We publish the math.

Calculation basis: HCM seat audit + frontline-tool overlap analysis + identity-reconciled actual usage. Typical reduction in paid-but-unused HCM, communication, and identity-platform seats is 15-25% in year 1. At a blended $25/seat/month and 10,000 employees with 20% overlap reduction, the math is 10,000 × 0.20 × $25 × 12 = $600K minimum; deployment scope and integration depth typically lift this to $1.2-1.8M. Sensitivity table available on request.

Calculation basis: IBM Cost of a Data Breach Report 2024 median for organizations with 5,000+ employees in regulated industries. Frontline shadow-IT messaging is the most common breach vector in deskless-heavy industries. Replacing it with SOC 2 Type II governance creates expected-value-of-loss reduction. Probability of a breach in any given year is industry-specific; we provide regression tables for healthcare, hospitality, industrial, and senior-living.

Formula: Baseline Annual Attrition Cost = Total Headcount × Annual Turnover Rate × Average Annual Wage × 16% replacement multiplier. The 16% multiplier reflects HR research standard (sourcing, screening, onboarding, training, productivity ramp). Reference profile (Seasons at Alexandria audit): 200 employees · 72% annualized turnover · $40,856 average wage · 16% multiplier = $941,315 baseline annual attrition cost. Four published reduction tiers: Conservative 1.5% ($19,611, break-even) · Moderate 3.0% ($39,222, 2x ROI) · Platform Target 5.0% ($65,370, 3.35x ROI) · Enterprise Standard 10.0% ($130,740). At scale (Trilogy): 19,535 employees with a documented 15% reduction in frontline turnover yields annualized retention savings that exceed platform spend by 10x+. Run the calculator with your numbers →

In clinical environments, contract agency staff command a 50–60% wage premium over internal employees, so unfilled shifts directly degrade operational margins. Real-time mobile scheduling and shift-coordination via RedeApp reclaims unfilled shifts back to internal staff. Reference benchmark: Seasons at Alexandria's deployment yielded $57,000 in annual savings across a target group of 40 nurse roles via shift-coordination templates. Dual-track value: Track One = HR retention cost-out; Track Two = operational efficiency (40% reduction in administrative processing, 1.2 hours/day saved, 6–8 hour response-cycle acceleration on management decisions).