhappy. EIP reads behavioral data, so you know who is at risk without asking them to volunteer it.
LinkedIn Recruiter
LinkedIn Recruiter, Indeed, sourcing tools
You were sourcing replacement hires for people who left. Fewer departures means fewer replacement searches.
Exit interviews
Retensa, Work Institute, internal HR time
You were trying to understand why people left after they were already gone. EIP tells you the reasons before they resign.
External recruiters
Contingency and retained search firms
Replacement hires run 15 to 30 percent of first-year salary. Every departure you prevent is a recruiting fee you never pay.
HR analytics platforms
Visier, ADP DataCloud, Crunchr
You were paying for a platform that requires a data science team to operate. EIP gives you the prediction and the action plan without building that function.
Retention consultants
Generalist HR firms, project-based engagements
You were paying for advice without the data to know where to aim it. EIP brings both, at a fraction of the cost of a typical consulting engagement.
We price under $1 per employee per day. Most clients find that eliminating two or three of these line items covers the cost of EIP entirely.
We work alongside what you already have.
Most organizations use more than one of these tools. EIP works alongside your existing HR tech, your compensation benchmarking, and your consulting relationships. We add the one thing none of them do: a ranked list of the specific people most likely to leave in the next 90 days, the reason behind each one, and a plan to act on it before it costs you.
If you are not sure whether EIP is the right call, tell us what you are trying to solve. We will tell you honestly if it is.