The honest business case
What does it cost when people feel unseen at work?
Adjust the numbers below. We'll show you what Human-Org Fit is worth — and what it costs to leave it to chance.
This calculator isolates onboarding-attributable disengagement — not all turnover, not all attrition. Research attributes 20–30% of first-year exits to gaps in clarity, belonging, and alignment. That is the only slice we claim.
Your organization
Knowledge workers and customer-facing roles
For roles being onboarded
Who directly onboard new hires
Annual compensation
The cost of doing nothing
Total employees lost
10
In their first year, at this attrition rate
Onboarding-attributable exits
2–3
20–30% of total exits
Cost to replace each one
$52,500
75% of annual salary
Where howefeelin creates value
3 in 10 onboarding-at-risk employees retained through earlier intervention
30% faster time-to-full-contribution based on engagement lift — regardless of role type
Hours freed from manual sensing — redeployable to higher-value work. Not direct cash savings.
Estimated value created
$89,250
Retention + ramp compression. Capacity excluded.
Estimated payback
4 months
Modeled. In practice, plan for 6–12 months — retention gains build over time.
ROI multiple
3.0×
Value created ÷ annual cost
What this model does not claim
- howefeelin cannot prevent attrition driven by compensation, personal circumstances, or better offers
- Manager capacity recovered is real but not cash — it only becomes ROI if redeployed intentionally
- Ramp compression varies by role — this uses a 30% engagement-lift estimate, not a role-specific figure
- The 3-in-10 intervention rate assumes managers actively use the coaching intelligence
- Payback is 6–12 months — retention improvements accumulate over time, not immediately