1
Predictive Risk Model
Before someone hands in their notice, the signals are already there. EXIRE identifies -at individual level- who is at elevated risk of leaving or long-term absence in the coming period. Trained exclusively on your organization's own data. No generic benchmarks. No guesswork. Just your patterns, made visible.
2
DEI Segmentation
When certain groups consistently show higher risk, that is not a coincidence. It is a pattern your organization has been unable to see.. until now. EXIRE breaks down risk by diversity dimensions, so the groups carrying a disproportionate burden become impossible to ignore.
3
Employee Experience (EX) analysis
Your last survey told you that people are unhappy. It didn't tell you which people, or why it's making them leave. Exire connects inclusion related themes e.g. leadership, belonging, workload, psychological safety - directly to the risk profiles.
So you can stop guessing and start acting.
4
Implementation & Follow-through
Insights without action are just expensive reports. EXIRE doesn't hand over a dashboard and disappear. We stay connected through the implementation - helping you translate findings into interventions, facilitating where needed, and tracking whether the changes actually move the numbers.
From analysis to action. From action to proof.
OUR SERVICES
Your HR data already contains the answer.
You just haven't connected the dots yet.
Most organizations treat turnover, inclusion and employee experience as three separate problems. They're not. They are three different windows into the same underlying reality.
The employees most at risk of leaving or long-term absence are not randomly distributed across your organization. They are disproportionately the people who don't feel they belong. Who don't feel safe speaking up. Who have lost the thread between their work and something that matters.
That is not a DEI problem.
It is not an engagement problem.
It is not a retention problem.
It is all three, and it will keep costing you until someone connects the data.
That is what EXIRE does. For you.
The real cost
The conversation every CFO and CHRO should be having.
Every resignation that surprises you is a signal you missed.
The warning signs were there. In the data. In the survey scores. In the patterns no one connected. Voluntary turnover and long-term absenteeism are not sudden events, they are the end of a story that started months earlier. And the cost? It lands on the CFO's desk whether HR sees it coming or not.
CFO "Do you know how much voluntary turnover costs us each year?"
HR "On average, between 50% and 200% of an employee's annual salary"
CFO "So with 7% turnover and 700 employees, that's millions in hidden costs?"
HR "Exactly. At least €1.5 million, and that is before counting lost knowledge, culture and momentum."
This is not an isolated conversation.
Research confirms what HR leaders already feel but struggle to quantify: organizations using predictive analytics to identify at-risk employees can reduce voluntary turnover by up to 30%. Teams with high psychological safety show 27% lower turnover risk and 50% higher productivity. Not because people suddenly work harder, but because they stop spending energy on self-protection and start spending it on their work.
And when organizations make inclusion measurable rather than aspirational? They can reduct turnover with 27% and productivity increase with 12%! Just by ensuring more people feel genuinely heard.
The math is not complicated.
The data already exists in your organization.
The question is whether anyone is connecting it.
DEI & Employee Experience
Your DEI policy exists.
But is it working?
Most organizations have a DEI strategy. Very few can show whether it is actually changing anything.
Only 15% of companies measure the impact of their DEI initiatives which means 85% are spending budget on programs they cannot evaluate!
EXIRE changes that. By connecting diversity analysis with employee experience data and predictive risk profiles, we show you exactly where inclusion gaps are translating into turnover and absence risk, and whether your interventions are moving the needle over time.
Not DEI as a checkbox.
DEI as a measurable business outcome.
Unequal risk, made impossible to ignore
Some groups in your organization are carrying a risk burden three times higher than others. You probably don't know which ones. EXIRE makes that visible, so you can stop treating everyone the same when the data says they're not.
From survey score to root cause
A low belonging score is a warning. Exire tells you which risk group it belongs to, what's driving it, and what to do first. So your next intervention is based on evidence, not instinct.
Proof that your strategy is working.. or an early warning when it isn't
EXIRE tracks change across measurement moments. So after six months, you don't have to guess whether things improved. You can show it.
Meet the founder
I founded EXIRE to connect data with the human story behind it.
I spent nearly ten years watching organizations lose people they could have kept.
In recruitment and HR advisory at large multinationals, I saw the same pattern repeat itself: a good person leaves, everyone is surprised, and within weeks the replacement process starts.. as if the exit came out of nowhere.
It never does.
The signals were always there. In tenure patterns. In survey scores. In which teams consistently struggled with the same issues. The problem wasn't the data. It was that nobody connected it.
That's why I built EXIRE. To give HR and leadership the tools to see what's coming. Not after the fact, but early enough to do something about it. Combining predictive analytics, DEI analysis and employee experience into one integrated picture.
Because retention is not an HR problem. It's a business problem. And it deserves a business solution.
Bibi-Karlijn van de Zande
Founder, EXIRE
BY THE NUMBERS
The case for people analytics x DEI is not a feeling. It's a number.
Here's what the research says.
15%
Of companies actually measure the impact of their DEI initiatives.
That means 85% are investing in inclusion without knowing if it works.
Are you in the 15%?
41%
Organizations still relying on instinct are making decisions at a 41% disadvantage.
Every day.
56%
Performance increase in organizations that prioritize inclusion.
Inclusion is not a cost center.
It's one of the highest-ROI investments in your workforce.
75%
Of voluntary turnover is preventable.
Three out of four people who leave could have stayed.
If the right conversation had happened in time.
When to work with Exire
If any of the struggles sound familiar, your data already has the answer. You just haven't heard it yet.
If people matter to your organization, and their wellbeing, retention and inclusion do too, EXIRE not only gives you the data to act on it but also helps you to implement changes.
High turnover. And no one saw it coming. Again.
You replace. You onboard. The cycle repeats. Meanwhile, the underlying pattern stays invisible. EXIRE identifies who is at risk and what is actually driving them out, so you can break the cycle instead of funding it.
Your employee survey raised questions.
Not answers.
Scores are in. Engagement is low. But low where, for whom, and connected to what risk? EXIRE connects survey themes to risk profiles, so you know where to act first and what will actually make a difference.
Your DEI ambitions aren't showing up in the data.
The training happened. The policies are there. But the numbers aren't moving. EXIRE shows which groups still carry disproportionate risk, what sits beneath the surface, and which interventions are worth your investment.
GET IN TOUCH
You already have the data. We help you hear what it's saying.
Most organizations are sitting on years of HR data they've never fully connected.
A discovery call with EXIRE takes 30 minutes and costs nothing, but it might be the most useful conversation your HR team has this quarter.
We respond within one business day.