If that's the number you are getting from LinkedIn, then you can consider the LinkedIn numbers to be absolutely worthless. That number is 2x to 3x the actual value.
Where did you get the 2x to 3x data point? Also, does your data source show anything different on the other issues around slowing of hiring and additional churn this year at Uber?
It is possible that the top line # might be problematic because it requires self reporting, but there is still signal in the # of people that are self reporting joining and leaving.
You're sourcing Linkedin for employment data and using that to say there's a churn problem at Uber?
At some point, you will learn to try to extract signal from imperfect data. It’s a key skill. If you wait for perfect data, you will miss the trends until they are in the rear view mirror.
Unless you believe that there has been a sudden mix shift in vendors vs. employees, the general analysis of churn and hiring still hold. You are only debating the multiplier on numerator and denominator.
Those are less important.
Uber now has about 14,000 employees.
https://www.nytimes.com/2017/06/12/technology/uber-chief-tra...
* Uber has 31,537 employees as of August 2017.
* New hiring is down from 1000 per month in 2016 to 500 a month in 2017. July was the lowest month since the start of LinkedIn data which is August 2015 @ 440 hires.
* There are currently 8,000 job openings. Operations and Engineering are the two largest categories.
* With every 100 people that are hired. ~80 people are departing the company.
Hiring managers I have talked to say that it is very challenging to attract strong candidates to Uber and it is demoralizing because their best people are leaving.