Hiring great engineers is hard. Keeping them is even harder.
In a world where top tech talent has more options than ever, the companies that win aren’t just the ones that hire well — they’re the ones that retain well. This is especially true for remote teams, where relationships, culture, and loyalty require a different kind of effort.
At Nefter, we believe that retention is no longer a support function — it’s a growth strategy. And it’s one that too many companies overlook.
The reality is that replacing a team member isn’t just about rehiring. It’s lost context, lost velocity, and lost trust. Every time a developer leaves, your product slows down. Onboarding someone new takes time. Team dynamics shift. Institutional knowledge disappears. And in competitive markets, the cost of that disruption is massive.
For distributed teams, especially those hiring internationally, the risk of silent disengagement is even higher. Developers can feel isolated, undervalued, or disconnected from the product. When that happens, they don’t always say it out loud — they just slowly pull back, until one day they’re gone.
That’s why at Nefter, we designed our model with post-hire retention built in.
Every engineer we place receives ongoing support from our team. We check in monthly to make sure they feel aligned, motivated, and heard. If there are red flags — burnout, mismatch, miscommunication — we surface them early and help address them before they turn into exits.
It’s not micromanagement. It’s proactive support — so the engineers you hire stay engaged, stay productive, and stay with you longer.
Retention also comes from the right match from the beginning. That’s why we screen every candidate not just for skills and English, but also for culture fit. Do they thrive in startups? Are they autonomous? Are they excited by the kind of product you’re building? These questions matter more than ever — because technical ability is just the baseline.
We’ve also learned that retention improves when engineers feel like part of the team — not just outsourced resources. That means integrating them into your meetings, your roadmap, your decisions. Companies that treat nearshore engineers as real teammates get better outcomes, higher loyalty, and longer-term impact.
In short, hiring is only half the battle. If you’re serious about scaling a remote team, you need a partner who stays involved after the contract is signed.
At Nefter, we don’t just help you hire. We help you build a team that lasts.
If you’re tired of the hire-and-replace cycle, let’s talk. We’ll help you find engineers that stick — and support them every step of the way.