Retention early-warning for People teams
Know When an Employee Is About to Leave.
For HR heads and founders at US companies of 50 to 1,000 people: see who may be leaving, early enough to start a conversation.
No charge today · Cancel anytime
Replacing one employee costs one-half to two times their annual salary, according to Gallup.
- to set up tracking
- 5 min
- free trial, full product
- 30-day
- per tracked employee / month
- $5
- employees tracked free on trial
- 100
Free flight risk check
See which people on your team show public signs of leaving.
Type your company's website and get a team summary by department in about a minute. No signup.
Public LinkedIn data, plus Slack counts you disclose
- Public LinkedIn signals and Slack message counts, never message content
- Encrypted in transit, least-privilege access
- Billing secured by Stripe
- TeamPredict never contacts the people you track
Built for HR and People teams
Made for lean People teams and founders at growing companies who don't need an enterprise analytics suite.
Built for HR & People teams
Designed for the people responsible for retention and succession planning.
Public profile and Slack activity
Public LinkedIn profile activity, plus Slack message counts if you switch that on.
Daily monitoring
Tracked profiles are checked daily so changes don't slip past you.
Month-to-month
No long-term contract and no lock-in.
Who uses TeamPredict
We built it for our own teams first.
TeamPredict comes out of Momentum Labs, a studio of ten B2B SaaS companies. These are our own portfolio companies, not outside references - every one runs lean, and every one lives on keeping a handful of key people. So we run TeamPredict across all of them.
“VoiceDrop got to real scale on a small team, which means a handful of people carry the whole roadmap. I don't want to find out one of them is leaving from a resignation email. I want to know while there is still a conversation to have.”
Setup takes about five minutes.
Spot resignation risk from public LinkedIn signals in three simple steps. The pictures are the real app, with invented sample people.
Step 1
TeamPredict finds your people on LinkedIn.
Sign up with your company email and TeamPredict lists the people on your LinkedIn company page. Anyone missing can be added with their profile link.
Step 2
You choose who to track.
Track everyone, or switch tracking on for specific people, departments or roles. Leaders and senior roles are preselected for you.
Step 3
You get an email when someone’s risk jumps.
If a tracked person’s risk spikes, you get an email alert with the reasons, plus a recurring digest of every risk flag.
What one exit costs
Replacing one $70,000 employee can cost $35,000 to $140,000.
Gallup estimates that replacing an employee costs one-half to two times their annual salary. An early flag can give you time to:
- Groom a successor for a smooth transition
- Address concerns early and keep your people
- Find a replacement before a gap opens up
One resignation, $70,000 salary
$35,000
at the low end of the range, against $5 a month to track one person.
Work out your own numberTeamPredict costs $5 per tracked employee per month, with no platform fee.
You pay only for the people you choose to track.
Per-employee plan
Works out to $4.17 per employee/month, billed yearly
- Every tracked profile is checked daily
- A risk score for each person, with the reasons behind it
- An email alert the day someone’s risk spikes
- A weekly digest of every risk flag
- Competitor signals: see which people at rival companies may be open to a move
No charge today · Cancel anytime
What you get
Every tracked person gets a risk level, its reasons, and email alerts.
TeamPredict filters out the noise and shows a clear resignation risk level for every tracked employee.
Every profile change is kept on one timeline.
Every edit, skill, and headline change is recorded, so you can see what moved and when.
Each risk score comes with its reasons.
Each tracked profile gets a clear risk level plus the specific changes that moved it, so you can judge it for yourself.
You get an email when risk spikes, plus a digest.
Tracked profiles are checked daily. When someone's resignation risk spikes you get an alert by email, and a recurring digest summarizes every risk flag.
Transparent by design
The risk score is built from public profile changes you can see.
A prioritization signal to start conversations. Here are the public profile changes the engine weighs, plus the separate Slack signal that sits alongside them.
We weigh the specific public profile changes that tend to precede a job switch and show you which ones moved the score. Treat a high score as a prompt for a supportive check-in.
Public LinkedIn profile
- A new headline or title can signal repositioning for the next role.
Headline or job-title change
- The public availability signal LinkedIn lets members turn on.
“Open to Work” badge
- Freshly added skills and credentials often precede a search.
New skills or certifications
- A polished profile photo or rewritten summary is a common prep step.
Photo or summary refresh
- An updated location can hint at a move or a remote-role search.
Location change
- A cluster of edits in a short window is the strongest tell of all.
Spike in profile edit activity
Strongest tell
Separate Slack signal
Slack message volume, per person
Not in the scoreMore signals
Two optional signals sit next to the LinkedIn risk score.
See who shows up for your LinkedIn page.
TeamPredict matches the public reactions and comments on your company page’s recent posts against your roster. You see who engages, who has not, and who keeps showing up without being on your roster.
Explore engagement trackingSee who went quiet in Slack.
If you switch it on, TeamPredict counts each person’s weekly Slack messages and shows the drop next to their name. It never reads message text, and it stays off until an admin turns it on.
Explore Slack team healthWhere TeamPredict fits
TeamPredict works alongside your surveys and HR software.
Different tools answer different questions. Here is how the approaches compare, and where early, person-level signals fit.
Engagement surveys
Measure how the team feels in aggregate, on a periodic cadence. Useful for culture trends, but lagging and group-level: they rarely flag the individual who is already looking.
People-analytics suites
Model attrition from your internal HR data. Powerful and thorough, but heavy to implement. Internal data often lags the moment someone starts looking outside.
Person-level early warning
Spots the public LinkedIn signals that precede a switch: no surveys, no HRIS integration, live in minutes. It works alongside your engagement and HRIS data.
Find out who may be leaving before they tell you.
Spot rising resignation risk early, so you can fix the problem or plan ahead without the panic.
From the blog
Our guides explain why people leave and how to keep them.
Two more free resources sit alongside the articles: the tool behind the employee retention rate formula, which runs the numbers for your own team, and a plain-English HR glossary covering the terms these posts use.
Here are the questions buyers ask most.
Short answers on accuracy, privacy, and tracking.