Composition-adjusted benchmarking
Get2Great is turnover benchmarking and management writing for leaders
Managers and HR leaders get an expected rate adjusted for their own industry, size, function, and geography — instead of averages that mix startups, hospitals, call centers, and law firms.
Fair reads on your people metrics — composition-adjusted benchmarks with the evidence room behind each score.
Every organization's situation and tool stack is unique — shaped by the work already done, the data you have, and the decisions you've already made.
The same measurement and decision tools are needed across organizations, and shared evidence makes each organization’s result easier to inspect and defend.
Worked example · 2026-Q3
A 85-person engineering org reported 14.2% voluntary turnover. Expected for its shape: 10.3%.
Above the band for this composition — genuinely unusual, not just off a mismatched average. Scored against a model you can audit.
Pilot service: one metric (voluntary turnover), scored against a fixture reference corpus while the government-data reference is built out. Every result says which one scored it.
Act on the number
all tools →Why you should believe the number
A benchmark is only as good as its reading. Ours is 51 field guides and 141books, read structurally and cited per claim — the model’s footnotes, open for inspection. See the reading behind the model →
Reading
How to Tell Who's Good at the Job
This essay traces a century of hiring shortcuts, from skull measurements and handwriting to the handshake, then explains the selection research managers can use today.