Last quarter, you lost someone you didn't see coming.
What if you had known 60 days earlier?
PeopleSignals spots the warning signs in your HR data — before resignation letters.
No message reading. No screen monitoring. Just the signals that matter, aggregated at team level.
No spam. Unsubscribe anytime.
The real cost of finding out too late
When someone quits unexpectedly, you don't just lose an employee.
You trigger a cascade of hidden costs.
Direct Costs
Hidden Costs
Often ignoredTeam morale drops 20-30%
Remaining team questions "should I leave too?"
Burnout spreads to remaining team
Workload redistribution without hiring
Institutional knowledge lost
"Only Maria knew how that system worked"
Contagion effect: next resignation within 60 days
One departure triggers more
"We lost our Head of Product in March. By May, three more people from their team had left. We spent the next 9 months rebuilding — and never fully recovered that quarter's roadmap."
Total cost: $400,000+ and 9 months of disruption
— HR Director, B2B SaaS company (180 employees)
What if you could see it coming?
Not predict the future. Just see the signals 60-120 days earlier.
Here's how we do itThree risks we track
Attrition Risk
Who's thinking about leaving?
We track:
- Changes in work patterns
- Cancelled or skipped 1-on-1s
- Decreased participation in team activities
- Org structure changes
Warning horizon: 60-120 days
Burnout Risk
Who's on the edge?
We track:
- Meeting overload (>25 hours/week)
- After-hours work patterns
- Extended periods without vacation
- Rising sick days across teams
Source: Grant Thornton — 54% cite overwork as cause of burnout
Engagement Drop
Where is engagement declining?
We track:
- Pulse survey trends
- Declining response rates
- Falling eNPS by team
- Changes in peer recognition
Benchmark: Average industry eNPS = 27 (Culture Amp Q3 2024)
How it works
Connect your sources
Integrate HRIS, calendars, and surveys in 15 minutes. No IT help needed.
Supported: BambooHR, Personio, HiBob, Google Calendar, Slack
We analyze signals
Metadata only — no reading messages or content. Team-level aggregation for privacy protection.
Minimum group size: 5 people
Get early warnings
Alerts via Slack, Email, or dashboard. 60-120 days before the problem.
With signal explanations and recommended actions
Everything your HR team needs
Unified Dashboard
All three risks on one screen. Trends for 30, 60, 90 days. Breakdown by teams and departments.
Smart Alerts
Weekly email alerts now. Slack & real-time alerts coming Q1 2025.
Explainable Metrics
Every score with explanation: why and which signals contributed. Transparency instead of black box.
Actionable Recommendations
Not just "risk is high," but what to do about it. Specific steps for HR and managers.
Privacy-first
Team-level only (min 5 people). No individual tracking. GDPR-ready by design.
Custom Reports
Build your own reports with filters by team, department, and time period.
Why we obsess over tenure distribution
In 2024, Work Institute analyzed 250,000 exit interviews across the United States.
38% of resignations happen in the first year.
And 40% of those happen in the first 90 days.
This isn't about "bad hires." It's about:
- Onboarding failures
- Manager mismatches
- Unmet expectations
- Cultural misalignment
All of these are preventable — if you catch them early.
Read the full Work Institute reportHow this looks in PeopleSignals:
Contributing factors:
- 45% of team with tenure < 6 months
- 2 new hires in critical roles
What we track:
- Tenure distribution by team
- New hire concentration
- 90-day onboarding signals
- Historical turnover by tenure band
How this looks in PeopleSignals:
Oct 15: Manager changed from Sarah → Mike
Nov 20: Team restructure (3 role changes)
High org instability detected
2+ manager changes in 90 days = elevated risk
Why this matters: We don't just count manager changes. We look at frequency, timing, and combination with other factors.
Your manager matters more than you think
Gallup surveyed 122,000 employees across 160 countries.
70% of engagement variance comes from the manager.
