TALENT RISK RADAR
The question that comes before the vacancy.
The premise
Attrition is no surprise.
It's a signal no one reads.
Talent risk in professional services is not an incident — it's an annual cost. Most unwanted senior attrition is visible 6 to 12 months ahead, provided someone looks at it systematically. The Talent Risk Radar does exactly that.
The input
One score per team —
backed by the data beneath it.
Practice structure
Tenure distribution per team or practice group.
Career stage
Partner-track cohorts and promotion timing.
External pressure
Who is actively recruiting in your specialisms, and how much.
Comp position
Compensation benchmark per role, tested against real-time data.
Practice Risk Heatmap
Quarterly report with one score per team, backed by tenure analysis, comp curves and sentiment from 500+ professional relationships.
Privacy & GDPR
We score roles and teams, never individuals. No names, no individual scores. Aggregation per practice group.
How it works
From baseline measurement to
concrete action.
How we work
Talent risk is visible.
Provided someone looks at it systematically.
Most unwanted senior attrition is visible 6 to 12 months ahead. Not in gut feeling, but in patterns: tenure distribution, promotion timing, external recruiting pressure and comp position. The Talent Risk Radar makes those patterns measurable — per quarter, per team, never on the individual.
We measure four risk signals per practice group and translate them into a single Practice Risk Heatmap score.
In a 60-minute briefing we discuss where the risk sits and which interventions make the difference.
A comp review, a career-path conversation or — when retention isn't enough — a targeted search. Offset, never charged twice.
Start with the cohorts, not the individuals.
The strongest predictor of attrition is not one dissatisfied person, but a whole cohort hitting a career ceiling at the same time. Firms that map their partner-track cohorts by year see departures coming two to three quarters earlier than firms that wait for exit interviews. That's why we always analyse the cohort structure first, before looking at individual roles.
Most unwanted senior attrition is visible 6 to 12 months ahead in cohort patterns.
Market insight
What talent risk costs.
An unwanted senior departure costs EUR 250-400k in professional services. Most of it is visible 6-12 months ahead.
How do I know whether my team carries talent risk?
What does it cost to lose talent you could have kept?
Frequently asked questions