Talent Retention Calculator · For CFOs
The true cost of Finance & Accounting turnover
Select your market, adjust the team data, and see what attrition is costing you against a dedicated staffing model.
Attrition is a margin issue, not an HR issue.
Every departure compounds across recruitment, lost productivity, coverage burn, and training that walks out the door. This calculator quantifies all four against a dedicated staffing model, using your numbers and benchmarks for your market.
The True Cost of Finance & Accounting Turnover
Your personalized retention cost analysis from Emapta
Where is your team based?
Salary benchmarks, turnover rates, and recruitment costs adjust automatically by country.
Your finance team
Defaults reflect published benchmarks for your selected country. Override any field with your actuals.
The true cost of F&A turnover
Your model vs. Emapta, side by side
Your current state
Emapta dedicated model
Both columns use the same four-part formula. Only the inputs change. Your column uses the benchmarks above. The Emapta column substitutes 2% attrition (verified across 400+ F&A client teams), zero recruitment cost (one free replacement per hire, covered by the 24-month guarantee), and a 15-business-day replacement window.
What the math tells finance leaders considering a dedicated model.
A neutral, third-party read of the F&A retention problem and what changes when staffing risk is offloaded. When you export the PDF, this same analysis is rewritten as a first-person memo you can forward to your leadership team.
The problem is structural, not tactical.
F&A turnover sits at roughly 20% annually, in line with BLS benchmarks. Each departure triggers a 12-week replacement cycle, lost institutional knowledge, overtime burn, and a margin hit that compounds quarter over quarter. The pipeline keeps narrowing: 17% fewer accounting graduates enter the workforce each year, and 84% of finance leaders report significant talent shortages.
Salary and turnover sources
BLS Occupational Employment Statistics (US), Hackett Group F&A benchmarks, SHRM Human Capital Benchmarking, Robert Half Salary Guide, AICPA workforce data.
What a dedicated model changes.
A dedicated staffing model removes the operating company from the turnover cycle. Direction, oversight, tools, and sign-off stay in-house. Sourcing, retention, replacement, and HR overhead transfer to the staffing partner. Emapta F&A teams carry under 2% annual attrition, 99% retention after year one, and one free replacement per hire at zero cost under the 24-month guarantee.
- Org chart placement
- Systems, tools, and access
- Work assignments & quality
- Sign-off on every deliverable
- Sourcing & recruitment
- HR, payroll, benefits
- Office & facilities
- Retention programs & replacement SLA
Typical rollout: approximately 45 days to live.
Most teams begin with the highest-volume, lowest-risk functions and expand as confidence builds. Onshore controllers keep full oversight throughout.
Risk of trying.
No lock-in. No long-term lock-in. No penalty. The contractual terms are built so the risk of piloting the model is lower than the cost of continuing to lose people.