Ros
EXECUTIVES DON'T LEAVE COMPANIES.
THEY LEAVE BROKEN PROMISES.
Everything promised to land an executive lives in an email thread the day they sign. Ros writes it into a ledger, verifies it against reality from week one, and never lets a commitment silently expire. Before the offer, the same engine flags the stability risks already sitting in the file. Every prediction is logged before the outcome, so you can check our work later.
Commitment Ledger · Promise Verification · Contagion Radar
The Promise
Was Made.
Did You Deliver?
Once commitments are logged during hiring or onboarding, Ros follows the record through surveys, check-ins, and escalation workflows. Drift surfaces before disappointment hardens into departure risk.
Automated Drift Detection
Compares logged commitments against onboarding feedback and manager inputs before drift compounds into flight risk.
Built for Auditability
Exportable decision trails and decision-support framing designed to support your NYC LL144 and EEOC compliance program. Your compliance obligations remain your own.
Contagion Radar
Surfaces the candidate whose departure is most likely to propagate through a team, supporting manager-led intervention before risk spreads.
Candidate_ID
EXEC_449
Flight_Risk
84.2
Alert: Commitment_Drift_Detected
Role scope promise not delivered by Day 45.
Escalation recommended before the risk hardens.
Promise Drift
Contagion Risk
Who runs Ros
One platform. Three conversations that matter.
PE Operating Partners
Instrument the hires you cannot personally supervise.
Your portcos close executives with commitments you never see and cannot chase. Ros writes every one into a ledger, tracks manager follow-through, and surfaces contagion risk before one resignation slows a critical timeline, across the portfolio.
Start with a complimentary retrospective autopsy on one hire that didn't work. See where the first year structurally broke.
New-in-Seat Talent Leaders
Inherit the first year. Not the blame for it.
New operating partner or People leader? The executives you inherited were closed with promises you have never seen. Ros surfaces every open commitment, dates the gaps that predate your tenure, and proves the era of unmanaged first years ended when you arrived.
Strongest in your first 90 days, while the record still predates you.
CFOs and Operating Leaders
Turn retention exposure into something measurable.
Estimate retention risk over the first years of tenure, quantify the exposure a turnover event creates, and track whether compensation, scope, and growth commitments are actually landing after hire.
Best when headcount risk needs the same operating discipline as any other budget line.
Most tools give you a score. Ros gives you an operating system.
The analysis engine seeds the record. The monitoring layer protects it. Every logged commitment, check-in, and outcome connects pre-hire underwriting to post-hire retention in one closed loop.
Underwrite Before You Hire
Score flight risk and alignment signals before capital is deployed on a critical hire.
Monitor the Promise After
Ros follows drift, check-ins, and manager follow-through before dissatisfaction hardens into departure risk.
Learn From Every Outcome
Tracked outcomes improve calibration over time. The model compounds with every hire you monitor.
01 // Pre-Hire
Risk Underwriting
Flight risk, alignment signals, and proprietary vectors scored before capital is deployed.
02 // Day 1–7
Promise Lock
Commitments logged. Early onboarding checks establish the baseline reality after hire.
03 // Day 30–90
Contagion Scan
Potential contagion risk and engagement drift surface before departures propagate.
04 // Ongoing
Outcome Learning
Actual outcomes tracked and fed back into calibration as retention data accumulates.
Proprietary Signal Layer
Ros combines six proprietary risk signals: Tenure Trajectory, Skill Currency, Environment Fit, Network Contagion, Destination Alignment, and Stress Resilience. Each is interpreted against your sector and operating context, and refined through logged outcomes over time.
Attrition is not
a talent problem.
It is a capital event.
A key departure rarely costs just salary. It costs timeline, optionality, and operating momentum. Ros quantifies that exposure before it materializes and tracks the commitments most likely to prevent it.
Commitment Ledger
Hiring and onboarding promises become structured records. Ros monitors resolution, drift, and manager follow-through over time.
Contagion Radar
Surfaces the individual whose departure is most likely to propagate through a team, supporting manager-led intervention before risk compounds.
Outcome Learning
Logged predictions and tracked outcomes create a feedback loop that improves model calibration as retention data accumulates.
Defend the Capital.
Capital at Risk: Unplanned Attrition
Value Creation Impact
Significant
Unplanned leadership departure during a critical phase rarely costs just salary. It costs timeline and optionality.
Executive Replacement Cost
1.5–2.0×
Estimated all-in cost versus annual base salary. Multiplier scales for highly specialized or senior roles.
Replacement Timeline
Multi-Month
Average time to secure a replacement and reach full productivity for a mission-critical hire, delaying operating momentum.
Secondary Team Effect
Measurable
Secondary attrition following a key departure is documented in industry research and operationally disruptive if unmanaged.
Sector-Calibrated Benchmarks
Ros interprets stability signals against industry-specific tenure baselines, not a one-size-fits-all score.
FAANG / Tech
Benchmark: 2-4 years
High-velocity hiring with elevated flight-risk signal density.
Explore →Healthcare
Benchmark: 5-8 years
Longer tenure baselines with credential and shift-pattern nuance.
Explore →Finance / PE
Benchmark: 3-6 years
Portfolio leadership risk and executive retention underwriting.
Explore →Consulting
Benchmark: 2-4 years
Project-cycle churn and client-transition stability signals.
Explore →Capital Protection.
- 1-page selection scorecard
- Hiring risk underwrite
- Interview questions and PDF export
- Derisk your next hire
- Ros doesn't monitor your team yet
- No real-time retention help from Ros
- Upgrade for full retention playbooks and monitoring
- 30 analyses per month
- 49-component risk analysis
- Nuclear anti-leniency calibration
- 36-month retention forecasting
- Financial impact calculator ($125K+ savings)
- Competitive intelligence and market analysis
- Counter-offer strategy generator
- Executive search and C-suite brief
- Strategic benchmarking data
- Consistency checks, bias detection, and compliance logging
- 100 analyses per month
- Post-hire Ros monitoring for unlimited candidates
- Automated 30/60/90-day check-ins via Calendar
- Agentic outcome response engine for check-in analysis
- Slack bot with real-time retention alerts and action buttons
- Market radar for 42 companies across layoffs and hiring
- Auto-generated 90-day succession transition plans
- Immutable compliance audit trail for all actions
- EEOC and NYC LL144.1 compliance shield
- Live accuracy monitoring (research-validated)
- Priority support and dedicated account manager
Running a portfolio? PE engagements start with a complimentary retrospective autopsy, followed by a $15,000 Executive Stability Audit, invoiced directly. See the audit path.
Custom enterprise agreements available for complex fund and multi-company deployments.
Protect the Plan.
Ros flags the departure that damages the plan, before the offer and for every month after. Whether the plan is a fund return, a growth trajectory, or a quarterly number.
Traditional assessment tools stop at the offer letter. Ros follows the risk until it is resolved.