Average time to full implementation

From signed engagement to a functioning talent pipeline with documented process ownership. Manufacturer in Ohio went from 140-day average time-to-fill to 38 days.

Median time-to-fill post-engagement

Compared to a 94-day industry median for roles requiring specialized skills. Achieved through structured sourcing playbooks and pre-qualified talent pools.

90-day new hire retention rate

Structured onboarding and role-clarity frameworks reduce early attrition. Logistics client reduced first-90-day departures from 28% to under 9% in one cycle.

Average return on consulting investment

Measured against first-year savings in recruitment, lost-productivity, and manager time. Calculated across 23 engagements with consistent pre/post data.

Average annual savings in recruitment costs

For a 200-person company running 18% annual turnover, replacing the churn alone costs between $900K and $1.4M. Retain clients average 34% of that eliminated.

Reduction in regrettable departures

Not all turnover is equal. Retain identifies and prioritizes retention of high-impact contributors. SaaS client retained 14 of 15 flagged critical employees in year one.

Increase in internal promotion rate

Structured career pathing reduces the ceiling effect that drives mid-tenure resignations. Promoted from within — on average — 2.3× more frequently after engagement.

EEOC complaints filed across active clients in 2024

Policy audits and manager training eliminate the ambiguity that generates complaints. 31 clients. Zero filings. The legal exposure alone justifies the engagement.

Average policy modernization timeline

Legacy manufacturers often run on handbooks last updated in 2011. Full audit, rewrite, and manager rollout — 14 weeks from kickoff to signed acknowledgment.

Of promoted managers still in role at 24 months

Promotion without preparation is the most common cause of team destabilization. Structured readiness assessments and 90-day coaching plans keep new managers in seat.

Average eNPS improvement after leadership cohort

Employee net promoter scores move when managers get better. Cohort-based development across six months produced measurable score gains in every completed engagement.

More likely to retain top performers under trained managers

Your best employees quit their managers before they quit the company. Structured coaching certification closes the gap between intent and execution at the team level.