# Retention Risk Scorer MCP for AI Agents AI Agent Connect > Retention Risk Scorer helps HR teams spot employees who are likely to quit before they actually hand in their notice. It takes raw data like tenure, pay gaps, and engagement scores to give you a clear turnover risk number. It also calculates exactly how much a vacancy will cost the company and suggests specific management moves to keep your best people. ## Overview - **Category:** human-resources - **Price:** Free - **Endpoint:** https://edge.vinkius.com/vk_preview_mXhOS3g73ijqWGv6LOTyRrOflbJyrsVKogBGRJND/ai-agent-connect - **Tags:** turnover, retention, hr-tech, attrition, employee-engagement ## Description The Retention Risk Scorer helps you spot employees who are likely to quit before they actually hand in their notice. It takes raw data like tenure, pay gaps, and engagement scores to give you a clear turnover risk number. It also calculates exactly how much a vacancy will cost the company and suggests specific management moves to keep your best people. Managing a workforce is a constant balancing act of keeping people happy while keeping the company profitable. When someone key leaves, it's not just a vacancy; it's a massive hit to the bottom line involving recruitment fees, training time, and lost momentum. This Connector helps you move from reactive damage control to proactive talent management. Instead of waiting for a resignation letter to hit your inbox, you can use your AI client to scan your team's health. It looks at the hard numbers like how long it's been since a promotion or the gap between current pay and market rates to flag who might be looking elsewhere. It's part of the Vinkius catalog, making it easy to plug into your existing workflow. You can get a clear picture of where your biggest risks are and, more importantly, what to do about them. It takes the guesswork out of retention by providing specific levers, like compensation adjustments or career pathing, tailored to each individual's situation. It turns messy HR data into a clear roadmap for keeping your team intact. ## Tools ### get_retention_levers Get a list of specific management actions to improve an employee's situation. It suggests concrete moves like promotion paths or pay adjustments based on risk factors. ### calculate_risk_score Generate a normalized turnover risk score from 0 to 100 for any individual. It uses tenure, pay gaps, and engagement levels to identify high-risk profiles. ### estimate_replacement_cost Calculate the total price tag for hiring and training a replacement. This helps you build a stronger business case for raising an employee's salary. ## Prompt Examples **Prompt:** ``` Check the turnover risk for a Senior Dev who hasn't been promoted in 3 years and has a 20% salary gap. ``` **Response:** ``` The risk score is **88 (High Risk)**. The primary driver is the lack of promotion history combined with the significant salary gap. ``` **Prompt:** ``` What's the cost to replace a Marketing Manager making $90k? ``` **Response:** ``` The estimated replacement cost is **$270,000**. This includes: - Recruitment fees - Onboarding time - Lost productivity ``` **Prompt:** ``` How do I keep an employee with a risk score of 80 who is underpaid? ``` **Response:** ``` To retain this employee, prioritize these actions: 1. **Conduct a salary adjustment** to bridge the market gap. 2. **Outline a clear 12-month promotion path** to address career growth. ``` ## Capabilities ### Score individual turnover risk Get a normalized risk number from 0 to 100 for every employee based on their specific data points. ### Estimate the cost of a new hire Calculate the total financial impact of a vacancy including recruitment and lost productivity. ### Identify specific risk drivers See exactly why an employee is flagged, whether it's a pay gap or a lack of promotion history. ### Get management action plans Receive a list of concrete steps to take to improve an employee's situation and keep them on the team. ### Quantify the cost of attrition Turn the abstract problem of turnover into a concrete dollar amount for your leadership team. ## Use Cases ### Justifying a salary increase to a CFO An HR manager uses `estimate_replacement_cost` to show that a 10% raise is cheaper than the $300,000 cost of replacing a senior lead. ### Identifying flight risks in engineering A department head asks their agent to find all engineers with a risk score over 80 and summarizes the primary drivers for each. ### Creating a retention roadmap A People Ops lead uses `get_retention_levers` to generate a list of specific management actions for a team with high attrition scores. ### Budgeting for the next fiscal year A company uses the Connector to quantify the total financial burden of projected vacancies to set more accurate annual budgets. ## Benefits - Get objective risk numbers for every team member using `calculate_risk_score` instead of relying on gut feelings. - Show leadership the real price of attrition by using `estimate_replacement_cost` to quantify vacancy costs. - Move from vague goals to concrete actions with management strategies from `get_retention_levers`. - Pinpoint the exact reason for high turnover risk, such as a specific salary gap or lack of promotion history. - Prioritize your retention budget by identifying which employees are the highest financial risk to the company. ## How It Works The bottom line is you get a data-driven plan to stop turnover before it happens. 1. Provide employee details like tenure, salary, and engagement levels. 2. Run the risk assessment to get a normalized turnover score. 3. Get a breakdown of risk drivers and specific management actions. ## Frequently Asked Questions **How does the Retention Risk Scorer help with turnover?** It identifies employees who are likely to leave before they actually quit. By looking at data like pay gaps and tenure, it gives you a risk score so you can intervene early. **Can it tell me why an employee might leave?** Yes, it identifies specific risk drivers. It can tell you if a high risk score is being caused by a lack of promotion, a salary gap, or low engagement levels. **How does it calculate the cost of a vacancy?** It estimates the total financial impact of a position being empty. This includes the costs of recruiting a new person, the time spent on onboarding, and the lost productivity of the role. **Can I use this to justify budget for raises?** Absolutely. You can use the financial cost data to show leadership exactly how much money the company loses when a key employee leaves, making it easier to get raises approved. **What kind of data does it need to score risk?** It uses standard human capital metrics like how long an employee has been with the company, their promotion history, their current salary versus market rates, and their engagement scores. **Does it provide specific advice for managers?** Yes, it provides specific management levers. It suggests concrete actions like compensation adjustments or career pathing based on the specific risk factors identified for that employee. **How is the turnover risk score calculated?** The `calculate_risk_score` tool processes tenure, months since last promotion, salary gap percentage, and engagement scores to generate a normalized value between 0 and 100. **Can I estimate the cost of losing an employee?** Yes, use the `estimate_replacement_cost` tool by providing the annual salary and seniority level to calculate the projected financial impact. **Does the tool provide actionable advice?** Yes, the `get_retention_levers` tool analyzes current risk metrics to suggest prioritized management interventions to mitigate turnover.