Solving a $1 Trillion Problem: How FORE Enterprise is Redefining Workforce Retention

Poor employee retention rates is currently one of the biggest challenges business owners face, leading to a loss of institutional knowledge, valuable skills, and over $1 trillion annually. 

After all, vacancies within a team mean that a significant amount of funding must be funneled toward recruitment and hiring strategies and adds to the workload of existing employees. This has a knock-on effect on a company’s overall output, with studies suggesting that this systemic issue costs median-sized S&P 500 companies as much as $355 million in lost productivity each year. 

FORE Enterprise hopes to help fix this costly problem by using the latest AI technologies to predict employee turnover, the precise reasons behind departures, and how this can impact a company’s bottom line. So far, they’ve helped many companies reduce workforce attrition costs, which led to a significant reduction in turnover. 

Tyler Hochman: The Face Behind FORE 

FORE was founded in 2022 by Tyler Hochman, a Stanford Management Science and Engineering graduate. Hochman was inspired by his quantitative consulting work with the financial sector to find a way to apply sophisticated AI modeling to common HR challenges, such as poor retention rates.  

By harnessing the power of causal AI, FORE helps create a healthier employer-employee relationship by strengthening retention efforts and improving workplace satisfaction. For his work on FORE, Hochman was recently featured in the 2025 Forbes 30 under 30 list for social impact. 

How does FORE Enterprise tackle the issue of employee turnover? 

Causal AI can identify cause-and-effect relationships in datasets to predict employee turnover, uncover the reasons employees may decide to leave a company, and suggest actionable solutions to prevent it from happening. 

While these services are comparable to those offered by traditional consulting firms, AI technology enables FORE to process large internal company and market datasets quickly and effectively at a fraction of the cost. This means that they can provide clients with access to streamlined analytics so that they can help predict which employees are at risk of leaving at a time when they can still do something about it.  

Not only that, but with an advisory board featuring experts from Stanford, Wharton, and Kellogg, they’re also able to recommend targeted, data-driven solutions that can be applied to prevent turnover.  

What can companies use FORE for? 

By combining traditional data analytics with casual AI, the experts at FORE can help companies across all sectors understand their employees’ needs and expectations within the workplace – and enact meaningful changes that foster loyalty and workplace satisfaction. This is particularly beneficial for companies with Gen Z workers, who are considerably more likely to change jobs if unfulfilled than other staff members.  

FORE’s AI tools can also help organizations identify pay gaps, advancement disparities, and representation issues within the company. This allows business owners to ensure that their diversity initiatives achieve measurable outcomes, all while building a successful team.  

What can FORE’s technology show employers about their teams?  

FORE’s AI technology can help predict which employees plan to leave their jobs before they have even considered the possibility themselves, while also analyzing employee satisfaction at large.  

This is based on a wide variety of data sets, such as:  

• Internal Data:employee performance metrics, job fit, utilization curves.  

• External Data:market trends and demographic factors. 

By using causal AI technology rather than generative AI, the platform goes beyond surface-level analytics, aiming to uncover the deep-rooted systemic issues fueling poor retention rates. These include burnout, compensation gaps, pay inequalities, employee attrition, and limited opportunities for in-company career growth and development.  

In addition to this, FORE’s AI platform can help companies take strategic action to address inequalities, whether through reshaping their recruitment strategy, creating inclusive opportunities for in-house promotions, or implementing fair compensation models.  

FORE can also be used to find solutions for any identified issues and analyze whether the interventions are working.  

Case Studies  

Hospital Network 

A hospital was dealing with a high turnover of nurses due to burnout, putting patient care at risk. FORE identified that long, back-to-back shifts were the driving force behind the burnout and suggested that schedules were altered to optimize rest time. This led to a reduction in staff turnover. 

Private Equity Firm 

A private equity firm faced challenges factoring the cost of employee turnover into its merger and acquisition valuations. FORE helped them save on acquisition costs, positively impacting the deal's value.  

FORE’s Vision for the Future 

Moving forward, the team behind FORE hopes to find new ways to harness AI technologies and tools to help clients build a strong, motivated workforce, creating healthier employer-employee relationships by demonstrating how retention efforts benefit both employee satisfaction and company performance.