FAANG / Tech
Example promise
Ownership of the platform roadmap from the first day.
The Retention Operating System for Executive Talent
Ros
Executive retention for critical hires
EXECUTIVES DON'T LEAVE COMPANIES.
THEY LEAVE BROKEN PROMISES.
The promises made to land an executive need a record beyond the offer email. Ros brings recorded commitment gaps into view, showing the follow-up owner and next check date, including where either has not been set. The company and executive have something specific to revisit.
Commitment Ledger · Promise Check
Write up to five promises. Both sides answer on days 1, 3 and 7. You get their dated answers on day 10.
[ Commitment Ledger ]
The Promise
Was Made.
Did You Deliver?
Executive onboarding and commitment follow-up
Once promises are written down at the appointment, Ros asks both sides about them on days 1, 3 and 7. Each answer is dated, each follow-up has an owner, and a difference becomes a repair step.
Answers Compared
Puts the company’s and the executive’s answers to the same promise side by side, each with its date.
Built for Auditability
Exportable decision trails for your own records and review. Your legal obligations remain your own.
Repair Steps
Where the answers differ, a repair case names the owner and the next step.
Example Data · Promise Monitor
Hire_ID
EXEC_449
Next_Check_In
Day 7
Alert: Answers_Differ
Role scope promise: answers differ on day 3.
Follow-up owner: the CEO, before the day 7 check-in.
Promises Held
Answers Differ
Who runs Ros
One platform. Three conversations that matter.
Executive retention for PE operating partners, talent leaders, and CFOs
PE Operating Partners
Instrument the hires you cannot personally supervise.
Your portcos close executives with commitments you never see and cannot chase. Ros writes each one into a ledger, asks both sides whether it is holding, and shows where their answers differ, across the portfolio.
Start with one hire: write its promises and let both sides answer.
New-in-Seat Talent Leaders
Inherit the first year. Not the blame for it.
New operating partner or People leader? The executives you inherited were closed with promises you have never seen. Ros surfaces every open commitment, dates the gaps that predate your tenure, and proves the era of unmanaged first years ended when you arrived.
Strongest in your first 90 days, while the record still predates you.
CFOs and Operating Leaders
Turn hiring promises into something you can check.
Track whether compensation, scope, and growth commitments are actually landing after hire, with each side’s dated answer and the owner of the follow-up.
Best when headcount risk needs the same operating discipline as any other budget line.
Stability_Engine Closed Loop
Most tools give you a score. Ros gives you a record.
From the seat definition to the record after hire
Seat Analysis defines what the seat must do. Promise Check and the Appointment File record what was agreed and what each side later reported. Coverage Map shows which seats need a closer look first.
Define the Seat First
Seat Analysis writes down what the seat must be able to do, its dependencies, and the questions for diligence, before the appointment.
Ask Both Sides After
Promise Check asks the company and the executive about the same promises on days 1, 3 and 7.
Keep the Dated Record
The Appointment File keeps a frozen signing copy, dated responses, repair cases, and a period-end receipt.
01 // Before the Offer
Seat Analysis
Define the seat first: a written mandate, its dependencies, and the questions for diligence.
02 // Days 1, 3 and 7
Promise Check
Both sides answer the same promises on days 1, 3 and 7. The buyer receives the dated answers on day 10.
03 // Through the Term
Appointment File
A signed record of what was agreed, with dated responses, repair cases, and a period-end receipt.
04 // Across the Portfolio
Coverage Map
A portfolio snapshot of which executive seats need a closer look.
The record
Each record keeps six things: the promise, who made it, each side’s answer, the date, the difference, and the follow-up owner.
The Closed Loop
Attrition is not
a talent problem.
It is a capital event.
Why executive turnover costs more than salary
A key departure rarely costs just salary. It costs timeline, optionality, and operating momentum. Ros keeps the promises behind a hire in a dated record, so the gaps show while there is still time to act on them.
Commitment Ledger
Hiring and onboarding promises become structured records, each with a follow-up owner and a next check date.
Both Sides, Dated
The company and the executive answer the same promises. Each answer keeps its date, and the readout quotes both where they differ.
Repair Cases
Where the answers differ, the Appointment File can open a repair case with an owner and a next step.
Defend the Capital.
The cost of a failed executive hire
Internal Operating Memo
Capital at Risk: Unplanned Attrition
Value Creation Impact
Significant
Unplanned leadership departure during a critical phase rarely costs just salary. It costs timeline and optionality.
Executive Replacement Cost
1.5–2.0×
Estimated all-in cost versus annual base salary. Multiplier scales for highly specialized or senior roles.
Replacement Timeline
Multi-Month
Average time to secure a replacement and reach full productivity for a mission-critical hire, delaying operating momentum.
Secondary Team Effect
Measurable
Secondary attrition following a key departure is documented in industry research and operationally disruptive if unmanaged.
Example Promises by Sector
The promises that land an executive differ by sector. One example from each.
Healthcare
Example promise
A dedicated operations lead reporting to the executive within 60 days.
PE Portfolio Companies
Example promise
A weekly meeting with the operating partner through the first quarter.
Consulting
Example promise
No more than two client accounts in the first six months.
Institutional Access Framework
Capital Protection.
Executive retention offers
PROMISE CHECKStart Here
$750
Day 1, 3, and 7 surveys · day-10 readout to the buyer
- One hire, one to five promises
- Day 1, 3, and 7 surveys
- A day-10 readout
SEAT ANALYSIS
$3,500
Founding price · Manual role review · delivered by the Ros founder
- A written mandate
- Dependencies made explicit
- Questions for diligence
APPOINTMENT FILE
$5,000
Ros workflow · name the executive, then both sides answer
- A frozen signing copy
- Dated responses and repair cases
- A period-end receipt
BUNDLE
$8,500
Seat Analysis and the Appointment File together
- The Seat Analysis
- The Appointment File
Agency recruiter checking your own placements? See the Placement Check pilot.
Custom enterprise agreements available for complex fund and multi-company deployments.
Protect the Plan.
Start with one hire and its promises
Ros keeps a dated record of what was promised and what each side reports, from the first week. Whether the plan is a fund return, a growth trajectory, or a quarterly number.
Most hiring processes stop at the offer letter. Ros keeps asking both sides after it.