Talk to Veridian
Turn turnover numbers into a clear retention decision.
Bring your turnover numbers or calculator estimate. Dr. Ralitsa Maduro will help you understand what they support and what to examine next.
About Dr. Ralitsa Maduro
Dr. Ralitsa Maduro founded Veridian Signals to help healthcare leaders turn workforce, quality, safety, and patient experience data into clear decisions.
Her work sits at the intersection of behavioral science, healthcare analytics, program evaluation, and AI-enabled decision support. She brings a rare combination of peer-reviewed research experience, applied data science, and operational leadership to some of healthcare's most urgent questions: How do we retain nurses? How do we detect risk earlier? How do we know whether programs are actually improving outcomes?
Dr. Maduro's award-winning JONA article on nurse practice environment, burnout, resilience, retention, and quality of care reflects the foundation of Veridian Signals: better data should lead to better decisions for people, teams, and patients.
Her published work includes research on nurse retention, moral distress, emergency nurse burnout, palliative care utilization, ICU safety, home health patient experience, and healthcare quality improvement.
Veridian Signals helps organizations find the signal in the noise and act on it with confidence.
How it works
What working together looks like.
Start with a turnover estimate, a retention question, or the next decision in front of you.
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Send a few sentences
Describe the decision, what you are seeing, and any relevant timing. Include your calculator estimate if you have one.
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Hear back directly
Dr. Maduro reviews your note, responds with useful questions, and suggests an appropriate next step.
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Decide how to proceed
If there is a fit, Dr. Maduro outlines the conversation or analysis needed to move the retention decision forward.
You work directly with Dr. Maduro from your first email.
Published research
Research behind retention.
Three peer-reviewed studies link workplace conditions and burnout to nurses’ intent to leave.
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Moral distress and nurses’ intent to leave (opens the DOI in a new tab)
Found that moral distress predicted nurses’ intent to leave, giving leaders an early warning before resignations.
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Burnout and emergency nurses’ intent to leave (opens the DOI in a new tab)
Measured how burnout drives emergency nurses’ intent to leave, the human side of the costs the calculator estimates.
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Practice environment, retention, and quality of care (opens the DOI in a new tab)
Modeled how the nurse practice environment drives retention and quality of care, and which levers actually move them.
Start a conversation
What decision are you trying to make?
Working through a nurse turnover or retention decision? Email Dr. Maduro what you are seeing and the decision in front of you. Bring a calculator estimate if you have one; it is not required.