Most hiring processes are very good at finding people who interview well. They are much worse at finding people who stay. Retaind exists to close that gap — to replace the gut-feel decision at the end of a hiring process with evidence about how someone will actually behave in the role.
That is what Recruiting for Retention means. Not a faster shortlist, not a cleverer CV filter. A hiring decision you can explain, defend, and repeat — measured against whether the person is still there, and still thriving, a year later.
A vacancy that gets filled looks like a success on every dashboard in recruitment. The cost of getting it wrong shows up months later, somewhere else, on someone else's budget — which is exactly why it keeps happening.
of first-year leavers
cite behavioural and cultural misalignment as the primary reason they left
salary
the average cost of a bad hire once recruitment, training, and lost productivity are counted
months lost
the typical time before a poor hire leaves or is let go
Every one of those numbers is a decision that was made on too little evidence. That is the problem we build for.
The short version of everything on this page — how a role brief becomes evidence, and how that evidence becomes a confident hiring decision.
The method is deliberately unremarkable. Its value is that it happens identically for every candidate, every time — which is the part humans under time pressure cannot do reliably.
Before anyone is assessed, we establish the behavioural profile that actually predicts success and retention in this specific role, at this specific company — not a generic competency list.
Candidates are evaluated on how they behave and reason, measured against the benchmark rather than against each other’s CVs.
Purpose-built AI agents run structured interviews and score them against the same criteria in the same way, so a strong candidate interviewed on a Friday afternoon is not disadvantaged.
The output is not a ranking to be trusted blindly. It is the evidence behind it — what was asked, what was said, how it scored, and where the risks are.
If a hiring decision cannot be explained after the fact, it cannot be improved. Every score Retaind produces comes with the reasoning behind it.
Every candidate gets the same questions, assessed against the same criteria, in the same way. Consistency is not a compliance feature bolted on at the end; it is how the assessment is built.
No system changes, no migration project. Retaind runs autonomously or sits alongside your existing CRM or ATS as a smart plug-in.
A method nobody uses changes nothing. Retaind is built so any recruiter can run it properly on day one, without training in behavioural science.