AI agent for vice president of human resources
Retention Risk Early Intervention Agent
Identify at-risk groups of high performers early and suggest steps, then learn whether the steps worked.
What it does
By the time a strong performer hands in notice, the chance to keep them has passed. This agent reads engagement survey results, tenure, pay position against the band, manager changes, promotion history and internal moves. It looks for groups where several of these signals line up, such as people two years in with no raise and a new manager. It ranks groups by risk and the cost of losing them, then drafts suggested stay conversations and what a manager could offer. Months later it checks whether those groups actually left less than similar groups, and adjusts its signals if not. It works on groups and patterns. The VP approves any outreach to named individuals.
How it works
Follow the arrows from top to bottom. The orange dashed arrow is the loop: when a check fails, the agent goes back and tries again.
Read the steps as a list
- Month starts or new survey results land
- Pull engagement, tenure, pay position and manager changes
- Find what past leavers had in common in the 12 months before exit
- Score current groups against those signals
- Rank groups by risk and replacement cost
- Does the model flag past leavers at a rate above a set level?If not: adjust which signals count and rescore. Back to step 3.
- Draft stay conversation topics and options for each top group
- VP approves outreach that names individualsThe agent waits here for your OK.
- Track exits and engagement in flagged groups over the next quarter
- Risk report and a follow-up result review
How it decides
It scores risk by how many warning signals overlap, weighted by what past leavers had in common, and reviews that weighting against later exits.
- Report groups of at least 5 people so individuals are not exposed
- Count a signal only if it was present in at least 20 percent of past leavers
- Raise risk when two or more signals overlap
- Rank high performers by rating from the last review cycle
Make it yours
Every agent is a starting point. You choose these settings for your own situation.
- Minimum group size to report (default 5)
- Signals to include or exclude
- Run schedule
- Who counts as a high performer
- Share of leavers the model must catch (default 60 percent)
What keeps you in control
It always asks you first
- VP approves any outreach to named people
- VP approves any pay or promotion offer
Hard limits
- Never decides pay, promotion or discipline
- Does not send messages to employees
It stops when
- Done: risk report delivered and follow-up date set
- Stop: fewer than 12 months of exit history, so signals cannot be tested
Set it up
We guide you through the set-up, step by step
Members get the full set-up guide for this agent. No technical skills needed: you copy, paste and upload.
- One set of instructions to paste into your AI, with the clicks for ChatGPT, Claude, Microsoft 365 Copilot, Gemini and Grok
- The agent then walks you through connecting your own data, one source at a time
- A downloadable copy with the flow chart, the rules and the full guide
