Enterprise decision models · People and talent · Model 38

Sales ramp and retention cost model

What a departure costs from the last full month of production to the replacement's first, priced per seat. Turnover in a commissioned sales team is a revenue event before it is an HR event.

Prepared for review · 27 August 2026 · Multi-community home builder · VP HR

Demonstration build · Illustrative data

$2.2M

Reference-scale value

Data sets in the model

8 weeks

Build and deploy

Derived

Evidence grade

Reference scale, grade Derived. Not a forecast for your business. This figure describes what a decision of this shape has been worth at this scale of operation, drawn from the evidence named in section 02. No payback, return or year-one figure appears in this brief — no fee has been quoted, so those numbers cannot exist yet. They are computed against a signed quote and stated with the fee beside them.

The decision this model makes

A sales rep resigns. The community gets covered, a replacement is hired inside eight weeks, and the file closes. Recruiting cost is the number that gets recorded against the departure.

The covering rep carries two communities and their own production drops. That drop lands in a different report, under a different name.

Recruiting cost is the smallest part of it. HRIS dates joined to closings by rep give the production curve — what the seat produced before notice, during coverage, and through the replacement's ramp.

Across the seats that turned over last year, the gap between a twelve-month rep and a four-month one is the whole number. It also prices what a retention move is worth before anyone proposes one.

Want more detail?

The rest of this model — the data sets it runs on, the cause split, the working behind the reference figure and a sample output — goes out by email. Two fields, nothing else.