Employee Turnover at MURKA

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

Contributions to staff retention at MURKA

Company Age

13 yr

Company Size

433 empl.

Mean Seniority

2K days






33.1 days


Murka Games is an international game development company that has operated since 2009. Headquartered in Limassol (Cyprus), Murka has more than 500 employees, including Kyiv and Dnipro offices, with a presence in Sofia, Kharkiv, and Lviv. We grew up from a small startup to a worldwide known well...

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What is "Avoidable" turnover?

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

What is driving turnover at MURKA?

Employee turnover at Murka is primarily driven by in-demand employee skills and employee seniority. This company is searching for employees with certain key skill sets that are in high demand. Employees are more likely to stay with a company with low in-demand skills, as they are not likely to find a better job elsewhere. Employees with higher in-demand skills are typically more likely to leave a company for other reasons, such as wanting to move to a new location or to take on a new challenge. Therefore, a company with high in-demand skills is more likely to have a high employee turnover rate. The average employee has less experience than the average employee at competing companies. Higher-turnover companies often have less- stable workforces because their employees are more likely to leave for a variety of reasons, such as dissatisfaction with their job, a lack of opportunities for growth, or a feeling that their team is not supportive. In order to reduce employee turnover, you need to create a welcoming and motivating environment for your employees, offer competitive salaries and benefits, and create a work-life balance that matched worker needs.


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.