Stage 01
Not ready
They've applied, but they don't really want to make this change yet. Often it's outside pressure rather than their own drive.
Tap for the analogyStaff turnover isn't a talent problem. It's a commitment problem.
Interviews, psychometrics and skill tests tell you who can do the job. None of them tell you who'll stay. ethyx screens for commitment, the signal that predicts retention.
Organisations we have worked and shared insights with
Proven results
Increase in retention
+105%
more candidates still employed at 13 weeks
n = 9,500 participants. Disability employment with Employment Services Queensland and Job Futures.
Longer tenure
2×
as likely to still be in the job at 6 to 9 months
Study of 1,213 jobseekers. The most ready candidates, versus the least.
Dropout risk caught
77%
of High Risk candidates do not sustain employment
The flip side. The cost of not screening.
Validated against hundreds of thousands of real candidates and real job outcomes, and applied with governments in seven countries.
The Problem
A bad hire doesn't show up in the interview.
It shows up six months later. The role's empty again, the team that carried the gap is worn down, and you're back at the top of the recruitment process.
And it isn't because they couldn't do the job. They cleared every check you set. They had the skills, the qualifications, the references. They were just never genuinely committed to doing it.
“Most hiring failures aren't skill failures. They're commitment failures.”
46%
of new hires fail within 18 months.
Mark Murphy, Leadership IQ. Study of 20,000 hiring managers.
89%
of those failures are about attitude and commitment, not skills.
Mark Murphy, Leadership IQ. Study of 20,000 hiring managers.
30%
of first-year salary, the average cost of each failed hire.
U.S. Department of Labor estimate for replacement cost per failed hire.
The gap
There's a gap in your process.
Australian employers screen candidates eleven different ways. None of them measure commitment. ethyx isn't another check to add. It's the one signal that tells you who'll stay, in three and a half minutes.
0 of 11 ask whether they're ready to stay.
Selection methods used by Australian employers. AHRI Quarterly Australian Work Outlook, March 2025. Survey of 603 employers.
The Method
3 steps. 3.5 minutes. Or 30% of a salary if you skip it.
ethyx turns decades of behavioural science into a single pre-employment check, so you can hire the people most likely to stay.
STEP 01
A 3.5 minute survey
Sent to the candidate by SMS and email. No login, works on a phone, and 90% of candidates finish it. It asks about readiness for the role, not skills.
STEP 02
A readiness score for every candidate
Answers are scored against a validated model of commitment. Each candidate is placed on a six stage spectrum, from not yet considering the job to ready to commit.
STEP 03
A hire recommendation, not a number
A plain English profile for each candidate: where they sit, why, and what to ask them at interview. Ready to use, no interpretation needed.
The science
Nobody just decides to change. They move through it.
Behavioural science has spent decades mapping how people actually change: not the decision, the process. It's how we understand someone quitting smoking, sticking with treatment, or making a purchase.
ethyx applies that model to hiring. Every candidate sits at one of six stages, and the stage predicts what happens next.
Stage 02
Thinking about it
They're interested and have made a few early moves, but change still feels optional and they haven't faced what the role really involves.
Tap for the analogyStage 03
Acting before ready
They've jumped into action, often because they were pushed, but without the belief or groundwork to sustain it. Prone to drop out at the first hurdle.
Tap for the analogyStage 04
Keen
Genuine intent backed by real steps. They know what they're taking on and are actively moving towards it.
Tap for the analogyStage 05
Job ready
Decided, eyes open to the good and the hard. Likely to follow through and stay for the long haul.
Tap for the analogyStage 06
Placed and retained
In the role and staying. The outcome the whole assessment is built for.
Tap for the analogyCost of Churn
What is churn actually costing you?
Most organisations underestimate the real cost. Adjust the sliders to see churn at your scale, and what a 10% reduction could save.
20 / yr
$65,000
30%
$5,000
Replacement cost: 25% of annual salary (Deloitte). Recruitment cost default $5,000 per hire (SHRM 2022). Actual results vary by industry and role.
Total annual cost of churn
$127,500
Replacement + recruitment combined
Employees lost per year6
Replacement cost$97,500
Wasted recruitment spend$30,000
Savings from a 10% reduction
$12,750Every industry
Turnover isn't bad luck. It's predictable.
In every sector, a share of new hires was never going to stay. Not because they couldn't do the job, but because they were not committed to it.
29%
of the workforce leaves every year. The national average is 7.5%.
Aged care workforce data, 20211 in 4
support workers leave every year. Roughly three times the national rate.
NDIS workforce research, WIDIUp to 30%
a year in some Australian hospitals. Burnout, not capability.
Australian hospital workforce reporting21%
a year. The highest turnover of any Australian industry.
AHRI, March 202540%
finish with the employer who took them on. Most walk before the end.
NCVER completion data~30%
of educators leave every year, in a sector already short 21,000 staff.
QUT and Mitchell Institute research39%
of production organisations are losing more than a fifth of their staff a year.
AHRI, March 202526%
turnover among casuals, against 16% for permanent staff. Same work, different commitment.
NDS Workforce Census16%
is the national average. Every sector above is beating it, and not in a good way.
AHRI, March 202529%
of the workforce leaves every year. The national average is 7.5%.
Aged care workforce data, 20211 in 4
support workers leave every year. Roughly three times the national rate.
NDIS workforce research, WIDIUp to 30%
a year in some Australian hospitals. Burnout, not capability.
Australian hospital workforce reporting21%
a year. The highest turnover of any Australian industry.
AHRI, March 202540%
finish with the employer who took them on. Most walk before the end.
NCVER completion data~30%
of educators leave every year, in a sector already short 21,000 staff.
QUT and Mitchell Institute research39%
of production organisations are losing more than a fifth of their staff a year.
AHRI, March 202526%
turnover among casuals, against 16% for permanent staff. Same work, different commitment.
NDS Workforce Census16%
is the national average. Every sector above is beating it, and not in a good way.
AHRI, March 2025Here's the good news. Predictable means measurable. And measurable means you can act on it.
Our Promise
We put our money where our model is
We don't ask you to take our word for it. We ask you to hold us to it.
100% ROI guarantee, or we return your investment
We can make this promise because our models are evidence-based and continuously improving. We don't guess, we measure. If we don't deliver the return, you don't pay.
Secure & Compliant
Fair Work Act aligned, compliant with the Australian Privacy Principles, consent-first data collection, and independently security tested. Built for the standards you have to meet.