For organisations

Retention is not a survey. It is a better offer from inside.

Your open roles, matched to the people already on your payroll.

How it works

You send your open roles. However you already keep them. Nothing to install, nothing to connect, no IT ticket.
CSVExcelGoogle SheetsNo integrations
You invite your people. The ones you would hate to lose, or everyone. Your call.
You never send us employee details, you send an invitation. Your DPO will prefer it that way, and so will we.
Your sign-up page carries your logo and your colours, so it reads as part of your company rather than a tool bolted on the side.
Each person sits down with the Skills Mirror. It asks what they are genuinely good at, what they value, what they will and will not move for, and what they want next. It adapts to their answers rather than marching through a fixed questionnaire, and it is built on published research into how career transitions actually work.
Confidential, without exception
Pirouette is an independent third party, not one of your internal systems. There is no manager view. There is no HR view of a person. Nothing anyone writes about their values, their frustrations or their plans is ever attached to their name in anything you receive, because that report does not exist.
Nothing to perform, no right answers, and nobody from the company on the other side of it. That is the point.

What comes out of it

For your organisation

Retention. Fewer people leaving for a move they could have made with you.
Speed. Open roles filled faster, by people who already know the business.
Cost. Someone useful in weeks rather than the months an external hire needs, and no agency fee to get there.
Visibility. Where skills sit across the group, and where they are thin.

For the employee

Clarity. A personal conversation about values, ambitions and needs, not a CV parsed by a machine.
Perspective. Their whole career read, including the parts before this job, not just the title they hold today.
Direction. Strengths and openings named, with a path they can actually act on.
Options. Concrete roles to apply for, including the ones a keyword filter on an internal jobs board never surfaces.
Momentum. A route towards a real move: another country, another skill domain, or a step up.

Private by design

Each person gets

Their own skills mapped, strengths and gaps alike
Everything they write, kept to themselves
No manager view, no HR view, no exceptions
The choice of if and when to raise their hand

You get

How many took part, and how far they got
Where skills cluster across the group, and where they are thin
Which of your open roles are drawing interest
Never an individual’s answers, never a name against a result

That is the reason people answer honestly, and honest answers are the only ones worth measuring.

Start here

The 90 day pilot

One function. Around 300 people, or your whole group if you are smaller. A matched group starts in month four, so the comparison is real.

Before

Two things from you

Your open roles as a spreadsheet, and written agreement that people can explore without clearing it with their manager first. That second one is what makes the rest work.

Days 1 to 90

Three numbers, agreed before day one

Internal applications. Career conversations that actually happened. Intent to stay, asked at the start and at the end. Both groups, same questions.

Month 12

The attrition comparison

Ninety days will not move a turnover figure, and nothing else can either. So we re-run it at twelve months, and we put that in writing at the start.

Fixed fee, agreed before we start.

Start with the people you would hate to lose.

Twenty minutes to scope your pilot.