Four Core Capabilities
From Data to Foresight
Four integrated intelligence modules, each driven by your organization's own data — not generic benchmarks or vendor assumptions.
Attrition Risk Scoring
Multi-signal attrition modeling combines performance ratings, skill gaps, HR flags, and behavioral activity patterns into a per-employee risk score — surfaced weekly, not at exit interview.
- Performance trend analysis
- Skill gap accumulation signals
- HR flag pattern detection
- Learning activity decline indicators
Time-to-Competency Forecasting
Predict when a new hire or transitioning employee will reach full competency in their role — based on actual learning velocity, assessment performance, and historical cohort data.
- Role-specific competency benchmarks
- Individual learning velocity tracking
- Cohort comparison and forecasting
- Manager intervention triggers
Succession Bench Strength
Identify, track, and actively develop high-potential successors for critical roles before those roles become vacant. Bench strength scoring is updated continuously as credentials, performance, and development data evolve.
- Critical role gap analysis
- High-potential identification
- Development plan assignment
- Bench depth scoring over time
Individual SWOT via Throckmorton
Ripplemesh's AI agent Throckmorton conducts data-driven SWOT assessments for every employee — combining credentials, assessments, experience data, and organizational context into a strategic development plan.
- Per-employee SWOT generation
- Credential gap and decay detection
- Career opportunity matching
- Strategic plan triggers for HR
Why It Matters
The Cost of Waiting Is Enormous
The average cost of replacing a mid-level employee is 50–200% of their annual salary — recruiting, onboarding, lost productivity, knowledge transfer, and training. Most organizations discover the risk at the exit interview, long after the decision was made.
Ripplemesh's multi-signal attrition model surfaces risk weeks and months before it becomes a resignation — giving HR and leadership the time to intervene, invest, and retain.
Unplanned turnover cost
1–2× annual salary
Average time to fill a critical role
3–6 months
Productivity loss during vacancy
Up to 67% for senior roles
Cost of proactive retention investment
Fraction of replacement cost
Who It's For
Built for Leaders Who Need Answers, Not Reports
HR Directors
Reduce regrettable attrition with proactive retention signals before exit interviews reveal the truth.
Group Leaders
Know which team members are at risk, under-skilled, or ready for advancement — before performance reviews.
Senior Organizational Leaders
Bench strength and workforce risk visibility at the portfolio level — not just headcount reports.
Head of Learning
Connect learning investment to competency outcomes, attrition reduction, and succession readiness in one data layer.