<![CDATA[Start-up organisations operate under fast timelines, lean staffing, and constantly shifting priorities, exposing employees to chronic workload pressure and emotional strain. Unmanaged burnout in these settings threatens individual well-being, talent retention, and long-term execution capacity. This study proposes a multivariate burnout risk scoring approach that aims to identify and prioritise employees at elevated risk before full deterioration occurs, enabling early managerial intervention rather than reactive recovery. The proposed pipeline integrates principal component analysis (PCA), Random Forest, and Support Vector Machine (SVM). PCA is first applied to reduce redundancy across workplace indicators, yielding five principal components (PC1–PC5) that together explain 88% of the total variance in self-reported stress level, job satisfaction, emotional exhaustion, work-life balance, performance, and social interaction. These components are then used as predictors in two supervised classification models, Random Forest and SVM, to estimate the likelihood that each employee belongs to a high-burnout-risk class. The Random Forest model achieved an accuracy of 88%, and the SVM model achieved an accuracy of 86%, demonstrating strong predictive capability in distinguishing higher-risk employees from lower-risk employees. The resulting predicted probability is interpreted as an individualised burnout risk score, which can be mapped to action categories such as workload redistribution, role clarification, targeted supervisory check-ins, or temporary protection from critical-path tasks. In this way, the framework operationalises burnout prediction not only as a detection task but also as an actionable decision-support signal for leaders. The study therefore offers both a quantitative method for forecasting burnout in start-up environments and a practical structure for translating prediction into preventive intervention.]]>
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