Retention
summary
Companies move to virtual interviews, keep compensation and equity tied to compensation by geography, and often preserve existing pay when employees relocate. Growth-stage hiring uses a 20–25% fully remote allocation while keeping hubs; one company reports doubling headcount in three years and ~240–250 people with half in R&D. Practical tactics that are working: detailed onboarding docs, anonymous 360 self-checks, communities of practice, crisper communications, and storytelling to convey mission and culture.
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chapters (6)
- 0:00Start
- 0:27Introduction
- 19:19Engagement and Retention of the Engineers
- 23:53Communities of Practice
- 24:27The Intrinsic Motivation Framework
- 25:28How To Weigh Compensation versus Company Culture as Factors in Retaining Talent
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