Turnover cost depends on your team, hiring process, ramp assumptions, and vacancy window. Enter your numbers below to model the cost per departure and annual scenario, then compare a target-turnover case. The output is a planning model, not a forecast.
Adjust the inputs below. Results update instantly.
Editable scenario. Replace the default with your own records.
Ads, recruiter fees, interview time, onboarding
Ramp you already paid for, walking out the door
Drives the vacant-territory pipeline cost
Hiring lag + ramp = the empty-seat window
Backfill coverage, interviewing, onboarding time
Scenario only. Compare with your own cohort data.
Annual Turnover Cost
3.4 departures per year
Cost per departure
$165K
Vacant-territory pipeline
$125K
Departures / year
3.4
$198K/yr modeled difference
1.2 fewer departures a year
The model combines vacant-territory pipeline, recruiting, lost ramp investment, and manager time. Every term is an input or a direct calculation from your inputs. Treat the target-turnover result as a scenario to discuss with your team, not a promised retention outcome.
Each departure has four costs: recruiting and hiring, the lost ramp investment that walks out with the rep, the vacant-territory pipeline an empty seat fails to generate (monthly revenue x months until a replacement is productive), and manager and team drag. Add them for the cost per departure, then multiply by departures per year (team size x turnover rate).
There is no universal turnover rate for every sales team. The calculator starts at 34% as an editable scenario; replace it with your own hiring and departure records.
Structured onboarding and deliberate practice are possible operating choices, not guaranteed retention outcomes. Use the target-turnover slider to model a scenario, then compare it with your own cohort data.