High turnover is the silent killer of growth. While most companies focus on "Time to Hire," the metric that truly matters is "Quality of Hire"—specifically, retention.
The Cost of Churn
Replacing a senior developer can cost up to 200% of their annual salary. This includes recruitment fees, onboarding time, and lost productivity. What if you could predict who would stay?
Signals Before Day One
Our data suggests that retention markers appear early. Response times during the interview process, the types of questions asked by the candidate, and their career trajectory velocity are all inputs into our predictive models.
The Deep Talent Difference
We don't just match for skills; we match for cultural and operational fit. By analyzing thousands of successful long-term placements, we have identified the DNA of a "sticky" hire.
Strategic Implementation
For our clients, this means moving from reactive backfilling to proactive team building. It changes the conversation from "We need a body in a seat" to "We need a partner for the long haul."