See how many of your people are high performers, how hiring and attrition move that number over 12 months, and how much manager and HR time a structured review process could release.
Free tool · People Performance Playbook
Talent density calculator
Your talent density
20%
30 of 150 people
Each high performer who leaves moves your talent density by 0.67 pts.
Talent density = high performers ÷ total headcount, from your own estimate.
Cleo set up skills frameworks for every role in 3 weeks. Source: Cleo customer story
Estimate based on your inputs and published customer results. Not a promise of the same outcome.
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How we calculated this
- Talent density = high performers ÷ total headcount. The share of high performers is your estimate; it is not a benchmark and no customer figure is applied to it.
- Points per leaver = 100 ÷ employees: how far one high performer leaving moves your density.
- 12-month projection (in your report): headcount after growth, minus leavers at your attrition rates, plus hires at your share of hires who become high performers. Your assumptions only.
- Calibration hours = sessions × hours per session × people per session × cycles, compared with the change Ebury published: calibration time per department from 4 hours to 1.
- Self-assessment hours = employees × hours per self-assessment × cycles, compared with the change Cleo published: from hours to less than 10 minutes (we use the conservative end).
- Cycle length in weeks, compared with Sertis: self-review cycle cut from a month to a week. Calendar time, not added to the hours.
- Manager review writing is not estimated: no published customer result.
- Value of time released (in your report) = released hours × your hourly cost (salary plus on-costs ÷ working hours). It is capacity, not a cash saving.
- Inputs: employees, cycles and the share of high performers are your inputs. Everything under “Adjust assumptions” is a placeholder to change.
Customer results come from published Revolut People customer stories and show what the same change would mean at your numbers, not a promise of the same outcome. Disclosure: Ash Taherian works for Revolut People.
How to read your talent density
Talent density is the share of your people you would rate as high performers. The calculator does not guess it: you give your own estimate, and it shows what that number means at your headcount.
Two things move it over a year. Who leaves, and who you hire. If high performers leave faster than everyone else, or fewer new hires reach the bar than your current team, density falls even while headcount grows. The full report shows that line for your assumptions.
A shared bar makes the number meaningful. If each manager rates against their own idea of “high performer”, the count says more about the manager than the team. That is why the calculator pairs the number with a clear definition of every role and a regular, calibrated read of performance.
More tools: all free tools · review cost and cycle-time calculator · how to run a calibration meeting.