Attrition is the cost nobody scores. We score it.
Your CFO’s first question isn’t “can they do it” — it’s “will they still be here next year.” 5Profiler measures what each candidate genuinely values at work, under forced choice, and matches it against what the role actually provides.
Stay · on every report
3rd answer
Ranked under forced choice
21 work needs
Retention window modelled
24 months
Reinforcer match, not exit-interview hindsight
People stay where the work feeds what they value — achievement, autonomy, security, recognition. Measure the values, profile what the role provides, and the mismatch is visible before the offer.
- Forced choice, ungameable — candidates rank trade-offs; there is no right answer to memorise.
- Matched to the role, not the brand — what this job actually feeds — occupational data plus your own role overlays.
- Three-layer role profile — declared by leadership, lived by incumbents, tuned per requisition.
- An honest prior — research-grounded and advisory by design — it says so on the report.
A report the panel can actually read
Answers up top, 30 facets in plain language underneath, and the exact interview probes worth the panel's forty-five minutes — within minutes of completion. No four-letter labels, no astrology.
The offer that would have bounced
A shortlisted analyst ranked independence and achievement highest; the seat was tightly supervised production work with slow progression. Reinforcer match: weak, and the report said so with the reasoning attached. She was hired into a different, autonomy-rich seat — and the seat she avoided went to a security-driven candidate who is still in it.
Questions we always get
Can you really predict who stays?
No one honestly can, per person — which is why Stay ships as an evidence-backed prior with its caveats stated, not a crystal ball. Directionally, values-role match is one of the best pre-hire signals attrition research offers.
What data does the role side use?
Occupational reinforcer data plus your own overlays — leadership-declared work values and, optionally, a lived baseline surveyed from incumbents.
Where does the answer show up?
As the third answer on every candidate report — Stay, with band, inputs and caveats — never merged into a single fake number.
Go deeper in the research library: early attrition prediction · the true cost of a bad hire.
People also evaluate
Ask about Fit-to-Stay on your roles.
A 30-minute walkthrough with your roles, not a canned deck — and a sample report to keep.