01 How the score is built
Formula: Twelve questions, each scored 1 (No), 2 (Partially) or 3 (Yes), summed to a score out of 36. A higher score means the onboarding is more structured.
02 Overall bands
Thresholds: 32 to 36 reads as Well structured, 21 to 31 as Gaps to address, and 20 or below as Retention risk.
Source: Internal nufuture bands, calibrated to the onboarding and retention gaps we see most often. Guide ranges, not industry standards.
03 Category scores
Formula: The twelve questions group into three areas of four — Pre-start & role clarity, Manager ownership & integration, and Retention & ramp-up — each scored out of 12. A category reads as Well structured at 87% or above (11 to 12 of 12), Gaps to address at 58% to 86% (7 to 10), and Retention risk below 58% (6 or under).
04 Cost of a failed hire
Where the result flags risk, the cost reference used is 1.5 to 3 times annual salary for a failed hire. This is a widely cited industry estimate; the true figure varies by role, seniority and how early the exit happens. Treat it as an order-of-magnitude guide, not a precise number.
