FlightRisk AI combines passive behavioral analytics with active opportunity simulation to surface flight risk in real time — so you can retain your best people before the conversation starts.
Engagement surveys measure what people are willing to say. Exit interviews measure what they'll admit once they've already decided. Neither captures intent while it's happening.
Your best people don't give warning signs. They give two weeks' notice.
The average surprise departure costs $187k–$412k in lost productivity, recruiting, and institutional knowledge. By the time you know, your leverage is zero.
of employees who leave within 6 months of a promotion were already interviewing before the promotion happened.
— LinkedIn Economic Graph, 2024
Every other retention tool asks "how are you feeling?" We ask "what would it take?"
We connect to the tools your team already uses — Slack, GitHub, Gmail, Calendar, your HRIS — and build a continuous Flight Risk Score for every employee. 14 behavioral signals. Updated hourly. No surveys, no self-reporting.
This is what makes FlightRisk different from everything else on the market. We generate realistic external opportunities — tailored to each employee's profile, aspirations, compensation expectations, and career trajectory — and distribute them through standard channels. LinkedIn. Wellfound. Niche job boards. Slack communities.
Then we measure who engages. Views, saves, clicks, applications, messages. All in real time. Think of it as market testing your own retention — before anyone else does it for you.
OAuth into Slack, Gmail, GitHub, your HRIS, and LinkedIn. Setup takes less than a minute. No engineering work. No vendor calls.
Within 24 hours, every employee has a Flight Risk Score and an Aspiration Model — a profile of what they actually want, built from what they say, do, and respond to.
Our AI generates tailored opportunities for each employee and distributes them through standard job-seeking channels. Postings are indistinguishable from real recruiter outreach.
Real-time dashboard shows who's looking, who's curious, and who just applied to their dream role. Counter-offer recommendations. Conversation frameworks. All within minutes.
Sarah K. applied to simulated role in 9 minutes.
| Name | Tenure | Status | Score |
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Run a compensation simulation across your engineering team. See who engages with higher-comp roles and who doesn't even look. Now your retention budget is targeted, not guesswork.
After any major change — reorg, RIF, leadership transition — activate Benchmark Mode. Within a week, you'll know exactly who's shopping and what they're shopping for.
Passive signals catch the slow fade. Simulation data confirms intent. Together, they tell you whether someone is going through a rough patch or already mentally at their next job.
Executive-level monitoring with enhanced discretion. Simulations calibrated for C-suite and VP roles. Because the most expensive departures are always the ones you saw coming the least.
"I used to find out people were leaving when they posted 'excited to announce' on LinkedIn. Now I find out on Tuesday."
"We ran Benchmark Mode after our Series B. Four engineers engaged with simulated roles in 48 hours. We retained three. The fourth was in a final round at Stripe."
"The most useful and terrifying product I've ever used."
"I showed the dashboard to my board. They asked why every company doesn't use this. I didn't have a good answer."
One prevented departure pays for a year of FlightRisk.
Full platform access. 3 simulated opportunities per employee posted automatically. See who's looking before you commit.
Continuous Flight Risk Scoring. Unlimited simulations. Retention Action Center. Real-time alerts. Weekly risk reports. All integrations.
Everything in Pro, plus: War Room access with custom company profiles for high-fidelity simulations. Executive monitoring. Dedicated retention strategist.
Currently onboarding companies in batches. Priority access for teams of 20+.