How much could you save by hiring people who perform and stay?
Our assessments predict who will thrive in the role. Add your hiring numbers to see your estimated annual savings on turnover costs.
Choose your assessments
All five are selected. Uncheck any you would not use.
Estimated predictive validity0.47Very strong
Your selection is about 2.5 times as predictive as an unstructured interview.
What is validity?
Combined predictive validity shows how well your selection predicts job performance, from 0 (no better than chance) to 1 (perfect). Combining assessments helps, with diminishing returns. Benchmarks use published estimates for unstructured interviews (0.19) and years of experience, the main signal in a resume screen (0.07).
Add your hiring and turnover data
Use your own figures, or start from an industry average and adjust.
Advanced assumptions
How we calculate your savings
Your estimate comes from published research and the numbers you enter.
Proven predictors
Each assessment is weighted by how well research shows it predicts job performance. People who fit their role stay longer.
Combined accuracy
Assessments that measure similar things overlap, so each one you add counts for a little less. Your estimate accounts for this.
Your numbers
We apply the expected drop in turnover to your hiring data. You can see and change every assumption.
At a financial services company, Deeper Signals’ assessments predicted who would stay and perform. Employees with a strong fit stayed about 16 months longer than their peers.Read the full study
Employee turnover cost FAQ
- Multiply the number of people who leave in a year by what it costs to replace each one. That cost includes resignation administration, recruitment and selection, vacancy cover, onboarding and training. Gallup puts replacement at roughly 40% of salary for frontline roles, 80% for professional and technical roles and 200% for managers and leaders. Your own figures are the best source.
- The calculator shows you. You choose the assessment types and enter three numbers: how many people you hire each year, your turnover rate, and what it costs to lose one employee. It then estimates how much turnover cost validated assessments could help you avoid each year. The figure is an estimate, not a guaranteed return, and it is before the cost of the assessments.
- It depends on your industry, so use your own turnover data where you have it and treat benchmarks as a fallback. The US private-sector average is about 26% a year (BLS, 2025), with retail and hospitality running higher and technology and financial services lower.
- No. It is an estimate built from your figures and published research, using cautious assumptions, to help you build a business case. Where you have your own data, use it in place of our defaults.