Private data exclusion
Sofia/Mark stay outside employer evidence.
Company views start after aggregate Wellness data reaches the 10+ anonymity floor. Raw conversations, Memory and Guardian cases do not enter manager views.
For CEO, CFO, HR and CTO
Aggregate workforce signal without opening private support.
This is not a coaching benefit, surveillance dashboard or ATS replacement. CEO, CFO, HR and CTO read the same 10+ aggregate boundary, then each role owns a different operating next step.
Aggregate-only company view10+ anonymity floorHuman-owned next action
Buying room read
Four operators read the same boundary.
CEO gets the operating risk, CFO sees the range assumptions, HR owns follow-up and CTO checks that private support data is excluded before rollout.
Finance assumptions
CFO reads ranges, not promises.
The simulator names vacancy days, failed hires, turnover and manager time as model inputs before any budget decision.
People review path
HR gets owners and next actions, not private chats.
People, Calendar, reports and Recruitment carry roles, departments and candidate evidence while HR owns follow-up and hiring decisions.
Security inspection
CTO can check source separation before rollout.
The workspace shows the 10+ threshold, aggregate labels, export names and integration scope so Security can verify what data never crosses.
Privacy boundary
Private support stays inside the account.
The boundary is concrete: Sofia/Mark chats, saved Memory context, and Guardian routing stay in the person's account. Workplace tools use their own scoped records instead of reading the support thread.
01
Account-owned support
Sofia, Mark, Memory and Guardian stay with the person.
A private thread can remember chosen context without becoming a manager, reseller or ordinary admin view.
- No employer chat access
- Memory stays in the account
- Guardian stays a safety route
02
Separate product surfaces
Workplace tools start from their own records.
Wellness, reports, exports and Executive Oracle can only use workplace-scoped data paths. They do not query Sofia/Mark chat text.
- Scoped workplace records
- No raw private text
- No recruiting input from support
03
Human review boundary
People and Recruitment stay operational, not psychological.
People, Calendar and staged Recruitment can organize records for human review without turning private support into a profile or hiring signal.
- No person-level wellness scoring
- No raw private conversations in reports
- No automated hiring decisions
Employers do not receive raw Sofia/Mark conversation text. No employer-facing raw Sofia/Mark conversations, memories, Guardian details, or person-level wellness scoring.
Wellness, reports and Oracle must use separate scoped workplace records, not private support content, and stay blocked when the privacy floor fails.
Non-owner raw access stays behind the documented, audited security-root break-glass path.
Workforce Leakage Simulator
Turn workforce signal into a finance conversation.
The privacy membrane above defines the trust boundary. This calculator then estimates where hiring, ramp-up, attrition, vacancy, and manager drag may already be costing the company. It is an estimator, not a return-on-investment claim.
€
hrs/mo
Monthly hours spent on escalations, repeated status chasing, and hiring/process firefighting.
Estimated baseline
€1,779,458
Annual workforce leakage estimate before any Synphoria-addressable model is applied.
P10 modeled
€56,159
P50 modeled
€142,107
P90 modeled
€254,797
Remaining leakage
€1,637,351
Remaining leakage stays visible because Synphoria can influence operating behavior, not erase market, compensation, personal, or process realities.
1 month
€1,381
early operating visibility
6 months
€37,543
cadence and onboarding effects
12 months
€142,107
full annualized model window
Largest leakage buckets
annualTurnover replacement floor€479,520
Ramp-up productivity loss€354,375
Failed-hire exposure€322,216
Vacancy cost€252,347
Direct hiring cost€200,000
Next step
Use the model as a walkthrough, not a pitch trick.
Bring the buckets into a B2B walkthrough, open the live product demo, or copy a local finance summary for review. No simulator inputs are exported to a backend.
Local copy only. No backend export.
Claim boundaries
What this is
The model estimates workforce leakage from user inputs and versioned assumptions. It is not legal, medical, accounting, hiring, or return-on-investment advice.
Can influence
Synphoria can help surface aggregate workforce pressure, hiring-process friction, and manager-load signals earlier when teams use the operating cadence.
Cannot promise
Synphoria cannot promise retention, burnout prevention, hiring accuracy, ARR recovery, or fixed savings without pilot evidence from that company.
Privacy and hiring
Company views do not expose private chats or individual wellness scoring. Employment decisions remain human-owned.
Assumptions register and claim boundaries
Registry: us_it_saas_workforce_leakage_assumptions_v1_2026_05_14.
Benchmark source: US IT/SaaS, reviewed 2026-05-14.
Calculation is client-side and deterministic. Raw inputs are not sent to a simulator API.
Software dev wage
€133,080 EUR/year
U.S. Bureau of Labor Statistics, Occupational Outlook Handbook
QA wage
€102,610 EUR/year
U.S. Bureau of Labor Statistics, Occupational Outlook Handbook
Benefits share
29.9 % of total compensation
U.S. Bureau of Labor Statistics, Employer Costs for Employee Compensation
Social Security
6.2 % of taxable wages
IRS Publication 15 (2026), Employer's Tax Guide
Avg salary
€120,000 EUR/year
modeled
Mid-level salary
€130,000 EUR/year
modeled
Loaded cost
1.4 x salary
modeled
Hiring cost
€8,000 EUR/hire
modeled
This is a modeled addressable-impact range, not a fixed financial promise.
Remaining leakage is always shown because Synphoria cannot eliminate every workforce cost.
Private companion, Guardian, Memory Continuum, and wellness data must not be used for hiring decisions.
Proof surface
Show the review path, not a report dump.
The page shows what an executive sees first, how cohort evidence is sourced, and where HR can continue the review without opening private support records.
