Employee Turnover at SoftServe

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

Contributions to staff retention at SoftServe

Company Age

29 yr

Company Size

10K empl.

Mean Seniority

2.8K days


Software / Tech




193.1 days

About SoftServe

SoftServe is a digital authority that advises and provides at the cutting-edge of technology. We reveal, transform, accelerate, and optimize the way enterprises and software companies do business. With expertise across healthcare, retail, energy, financial services, and more, we implement end-to-...

Show More

What is "Avoidable" turnover?

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

What is driving turnover at SoftServe?

Employee turnover at Softserve is primarily driven by in-demand employee skills and employee seniority. The skills needed by SoftServe are in high demand and are not easily found. Employers that require skills that are less in-demand experience lower turnover on average. Employers with a high turnover rate typically see a decline in productivity as well as a significant need for more training and development to keep employees from leaving in the first place. That said, if turnover is unpredictable or difficult to manage, depending on the role, it may be more cost-effective to simply replace departing employees with ones eager to find employment elsewhere. The median employee in this company has less experience than the median employee at other companies. Employees who have been with a company for a longer time are more likely to leave than employees who have been with the company for a shorter time. There are a few reasons why this might be the case. First, employees who have been with a company for a longer time may be more settled in their roles and may not be as excited about the prospect of leaving their job. Second, employees who have been with the company for a longer time may be more jaded about their chances of finding a new job and may be less likely to be enthusiastic about the opportunity to work for a new company.


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.