Retention Risk Predictor | Fountain — Know Your Risk Before People Walk Out

Your Workforce Signals

Enter your current workforce data to calculate your retention risk score

Workforce Stress Signals

• Current staffing level (%): 100 = fully staffed. Under 100 = open roles.
• Daily call-out rate (%): % of scheduled employees who don't show up
• Weekly overtime hours per employee: Average OT hours — a burnout and flight-risk signal

Pay & Retention Health

• Starting wage above minimum ($): $5+ above minimum = maximum risk reduction
• Annual turnover rate (%): % of workforce that left in the past 12 months
• 90-day new hire retention rate (%): % of new hires still with you after 90 days

Your Risk Breakdown

Workforce Pressure

• Staffing gap: 10% understaffed +5 pts
• Call-out rate: 8% daily no-shows +12 pts
• Overtime load: 6 hrs/week +12 pts
• Subtotal +29 pts

Wage Competitiveness

• Above minimum wage: $2.00/hr
  • Your wage premium Risk reduction -6 pts
  • $3.00 more for full -15 pts

Workforce Instability

• Annual turnover: 45% turnover rate +13.5 pts
• New hire drop-off: 35% leave within 90 days +10.5 pts
• Subtotal +24 pts

Retention Risk Score

47 / 100

Moderate Risk
Retention pressure is building. Targeted action now prevents bigger problems.

Retention Problems Show Up in the Data Before They Show Up in Departures

"High call-out rates, consistent overtime, and poor 90-day retention are the early warning signs. Most operators don't connect the dots until they're already in a staffing crisis."

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Fountain helps hourly employers improve show rates, reduce early attrition, and build a more stable workforce — starting from the first application.

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