Employee retention software # Retention Software That Warns You Before People Quit. Most retention software measures how the team feels after the fact. TeamPredict flags resignation risk early, per person, from the public LinkedIn signals your employees already share, so you get lead time instead of a resignation letter. [Start 30-Day Free Trial](https://app.teampredict.ai/signup)[See how it works](https://www.teampredict.ai/retention-software#how-it-works) No charge today · Cancel anytime ![Day 1 profile card: Alex Rivera, Senior Product Designer, skills Product Design and Figma, status low risk.](https://www.teampredict.ai/hero/card-stable.svg) ![Day 15 profile card: Alex Rivera, profile updated with new Leadership and Strategy skills, status monitor.](https://www.teampredict.ai/hero/card-watching.svg) ![Day 30 profile card: Alex Rivera, Open to Work turned on and exploring new roles, status critical risk, with an Alert HR action.](https://www.teampredict.ai/hero/card-high-risk.svg) Notice givenWeeks of lead timefirst signals AI monitoring\-Day 1 · Low riskDay 15 · MonitorDay 30 · Critical risk Illustrative 30-day timeline for one tracked profile. Day 1: Low risk — No notable changes, Profile steady. Day 15: Monitor — Headline reworded, 2 new skills. Day 30: Critical risk — “Open to Work” on, New job title, Edit-activity spike. The chart marks the weeks of lead time between Day 15, when the first profile changes appear, and notice being handed in after the window shown. to set up tracking 5 min free trial, cancel anytime 30-day per tracked employee / month $5 employees tracked free on trial 100 The shift ## Stop Measuring Turnover After It Happens. Traditional retention tools are rear-view mirrors. They tell you how people felt last quarter, or why the last person left. By then the decision is made. Early warning changes the timing. The old way ### Lagging and group-level. - Surveys measure sentiment on a periodic cadence, in aggregate. - Analytics model attrition from internal data that lags the outside job market. - Both tell you about the group; neither names the person already interviewing. With TeamPredict ### Leading and person-level. - Watches the public profile changes that tend to come before a move. - Turns them into a resignation-risk level for each tracked employee. - Names who to talk to, and when, while you can still change the outcome. New to the category? [Our guide to employee retention software](https://www.teampredict.ai/blog/employee-retention-software) covers the types of tools, what to look for, and where early-warning signals fit. Already weighing vendors? [See how TeamPredict compares](https://www.teampredict.ai/compare) to Lattice, Culture Amp, 15Five, and other platforms - with their verified pricing and where each one wins. Built for ## Made for the People Responsible for Keeping People. TeamPredict is built for lean teams that feel every departure, not for a heavyweight enterprise rollout. ### HR and People teams The people who own retention and succession, who need to know which one-on-one matters this week, not which department scored low last quarter. ### Founders and team leads At growing companies where a single unplanned exit stalls the roadmap, and there is no room for a heavyweight analytics rollout. ### Lean teams that feel every exit Small, senior teams where a few people hold the hardest-to-replace context, and losing one quietly is the expensive failure mode. What it watches ## Six Public Signals, Not a Black Box. TeamPredict reads only what people already share publicly on LinkedIn. It weighs the specific profile changes that tend to come before a move, and deliberately ignores vanity noise like follower and connection counts. Headline or job-title change A new headline or title can signal repositioning for the next role. “Open to Work” badge The public availability signal LinkedIn lets members turn on. New skills or certifications Freshly added skills and credentials often precede a search. Photo or summary refresh A polished profile photo or rewritten summary is a common prep step. Location change An updated location can hint at a move or a remote-role search. Spike in profile edit activitystrongest tell A cluster of edits in a short window is the strongest tell of all. Every tracked employee gets a clear risk level from 0 to 100%, plus the exact changes behind it, so you can judge each one yourself. High risk (75% and up) is worth acting on now, a watch (50 to 74%) is worth keeping an eye on, and anything below 50% stays off your list. It is a prioritization signal, not a verdict: a high score is a reason to start a supportive conversation, never proof that someone is leaving. The risk score uses public data only. TeamPredict never logs into LinkedIn, never sends connection requests, and never contacts, messages, or notifies the people you track. Slack team health is separate and off by default: switch it on and it counts messages in the channels you select, but it messages nobody and it counts nothing until an admin confirms you have told your team, after which it reads back up to the last 12 months of their counts. We record that confirmation and do not verify it. You remain the data controller. What you get ## Risk Scores, Profile History, and Alerts. Everything is built around one job: telling you who might leave, early enough to do something about it. ### Resignation risk scores you can explain Every tracked employee gets a clear risk level plus the specific public profile changes that moved it, so you can judge each one for yourself. ### A profile-history timeline Every headline, skill, and photo change recorded over time, so a sudden flurry of edits is obvious instead of invisible. ### Email alerts and a recurring digest A daily check sends an alert when someone's risk spikes, plus a regular digest summarizing risk across everyone you track. ### Competitor tracking on the same radar Point the same signals at competitors and high signals surface as poaching opportunities instead