David stays engaged with every placement through onboarding, not just to the signed offer.
Closing the hire is only half the job. The real risk window is the first 90 days, when a mismatch between what was promised and what's real becomes obvious fast.
How to keep themIf the interview process oversold the role, the gap becomes obvious within weeks, and trust is hard to rebuild once broken.
A strong hire dropped into ambiguity with no first-30-days plan reads it as disorganization, not autonomy.
A first hire with no technical peer to talk shop with burns out faster, even if the work itself is good.
Engineering comp moves quickly. A strong hire who feels underpaid within a year starts looking, even if they liked the job.
Set explicit expectations for the first 30, 60, and 90 days before day one, not after. Stay engaged personally through onboarding rather than assuming HR has it covered. Check in specifically about whether the role matches what was pitched, not just whether they're "doing okay." We do this with every placement, direct follow-up through the first two weeks, because the risk of losing a hire is highest exactly when no one's watching for it.
The offer isn't the finish line. The first ninety days are where you find out whether the hire actually works, and whether they'll stay to find out too.
David stays engaged with every placement through onboarding, not just to the signed offer.
Book a 15-minute call. We stay engaged with every placement through onboarding, not just the offer.
Book a call