Boost Retention
Catch churn before it's a resignation email.
Top performers quit because they feel unseen. Give River flags risk 2–3 months earlier, giving you time to intervene.
The retention math
One lost hire costs 1× salary. Give River costs pennies by comparison.
52%
More likely to stay
With frequent recognition (Gallup)
$30–150K
Typical cost per lost hire
SHRM median
2–3mo
Earlier risk detection
Via Risk Indicators
21%
Profitability gain
High-engagement teams (Gallup)
Sources: Gallup, SHRM, Workhuman-Gallup 2023.
Your numbers
Your turnover cost, and what 25% reduction looks like.
Give River customers typically see a 25% reduction in annual turnover within the first year. Model it with your team size.
150 people
20500
$80,000
$40,000$200,000
18%
540
Your numbers
Current annual turnover cost
$2,160,000
1× salary replacement (SHRM median)
Projected annual savings
$540,000
Based on 25% turnover reduction — typical Give River outcome
Talk to sales about your numbers
Estimates assume typical top-decile outcomes. Your mileage may vary — see the methodology.
Case studies
Retention lifts that paid the platform back in a quarter.
“31% retention lift in year one. Our recruiting spend dropped by $420K. The platform paid for itself four times over.”
DR
David R.
HR Director · Tech, 150 employees
“Risk Indicators flagged two senior engineers before they resigned. Both stayed. Those two hires alone would have cost $300K.”
OK
Oleg K.
Head of People · Regional healthcare
The cheapest new hire is the one who doesn't leave.
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