Know who's drifting before they decide to leave.
Exit interviews tell you what you already lost. ethyx measures the psychological commitment of your existing team continuously — identifying who is at risk before they start looking, and prescribing what managers should do about it.
Resignations don't happen overnight.
Someone who was genuinely committed at hire can drift. By the time they hand in their notice, the decision was made months ago — and every engagement survey, one-on-one, and performance review missed it. Engagement surveys measure how someone feels today. They don't measure whether that person will still be here next quarter. ethyx measures the underlying behavioural commitment that actually predicts whether someone will stay — the signal your current process is missing entirely.
Measure. Predict. Prescribe.
Survey
Deploy short behavioural pulse surveys to your existing team — the same validated 12-question instrument, applied to continued employment commitment. 3.5 minutes, scheduled at a cadence that suits your organisation, no survey fatigue.
Classify
Each team member is classified across the five-tier commitment spectrum: Committed, Willing, Flaky, High Risk, or Inauthentic. Track how individuals and cohorts shift over time. The model gets more accurate as it learns your organisation's patterns.
Prescribe
Managers receive specific, actionable interventions — not generic advice. Each prescription is tailored to where a person sits on the commitment spectrum right now, and what it takes to move them toward Committed.
Built for people leaders
From pulse surveys through to manager prescriptions and outcome tracking — ethyx fits into your existing HR workflow and gets more accurate over time.
Zero survey fatigue
Continuous Measurement
Deploy behavioural pulse surveys across teams, cohorts, or the entire workforce on a cadence that works for you. Track commitment drift before it becomes resignation.
Longitudinal validation
Manager Prescriptions
Managers receive specific, actionable interventions for each at-risk team member — not 'improve engagement', but precise actions based on each person's current commitment stage.
Academically proven
Global evidence base
Risk-free deployment
AI/ML Models
Predictive models that learn your organisation over time — getting more accurate with every data point.
Committed to Inauthentic
Proven financial impact
HRIS Integration
Plugs into your existing HR information system and workforce management workflow. No migration, no disruption, no technical overhead.
Cohort & Team Dashboards
Compare retention risk across departments, roles, locations, and hiring cohorts.
Built on science, not opinion
This isn't another HR dashboard built by software engineers. It's grounded in 25 years of behavioural science research, validated across government programs in four countries, and published in peer-reviewed journals.
Peer-reviewed research
Published in the Journal of Rehabilitation and grounded in validated psychometric frameworks.
4 countries validated
Applied across government programs internationally. Not just theory, proven at scale.
PhD-led behavioural science
Founded by Dr Darren Coppin, decades of research into what predicts human commitment and action.
Product-led by practitioners
Devon Passmore brings a decade across SaaS, HR tech, and regulated industries.
Want to understand exactly how this works and how it's different from the engagement surveys you already run?
Explore the researchPsychometrics measure fit. OPUS measures commitment.
Every conversation we have starts the same way: "is this like Myers-Briggs? Is this like DISC? Is this like the Big Five?" Those are good instruments — they genuinely measure personality, preference and trait-level fit. But fit isn't the same thing as commitment, and that distinction is the whole reason OPUS exists.
Someone who isn't a textbook fit for a role can still show up every shift for three years. Someone who looks like a perfect fit on paper can ghost you in the first fortnight. OPUS measures the thing that actually predicts whether they'll stay — genuine psychological readiness to commit — not theoretical fit.
Personality tests
Myers-Briggs, DISC, Big Five
OPUS
ethyxBehavioural commitment survey
Predicts whether someone will stay
Predicts trait fit — not whether they'll show up next month.
Directly validated against 13-week sustained employment outcomes across 24,000+ jobseekers.
Measures genuine commitment to the role
Measures who someone is, not their readiness to commit to this specific role right now.
Captures point-in-time psychological readiness using the Transtheoretical Model of Change.
Classification changes over time
Traits are framed as stable — and labels tend to stick in the recruiter's head.
Readiness is a point-in-time state. A High Risk candidate today can become Committed.
Validated on real employment outcome data
Validated for trait consistency — not against whether people actually stayed in their roles.
