(This came to me from a TA Director anonymously - Steve)

We've been looking at our metrics. We feel they're not keeping up with where work is going. We look at - time to hire, turnover rate (voluntary and involuntary), cost per hire, etc.

I've been considering measuring retention by role instead of turnover ratio. It doesn't make sense to primarily look at metrics that are rear-facing. How does this sound? What are you seeing where you are?

Any input would be great.