Most CRMs miss critical signals about account health. Leadership exits or unstable workforces often go unnoticed, leading to hidden renewal risks or missed upsell opportunities. Strategy and RevOps teams need a clear view of which accounts are stable and which are at risk.
This segment scores accounts on executive churn, workforce evolution, and tenure stability — so your CRM reflects real business dynamics.
Ingest your CRM account list (name and URL)
Enrich with curated APIs for verified company signals
Detect executive churn, tenure stability, and workforce trends
Blend metrics into a stability score with confidence levels
This segment is activated with a blend of trusted sources and your own inputs
Curated APIs
User Input
Account-level churn risk and stability score
Departure and tenure indicators for key roles
Workforce evolution trends to contextualize risk
One dataset, ready for CRM risk intelligence.
Your questions on this segment, answered
Your questions on this segment, answered
Do I get incremental updates when workforce data changes, or do I need a full refresh?
Updates are incremental. New departures or changes are added as they happen, while existing records keep their unique ID and verification logs.
For 1,000 accounts, how many will typically show churn or workforce instability in a year?
Workforce churn varies by sector, but in most markets 15–25% of accounts will show signs of instability each year, giving you a regular flow of signals to act on.
How is this different from a basic credit rating or financial solvency score?
Financial scores look backward at balance sheets. Stability scoring looks at people and workforce dynamics — giving you forward-looking signals about account health.
Can these scores sync directly into my CRM for account health dashboards?
Yes. Stability metrics are export-ready to Salesforce, HubSpot or BI tools, so you can track account health natively without spreadsheets.
How do I interpret a stability score of 55 vs. 85 in account management?
Scores closer to 100 indicate steady teams and lower risk. Scores nearer 50 reflect turnover or instability that could affect renewals, upsell, or service quality.
How recent are the signals on departures, tenure, and workforce evolution?
Signals are updated as soon as source data changes, from registry filings to workforce datasets. Each field carries a last-verified timestamp for transparency.
How do you ensure stability scores are grounded in verified workforce data, not assumptions?
Each metric comes from curated APIs and verified workforce records. Every score is confidence-rated, so you see not just the number but also how strong the underlying evidence is.
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