That pattern works for engineering teams, field teams, nonprofits and distributed operators because the data contract stays the same: aggregate evidence for the company, private support for the person.
Executive cockpit
A first read for the buying room.
The cockpit shows report freshness, the 10+ floor, department trend and Oracle evidence in one header so CEO and CFO start from the same source.
Finding brief
The change has an owner before the meeting.
The proof card states the changed metric, source record and HR review owner while raw Sofia/Mark, Memory and Guardian content stay outside the block.
Pulse Heatmap
Pressure is shown by cohort, not by person.
The heatmap groups calm, momentum and pressure by eligible cohort after the 10+ floor, with no employee wellness label or manager feed.
Operating-depth modules
Follow-up routes to the surface that owns it.
Reports carry trend history, Departments handle drilldown, Oracle answers questions, Recruitment carries candidate evidence and reseller rollout stays in workspace delivery.
Buyer value
CEO/CFO/HR/CTO get different reads.
CEO sees where the operating review should start. CFO sees the model assumptions before treating leakage as budget risk. HR gets the next workflow. CTO sees the boundary before rollout.
Keep HRIS/HCM and ATS as systems of record. Synphoria adds the protected read between private-support boundaries and HR-owned follow-up.
Read Wellness and Oracle signal
Wellness Dashboard shows eligible cohorts, trend direction, privacy status and stale-data cues after the 10+ floor.
Executive Oracle answers from reports, departments and persisted aggregate evidence, with uncertainty visible before a recommendation.
Finding brief names the changed metric, source record and HR review owner instead of repeating a headline.
Run the next review
People keeps role, department, invitation and leave context without private support signals.
Calendar anchors workload or team-ritual reviews to the team and date HR chooses.
Recruitment and Leviathan Recruiter package role and candidate evidence for HR review; HR owns follow-up, offer, decline communication and People conversion.
Ship the rollout
Reseller-ready workspace delivery maps client company, license pool and brand metadata through guarded routes.
PDF and CSV exports use the same aggregate dataset and labels, so Finance and Security read matching evidence.
Tenant shell, login, invites, join links and platform escape paths keep branded rollout clear without hiding Synphoria ownership.
Reseller workspace delivery
Branding travels with the client workspace, not as a package.
For B2B and Reseller rollout, the client workspace carries tenant name, logo, login context, invite copy, join links and export names. The reseller channel adds license pools, client-company setup and guarded owner access without opening internal operator controls.
Client workspace name, logo and shell copy are set at rollout scope.
Invite language, join links and export names carry the client identity after approval.
License pools and internal allocation stay tied to the reseller workspace, not a public checkout.
Guarded owner routes keep workspace delivery separate from internal operator controls.
Buyer room
Each buyer gets a different question answered.
The copy stays evidence-bound: no customer traction claim, no private support evidence and no fixed business outcome.
Buyer lens | evidence-bound
CEO: decide whether the cohort signal deserves a management review.
CEO buyer
Modeled scenario, not a result
Wellness reaches the 10+ anonymity floor before a cohort appears. The CEO can route the question to staffing or cadence review without names, chats or individual wellness scores.
Buyer lens | evidence-bound
CFO: read P10/P50/P90 ranges before budget discussion.
CFO buyer
Modeled range, not savings
Workforce Leakage Simulator estimates vacancy days, failed hires, turnover, ramp-up loss and manager time from user inputs. The range frames exposure; it is not a return-on-investment claim.
Buyer lens | evidence-bound
HR: turn the aggregate read into owner, date and workflow.
HR / People operator
Workflow handoff, no private content
People, Calendar, reports and Recruitment keep roles, departments, leave context, candidate evidence and action owners visible while private Sofia/Mark support content stays out.
Buyer lens | evidence-bound
CTO: inspect source separation before broader rollout.
CTO / Security buyer
10+ threshold and evidence labels
Security can verify the 10+ threshold, aggregate labels, export names and integration scope before managers or reseller workspaces see the surface.
Recruitment product pillar
Recruiting evidence moves to HR review, not automatic selection.
Synphoria connects company analysis, role requirements, candidate roster, private interview links, resume evidence and HR-ready reports for a reviewer.
Recruitment uses its own candidate records. Wellness, Guardian, Memory Continuum, Sofia and Mark do not feed the recruiter view. Leviathan compares role requirements with resume/interview evidence; HR owns communication, offer or decline decisions and People conversion.
Evidence flow HR can audit
Company context before screening
Company Description, Company Analyzer source notes, HR notes, role requirements and job descriptions become an editable hiring brief before candidates answer questions.
Private candidate corridor
Guest links collect consent, resume evidence and interview answers for one position and company, without opening Sofia/Mark, Memory, Guardian or Wellness data.
HR report with review flags
Leviathan packages role evidence, answer excerpts, gaps, unknowns and fairness warnings so HR can challenge the report before any candidate action.
Human-owned follow-up
Recruiter and HR users choose follow-up, offer or decline communication and any People conversion; Leviathan never sends the decision by itself.
Human decision boundary
Fit signals stay explainable and bounded to recruitment sources. HR confirms the recipient, template, audit trail and next action before anything reaches a candidate or People.
Category map
Explore the connected system
Clinic Continuity Platform | HR Wellness Intelligence | ATS Evidence-Based Recruiting | Privacy-Safe Workforce Insights | Adoption & Activation
Separate clinic domain for specialists, patients, consent, appointment requests, and structured review.
The patient-facing Sofia continuity layer with private companion boundaries.
Privacy, safeguarding, and non-automated decision boundaries.
Read-only product specimen for understanding the broader Synphoria system.
Route for clinic pilot and privacy architecture conversations.
Primary category gateway for support, company signal, and HR workflows.