Exit Intelligence & Post-Departure Knowledge Risk Quantification
Cascade Robotics — Series E Autonomous Systems (890 employees) — Rolling 12 Months
North-Star: Reduce Total Cost of Organizational Knowledge Erosion by 25% over 18 months
Total Voluntary Exits TTM
132
↑ 14.8% rate
Regrettable Attrition
67%
88 of 132 exits
Avg Departing KCS
6.2
↓ 0.4 vs Q3
Exit Interview Candor
73%
↑ 8% QoQ
Knowledge Erosion Cost
$4.2M
TTM total
Boomerang Return Rate
11%
18-month cohort
Exit Reason Taxonomy Distribution (TTM, n=132)
Exit Reason Trend Velocity (6-Month Change)
Manager-Referenced Exit Rate by Leader
Knowledge Concentration Score (KCS) Distribution of Departures
Post-Departure Team Performance Delta (90-Day)
Departing Employee Knowledge Risk Priority Matrix (Q4 2024)
| Employee |
Role |
KCS |
Exit Reason |
TTKR (Days) |
Impact |
Regrettable |
| S. Martinez |
Principal ML Engineer |
9.2 |
Career Growth |
142 |
$186K |
|
| A. Chen |
Staff Robotics Eng |
8.7 |
Manager Relationship |
118 |
$164K |
|
| J. Williams |
Sr Product Manager |
8.4 |
Compensation |
95 |
$142K |
|
| R. Patel |
Lead Systems Architect |
7.9 |
Company Direction |
87 |
$129K |
|
| L. Thompson |
Senior Data Scientist |
6.8 |
Work-Life Balance |
68 |
$94K |
|
| M. Rodriguez |
Engineering Manager |
6.5 |
Career Growth |
52 |
$78K |
|
| K. Nguyen |
Product Designer |
5.2 |
Relocation |
34 |
$48K |
|
| D. Brown |
QA Engineer |
4.1 |
Personal Reasons |
21 |
$31K |
|
Exit Sentiment Polarity Score (NLP Analysis)
Regrettable vs Non-Regrettable Attrition Split
Boomerang Return Rate by Tenure Cohort
Knowledge Erosion Cost Waterfall (Q4 2024)