Insights · Topic
Attrition & retention
Why senior people leave, why they stay, and which interventions actually move the numbers — read from twelve-month outcomes on live placements, not an engagement survey.
The eighteen-month exit cliff, and what sits under it
Senior joins that leave cluster around the same point. The cause was usually written into the offer, not the onboarding.
Counter-offers are biting again. They still don’t hold.
A candidate won back on money alone is rented, not retained. What the twelve-month data says about the joins that stayed and the ones that moved.
Which retention interventions actually move the numbers
We sorted the levers GCCs reach for into what held people and what didn’t. Most of the budget goes to the ones that don’t.
The best people leave first. Here’s why that’s predictable.
Your strongest seniors have the most options and the least patience for a seat that under-delivers on its promise. They exit while the median stays.
Most attrition is a manager problem wearing a comp costume
People quit the seat, then rationalise it as pay. Reading the difference is where a retention plan either works or wastes money.
Notice periods are getting longer. That changes the game.
When exits stretch to three months and beyond, the retention conversation moves earlier and the counter-offer window widens. Planning around it.
The Science of Hiring: keeping the bench you fought to build
A GCC head on the two people they lost, the one they kept, and what the exit interviews got wrong about all three.
Boomerang hires are the most underrated retention play you have
The senior who left and came back joins with eyes open and stays longer. Why GCCs still treat the return as awkward instead of strategic.
Retention starts in the search, not the stay interview
The cheapest lever you have is an honest hire — right fit, accurate scope, fair number. Everything after the offer is repair work.
Where the twelve-month attrition actually landed this quarter
Retention read across sectors and seniority bands, drawn from placements followed past the start date rather than to the offer.
Five minutes: the three signals a senior hire is about to leave
A quick walkthrough of the tells that show up months before the resignation, and what a manager can still do about each one.
The stay interview works, but not the way HR runs it
Asking a senior why they’d stay only helps if you can act on the answer. Most of the time the honest answer is a scope problem no survey will catch.
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One pattern worth knowing, every week.
Thursday morning. Five minutes. Our weekly read on the senior GCC talent market — including the attrition and retention patterns beneath the headlines. One chart, one pattern, no noise.
If retention brought you here, these are usually the next questions.
Employee experience
What actually shapes how it feels to work somewhere — and why that’s the retention story beneath the pay one.
Pay & compensation
What roles actually pay, where bands are moving, and which number keeps a senior person from shopping.
Talent & recruitment
The mechanics of hiring well — because the cheapest retention lever is an honest search.