Employee Turnover at Exadel
Contributions to staff retention at Exadel
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Exadel
For more than 20 years, Exadel has been delivering Digital Transformation services, enterprise and custom software solutions for Fortune 500 clients, including HPE, Deloitte, Home Depot and McKesson. With 20+ locations and delivery centers across the US and Europe, Exadel solves the most complex ...
What is "Avoidable" turnover?
Employee retention at Exadel is unusually high compared to other similar companies. 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. That being said, Exadel seems to be doing better than most of their immediate competitors.
What is driving turnover at Exadel?
Employee turnover at Exadel is primarily driven by in-demand employee skills and company size. These employees are sought-after by employers. Companies that require fewer highly sought after skills have lower turnover. These companies are able to attract and retain employees who possess the necessary skills more easily. Exadel has fewer employees than average. This is because a smaller company has a tighterknit culture, which makes it easier for employees to get along and feel valued. They are also more likely to be provided with ample opportunities to develop their abilities and to receive feedback on their work. As a result, employees are more likely to stay with a smaller company for a long period of time.
Methodology
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%.
Disclaimer
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.