Retention
Rate at which employees stay (the inverse of attrition).
Track regrettable vs non-regrettable attrition separately. The biggest drivers are manager quality, role fit, and growth opportunity.
Stay interviews — structured conversations with high-performers about what would make them leave — predict attrition better than exit interviews and are early enough to do something about.
Keep going. Cross-pollinate.
First-year attrition costs 30–50% of salary. Here's the day-by-day, week-by-week structure that we recommend to every Screeq customer, with the metrics that matter at each stage.
Rate at which employees leave the company.
We're hiring a Software Engineer to ship customer-facing features end to end. You'll work in a small, senior team that ships, owns its outcomes, and treats teammates and candidates with respect.
Twenty structured interview questions for Software Engineer roles, mixing behavioural, technical, situational, and values. Score 1–5 per question, calibrate independently before debate.
Healthcare hiring is credential-heavy, compliance-heavy, and high volume. Screeq supports licence checks, structured competency interviews, and audit-grade record retention.
Workday is the default for Fortune 500 HR. It's powerful, expensive, and a 9-month implementation away from value.
The platform
behind the definitions.
Screeq is the only ATS with a full HRMS built in. 14-day free trial.