See the cost.
Find the opportunity.
What could better work mean for your organisation? Adjust a few numbers to explore the cost of today's challenges and the potential for change.
Choose what to calculateChoose what to calculate.
Live estimates you can adjust to your organisation.
Recognition & engagement
Three inputs. The annual value recognition can return across retention, productivity and wellbeing — for your team specifically.
Mental health
Two inputs. The annual value you can recover from the mental-health drag already sitting on your payroll — across absence, presenteeism and avoidable turnover.
Hiring
Model a realistic shift to direct sourcing. Separate potential cash savings from vacancy-related value, using your own hiring costs.
Bad hires
Four inputs. The annual cost of mis-hires across wasted salary, replacement recruiting, and team drag — sized for your organization specifically.
Onboarding
Four inputs. The annual value of a faster, stickier start — across productivity, retention, and manager time — for your hiring volume specifically.
Performance reviews
Five inputs. The annual manager-hours — and their value — that continuous, AI-assisted reviews hand back across writing, calibration and logistics.
Retention & turnover
Four inputs. The annual cost of regretted attrition you can take back by catching flight risk early and acting on it — for your headcount specifically.
Manager effectiveness
Three inputs. The annual value a well-supported management layer creates across team retention, team productivity and manager stability — for your org specifically.
Employee engagement
Four inputs. The retention and productivity value of moving your eNPS — modeled for your organization specifically.
Employee assistance
Four inputs. The annual value sitting in the gap between a benefit no one uses and one that actually reaches people — for your organization specifically.
Burnout prevention
Three inputs. The cost of burnout you can recover by catching it early and supporting people before they leave.
Psychological safety
Four inputs. The annual value of moving your team's psychological safety score — modeled across the three things that change when people feel safe to speak up.
HR systems
Use actual subscription costs and administration hours to separate potential software savings from capacity released.
People analytics
Three inputs. The annual value of seeing what's happening in your organization now — not in a survey from two quarters ago.
What would help
you move forward?
Start with a question. Leave with something you can use.