Employee Turnover at Apriorit
Contributions to staff retention at Apriorit
Apriorit provides software product engineering services to the technology companies worldwide covering all processes of the software development lifecycle. We are proud of our work with more than 400 clients, including Fortune 500 tech giants. We work at all system levels and these are our core...
What is "Avoidable" turnover?
Employee retention at Apriorit very similar compared to other similar companies. While retention is impacted by many factors. A lot of those factors are outside the control of the company. For example, factors like company size, industry, or required skills cannot be easily changed. Apriorit has an employee retention rate that is comparable to others with the same fixed attributes. Which suggests they may not be able to do much to change how long workers stay with them.
What is driving turnover at Apriorit?
Employee turnover at Apriorit is primarily driven by employee seniority and company size. Apriorit has lower than average employee seniority. Companies with high employee seniority typically have lower employee turnover. This means that employees are more likely to stay with the company for a long period of time. Apriorit has lower than average company size. Companies with high company size typically have higher employee turnover. Meaning that employees are more likely to leave a company that has a smaller size. Additionally, companies with a lower company size are typically more nimble and able to react quickly to changes in the market which can also impact employee retention.
The numbers reported here are based on statistical analysis of publicly available employment data of current and past employees of the company. We determine mean tenure based on how long past employees have stayed at the company and how long current employees have been employed. We determine the annual turnover percentage as (1/tenure * 100). We analyse a sample of the employees at a company. We make an effort to sample in a representative way but some bias is unavoidable. Some types of employees may be overrepresented in our sample based on their job, their online activity, and their geographic location. We expect our number to have a confidence interval of approximately 1 year. In other words, if the mean tenure reported is 4 years, the true value lies between 3 and 5 with 98% confidence. Similarly if the average turnover reported is 20% we expect the true value to be between 15% and 25%.
We make an effort to report accurate information and to be transparent regarding our methodology. However, we make no warranty of any kind as to the accuracy of these reports. Use at your own risk. If you feel that any of the information reported here is inaccurate for any reason, please let us know.