Four PhD studies, 24,000+ jobseekers. Continuously calibrated on 250,000+ live employees.
Fair Work Act & APP compliant
Varies by tool. Tests touching on protected traits need careful legal framing.
Scoped to work-readiness only. Not personality, not character, not protected attributes.
Improves with your organisation's data
Static instruments — results don't learn from your hiring or retention outcomes.
ML layer continuously adapts to your organisation's patterns and validates against outcomes.
Peer-reviewed academic foundation
Decades of factor-analytic personality research. Well-established, well-validated science.
Published in the Journal of Rehabilitation. Built on 40+ years of TTM peer-review.
We're not anti-psychometric. A good psychometric alongside OPUS is a stronger hiring stack than either on its own — one tells you about trait-level fit, the other tells you whether the person is actually going to turn up. In practice, psychometrics help you understand who a person is likely to be in a role, while OPUS helps you understand whether they're genuinely ready to commit to that role right now. Used together, you get a fuller picture: capability, fit, and commitment — which is what reduces first-year attrition.
Built on the Transtheoretical Model of Change
The TTM was developed by Prochaska and DiClemente in the late 1970s to understand how people actually change behaviour — not in theory, but in practice. Over the last four decades it has become one of the most rigorously validated behavioural-science frameworks in existence, with peer-reviewed application in smoking cessation, addiction recovery, chronic-disease self-management, and public-health intervention design.
Dr Darren Coppin adapted the TTM for employment commitment as the core of his PhD research — the first time the framework had been operationalised for jobseeking and retention. His Study I tested the adapted instrument on 1,247 unemployed Australians and established, for the first time, that different stages of genuine commitment to jobseeking exist and that they predict sustained employment outcomes. A later RCT extended the work to 20,057 jobseekers, and Dr Coppin has since run the instrument across more than 250,000 employees in operational deployments — the dataset OPUS is calibrated on today.
That PhD research also surfaced a genuinely new stage of change — Inauthentic Action — developed in collaboration with Dr Janice Prochaska and Dr Deborah Levesque at Pro-Change Behaviour Systems. It doesn't appear in the original clinical TTM. It exists in OPUS because it turned out to be the single most important signal in employment contexts: the stage that catches the candidate who's going through the motions of jobseeking without any genuine intent behind it.
Stage 05
Precontemplation
Not considering change
Stage 04
Contemplation
Aware but ambivalent
Stage 03
Inauthentic Action
Going through the motions without genuine intent
Coppin addition · employment-specificStage 02
Preparation
Genuine intent forming
Stage 01
Action
Psychologically ready
Stages 05 → 01. Classification is point-in-time — readiness changes.
What is employee turnover actually costing you?
Losing a trained employee costs far more than replacing a new hire — you've already invested in their onboarding, training, and institutional knowledge.
Losing a trained employee costs far more than replacing a new hire, you've already invested in their onboarding, training, and institutional knowledge. Adjust the numbers below to see the real impact.
Replacement cost entered is ~20% of average salary per leaver (illustrative).
Includes recruitment, onboarding, lost productivity, and ramp-up time. Often 50–200% of salary for senior roles.
Total annual cost of turnover
$1,500,000
Replacement + recruitment + lost productivity
Employees lost per year
100
Institutional knowledge lost
250+
Years of combined experience walking out the door
With 15% turnover reduction
$225,000
Potential annual savings
Projected ROI with ethyx
11x+
Estimated return on investment
Turnover costs vary by role and seniority. Senior and specialised roles typically cost 50–200% of salary to replace (SHRM, Gallup). Default reflects blended average.
We put our money where our model is
We don't ask you to take our word for it. We ask you to hold us to it.
100% ROI guarantee, or we return your investment
We can make this promise because our models are evidence-based and continuously improving. We don't guess, we measure. If we don't deliver the return, you don't pay.
Secure & Compliant
Fair Work Act aligned, compliant with the Australian Privacy Principles, consent-first data collection, and independently security tested. Built for the standards you have to meet.
Let's see if this fits your situation
No pitch. No pressure. We'll review your details and get back within 24 hours with an honest view of whether we can help.
Identify who's at risk before they start looking
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