Jul 13, 2026 · 58 min · 11 segments
Flight risk is rarely loud. Most of the time, it shows up quietly in compensation data long before it shows up in resignation letters. Across organizations, roles, and levels, the same pattern is…
Amy StewartHost
Kelly VossGuest
We are going to talk about flight risks today, not in the sense of criminals escaping justice, but in the HR sense.
We are also going to look at what the data from the flight risk report is telling us, where you might be exposed to pay compression or attrition within your organization.
So if you've already seen this report on Payscale's website, please stick around until the end of the webinar because there is going to be some information that is unique to this particular presentation that is not in the full report.
We will wrap up with a Q&A, so please make sure to put your questions in the Q&A on the side dash of the presentation while we are going through it.
All right, so let's start with what is a flight risk? So a flight risk is the gap between what the open market pays a new hire and what a tenured employee within your organization earns for the same job.
In other words, does it make sense for your employees to explore the open job market because they can make more money somewhere else, whether that's at a competitor or at another organization with a similar job title.
How do we measure this? So we took a look at the average new hire pay compared to the average tenured pay using pay skills peer data.
And we make two lists, a new hire advantage list, which is the top 10 jobs that are seeing the highest new hire advantage, and a tenured advantage list, which is the top 10 jobs that are seeing more pay for sticking where they currently are based on the different job factors that are influencing those particular roles.
We're going to talk through those lists as well as kind of what is going on economically right now within the 2026 job market.
We are going to talk about flight risks today, not in the sense of criminals escaping justice, but in the HR sense.
We are also going to look at what the data from the flight risk report is telling us, where you might be exposed to pay compression or attrition within your organization.
So if you've already seen this report on Payscale's website, please stick around until the end of the webinar because there is going to be some information that is unique to this particular presentation that is not in the full report.
We will wrap up with a Q&A, so please make sure to put your questions in the Q&A on the side dash of the presentation while we are going through it.
All right, so let's start with what is a flight risk? So a flight risk is the gap between what the open market pays a new hire and what a tenured employee within your organization earns for the same job.
In other words, does it make sense for your employees to explore the open job market because they can make more money somewhere else, whether that's at a competitor or at another organization with a similar job title.
How do we measure this? So we took a look at the average new hire pay compared to the average tenured pay using pay skills peer data.
And we make two lists, a new hire advantage list, which is the top 10 jobs that are seeing the highest new hire advantage, and a tenured advantage list, which is the top 10 jobs that are seeing more pay for sticking where they currently are based on the different job factors that are influencing those particular roles.
We're going to talk through those lists as well as kind of what is going on economically right now within the 2026 job market.
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