"People don't quit jobs, they quit managers" isn't just a saying. It's statistically validated.
When managers change, attrition risk spikes.
Especially for teams with existing stress factors.
We track org structure changes automatically — so you know when a team is going through instability before it shows up in resignations.
Read Gallup's State of the WorkplaceBurnout is predictable — if you know what to look for
Two studies changed how we think about burnout:
Grant Thornton 2024
54% cite overwork as cause of burnout
"Long hours" is the #1 cited factor. Meeting overload and after-hours work are visible in calendar data.
Deloitte Burnout Survey
51% say vacation is critical for recovery
Not just "nice to have" — recovery time is essential. Teams that don't take breaks burn out predictably.
The signals are hiding in plain sight:
- Meeting load (>25 hours/week = danger zone)
- After-hours calendar events
- Vacation gaps (>90 days = warning)
- Sick day spikes (proxy for stress)
How this looks in PeopleSignals:
Recommended action:
Encourage team leads to block "no meeting" days. Review workload distribution before Q1 planning.
Our methodology is built on peer-reviewed research
250K+
Exit interviews
Work Institute
122K
Employees surveyed
Gallup
160
Countries studied
Gallup Global
5K+
On burnout
Grant Thornton
27
eNPS benchmark
Culture Amp
We don't make up thresholds. Every factor in our risk model is backed by published research.
Read full methodologySignals, not surveillance
We're transparent about what we do and don't do
What we DON'T do
- Read message content
- Monitor keystrokes or screens
- Track individual employees
- Share personal data with managers
- Make decisions without explanation
What we DO
- Analyze metadata and patterns
- Aggregate at team level (5+ people)
- Explain every score transparently
- Provide actionable recommendations
- Give you control over your data
Connects with your existing HR stack
3 integrations available now · More coming in 2025
Don't see your system? Let us know — we prioritize based on demand.
Why we're building this
We're a team of HR practitioners and engineers who got tired of seeing good people leave companies that could have prevented it.
We've worked at high-growth startups scaling HR teams from 50 to 500+, built HR tech integrations processing millions of employee records, and learned what actually predicts turnover (and what doesn't).
Currently in development with
Company names available upon request under NDA
Based in
USA / Remote
Founded
2024
Building with
3 early adopters
Building in public. Questions? [email protected]
How much is turnover costing you?
Free calculator shows the real cost of turnover in your company — in 2 minutes.
Calculate for free+ Get the checklist "7 burnout signals HR teams miss"
Frequently Asked Questions
Is this employee surveillance?
No. We analyze only metadata — meeting times, number of 1-on-1s, survey trends. We don't read messages or track screens. Data is aggregated at team level (minimum 5 people).
Which HR systems do you support?
BambooHR, Personio, HiBob, Workday, Google Calendar, Slack, Microsoft Teams. You can also upload data via CSV. We add new integrations regularly.
How long does setup take?
15-30 minutes. Connect your data sources without IT help, and the system starts analyzing. First insights appear within 24-48 hours.
Is this right for our company size?
PeopleSignals is built for companies with 50-1000 employees. Big enough that turnover is a real problem, but not so big you need enterprise solutions.
How accurate are the predictions?
We set measurable goals: high-risk teams should have at least 2x turnover compared to low-risk. After 90 days of use, we can show retrospective analysis of your data.
Become a Founding Partner
We're selecting 10 companies to shape the future of people risk management. In exchange for your feedback, you get early access at founding rates.
Founding Partner Pricing
Lock in 50% off our standard pricing — forever, as long as you stay a customer
Direct Influence
Monthly calls with our team. Your feedback directly shapes what we build next
Priority Support
Dedicated Slack channel, priority bug fixes, white-glove onboarding
Peer Network
Access to our founding partner community — HR leaders solving similar problems
Ideal Founding Partners
50-500 employees
Growing companies feeling turnover pain
Using BambooHR or similar
Or willing to export CSV data
Willing to share feedback
30min monthly call + async input