TALENT RISK SCAN
Know where your team is exposed. Before it becomes a vacancy.
Look further: Talent Risk Radar · Role Risk Scan · About us
The Talent Risk Scan maps turnover risk before it turns into a departure. We weigh four risk signals — stalling career progression, market-value pressure, declining engagement and the concentration of critical knowledge — and set them against what the market is doing right now. Not gut feeling, but a reasoned picture of where your Finance, Tax or Legal team is most exposed.
The strength lies in the cohort approach: we score the pattern within a group of similar profiles, not the individual. That makes unwanted senior turnover visible 6-12 months ahead — early enough to do something, long before it has become an expensive, open vacancy.
"Most unwanted senior turnover is visible 6-12 months ahead in cohort patterns."
A vacancy is the last, most expensive signal of a risk that was visible for months.
The scan method, briefly explained.
What exactly does the Talent Risk Scan measure?
The scan weighs four risk signals: stalling career progression, market-value pressure (the gap between internal and external pay), declining engagement, and the concentration of critical knowledge in a handful of people. Together these form a risk score per role and per team.
What is the cohort approach?
We compare roles and teams against cohorts of similar profiles in the Benelux talent market. It is the pattern within a group, not the individual, that predicts risk. That lets us recognise turnover signals that look like noise at the individual level.
How far ahead does the scan look?
Most unwanted senior turnover is visible 6-12 months ahead in cohort patterns. Within that window the scan delivers the most value: early enough to act, late enough to be concrete.
Is the Talent Risk Scan GDPR-compliant?
Yes. The scan is privacy-by-design, built on a legitimate-interest basis with strict data minimisation. We score roles and teams, never individual people, and for small groups we show no identifiable detail. Outcomes stay usable without ever tracing back to a single employee.
Know what you're about to lose.
See where your team is most exposed — before the talent leaves and the search begins. Prefer to talk it through first? Arrange a confidential conversation.
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