Employee Turnover at HelloFresh

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

Contributions to staff retention at HelloFresh

Company Age

11 yr

Company Size

8.1K empl.

Mean Seniority

4.5K days






73.8 days

About HelloFresh

HelloFresh is on a mission to change the way people eat, forever! From our 2011 founding in Europe’s vibrant tech hub Berlin, we’re evolving from the world’s leading meal kit company to the world's leading food solutions group. We delivered 227 million meals and reached 6.94 million active custo...

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What is "Avoidable" turnover?

Employee retention at HelloFresh 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, HelloFresh seems to be doing better than most of their immediate competitors.

What is driving turnover at HelloFresh?

Employee turnover at Hellofresh is primarily driven by employee seniority and in-demand employee skills. The employees in this company have had more experience and are more experienced than the average employee. The employees with less experience and those with less expertise tend to leave a company more frequently. Seniority, in and of itself, is not necessarily a reliable predictor of employee turnover, but it can be one factor that contributes to it. If you want to reduce your employee turnover rate, you'll need to consider a variety of factors, including your employee's profiles, the company culture, and the benefits and rewards your employees receive. Additionally, you'll need to create a workplace environment that is attractive and appealing to current and potential employees. This company relies on skilled employees to achieve its goals. Employee turnover differs significantly between employee groups with different skills sets. Employees with skills that are in hight demand, like software engineering, typically stay with a company for less time than employees in, say, operations or finance.


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.