The world runs on people.
PsychFlo flags elevated departure risk.
The Workforce Risk Intelligence platform used by CEOs, CHROs, and boards to predict attrition, score managers, and quantify people risk — before it hits the P&L.
30-minute workforce risk debrief · Or try the free diagnostic first — no account, no credit card
3 paying clients in 4 months, growing 22% month on month.
CEOs make revenue decisions with live dashboards and 90-day forecasts. They make people decisions with exit interviews and annual surveys — months after the problem started.
PsychFlo is the intelligence layer that runs 6–12 weeks ahead of the exit interview — scoring every employee on departure probability, every manager on team risk, and every department on cost exposure. In real time.
The cost of inaction is quantifiable. Most executives underestimate it by 3×.
Enter your headcount and average salary. See the real financial exposure sitting in your workforce right now.
27 estimated leavers × £65,000 × 0.80× replacement-cost multiplier.
Assumptions & sources
Replacement-cost multipliers (0.4×–2.0× salary) follow the range Gallup reports for frontline through management roles, which already bundles recruiting, onboarding, and productivity ramp into one figure — we don't add those as separate costs on top of it, to avoid double-counting. The recruitment / productivity / coverage split above is an illustrative composition of that same total, not additional spend. Adjust the multiplier or pick a role preset above to match your workforce mix.
Built for the executive view, not an HR admin portal.
Every view is built for decisions, not data collection. Designed for board meetings, not HR admin portals.
A live P&L dashboard — for people risk.
Engagement tools, HRIS dashboards, and pulse surveys tell you what happened last quarter. PsychFlo scores every manager as a risk multiplier or stabiliser today — flagging elevated risk before it shows up in exit interviews.
Five risks. One intelligence platform. One executive score.
PsychFlo combines retention, burnout, leadership, productivity, and compliance signals into a single Workforce Risk Index — designed for board meetings, not HR surveys.
See elevated departure risk before the resignation.
PsychFlo scores every employee on flight risk — combining burnout signals, manager exposure, and engagement trajectory into a 90-day departure forecast.
Score managers as risk multipliers or stabilisers.
Identify managers whose behaviour is amplifying turnover, trust breakdown, and execution drag — before it shows up in exit interviews.
Quantify the workforce drag finance can actually see.
Meeting overload, cognitive load, role friction, and burnout translate into cost exposure — not vague morale scores.
Evidence trail built for boards, regulators, and tribunals.
Every signal and intervention is timestamped and exportable — TLS 1.3 / AES-256, EU data residency by default, full audit log.
The Workforce Risk Index draws on engagement cadence (survey response patterns and sentiment trend), 1:1 frequency and gaps logged through manager check-ins, workload signals (sustained high-load periods, after-hours activity), tenure and role-change history, and manager-rating inputs. Every score is a probabilistic signal, not a certainty — and it gets more accurate as a client's own outcome data (who actually left, when) feeds back into the model, the same way any forecasting system sharpens with more ground truth.
Ask anything. Get answers backed by your live data.
Your AI Chief People Officer. Ask about attrition risk, manager performance, or team burnout — and get direct, cited answers in seconds.
The managers driving your turnover are identifiable. And fixable.
PsychFlo scores every manager on turnover contribution, burnout causation, trust, and communication — before attrition shows up in exit interviews.
What happens to your workforce if you freeze hiring?
Run any business decision through PsychFlo before you announce it. See the workforce impact, which risks spike, and what interventions to prepare — before the damage lands.
Board-ready workforce report. One click.
Automatically generate board packs and investor updates. PDF or PowerPoint — in seconds, not hours.
How does your risk compare to peers?
PsychFlo benchmarks your scores against organisations of the same size, industry, geography, and growth stage. Numbers without context are noise.
Illustrative example output — the benchmark cohort is still small at this stage, so treat these percentiles as a preview of the feature, not a statistically robust comparison yet. It gets more reliable as more organisations run PsychFlo.
Built for executives. Designed for decisions.
For CEOs and founders
Make workforce decisions with the same rigour you apply to revenue, runway, and churn. Know what's happening before it costs you.
For CHROs and HR Directors
Walk into leadership meetings with leading indicators — not retrospective survey commentary. Lead the boardroom conversation.
For boards
Receive a board-ready workforce risk narrative tied to retention, leadership quality, and operating performance. One click, every quarter.
Less than 1% of the cost exposure it reveals.
Every plan includes the Workforce Risk Index, attrition intelligence, and board-ready reporting. No per-seat pricing.
Founder-led companies and lean HR teams
Multi-team organisations needing operating cadence
Boards, CHROs, and regulated organisations
What this looks like in practice.
Illustrative scenarios based on the kind of deployments PsychFlo is built for — not verified client-reported results.
A manager was silently driving two senior IC departures.
PsychFlo scored the manager at C-grade (risk 74/100) and surfaced 3 high-risk direct reports — 6 weeks before any resignation. A team redesign happened before either exit landed.
The board wanted workforce risk as a financial narrative, not an HR update.
PsychFlo generated a board-ready risk report — attrition forecast, cost exposure, manager grades, and benchmarking against sector peers — in one click. The CHRO walked in with a score, not a slide deck.
Missed delivery deadlines were a burnout problem, not a capacity problem.
Workforce risk scoring traced the delivery failure to cognitive overload and a manager gap in Engineering — not headcount. Sprint restructure and a manager coaching intervention followed within 2 weeks.
The data exists.
You just don't have it yet.
A 30-minute workforce risk debrief shows you exactly where PsychFlo flags elevated risk in your organisation — right now. Or run the free diagnostic first, no account or credit card required.
Or call it what it is: the cost of another exit interview you could have prevented.