Stop Replacing Staff. Start Retaining Them.
WRIE analyzes 40+ behavioral signals to predict turnover 90 days in advance — shifting your workforce strategy from reactive replacement to proactive retention.
The $15,000 Problem Nobody Talks About
Every CNA who walks out costs your facility $8,000–$15,000 in replacement costs. With industry-wide turnover exceeding 50% annually, workforce instability is the single largest controllable expense in senior living.
The 6-Phase Workforce Intelligence Roadmap
94 purpose-built features organized into six strategic phases — from predicting call-offs to preventing burnout.
Predictive Call-Out Engine
Forecast shift vacancies before they happen
Key Capabilities
- ML-driven call-off probability scoring per shift
- Weather, seasonality & event-aware forecasting
- Auto-triggered standby pool activation
- Historical pattern analysis across 18+ months
Retention ROI Engine
Model the financial impact of every departure
Key Capabilities
- Turnover cost modeling ($8K–$15K per event)
- Peer recognition & kudos reward system
- Compensation benchmarking against BLS/AHCA data
- Flight-risk scoring with 40+ behavioral signals
Community-Integrated Care
Extend care beyond the facility walls
Key Capabilities
- Community Health Worker (CHW) task queue
- SDOH domain screenings & referral tracking
- PACE eligibility pipeline automation
- Hospital diversion metrics & reporting
RPM & Sensor Layer
Real-time monitoring meets intelligent staffing
Key Capabilities
- IoT device registry with health status tracking
- Severity-tiered alert routing (low → critical)
- RPM-adjusted staffing ratio calculations
- Ambient AI monitoring for falls & wandering
Management Quality
Measure leadership effectiveness objectively
Key Capabilities
- 360° feedback across 5 leadership dimensions
- Family praise routing & escalation paths
- Manager effectiveness correlation with retention
- Quarterly trend reporting for board review
Staff Wellness
Prevent burnout before it becomes turnover
Key Capabilities
- Real-time burnout risk scoring (0–100 scale)
- Workload balancing across units & shifts
- Fatigue tracking with shift pattern analysis
- Automated wellness check-in scheduling
From Data to Retention in 5 Steps
Collect
Passive signal ingestion from scheduling, attendance & HR systems
Score
ML models compute flight-risk scores updated weekly
Segment
Risk tier classification with distinct intervention protocols
Intervene
Role-specific retention actions calibrated to individual profiles
Measure
Outcome tracking retrains models for continuous improvement
Built with Ethical Guardrails
Ready to Treat Workforce Stability as a Financial Lever?
Join operators who have reduced agency spend by 31% and cut annual turnover by 23% — all within the first 12 months.