Clinical staff attrition modeling, license-tracked headcount planning, and shift-pattern engagement signals. Built for the unique data and regulatory realities of healthcare HR.
Predict 90-day exit risk for nursing, allied health, and clinical support staff with features tuned to the shift-burnout dynamics specific to clinical work.
Plan headcount with full visibility into license expiry, renewal status, and credential-restricted role assignments. Spot understaffing risk before it bites.
Track how shift assignment patterns correlate with engagement and exit risk. Identify the scheduling combinations that drive avoidable attrition.
Healthcare HR teams face problems that general-purpose people-analytics tools were not designed for. License expiry creates hard headcount cliffs. Shift patterns produce burnout signatures that look different from corporate-environment burnout. Agency replacement costs make the financial impact of avoidable attrition much larger than in other industries. Kestrel was tuned to these dynamics through engagements with our healthcare customer cohort.
Customers in healthcare include regional hospital systems, ambulatory care groups, and skilled nursing operators in the 500 to 5,000-employee range. The median healthcare customer has 1,800 employees. Read our research on engagement survey predictors or our working guide to attrition modeling for more on the methodology.