Golden Rule Plumbing reduced apprentice turnover from 180% to under 20% — and raised performance — by identifying risk before day one.
180% annual turnover in their apprentice program. That means for every apprentice position, they were hiring and losing 1.8 people per year.
The cost? Training, recruiting, lost productivity, customer impact. Tens of thousands per position. Multiplied across the team.
Leadership assumed it was just the industry. "That's how plumbing is."
WhoHire analyzed patterns in Golden Rule's turnover data. What did the people who stayed have in common? What about the ones who left?
The answer wasn't skills or experience. It was behavioral patterns, motivations, and engagement signals — things invisible on a resume but predictable with data.
Identified common traits of employees who stayed 2+ years.
Every applicant scored for churn risk before interview.
Matched candidate values and motivations to company culture.
Within one year, apprentice turnover dropped from 180% to under 20%. A 9x improvement.
The apprentices they hired weren't just staying — they were performing better. Higher revenue. Better reviews. Faster advancement.
From 180% to under 20% in one year
Reduced hiring and training costs
"We thought turnover was just part of the industry. Turns out we were just hiring the wrong people."
— Leadership, Golden Rule Plumbing
High turnover isn't a cost of doing business. It's a symptom of a broken hiring process.
When you hire people who are actually built for the job — and actually want to stay — everything changes. Revenue goes up. Costs go down. Culture improves.
Golden Rule didn't change the industry. They changed how they hire.
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