Retention you predict, then measure
Before the offer, Astris HR estimates how likely a candidate is to still be in the role at 30, 90, 180, and 365 days. After the offer, regular check-ins confirm what actually happened — and each result sharpens the next estimate.
How the estimate works today
Every match already comes with a retention estimate, so recruiters and caseworkers have a clear read from day one. As real hiring outcomes come in, those estimates keep getting more accurate.
Astris HR weighs practical factors — experience, language fit, support needs, commute, and schedule — to estimate how likely a candidate is to stay in the role.
As placements are made and outcomes are tracked, Astris HR learns from what actually happened. The estimates grow more accurate the more the platform is used.
Every estimate comes with a confidence level based on how much is known about the candidate. When Astris HR has little to go on, it says so plainly instead of showing false precision.
The estimate isn't just a figure — it names the factors that most raised or lowered it. Recruiters and caseworkers can see what would change the outcome.
Astris HR already uses how likely a candidate is to stay as a tiebreaker when ranking matches. As the estimates improve, the matches improve too.
Each estimate is saved along with the information it was based on. Questions are settled by looking at that record, not by argument.
One candidate, scored across the whole first year
Astris HR doesn't boil retention down to a single number — it gives an estimate at each checkpoint, so a recruiter can see where the risk actually sits. A candidate who looks strong at 30 days but shaky at 365 reads very differently from one who's borderline the whole way through.
Illustrative figures from synthetic validation — real-cohort benchmark pending.
Measuring what actually happens
An estimate is only as good as the real outcomes it's checked against. After every placement, Astris HR follows up with the candidate in their own language to find out how things are going.
| Follow-up schedule | Check-ins on day 1, 7, 30, 60, 90, 180, and 365, sent by text message in the candidate's preferred language. |
| What replies capture | Candidates can reply in their own words. Astris HR sorts each reply into still employed, needs support, or no longer employed. Caseworkers can correct it and note why someone left. |
| Retention milestones | Each placement records whether the candidate reached 30, 90, 180, and 365 days. These real results are what Astris HR learns from. |
| Reasons for leaving | When someone leaves, the reason is recorded — such as by choice, transportation, childcare, pay, schedule, fit, or training — and shown per program in analytics. |
| Closing the loop | When a candidate stays, it reinforces what led to that match. When someone leaves early, it steers future matches away from what didn't work. |
See Astris HR in your workflow
Run it against your candidate base or a sample JD. We'll set up a tenant in under a day and show you the matches your existing tools are missing.
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