Escal8 is not justified by promises. It is justified by numbers.
Every company implementing Escal8 can measure exactly how much they save — in avoided turnover, effective training, hours recovered by automation, and talent decisions previously made blindly.
What our clients see
Do you know how much it really costs you when someone leaves?
Most companies underestimate turnover cost because they only count recruitment. The reality is that each exit costs you 6 months of salary — and most are preventable.
The 3 months to replace
Month 1: Search and selection
- Job posting: $200-$500
- Headhunter fee (if applicable): 15-25% of annual salary
- Manager time in interviews: 20-40 hours
- Tests, evaluations, checks: $250-$1,000
- Average cost of this month: 1-2 months' salary
Month 2: Decision and closing
- Offer and negotiation process
- Administrative and legal paperwork
- Initial onboarding and documentation
- Setup of tools, access, equipment
- Cost of vacant position: lost productivity while the seat is empty
Month 3: Onboarding
- First week of induction (doesn't produce, only consumes)
- Buddy/mentor assignment (consumes time of another productive employee)
- Learning curve of internal systems and processes
- Initial errors and rework
The 3 months to train
Month 4: Productivity at 25-40%
- Still learning the business context
- Needs constant supervision
- Cannot make autonomous decisions
- The team absorbs the load this person cannot yet carry
Month 5: Productivity at 50-70%
- Starts contributing but with support
- Makes fewer mistakes but still needs validation
- Manager dedicates 5-10 hrs/week to coaching
- Other team members still compensating
Month 6: Productivity at 75-90%
- Functional but not at previous level
- Knows processes but not shortcuts or internal relationships
- Just starting to generate comparable value
- Still doesn't master political/cultural context
"results_page.turnover_cost.closing"
Calculate how much it's costing you — and how much you could save
Enter your company data. Calculations are conservative — real savings are usually higher.
60-70% of turnover is preventable with data
People don't leave overnight. They leave after months of signals no one saw.
Lack of growth
"The #1 reason people leave in LATAM"
Non-competitive compensation
"It's not always "paying more" — it's paying fairly for value generated"
Bad climate / relationship with boss
""People don't quit companies, they quit bosses""
Overload and burnout
"The same people always absorb more because "they are reliable" — until they burn out"
"Each of these causes is detectable months in advance. The difference between retaining and losing talent is not luck — it's information."
The savings no one is measuring: hours paid to people to do machine work
Invoice capture
Weekly KPI reports
Employee onboarding
"Escal8 doesn't just identify these opportunities — it implements them. Diagnosis, roadmap, and execution."
See automation serviceWhat if you do nothing? What if you hire consultants?
"Traditional consulting isn't bad — it's slow, expensive, and static. Escal8 gives the CEO what consulting gives, but in real-time, at a fraction of the cost, and for the whole company — not just the boardroom."
The cost of waiting grows every quarter
What those who already measure results say
"In the first quarter we identified 47 high potentials we hadn't mapped and retained 3 managers about to leave. Just with that, the year's ROI was paid in full."
"We automated 3 processes that consumed 40 hours weekly across the team. Now we invest that time in strategic analysis. And the risk dashboard saved us from losing our best plant manager."
"For the first time, HR presented data I understood: turnover cost by area, training ROI, and quantified automation opportunities. I approved the budget in the same meeting."
90-day satisfaction guarantee
"If in 90 days Escal8 insights don't provide real value for making better talent decisions, we refund your investment. No small print."
Until today, no client has exercised the guarantee. Not because they can't — but because data always reveals something justifying the investment.
How much are you losing while you decide?
Every month that passes without measuring talent, turnover keeps costing, manual hours keep being paid, and decisions keep being made blindly.
With 500 employees and 25% turnover, you are losing ~$125,000 per month. Every month you wait.