of retention risks. Not sure who to watch first? Try the free [employee flight risk assessment](https://www.teampredict.ai/tools/employee-flight-risk-assessment), no signup required. Want the team-level number first? The free tool for [how to calculate employee retention rate](https://www.teampredict.ai/tools/employee-retention-rate-calculator) runs it from your headcount, hires, and leavers. Where it fits ## One Layer in Your Retention Stack. TeamPredict is not a replacement for engagement surveys or people-analytics suites. It is the early-warning layer they lack. ### Engagement surveys Measure how the team feels in aggregate, on a periodic cadence. Useful for culture trends, but lagging and group-level. ### People-analytics suites Model attrition from internal HR data. Powerful and thorough, but heavy to implement, and internal data lags the outside market. TeamPredict ### Person-level early warning Spots the public signals that precede a switch: no surveys, no HRIS integration, live in minutes. Works alongside the other two. How it works ## Live in About Five Minutes. No implementation project, no data team, no rollout plan. Sign up and TeamPredict does the rest. 1 ### Sign up and auto-fetch profiles Use your company email and TeamPredict fetches your team's public LinkedIn profiles in one click. No HRIS, no CSV, no survey. 2 ### Choose who to track Track everyone, or focus on the roles, departments, and key people whose departure would hurt most. Change it anytime. 3 ### Get early-warning alerts Profiles are checked daily. When resignation risk rises, you get an alert with the exact changes behind it, in time to act. > Retention has always been a post-mortem: you learn why someone left after they are already gone. We built TeamPredict to move that moment earlier, to the point where you can still change the outcome. Nadav Boaz, CEO & co-founder, TeamPredict Pricing ## $5 per Tracked Employee. That's the Whole Price. No platform fee, no minimum, no annual lock-in. You only pay for the profiles you actively track. $5/ month per tracked employee or $50 / year2 months free - A 30-day free trial covering up to 100 tracked employees - No charge until the trial ends, and you can cancel anytime before then - Stop tracking a profile anytime; unused time is credited on your next invoice [See full pricing details](https://www.teampredict.ai/pricing) FAQ ## Retention Software, Answered What it is, how it differs from surveys, setup, pricing, and data. ### What is employee retention software? Employee retention software is any tool that helps you keep your people instead of losing them to turnover. Most of the category measures how the workforce feels, engagement and eNPS surveys, or models attrition from your internal HR data. TeamPredict adds the layer those tools miss: an early warning, per person, drawn from public LinkedIn signals, that flags who may be getting ready to leave while there is still time to act. ### Is TeamPredict talent retention software? Yes. Talent retention software is another name for the tools that help you hold on to the people you can least afford to lose, and that is exactly what TeamPredict is built for. Instead of surveying the whole team, it watches public LinkedIn signals to flag which specific person may be preparing to move, so you get the lead time to act before a resignation lands. ### How is TeamPredict different from engagement or survey software? Engagement and survey tools tell you how the team feels in aggregate, on a periodic cadence. That is useful for culture trends, but it is lagging and group-level: it rarely names the individual who is already interviewing. TeamPredict is person-level and leading. It watches the public profile changes that tend to precede a job move and turns them into a resignation-risk level for each tracked employee, so you get a name and lead time, not just a score for the department. ### Do I need to integrate it with my HRIS? No. TeamPredict needs no HRIS integration, no data pipeline, and no survey rollout. You sign up with your company email, it fetches your team's public LinkedIn profiles, you choose who to track, and monitoring starts. Most teams are live in about five minutes. ### How much does employee retention software cost? TeamPredict is $5 per tracked employee per month, or $50 per year (two months free). There are no platform fees and no minimums: you only pay for the profiles you actively track. The 30-day free trial covers up to 100 tracked employees, and you can cancel anytime before it ends and pay nothing. ### Is it based on private or monitored data? The risk score is not. It analyzes only public LinkedIn profile information, the same signals anyone can see by visiting a profile: it never reads private data, never messages or notifies the people you track, and never installs anything on their devices. TeamPredict does have one feature that reads company data, Slack team health, and it is separate and off by default. It messages nobody either: telling your team is your job, and it counts nothing until an admin confirms you have done it, after which it reads back up to 12 months of their message counts. That confirmation is recorded, not verified. You remain the data controller, responsible for having a lawful basis to monitor the employees you choose to track. ### Does it replace my engagement surveys and HR analytics? No, and it is not meant to. TeamPredict is one layer in a retention stack: the early-warning signal that sits alongside your engagement surveys and people-analytics data. Surveys tell you how people feel, analytics model your internal trends, and TeamPredict tells you when a specific person is showing outward signs of a move. They answer different questions and are strongest together. ## Keep Your Best People, on Purpose. Retention software that gives you lead time, not a post-mortem. Live in minutes, $5 per tracked employee, cancel anytime. [Start 30-Day Free Trial](https://app.teampredict.ai/signup) No charge today · Cancel anytime