People / Org health
Retention & hiring
Plan of record: 13% annualized attrition, eNPS 57, 41 days average time-to-fill.
Attrition trend
13.4%
trailing 12-mo · 59% regrettable
- Attrition
- Regrettable
Attrition grew +73.9% YoY to 13.4% — driven by regrettable exits.
| Month | Separations | Headcount | Regrettable |
|---|---|---|---|
| Apr 2025 | 2 | 285 | 1 |
| May 2025 | 2 | 295 | 1 |
| Jun 2025 | 2 | 308 | 1 |
| Jul 2025 | 3 | 322 | 1 |
| Aug 2025 | 3 | 337 | 1 |
| Sep 2025 | 3 | 352 | 1 |
| Oct 2025 | 3 | 368 | 1 |
| Nov 2025 | 2 | 385 | 1 |
| Dec 2025 | 2 | 402 | 1 |
| Jan 2026 | 7 | 410 | 5 |
| Feb 2026 | 8 | 415 | 6 |
| Mar 2026 | 7 | 418 | 5 |
| Apr 2026 | 6 | 421 | 4 |
| May 2026 | 5 | 424 | 3 |
Separations vs headcount · monthly
eNPS
+57
eNPS · 287 responses
- Promoters
- Passives
- Detractors
eNPS climbed to +57 (+35 pts since last survey) — 65% promoters vs 8% detractors.
−100+100
28%
65%
Promoters − detractors
Compensation bands
81%
3 of 16 out of band
- In band
- Out of band
81% of 16 sit within band; 2 below min, 1 above max — L5 has the widest spread.
L3
L4
L5
L6
L7
$87k$425k
| Level | Min | Mid | Max |
|---|---|---|---|
| L3 | $102k | $118k | $135k |
| L4 | $135k | $158k | $182k |
| L5 | $175k | $215k | $265k |
| L6 | $240k | $280k | $325k |
| L7 | $320k | $365k | $410k |
Actuals vs band by level
Hiring velocity
41d
avg time-to-fill · 30 open reqs
- At/under target
- Over target
- Target
Engineering roles take 57d to fill vs the 45d target — and hold 16 open reqs.
| Dept | Days to fill | Target | Open reqs |
|---|---|---|---|
| Engineering | 57d | 45d | 16 |
| Ops | 42d | 40d | 3 |
| Sales | 39d | 38d | 5 |
| Design | 38d | 42d | 2 |
| Support | 29d | 35d | 4 |
Days-to-fill vs target by dept