TURNOVER
Turnover isn’t an HR metric. It’s a receipt.
Exit interviews document the failure. The hire caused it.
23 questions. About ten minutes. A scored read of where your hiring breaks.
THE RECOGNITION
You’ve run the engagement surveys, raised the comp bands, added the stay interviews. The people you most wanted to keep still left - and the ones you shouldn’t have hired stayed. Retention programs can’t fix a selection problem.
TRANSLATION
You call it turnover. We call it the lagging indicator of selection drift - the decision made eighteen months before the resignation letter.
Research heritage since 1999 · 60%+ of the Fortune 500 have used Qualigence · 85% retention on placed candidates over 24 months
THE SCIENCE
Why selection - the science under every service.
Most firms compete on access - who they know. We compete on evidence - what a candidate has actually done under pressure, tested against a definition of winning your team wrote down before the search opened. That is the 6-Step Performance Engine™: define winning, test identity and behavior against it, protect the standard through feedback and the decision.
It’s why 85% of our placed candidates are still performing at 24 months, and why 60%+ of the Fortune 500 have used Qualigence since 1999.
WHAT WE INSTALL
The 85% retention proof
85% of our placed candidates are still performing at 24 months. That number comes from hiring against a written definition of winning and checking performance at 30, 60, and 90 days. It's the number we publish because other firms don't.
Tolerance and Standards dimensions
Two of the six dimensions in the Selection Discipline Diagnostic measure exactly where your process lets compromise creep in - the 'strong enough, let it slide' moment that predicts turnover at 18 months. Score yours.
Score your tolerance dimension →90-day integration plan
The hire is one decision. Integration is where you confirm it. A written 90-day plan against the definition of winning gives you early signal - the kind that lets you intervene before the exit interview.
Take the template with you
The Definition of Winning Template. Free, no form.
THE PLAN
Book a strategy call - bring the role, the market, or the problem.
We run it through the engine - research first, evidence over opinion, a standard that holds.
You get performance - not activity reports. A hire still delivering at 24 months.
Keep deciding on opinion and the market keeps charging you for it - the stalled req, the quarter of carry, the restart. Or put evidence under the decision.
QUESTIONS
Why does retention keep failing despite engagement programs?
Because engagement programs treat the symptom. The cause is usually a selection decision made at hire - the wrong person in the role, or the right person in the wrong environment. Behavior under pressure is a function of who you hired, not what you offered them after. You can't engage your way out of a selection error.
What's the relationship between structured hiring and retention?
Direct. When you hire against a written definition of winning - behavioral standards, outcomes at 90, 180, and 365 days, the pressure conditions the role will create - you know within 90 days whether the hire is on track. Early signal lets you intervene. No written standard means no early signal, and no early signal means you find out at the exit interview.
Can you predict which hires are flight risks before they resign?
Yes, to a degree. The 90-day integration plan gives you the data. If performance against the intake standard is already drifting, the odds of retention at 24 months drop significantly. Most organizations don't know this because they never wrote the standard. The people who left were a surprise. They didn't have to be.
What's a realistic retention target for a disciplined hiring process?
We deliver 85% of placed candidates still performing at 24 months. That is the number we publish. Most retained search firms don't publish one. The reason we can is the same reason clients can trust it: we wrote the definition of winning before the search opened, and we checked against it.
Fix turnover where it starts - the hire.
23 questions. About ten minutes. A scored read of where your hiring breaks.
