Stop Losing Top Talent to
Silent Disengagement

Because silence is rarely neutral. It often signals disengagement, stress, or intent to exit. Amber surfaces these early so you can intervene before it becomes attrition.

Amber tracks skipped conversations and nudges. If an employee consistently avoids 2+ check-ins, Amber flags them as potentially disengaged.

Through silence duration buckets (0–6 months, 7–12, etc.) and attrition probability scoring. This helps HR direct time and resources where the risk is highest.

Yes. Silence can be systemic. Amber breaks down silence by team, department, geography, or tenure to highlight cultural or structural blind spots.

Amber supports HR by scheduling 1:1 or group check-ins, providing AI summaries of past silence, and suggesting tailored next steps for meaningful conversations.

With Gen AI summaries. Amber creates a timeline of skipped nudges, silence duration, and interventions, so HR leaders always act with context, not guesswork.

That happens. Amber doesn’t assume intent. It highlights silence patterns so HR can check in with empathy and confirm whether it’s workload, burnout, or disengagement.

Absolutely. Whether you’re tracking 200 employees or 200,000, Amber detects, groups, and summarizes silence at scale without overwhelming HR teams.

Reduced surprise exits, improved retention, healthier manager-employee relationships, and visibility into engagement risks that would otherwise stay invisible.