You thought you won the talent lottery. You landed the résumé everyone wanted. Starting comp? $500K — maybe more.
But six months in, you’re rewriting the job description. Again. Here’s why.
- The Relocation Was an Afterthought
When the move feels like a scramble, it sets the tone for everything else. Missed details, delayed documents, temporary housing nightmares, and one message loud and clear: We weren’t ready for you.Takeaway: Relocation is the first expression of your culture. If you treat it like a checkbox, don’t be surprised when trust erodes before day one.
- You Sold the Role, Not the Reality
The pitch was inspiring. The work? Mismatched. Your new hire came in expecting deep technical ownership and found themselves stuck in PowerPoint decks or slowed by red tape.Takeaway: Be clear about the role, the roadmap, and the runway. Alignment beats hype every time.
- They Never Felt at Home
You moved them, but you didn’t land them. No local support, no social infrastructure, no time to settle. They’re technically onboard — but emotionally checked out.Takeaway: If their life outside of work is disconnected, their engagement at work will be too. Integration needs to be personal, not just professional.
- You Focused on Salary, Not Support
Money attracts. But when the first challenge hits — a visa delay, a partner’s job search, a housing snag — compensation won’t carry them.Takeaway: Support is the retention strategy. Build it early. Maintain it consistently.
- No One Planned for the Long Game
There was no mapped growth path. No career clarity. No conversations about what happens after year one. In AI, the best talent doesn’t sit still and if you’re not planning their next chapter, someone else will.Takeaway: Don’t just onboard them. Build for what’s next. Their ambition needs room to run.
Final Thought: At $500K and up, you’re not buying output. You’re investing in trajectory. Build the conditions that help top talent stay and scale.
And if you’re not sure what those conditions should look like — we are.
