Employee Turnover at Brightgrove

Mean employee tenure
Implied Annual Turnover
pp. higher than the industry average

Contributions to staff retention at Brightgrove

Company Age

11 yr

Company Size

384 empl.

Mean Seniority

3K days


Software / Tech




-152.8 days

About Brightgrove

Brightgrove was founded in 2010 by three like-minded engineers with years of software development experience. During our fantastic 11-year journey, we grew ourselves and gave opportunities to grow to our clients. Now, we have 600+ talents on board and are among the top 50 largest Ukrainian IT ...

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What is "Avoidable" turnover?

Employee turnover is normal. Employees come and go for many reasons, including personal reasons and reasons that have nothing to do with a specific company. In addition, turnover is known to be high in some industries and for some job types. So how much can a company actually do to improve retention? This differs from company to company but we estimate this number. For Brightgrove, we estimate average tenue could be increased by 153 days with effective retention programs. We base this number on a comparison of Brightgrove to other similar companies.

What is driving turnover at Brightgrove?

Employee turnover at Brightgrove is primarily driven by in-demand employee skills and company size. Brightgrove has higher than average in-demand employee skills. Companies with high in-demand employee skills typically have higher employee turnover. Meaning that employees are more likely to leave a company for a new job opportunity. Overall, the average skillset for an in-demand employee is: • Strong writing and communication skills • Strong problem solving skills • Proven track record of success Brightgrove has lower than average company size. Companies with small company size typically have lower employee turnover. In other words, they have a smaller number of employees who leave the company each year. Low employee turnover could also be a sign that the company is attentive to employee needs and is able to offer a good work-life balance.


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.