Attrition prediction tuned to engineering, product, and revenue org dynamics. Compensation benchmarking for AI-related roles. Engagement signals that survive Goodhart's Law.
Predict 90-day exit risk for engineering teams of 5 to 25, with tenure-bucketed base rates that recognize the higher mobility of senior IC engineers in 2026.
Blend traditional survey vendors with live offer data and public references (Levels.fyi, disclosed ranges) to build defensible bands for roles vendors do not yet classify.
Tie engagement scores to revenue per employee at the team level, accounting for the longer feedback loops typical of product-led growth companies.
Tech HR teams have an outsized share of roles that move with the market quickly. The traditional annual benchmarking cycle is too slow for half the role catalog. The engagement signals that work in stable industries — tenure, manager tenure, comp ratio — are necessary but not sufficient. Kestrel was built with these dynamics in mind from the first version.
Customers in tech include companies in B2B SaaS, infrastructure, developer tools, and fintech. The median tech customer has 1,250 employees and uses Kestrel across engineering, product, and revenue organizations. Read our research on engagement survey predictors or our working guide to attrition modeling for more on the methodology.