Retention intelligence platform

Exit interviews
tell you what
went wrong.
We tell you what's
about to.

AI-driven exit conversations that get the real answer. Pattern intelligence that finds who's leaving next. A weekly brief your CHRO can actually act on.

Request early access See how it works
Estimated cost of preventable turnover — ticking up right now at a 500-person company
$0

Average replacement cost is 1–2× annual salary. At a 15% voluntary turnover rate, a 500-person company loses over $2.3M annually to departures that showed clear warning signs. DeepSignal OS surfaces those signals before the resignation letter lands.

The problem

You're flying blind, and the data you do have is from people who already left.

Traditional exit interviews are conducted by someone the employee has worked with for years. The result is a politically safe answer that tells HR nothing it can act on. The tools that exist are either 25-year-old form software or enterprise platforms that cost more than the attrition problem itself.

The mid-market has no system of record for retention intelligence. No predictive feed. No manager risk scoring. No flight risk signals on current employees. Just a spreadsheet and a feeling.

30%
of employees complete traditional exit interviews. You're making retention decisions based on one in three departures.
74%
average Quinn completion rate. People talk more honestly when the conversation isn't going back to HR tomorrow morning.
18mo
average time before a manager problem becomes visible without a pattern intelligence system. By then, 4–6 people have already left.
The platform

Two products. One trust architecture.

DeepSignal OS has two distinct faces — one for the employee leaving, one for the HR team staying. Neither knows what the other sees.

For the departing employee
Quinn
An independent AI interviewer that works for the employee, not their employer. Confidential. Neutral. No stake in protecting anyone.
Not a survey. A real conversation that probes dynamically, follows threads, and doesn't accept vague answers.
Async and private. No scheduling, no HR colleague on the other end, no social pressure to say the polite thing.
Architecturally anonymous. Individual responses never leave Quinn. Insights are pooled, delayed, and de-identified before anything surfaces.
"Quinn works for you, not your employer. Your name never appears. Your boss doesn't get an alert when you finish."
For the HR team
DeepSignal OS
The retention operating system. Pattern intelligence, manager risk scoring, flight risk feed, and a Monday morning brief written for the CHRO.
Manager Risk Cards. Departure rate vs. org average, top themes, trend direction. The evidence HR needs to have a difficult conversation.
Flight risk feed. Current employee cohorts scored against your departure profile. Who's at risk now, before they start looking.
Executive brief. Auto-generated decision memo. One recommended action. Dollar cost attached. Written for the CHRO, not for an analyst.
"The first time HR walks into a hard conversation with data instead of a feeling — that's the moment the product proves itself."
Why it's different
01

Your best people don't tell HR the truth. Ours do.

Research is consistent — people disclose more to a neutral AI than to a human colleague they've worked alongside for years. Quinn gets the real answer, not the exit-safe version. Not a better survey. Signal that currently doesn't exist because social friction kills it in every human interview.

02

You're making retention decisions based on data from people who already left.

Every competitor is backward-looking. DeepSignal OS uses departures to predict departures. The question that lands in every demo: "When was the last time HR came to a manager proactively, with data, before a resignation?" The answer is almost always never. That's the gap we own.

03

HR is the only function making million-dollar decisions without a system of record.

Sales has CRM. Finance has ERP. HR has a gut feeling and a spreadsheet. DeepSignal OS gives HR the same data leverage every other function takes for granted — the kind that lets you walk into a conversation with a CEO or a VP of Engineering and say "here's the data, not my opinion, it's been consistent for 18 months."

The dashboard
app.deepsignalos.com/dashboard
Exits · 30d
12
+4 vs prior
At-risk
34
3 cohorts
Quinn rate
74%
+18% vs avg
Cost exposure
$847K
replacement est.
Marcus Webb · Engineering
32%
No growth pathTakes creditUnclear expectations
Sarah Kim · Customer Success
18%
Comp gapRemote flexibility
James Okafor · Product Design
5%
Strong cultureClear growth paths
Flight risk feed
Engineering · Mid-tenure68%
CS · Junior52%
Marketing · Sr IC41%
Finance · All tenure22%
Quinn insights · batch
"There wasn't a next level here, so leaving felt like the only move."
7 of 12 sessions · Engineering

Stop finding out
after they're gone.

DeepSignal OS is in early access for HR teams at companies 200–2,000 employees. Limited seats.

Request early access See a live demo

No commitment. No enterprise procurement cycle. A 30-minute conversation with your data.