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How much will you spend before you get it right?

You are paying more for who you lose than you paid to hire them.

Frontline turnover does not land in cost per hire. It lands in overtime to cover the gapped post, supervisor time, orientation paid for twice, and recruiting the same seat again three months later. Nobody budgets for it, and everybody pays it. We work with your managers to bring that number down, and we hold ourselves to it.

Try the conversation yourself →

One conversation, from first application to last day: applicants, new starters and leavers.

Your numbers
3,500
35%
$8,000
$9.80M
estimated annual turnover cost
35 in every 100 people you hire this year will need replacing.

Cost per departure ranges from about $3,000 to $8,000 in published frontline benchmarks (American Ambulance Association, NSI Nursing Solutions, QATC/ContactBabel), and above $8,600 for certified roles such as paramedics.

Built by high-volume operators

We know where that money goes.

We’re not technologists guessing at hiring. We’re hiring leaders who built the technology. We’ve run high-volume talent acquisition across healthcare, retail, hospitality and financial services - so we know what happens when a team needs 200 people by next month and half of them are gone by month three.

Tessa James

Tessa James

CEO & Co-Founder

Built talent strategy in F200 life sciences. Combined behavioral science and HR technology leadership.

Randy Gulian

Randy Gulian

Chairman & Co-Founder

Led a 3,500-person global hiring operation across 60 countries, delivering more than 300,000 hires a year.

That’s why we built the tool we wished we’d had, grounded in how people actually decide to stay: an honest conversation with every applicant, and a focus on capability and compatibility that holds up long after day one.

Meet the full team →

Frontline recruiting and retention

We talk to your applicants, your people and your leavers. To find out who suits the work, and what makes them stay.

On their phone, in their own words, from the first application to the last day. So your managers see who'll stay, not just who can do the job.

  1. ApplicantsWho fits
  2. EmployeesHow it's going
  3. LeaversWhy they went
40%1

annual staff turnover across US industries, rising to 66% in accommodation and food.

$100k2

what it costs a year to lose ten more people than you should, on a 1,000-person team.

+45%3

applications in a year, with less to go on in each. On paper, they read alike.

"Frontline people rarely leave over skills. It's the shifts, the commute and the manager. Capability hires people. Compatibility keeps them."
How we work

One conversation, from application to exit.

What your leavers tell us changes who we look for next.

Stage 1 · Pre-hire

Applicants

  1. 01

    Within minutes

    Every applicant gets a link and a conversation on their phone, around shifts, on a break.

  2. 02

    Matched to the real job

    Checked against what your manager told us: the shift pattern, the commute, the team, the actual work.

  3. 03

    Their answers on every name

    Each shortlisted name comes with what they told us, in their own words. Nothing to take on trust.

  4. 04

    Better interviews

    Your managers know what to ask before the person walks in. Your people make every decision.

Stage 2 · Post-hire

Employees and leavers

  1. 05

    Offer to day one

    We check in between offer and start date, so they actually turn up.

  2. 06

    30 / 60 / 90 days

    We ask how it's really going, and flag problems while you can still fix them.

  3. 07

    Every leaver

    We ask why they really left, while it's still fresh.

  4. 08

    Better next hires

    What starters and leavers tell us changes what we look for in the next applicant.

What a conversation gives you

Every applicant, in their own words. Asked what your managers would ask.

On their phone.

A call, not a form. Fifteen minutes, whenever suits them, around their shifts.

Your manager's brief.

What compatibility means on this site and shift, set with your manager up front.

Their words, not guesses.

Every point links back to what they actually said. No scores on people, no reading of emotions.

Candidates like it.

Easier than typing, and no camera. 60% quit long online forms partway.

Fifteen minutes, on your phone. Hear what your applicants would.

Experience the demo →
Live interview · 04:12
Why did you leave your last job?
The schedule, not the work. They moved us onto nights, and I had two hours on the bus each way.
What would have kept you there?
A different pattern. I stayed seven months because I didn't want to let the team down.
All of it leads to retention

More of the right people, still there at 90 days.

We listen at every stage, so more of the right people are still there at 90 days. Paid when people start, and again when they stay.

No integration

Nothing changes in your tech stack.

No upfront cost

Nothing until someone starts.

No extra work

We run it. Your people decide.

No long rollout

Live in two weeks, one site or several.

Where to start

Bring us your high-turnover roles.

One role or many, one location or several. Keep your current process, agree the retention milestone up front, and compare starts and retention with your current baseline.

Talk to our team →Experience the demo first
A person makes every recommendationConsent and deletion up frontYour ATS stays the system of recordFrom application to exit
  1. BLS JOLTS 2025, annual average total separations by industry; separations include quits, layoffs and retirements.
  2. Assumes about $10,000 per departure in agency cover, overtime, rehiring and training; published estimates for hourly roles run higher.
  3. LinkedIn, June 2025.