HR Analytics Calculators | Retention, Hiring, Comp & ROI vs Burn

Input Data

Total Headcount

Annual Departures

Avg Annual Salary (₹)

Calculates at 1.25x (fully-loaded burden rate)

Flight Risk Profile

Avg Tenure at Departure (months)

How long do people typically stay before leaving?

% Departures Voluntary

People who chose to leave (vs were asked to)

Who's Leaving?

Avg Seniority of Departures

Operating Context

Company Stage

Founder or Team Leader in All Key Decisions?

Total Financial Leakage

₹2.7 Cr / year

Conservative estimate · 1.5× replacement + unproductivity window

Direct Cost

₹2.25 Cr / year

Agency & onboarding (25%)

Zero-Output Gap

₹22.5 L / year

3.0 mo × salary × departures

Team Drag Cost

₹5 L / year

5% dip × 2 peers

Founder Tax

₹2 L / year

Interview & ramp time

Attrition Rate

24%

Industry Benchmark: 14–15%

Critical Risk

+9% above benchmark

0% ↑ 15% benchmark 30%+

Organizational Health Indices

48

Org Stability

Strained

38

Founder Context Loss

Strained

84

Burnout Exposure (↑ lower = healthier)

High Risk

26

People Systems

Critical

Flight Risk Profile

Growth Path Failure

At 14-month avg tenure, people are hitting a ceiling and finding no visible trajectory forward.

Contagion Risk

Contagion Risk Accumulating

At current attrition, contagion dynamics are active across your remaining staff.

Hidden Cost Signal

Compounding Execution Tax

Silent unproductivity cost is being paid on top of direct replacement spend.

ROI of Retention

If you reduce your turnover from 24% to the industry average of 13%, you will save ₹1.2 Cr per year.

Phased Retention Intervention Plan

Primary: Turnover Contagion

9 specific interventions across 3 phases — tailored to your primary retention risk

Generate a downloadable diagnostic report tailored to your inputs.

Role & Process Context

Define the hiring scenario

Company Headcount

Role Function

Seniority Level

Role Salary (₹ Lakhs)

Bengaluru Engineering Senior avg: ₹42.9L

Team Avg Salary (₹ Lakhs)

Open Roles

Expected Notice (Days)

Interview Rounds: 5 (Bloated)

258

Founder or Team Leader in Final Stage?

Leader in final stage — Bottleneck Syndrome risk active

Funnel Velocity

Actual days per stage

Sourcing
Lag

Evaluation
Drag

Closing
Latency

Offer Close Rate: 60% (Benchmark: 85–90%)

10%77% industry avg100%

TH

Recruiting Cycle

45 Days

Senior ideal: ≤30 days

Total Capability Gap

135 Days

hire + 90-day notice period

True Cost of Delay

₹23.1 L / cycle

across 5 roles, with absorption

Offers to Close

9

to fill 5 roles at 60%

A 45-day process plus India's 90-day notice period means this seat stays empty for 135 days — nearly 4.5 months of missing capability.

Pipeline Stage Breakdown

Severe Lag

Benchmarks: Apply→Screen ≤3d ideal | Screen→Final ≤14d ideal | Final→Offer ≤3d ideal

Hiring Health

42

High Risk

Overall system score

Velocity vs. Market

35

Critical

Speed vs benchmark

Operational Friction

25

Compromised

Offer speed & delegation

Growth Readiness

30

Fragile

Capacity for growth

Bottleneck Diagnosis

Founder / Leader Bottleneck Syndrome

Offer Collapse Risk

High Offer Decline Risk

Runway & Burnout Toll

Compounding Execution Drag

Prioritised Intervention Plan

6 specific actions across 3 urgency tiers — tailored to your primary bottleneck

Primary: Founder / Leader Bottleneck Fix

Generate a downloadable diagnostic report tailored to your inputs.

Equity & Compensation

Salary Details

Current Pay vs Market: 90%

Paying below market saves money now, but increases the risk of top talent leaving.

% of Key Stars Underpaid

% of Loyal Veterans Underpaid

Warning sign: New hires are often paid more than loyal veterans.

Room for Salary Growth: 40%

Limited room for raises pushes your best people to look elsewhere.

Company Size & Budget

Total Headcount

Avg Annual Salary (₹)

Pay Review Process

Pay Review Frequency

Target Pay vs Market

Where you aim to pay compared to the market (e.g. 50th = market average, 90th = top 10% payer).

Team Experience Level

How Aggressive Are Competitors?

Overall Compensation Risk

High Flight Risk

Cost to Fix Unfair Pay

—

Cost of Losing & Replacing Staff

—

Cost of Disengaged Employees

—

Current Market Position

—

Current Pay Level

90%

|

Target Market Range

65th–75th pct

Lagging Market

70%Market (100%)130%

Compensation Health Check

42

Pay Structure

Strained

30

Internal Fairness

Critical

50

Market Competitiveness

Workable

25

Retention Safety

Critical

35

Review Schedule

Strained

Unfair Pay Warning

Severe Salary Imbalance

30% of your top performers are underpaid. New hires are making more than loyal veterans, creating a clear "loyalty penalty."

Risk of Top People Leaving

Hidden Flight Risk

Paying at 90% of market means your best people know they could earn more elsewhere. Every recruiter call reminds them of this gap.

Hidden Costs

High Replacement Costs

The yearly cost of replacing staff and lower productivity is higher than what it would cost to pay them fairly.

Compensation System Improvement Plan

Primary Issue: New Hires Paid More Than Veterans

9 specific interventions across 3 phases — tailored to your primary compensation risk

Generate a downloadable compensation diagnostic tailored to your inputs.

Input Data

Target Base Salary ($)

Annual base salary offered to the candidate.

Sunk Hiring Cost (CapEx) ($)

Agency fees, signing bonuses, and hiring time costs.

Risk & Overhead Profile

Fully Loaded Multiplier

e.g., 1.35 for 35% overhead.

Flight Risk (Year 1) (%)

Probabilistic risk of turnover in year one.

Leverage Profile

Time to Value (Ramp Time in Months)

Time until they are fully productive.

Monthly Output Leverage ($)

Expected monthly revenue generated, or [Founder Hours Saved × Founder Hourly Rate].

Initial Cash Drain (Dead Money)

$45,000

CapEx + ramp period burn

Payback Period

4.5

months from start date

24-Month Net Leverage (ELTV)

+$85,000

Risk-adjusted output minus fully loaded cost

Before they create any value, this hire will burn capital for the first few months. You must have the runway to absorb the ramp.

Cash Flow Waterfall (First 12 Months)

Need to build the business case?

Generate a downloadable ROI & Burn diagnostic tailored to your inputs.

Diagnostic Intelligence System

How much are broken systems costing you?

Aggregate Health

Input Data

Total Financial Leakage

Attrition Rate

Organizational Health Indices

ROI of Retention

Phased Retention Intervention Plan

Role & Process Context

Funnel Velocity

Recruiting Cycle

Total Capability Gap

True Cost of Delay

Offers to Close

Pipeline Stage Breakdown

Hiring Health

Velocity vs. Market

Operational Friction

Growth Readiness

Bottleneck Diagnosis

Offer Collapse Risk

Runway & Burnout Toll

Prioritised Intervention Plan

Equity & Compensation

Overall Compensation Risk

Compensation System Improvement Plan

Input Data

Initial Cash Drain (Dead Money)

Payback Period

24-Month Net Leverage (ELTV)

Cash Flow Waterfall (First 12 Months)

Need to build the business case?

What is your current team size?

Where is your team experiencing the most friction?

Diagnosis Complete

Your Toolkit is Ready