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.
A Workforce Operating System, Not a Point Tool
94 purpose-built features organized into six strategic phases — from predicting call-offs to preventing burnout — all unified under a single source of truth.
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
7 Workspaces. 19 Sub-Views. One Command Center.
Every WRIE workflow your team needs — organized the way operators actually work, not the way software is usually built.
Analytics
5 views
- OverviewKPI tiles, alerts, top risks
- Predictions30/60/90-day risk per employee
- TrendsVoluntary vs. involuntary turnover
- BenchmarkingBLS / AHCA market comparison
- Industry Findings2026 senior living tech adoption
Operations
5 views
- InterventionsRecommended → assigned → done
- CompensationWage gap vs. market percentiles
- Shift BidsStaff-led shift marketplace
- Manager MobileFloor-ready manager view
- Mgmt Quality360° leadership scoring
Engagement
2 views
- EngagementeNPS, pulse, satisfaction
- RecognitionPeer kudos & rewards
Clinical
2 views
- Community CareCHW queue & SDOH screenings
- RPM & SensorsIoT registry & alert routing
Financials
2 views
- ROI CalculatorInvestment vs. estimated savings
- Turnover CostPer-departure cost modeling
Wellness
1 view
- Staff WellnessBurnout, fatigue, workload
Privacy & Integrations
2 views
- Privacy & EthicsAudit trail & explainability
- IntegrationsHRIS / scheduling / payroll
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
We Show Our Work.
Every WRIE risk score is fully explainable. Below are the research-backed factors and weighted contributions used to compute every employee's flight risk.
| Risk Factor | Category | Trigger | Max Weight |
|---|---|---|---|
| Consecutive days worked | Scheduling | > 6 days | 30 |
| Schedule changes (30d) | Scheduling | > 5 changes | 20 |
| Peer departures (30d) | Team contagion | > 2 peers | 25 |
| Months since last raise | Compensation | > 18 months | 20 |
| Overtime hours (30d) | Workload | High | 15 |
| Weekend / night ratio | Scheduling | Imbalanced | 10 |
| Attendance & late clock-ins | Performance | Declining | 10 |
| Training hours (90d) | Career growth | Below baseline | 10 |
| Team turnover rate (90d) | Team stability | Elevated | 10 |
Retention isn't a metric. It's a person.
Every retained caregiver means a resident keeps a familiar face. Continuity of care isn't just an outcome — it's the foundation of dignity in senior living.
Predictions That Empower, Never Punish.
Every action in WRIE is logged, scoped, and explainable. Built for HIPAA-grade institutions that won't compromise on staff trust.
Supportive, not punitive
Predictions inform interventions — never disciplinary action or termination decisions.
Tightly scoped access
Individual scores visible only to the direct supervisor and HR. Executives see aggregates only.
Append-only audit log
Every recalculation and intervention written to wrie_audit_events — immutable and queryable.
Full explainability
Every employee can request a breakdown of which factors drove their score, with evidence and trend.
Bias detection built in
Continuous fairness auditing across protected classes. Quarterly model fairness reports.
Employee opt-out
Non-operational signals (sentiment, peer-network signals) are opt-in by default.
Ready to Treat Workforce Stability as a Financial Lever?
Join operators who have reduced agency spend by 31% and cut annual turnover by 23% — within the first 12 months.