ROI Calculator

Calculate the cost of workforce guessing.

Estimate what your organization could save by developing internal capability before hiring externally, reducing avoidable attrition, and protecting critical knowledge.

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WHERE GUESSING COSTS EXTERNAL HIRING Over-hiring and bad-fit hires INTERNAL CAPABILITY Potential stays hidden or unused PEOPLE + KNOWLEDGE Attrition, rework, and continuity risk DIRECTIONAL ROI MODEL Size opportunity. Validate reality. Model the direction, test the assumptions, then confirm what is credible in your context. Inputs Assumptions Evidence BUILD Capability MOVE Mobility PROTECT Knowledge A DECISION AID - NOT A UNIVERSAL PROMISEWHAT YOU CAN TEST RAMP FASTER Time to value and productivity VALIDATE VALUE Where impact is credible REDUCE REWORK Knowledge loss and repeat effort

Build your model

Adjust the inputs below to reflect your organization. See the bottom panel for assumptions.

Currency

Build capability

Develop internal skills instead of hiring externally.

$
% of roles shifted internally25%

Move talent

Move people to priorities instead of hiring.

$
% of roles filled internally40%

Protect knowledge

Protect and transfer critical knowledge.

$
% risk reduced30%

Retain critical people

Reduce avoidable attrition of key talent.

%
% attrition reduction25%

Ramp faster

Improve time to productivity for new hires.

$
Ramp time improvement20%

All inputs are directional. Use ranges and assumptions that reflect your organization.

Your estimated impact (directional)

Estimated Annual Impact Range
$2.2M – $6.5M
Potential annual savings
Conservative$2.2MDirectional modelHigh impact$6.5M

Exact results depend on your context and execution.

Cost of Workforce Guessing
High
Current risk exposure
LowModerateHigh

You have meaningful opportunity to reduce risk.

Where the Value Comes From
Build capability 28%
Move talent 26%
Retain critical people 20%
Ramp faster 16%
Protect knowledge 10%
This is a directional model to help you size opportunity and risk. Use the Free Diagnosis to validate which levers are real in your organization.

Assumptions & controls

Reset to defaults

See the key assumptions behind the model. Adjust to match your context.

Loaded cost includes salary, benefits, recruiting, onboarding, and ramp. Defaults assume external hires cost roughly 1.3-1.5x base salary.
Each high-risk knowledge area carries rework, delay, and quality-loss cost when expertise leaves unmanaged.
Time-to-fill and time-to-productivity vary by role. Internal moves typically ramp faster than external hires.
New hires reach full productivity over 6-12 months. Ramp improvement compounds across the cohort.
Replacing key talent costs 1-2x salary in hiring, lost output, and knowledge transfer.
Figures are directional and conservative by design. A Free Diagnosis validates which levers apply to your organization.

Run the numbers. Then start the diagnosis.

The calculator shows the potential. The Free Diagnosis shows what's real for your organization.

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