without a single coverage gap
Your Best People
Need to Leave.
Build the Program
That Brings Them Back
Better.
A four-week policy PDF isn't a sabbatical program. We design, launch, and operate yours — from coverage planning to reentry onboarding — so returning employees don't come back to a desk that forgot them.
Trusted by People Ops leaders at Series C–public tech companies. 71% of engineers report burnout. Only 16% of companies have a real answer.
214 programs. Zero gaps.
Avg. 23% retention lift in year one
Ad-Hoc Policy vs. Managed Program
Eight dimensions. Real data from anonymized client programs. The difference isn't philosophical — it's operational.
Manager scrambles 2–3 weeks before departure
67% report coverage "figured out last minute"
12-week structured handoff with named backfills
100% coverage plans filed 30+ days in advance
Verbal handoffs, scattered docs, tribal knowledge lost
Avg. 3.2 weeks of lost productivity per return
Structured knowledge capture + runbook creation
Day-1 readiness in 89% of managed returns
Employee returns to full inbox, no ramp period
41% of returners consider leaving within 60 days
Structured 2-week reentry sprint with milestones
94% retention rate at 12-month post-return
No training. Manager improvises.
0 hours of manager prep in 78% of cases
Pre-departure + reentry playbook for every manager
4-hour async training per manager, per cycle
Projects stall, get reassigned, or lose context
Avg. $47K in delayed project costs per sabbatical
Project continuity audit + interim ownership matrix
96% of projects on-track at 30-day check-in
HR manually handles edge cases, errors common
1 in 4 employees report benefits confusion
HRIS-integrated admin with zero-error SLA
< 0.3% error rate across 214 programs
No check-ins. No data. No signal.
Sentiment blind spot until exit interview
Weekly pulse + pre/post eNPS measurement
Avg. +18 eNPS lift post-program
Anecdotal. No attribution model.
Unknown — "they seemed fine when they left"
Cohort analysis, retention delta, ROI report
Avg. 23% voluntary attrition reduction, Year 1
Three Companies. Real Numbers.
Before, during, and after. Anonymized client data. The Slack messages are real.
400-person Fintech
Series D2,000-person SaaS Platform
Pre-IPOPre-IPO Biotech
~800 employeesBuild It Yourself vs. Managed
Move the sliders. Watch the numbers. The business case builds itself.
Your Company
Estimated senior ICs at risk of leaving this year
16 people
@ $270K avg. replacement cost each
Your Current Annual Attrition Cost
$4.3M
Based on 150% salary replacement cost
Build It Yourself
Estimated Setup Cost
$193K
Attrition Saved (est.)
~5%
Includes: HR hours, policy design, manager training gap, no reentry protocol
Sabbatical Managed Program
Annual Program Cost
$252K
Attrition Savings
$1.1M
Net Annual ROI
$828K
ROI Multiple
4.3×
Score Your Sabbatical Readiness
Get a personalized A–D readiness grade and gap analysis in under 3 minutes.