Attrition rate sits on the TA dashboard in most companies I've worked with, reviewed right alongside time-to-fill and offer-acceptance rate, as if hiring the person and losing the person are the same discipline.
They're not. Recruitment controls who walks in the door. Retention is decided almost entirely by the hiring manager, the first ninety days, and whether the job that was sold in the interview is the job that actually exists.
Measuring TA on attrition it doesn't control breeds exactly the wrong incentive: hire faster, screen less carefully, protect the number instead of the team.