Solutions — Head of Talent
You spend significant budget
bringing the right people in.
Worxmate helps you keep the right people in.
After hire day, the retention intelligence largely disappears. You find out the new hire did not work out — or the high performer left — long after it became inevitable. Worxmate gives Talent leaders a forward-looking intelligence layer from the first week of employment to the point where an individual becomes a flight risk.
Disengagement, onboarding integration, pre-attrition and high-potential trajectory signals
What Orbit surfaces for Talent leaders
Three retention intelligence gaps
where the intervention window has closed by the time the risk is visible.
Each situation below is one that Talent leaders face when the data available is historical, the signals are invisible, and the resignation arrives before any warning was possible.
Attrition in months 6 to 18 — after the honeymoon but before full productivity — is costing significantly. You have no early warning system.
The 6-to-18 month window is where talent acquisition investment is most at risk. The hiring cost, onboarding cost and ramp-up time are already spent. The employee has not yet delivered the full return on that investment. If they leave at month 9, the entire cost is written off — typically 50% to 150% of annual salary per early exit.
Orbit monitors every employee's trajectory from their first week. For the 6-to-18 month cohort specifically, it tracks the engagement patterns and integration signals that predict early exit — detecting the disengagement accumulation that starts 3 to 6 weeks before a resignation decision, not after it. Talent leaders receive alerts with enough lead time to intervene.
- ✓ 6-to-18 month cohort monitored as a distinct risk group — not treated the same as the wider population
- ✓ Pre-exit signals detected 3 to 6 weeks before the resignation decision — not after it is made
- ✓ Signal profile per individual: career progression concern, workload sustainability or engagement decline
- ✓ Tailored conversation framework per flagged individual — specific to their signal pattern
- ✓ Cohort-level view: which managers carry the highest 6-to-18 month exit risk concentration
Disengagement accumulation detected across 3 employees in the critical window. Two showing career progression concerns. One showing workload sustainability signal. Each has 3 to 5 weeks before likely decision point.
Orbit recommendation: Rahul and Sneha need career progression conversations this week. Orbit has a tailored conversation framework for each. Vikram needs a workload review — his manager has been notified with a coaching prompt.
Your high-potentials are identified too late. By the time a competitor makes the approach, you have 2 weeks to respond to a situation that was visible 4 months earlier.
High-potential identification in most organisations is a lagging, nomination-based process. The individual is identified after they have demonstrated clear potential — which is the same moment they become externally visible. The Talent Head needs to know who is on a high-growth trajectory before they are on a competitor's radar, not at the same time.
Orbit detects high-potential trajectory from live performance data — tracking development velocity, goal ambition expansion, increasing cross-team collaboration network and skill growth patterns. Individuals who are growing fast enough to be externally marketable within 3 to 5 months are surfaced to the Talent Head with enough lead time to make a development investment.
- ✓ High-potential trajectory detection 3 to 5 months before external marketability — ahead of competitor visibility
- ✓ Development velocity tracking: who is growing fastest relative to their peer cohort and role level
- ✓ External marketability window estimate: when each high-potential is likely to receive external approaches
- ✓ Specific retention investment recommendation: what conversation, development or progression offer retains them
- ✓ Bias correction: high-potentials missed by manager nomination surfaced from Orbit data explicitly
Orbit insight: 2 of the 4 highest-risk individuals were not manager-nominated. Meera and Preethi are both on high-velocity trajectories. Recommend proactive development conversation within 2 weeks.
New hires who leave in the first 90 days represent your most expensive and most avoidable attrition. You do not see it forming until the resignation arrives.
Early exits in the 90-day window are almost always preventable — but the signals form in weeks 3 to 6, not in week 12. By the time a new hire is clearly disengaged, the decision to leave is typically already made. The integration deficit that produces early exit is invisible without continuous monitoring of the right signals from day one.
Orbit monitors onboarding integration signals from week one — tracking informal network formation, check-in depth, collaboration acceptance rates and goal-setting confidence. Where integration is falling below the healthy threshold for a given week, Orbit surfaces an onboarding risk flag early enough to act.
- ✓ Onboarding integration tracked from week one — not as a snapshot, but as a continuous trajectory
- ✓ Integration risk flag surfaced in weeks 3 to 6 — when intervention is still straightforward
- ✓ Specific integration deficit identified: network formation, role clarity, workload confidence or manager relationship
- ✓ Recommended intervention per new hire — tailored to the specific integration signal pattern
- ✓ Manager prompt: specific conversation framework delivered to the hiring manager with timing and framing
Nikhil is at week 9 with confirmed integration deficit. Informal network not forming. Orbit recommends connecting him with Kavya (closest technical overlap) and a direct 1:1 this week focused on connections and context.
How it works for Talent leaders
Forward-looking retention intelligence
from day one to flight risk.
Orbit watches every employee continuously and surfaces signals when there is still time to act — not after the resignation has arrived.
Orbit watches from day one
600+ parameters per employee, monitoring onboarding integration from week one through the 90-day window and beyond into the full retention lifecycle.
Signals before decisions
Pre-exit disengagement detected 3 to 6 weeks before the resignation decision in the 6-to-18 month window — and onboarding risk detected in weeks 3 to 6 of the 90-day window.
High-potentials identified early
Development velocity, goal ambition and collaboration network expansion tracked continuously. High-potentials surfaced 3 to 5 months before external marketability — before a competitor sees them.
Intelligence at 70%+ confidence
No noise. No constant alerts. Orbit speaks when it has confirmed a pattern above the threshold. The silence means the integration and retention signals are healthy.
Is this built for you?
Worxmate for Talent Head
is built for these specific situations.
If any of these describe your current talent reality, Orbit is directly relevant to your role.
High attrition in the 6-to-18 month window
Orbit monitors this cohort continuously and surfaces pre-exit signals 3 to 6 weeks before the resignation decision — giving the Talent Head and manager time to intervene with a targeted conversation.
High-potential identification is too slow or too biased
Orbit identifies high-potential trajectory from live performance data 3 to 5 months before external marketability — surfacing individuals missed by manager nomination explicitly.
New hires leaving in the first 90 days
Orbit monitors onboarding integration from week one and surfaces integration risk in weeks 3 to 6 — when the specific intervention is still straightforward and the window is still open.
Scaling hiring at pace and needing to protect integration quality
Orbit tracks every new hire's integration simultaneously — giving the Talent Head a portfolio view of onboarding health across all current cohorts without requiring manual 1:1 check-ins.
Building the business case for talent investment to the CFO
Orbit quantifies the replacement cost exposure of current at-risk individuals — turning a retention conversation with the CFO from an anecdotal one into an evidenced financial risk discussion.
Post-restructure talent risk assessment
Orbit detects where structural changes have created attrition risk in newly restructured teams — surfacing the individuals and cohorts most at risk before the restructure-related exits begin.
See Orbit for Talent Heads
A 30-minute session showing 6-to-18 month cohort risk, high-potential trajectory and 90-day onboarding intelligence for your organisation size and talent context.