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Vinkius

Retention Risk Scorer Connector for AI agents.

3 live capabilities

Predict employee turnover and calculate the cost of talent attrition.

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Why people use Retention Risk Scorer

Retention Risk Scorer: Stop Employee Turnover with Predictive Analytics

This Connector changes the game by letting you see the risk before the resignation letter arrives. You can ask your AI client to scan your team and get a 0-100 risk score for everyone. It identifies the specific drivers like a 15% salary gap and gives you the exact management levers to pull to keep them on board.

  • Claude
  • ChatGPT
  • Gemini
  • Cursor
  • Visual Studio Code
  • Windsurf

What Vinkius changes

You get a data-driven plan to stop turnover before it happens.

Use it from Claude, ChatGPT, Cursor or another AI client you already have.

One account · 5,900+ Connectors

  1. Real-world use case 01

    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.

  2. Real-world use case 02

    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.

  3. Real-world use case 03

    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.

Complete set · 3capabilities

The complete Retention Risk Scorer capability set.

These are the exact actions your AI can choose when you ask it to work with Retention Risk Scorer.

Capability set01 / 01

01—03

3 capabilities in this set.

Part of 3 available through Retention Risk Scorer.

  1. 01 Capability

    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.

  2. 02 Capability

    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.

  3. 03 Capability

    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.

Set up in minutes

One URL. Then ask Retention Risk Scorer to work.

Claude and ChatGPT only need the Connector URL. Copy it once, add it in settings, and use Retention Risk Scorer from the conversation.

Choose your client

Live preview
Advanced clients IDE · CLI

Claude · Web + desktop

Official guide ↗

Connector URL · ready to paste

Streamable HTTP
https://edge.vinkius.com/vk_preview_mXhOS3g73ijqWGv6LOTyRrOflbJyrsVKogBGRJND/mcp
  1. Step 01

    Open Connectors

    In Claude Web or Claude Desktop, open Settings and choose Connectors.

  2. Step 02

    Add the URL

    Choose Add custom connector, name it Retention Risk Scorer, and paste the URL above.

  3. Step 03

    Turn it on in chat

    Select +, open Connectors, and enable Retention Risk Scorer for the conversation.

Where the request belongs

Work Retention Risk Scorer can move forward.

Built around the request

This is for HR leaders and People Ops teams who need to move beyond gut feelings and use hard data to justify retention budgets and save high-performing talent.

01

HR Manager

Uses this to justify budget requests for salary adjustments by showing the CFO the real cost of losing a key employee.

02

People Ops Lead

Scans team data to identify which departments have the highest turnover risk and creates targeted engagement plans.

03

Department Head

Checks the risk scores of their direct reports to ensure they aren't losing their best engineers to competitors.

Build the capability set

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Bring your own AI

Change the model, client or framework. Keep Retention Risk Scorer connected.

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Before you connect

Questions about Retention Risk Scorer.

The practical details behind the request, access and result.

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 capability 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 capability by providing the annual salary and seniority level to calculate the projected financial impact.

Does the capability provide actionable advice?

Yes, the get_retention_levers capability analyzes current risk metrics to suggest prioritized management interventions to mitigate turnover.

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