Rigorously measured outcomes at baseline & 6-month intervals using validated instruments
The evidence your CFO needs. The outcomes your talent will feel.
Rigorously measured outcomes at baseline & 6-month intervals using validated instruments
At baseline, “Allison” was flagged across multiple attrition risk dimensions. Six months later, every single one had reversed.
A PhD engineer with six years of experience in the semiconductor industry, Allison enrolled in Rise & Retain at a moment when her data suggested she was at risk of leaving the field entirely.
The combination of her own engagement with the participant track and her manager’s active engagement with the parallel manager coaching track is the program design element that made the difference.
She is thriving.
Our custom workforce analyses project an average 5-year ROI of 549% for US-based STEM employers ranging from 319% to over 800% depending on workforce profile, industry, and attrition patterns.
| With QB | Without QB | |
|---|---|---|
| Retention at Year 5 | 70–80% | 38–50% |
| 5-Year Workforce Costs | Significantly reduced | Baseline |
| Avg. Projected ROI | 549% | — |
The cost of waiting compounds. A departure in Year 2 typically costs 100-175% of annual salary. By Year 5, after five years of institutional knowledge accumulation, that same departure costs up to 433%, depending on sector. Defense, aerospace, semiconductors, pharmaceuticals and cybersecurity, employers consistently appear at the higher end where clearances, regulatory knowledge, specialized technical expertise, and long ramp-up times make early-career attrition especially costly. Every year without a retention infrastructure in place, the exposure grows.
Most programs measure participant satisfaction. We measure behavioral change across the ecosystem. QuantumBloom's evidence base is anchored in Rise & Retain, our most comprehensive solution. Ripple and Reach are built on the same theoretical foundation but designed for organizations that need a different entry point, scope, or scale.
The Theoretical Foundation: Nine evidence-based frameworks, from Social Cognitive Career Theory to Leader-Member Exchange Theory to Contact Theory, underpin every program design decision. Each connects to the structural conditions that drive retention and readiness in STEM.
The Measurement Framework: Two parallel frameworks (one for participants, one for managers) each using validated instruments from peer-reviewed organizational psychology research. Nine participant outcome measures. Three manager outcome measures. Data collected at baseline and then 6-month intervals. Outcome measures and program feedback collected separately to prevent response bias.
Academic Partners: Our measurement framework and program design are shaped by Dr. Tianna Barnes (Dartmouth) and Dr. James Carter (Cornell). Their engagement deepens with each cohort as we move toward publication-grade evaluation and peer-reviewed research.
Curriculum-to-Framework Mapping: 35 of 36 QuantumBloom modules map directly to the World Economic Forum’s 2030 Core Skills framework. These are the human skills WEF identifies as most in-demand as AI reshapes technical work. Our 36th module, Ethical Influence, addresses perhaps the most important skill to develop in the AI era.
Real-Time Progress Tracking: Our learning management system provides continuous visibility into participant engagement and progress between milestone surveys. We can identify who is thriving, who needs support, and where to intervene.
“By targeting early-career professionals with sustained, comprehensive support, QuantumBloom engages the entire ecosystem of a career, including the individual, their managers, and their mentors, addressing the root causes that research identifies as driving early-career talent out of STEM. Technical professionals don’t leave these careers because they lack ability; they leave because workplaces fail to provide the systemic support that enables their success. QuantumBloom fills that gap with an evidence-based intervention done right.”
TIANNA BARNES, PH.D.
Assistant Professor, Organizational Behavior | Tuck School of Business | Dartmouth College
We will build your custom turnover cost model before our very first conversation – no data required from you. We use publicly available data and clearly state our assumptions that we can revise and update when we meet for a more accurate business case. See a sample.
© 2026 – QuantumBloom | All Rights Reserved | Privacy Policy | Site Designed & Maintained By MRN Web Designs
