What Pulsavo saves a company of 200 people
Three costs you already pay today: people leaving, manager hours on reviews, and slow ramp-up of new hires. Adjust the four inputs to your company. Conservative assumptions, sources below.
The whole-company licence (12,400 EUR a year) costs less than replacing a single manager (Gallup: 200 % of annual salary). From year two the cost is licence only.
Four numbers every CFO recognises from their own company. Nobody added them up.
of voluntary leavers say it could have been prevented1
months of salary to replace one person2
performance reviews make people perform worse3
of employees in Europe are engaged, the lowest in the world6
45 % of people who left had no conversation with their manager about satisfaction or their future in the last three months.1
Where the money goes today
Attrition
Every leaver means hiring, training and a gap. 6–9 months of salary per person. Managers often learn about the risk from the resignation letter. Pulsavo gives them a continuous signal: mood, 1:1s, goals, feedback.2
Hours on reviews
Forms, preparation, meetings, calibration. Deloitte counted close to 2 million hours a year on performance management. The Copilot and data collected all year roughly halve that time.7
Ramp-up of new hires
A new hire draws full pay for about 6 months before full output. Only 12 % of employees rate their company's onboarding as great. Structured onboarding with probation tracking shortens the ramp-up.2
What each role gets
Three items you already pay for, and payback in months
- The whole-company licence (200 people) costs 12,400 EUR a year, i.e. 0.2 % of payroll. Less than replacing one manager (Gallup: 200 % of annual salary).
- Up to 50 % of leavers go within the first 18 months. Cutting that by a fifth = another 37,400 EUR a year.
- Engaged teams have 78 % lower absenteeism. For 200 people absence costs 266,000 EUR a year; every 10 % down = 26,600 EUR.
- OPEX, no project: price per user per month, 7 person-days of setup, no consultant hours. Data and AI in the EU, no extra AI audit.
„For 0.2 % of payroll you get a tool that watches the three biggest hidden items in your P&L.“
Managers decide company performance. Pulsavo is their tool.
- Managers account for 70 % of the variance in team engagement. Manager engagement has fallen to 22 % globally. Whoever gives them a simple tool in a chat gains an edge.
- The top quartile of engagement has 23 % higher profitability and 18 % higher productivity. Each 1 % of productivity for 200 people = 67,000 EUR.
- People's goals tied to company KPIs: bonuses and development go where they move results. One view of the company any time, not once a year in a spreadsheet.
- Successors for key roles and a quarterly check are standard, not an add-on.
„Performance is decided by managers and whether they hear their team in time. Pulsavo puts that in their chat and in your overview.“
A process that holds up in front of finance
- A business case instead of a budget request: you walk in to the CFO with this calculator.
- Adoption without training: the biggest risk of any HR system is that nobody opens it. The Copilot in a chat removes that risk.
- eNPS trends, 9-box, 360, succession and cycle completion in one place. Leadership materials in a minute.
- Continuous feedback instead of annual: weekly feedback = 2.7× higher engagement.
„You get a process managers actually use, and numbers you can defend in front of the CFO.“
What we deliberately do not claim
"Pulsavo raises productivity by X %"
Gallup measures engagement, not a tool. We say: engaged teams are 18 % more productive. What a company does with that is up to its managers.
Attrition and burnout predictions
By design. A high-risk category under the EU AI Act. Risk is judged by the manager from data, not by an algorithm.
Productivity, absenteeism or growth
The calculator stays at the low end: attrition, review time and ramp-up only. Everything else would only increase the savings.
Sources
- 1Gallup (2024): 42 % of voluntary turnover preventable; replacement = 200 % of salary for managers; 45 % had no conversation with their manager
https://www.gallup.com/workplace/646538/employee-turnover-preventable-often-ignored.aspx - 2Gallup / SHRM: replacement costs 6–9 months of salary; up to 50 % of turnover within the first 18 months; only 12 % rate onboarding as great
https://www.gallup.com/workplace/235121/why-onboarding-experience-key-retention.aspx - 3Gallup: traditional reviews make performance worse 1/3 of the time; only 14 % are motivated; weekly feedback = 2.7× engagement
https://www.gallup.com/workplace/249332/harm-good-truth-performance-reviews.aspx - 4Gallup Q12 meta-analysis (347 organisations, 3.35 million respondents): +23 % profitability, +18 % productivity, −78 % absenteeism
https://www.gallup.com/workplace/321725/gallup-q12-meta-analysis-report.aspx - 5Gallup: managers account for 70 % of the variance in team engagement; manager engagement 22 % (2025)
https://www.gallup.com/workplace/713033/managers-and-team-productivity.aspx - 6Gallup, State of the Global Workplace 2026: Europe 12 % engaged employees
https://www.gallup.com/workplace/697850/state-of-the-global-workplace-regional-data.aspx - 7HBR (2015), Reinventing Performance Management: Deloitte ~2 million hours a year
https://hbr.org/2015/04/reinventing-performance-management - 8Czech Statistical Office: average gross monthly wage Q2 2026 = 51,966 CZK
https://csu.gov.cz/rychle-informace/prumerne-mzdy-2-ctvrtleti-2026
Send us three numbers and we will prepare the calculation
Headcount, average salary and turnover. In 30 minutes we check the assumptions against your company's reality and show the product on live data.