Why Companies Lose Great People

Every day, well-established companies with strong reputations find themselves blindsided. A top performer walks in and resigns, or a finalist candidate accepts another offer before the process even reaches its conclusion. At Career Group Companies, we see this happen firsthand, and as advisors to some of the most respected organizations in the market, we wanted to share what our recruiters are seeing, and what we wish more companies knew about retaining top talent today.

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Even the best companies are finding themselves in a position where they feel vulnerable, often without seeing it coming. The good news is that most of what leads to losing great people is something companies can get ahead of.

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Founder and CEO Susan Levine and Executive Vice President Emily Levine sit down in this episode of Recruiting Office Hours for an inside look at why companies lose great people, and what they can do differently.

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Watch the full episode on YouTube or listen on Spotify — available now.

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If you're a hiring manager, a people leader, or a company trying to understand why you may be losing top talent before or after the offer, here's a preview of what Susan and Emily cover.

At what point in the hiring process do companies lose the most momentum?

Susan: Once a client has identified somebody they like, I don't think they really understand that there could be four other opportunities that they are also interviewing for. They need to keep the momentum going. So, continue the process in the most efficient way, not to lose the candidate, and allow these other firms to get in there.

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‍Emily: Exactly. And I think also, as you said in the beginning, when you're setting up an initial Zoom like that, it tends to move quite quickly, but when you’re sending somebody on their second or third round interview, and there are more people for them to meet, then the scheduling can become a little bit more difficult. If someone's traveling or the process gets pushed off too long, candidates lose interest, or they get further along in other opportunities. Especially over the summer when people are on summer vacation or traveling. It can definitely stall the process.

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What is the most common mistake you see companies making when trying to secure top talent?

Susan: If you have somebody really fantastic in front of you, you need to give that candidate a reason why they want to work for you instead of some of these other companies. I think you have to sell your company. I think you have to sell your culture. I do think both parties have to be aligned in their values. People today want to feel that they're working for a company that's mission-driven. It’s not always just about the money. At the end of the day, you want to get out of bed in the morning and go to work with people that make you feel good, challenge you, and make you feel like you have a seat at the table.

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For companies that already have their people, where are they falling short in keeping them?

Emily: People don't leave their companies; they leave their bosses. And so, I think having that really strong relationship between employee and boss is paramount. It’s everything. If you have a really great boss, they’re going to advocate, protect, teach, and develop you.  And I think when you have a great boss, it's very hard to think that the grass is greener somewhere else.

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‍Susan: Part of being a great boss is stability. You always want to make your people feel that they're invaluable to you and that they don’t need to go somewhere else. Another thing is an open door. I like having an open-door policy where anybody can come in and, if they’re feeling insecure or sense that something feels off, ask us what's going on.

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‍Emily: Totally, it's also a good opportunity to check yourself and check the relationship. And it should go both ways between the boss and the employee, and between the employee and the boss. I think that's super important to establish that connection and awareness of somebody's happiness in a position.

Hear More From Susan and Emily

Watch the full conversation on YouTube or Spotify, where they also cover:

• What do companies think matters most that actually doesn't?  
• What are candidates reacting to in the interview process that companies might not realize?
• What are the biggest red flags clients flag when a candidate joins a Zoom interview?
• Should candidates ask for a raise before going to market, or just start interviewing
• How should you respond when an employee asks for a raise outside of their review cycle?
• What do strong leaders do differently than mediocre ones?
• What are the signs that someone on your team might be unhappy or checked out?

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Insight Built on Partnership

At Career Group Companies, conversations like these are happening every day. For over four decades, we've partnered with leading organizations to help build teams, shape cultures, and find the right people at the right time. Our approach is never one-size-fits-all. No two searches are the same, and we show up for each need with the specificity, market knowledge, and care that kind of work requires. We're here to advise, advocate, and help you think not just about who to hire, but how to retain the people in your organization.

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If you're looking to strengthen your hiring strategy or learn more about retaining the great people you already have, let's connect.

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If you’re looking for your next opportunity, explore exclusive roles and get in touch with a recruiter directly through our Find Work page.