{
  "version": "1.3.0",
  "releasedAt": "2026-05-20",
  "kpi": {
    "rogueId": "hr.at_risk_count",
    "slug": "at_risk_count",
    "domain": "hr",
    "defaultLabel": "At-Risk Employees",
    "description": "Count of employees actively flagged as flight risk by managers, based on engagement signals (skip-level surveys, manager 1:1s, counter-offer activity, tenure-curve risk). A leading indicator that complements the lagging `hr.voluntary_exits` number. Common pitfall: stale flags that never get cleared — at-risk lists tend to drift toward \"every senior IC ever\" without manager discipline. Best practice is a quarterly refresh with explicit add/remove notes and an action attached to each flag.",
    "fieldType": "number",
    "unit": null,
    "maturity": "general",
    "suggestedForStages": [
      "seriesA",
      "seriesB",
      "seriesC",
      "public"
    ],
    "defaultOwningFunctions": [
      "HR"
    ],
    "stageRelevance": {
      "seriesA": "recommended",
      "seriesB": "recommended",
      "seriesC": "recommended",
      "public": "recommended"
    },
    "definitionSource": {
      "tier": "editorial",
      "sourceName": "imboard Editorial",
      "sourceUrl": null,
      "sectionRef": null,
      "publicationDate": "2026-04-01",
      "attributionNotice": null
    },
    "formula": "Count of currently-flagged active employees on the retention watchlist. Flag criteria are company-defined but typically include: declining 1:1 engagement, missed comp expectations, counter-offer activity, or manager-flagged tenure-curve risk. Convention: flags expire 90 days after entry unless renewed.",
    "whyItMatters": "Converts manager intuition into a board-readable risk count, and pairs naturally with `hr.retention_initiatives` so the board sees risk and response together. A rising at-risk count without rising retention activity is a yellow flag.",
    "interpretationGuidance": "Read alongside `hr.voluntary_exits` — at-risk count should lead exits by 1–2 quarters. Concentration in one team or level is more diagnostic than the absolute number. Sustained at-risk count above ~10–15% of headcount typically warrants a targeted retention program (industry folk-wisdom, not citation-grade).",
    "relatedKpiIds": [
      "hr.voluntary_exits",
      "hr.voluntary_turnover_rate",
      "hr.retention_initiatives",
      "hr.talent_challenges"
    ],
    "metricBasis": {
      "timeBasis": "point_in_time",
      "production": "primary"
    }
  }
}