Estimate only. Tax rates and benefit costs vary by state and employer.
We multiply salary by a role-complexity factor (20% entry to 100%+ senior) for the cost per departure, times the number who left, for total turnover cost.
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When someone quits, the cost isn’t just recruiting. It’s the lost productivity while the seat is empty, the time managers spend interviewing, onboarding and training the replacement, and the months before that new hire reaches full output. Studies peg the total at roughly 20% of salary for entry roles, rising to 100–200% for senior or specialized positions.
Putting a dollar figure on it changes the math on retention. The cost of a raise, better management or flexibility is often a fraction of what a single departure costs — this calculator makes that trade-off visible.
Roughly 20% of salary for entry roles, up to 100–200% for senior positions.
Recruiting, lost productivity, manager time, onboarding and ramp-up.
To justify retention spending against the cost of churn.
No — it's an estimate.