Your exit interviews say "pay." This gives you an indicative read on how much of your regretted attrition is likely conversation-driven versus pay-driven, from your own answers.
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Five signals (1:1 frequency, exit-reason confidence, first-time-manager training, feedback quality, whether exits cluster under specific managers) are scored toward a conversation-driven signal. Your pay-vs-market answer then shifts the estimate toward or away from a genuine pay driver. This is an indicative self-assessment heuristic to prompt better questions, not a measurement of your actual attrition. Yzerly's engagements baseline the real numbers from your data.