Manager-first retention intelligence
One employee.
One analysis.
One plan.
Anchor reads one employee at a time and hands their manager a clear picture and a simple plan to keep them. Not a dashboard. A plan.
Built by a manager with twenty years running operations across the Gulf Coast, for the managers who carry the weight of every team.
The reason you're here
You felt it before
the resignation letter.
You just lost a good one. The 30 to 90 day window matters.
You’re losing people in a department, and you can feel it.
Your board wants a retention strategy that isn’t ‘we’ll hire harder.’
Nothing’s catastrophically wrong, but something’s off.
What Anchor stands for
The survey is the tool.
The employee lives in the analysis.
The survey is the tool. The employee lives in the analysis.
The survey gives us the data. The analysis is where that data becomes a person. Their context, their patterns, what they need next. Surveys are instruments. The employee is the point.
Manager-first. Always.
The manager is the user, not the audience. The analysis is written for the person who will sit across from the employee on Thursday. Not the HR director assembling a dashboard, not the C-suite reading a quarterly report. Everything else flows from that.
Human before data.
Behind every score is a person with a Tuesday morning, a family, and reasons they took this job in the first place. Anchor never reduces a person to a number. The analysis names what the data means for that specific person, not what the data means in aggregate.
Personalized, not benchmarked.
Knowing your team is in the 73rd percentile against the energy services industry doesn't tell you what to do for Sarah. Knowing what Sarah needs in the next 30 days does. Anchor produces one analysis per employee, grounded in their actual responses. Not in how they compare to a cohort.
Every observation deserves an action.
If we can name a problem, we name what to do about it. No flag without a response. No insight without a script. The analysis is a plan, not a report.
How it works
HR onboards. Employees and managers respond.
Pneuma writes the analysis.
Onboard
HR provides the roster. Each employee and each manager receives a private magic-link survey. New employees complete a one-time personality assessment.
Analyze
Once all three inputs are in, Pneuma writes a retention analysis for each employee. Written for the manager, not for a dashboard.
Act
Every analysis ends with concrete moves for this quarter. Flight-risk framing. Six conversation scripts. A plan, not a report.
Every analysis is a plan, not a report. The honest read on one person. Where the manager’s view and the employee’s quietly differ. The near-term flight risk. Six conversation scripts. The moves for this quarter.
See what lands on the manager’s deskWe keep losing good people for reasons that were visible, if anyone had been looking.
Anchor is the retention tool that lesson built.
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See it on your own team.
The fastest way to understand Anchor is to see one analysis about a real person on your team. Twenty minutes. You tell me where you’re losing people. I’ll show you what Anchor would put in front of your managers.
Book a callA small founding cohort is forming. If you want in early, that’s part of the conversation. Founding customers