Interactive demo · weighted risk scorecard
Will they actually show up on day one?
The offer's signed, the interviews are done — but offer-to-join drop-off is where a lot of hiring effort quietly dies. Adjust the 17 signals below, bucketed into five categories, and watch both the category-level flags and the overall probability move.
Probability candidate does not join
Compensation & offer economics
--Role & market fit
--Mobility & readiness
--Process & timing
--Candidate context
--Built on illustrative weights, not a trained model — a stand-in for how a scorecard would combine these signals. Relocation risk scales with years of experience (low early-career, peaks mid-career, eases again for leadership-level moves) rather than a flat yes/no, and industry × skill-set combinations in high demand — Banking with Analytics, Financial services with Functional consulting — carry extra weight rather than being treated as independent factors. Deliberately excludes gender, age, and marital status: none are reliable drivers of offer acceptance once experience, tenure, and relocation are already in the model, and using them would create legal and ethical exposure without adding predictive value.