Talent is scarce where it matters most
Engineering, product, verified customer-facing operators, and experienced compliance talent remain the hardest fills. Salaries in these bands are anchored by international remote demand, not domestic averages.
Retention is a process problem, not a pay problem
Employers who onboard well, pay accurately, and follow through on career conversations lose fewer people — often at compensation levels below competitors that don't. Payroll disputes and delayed statutory remittances are among the top three reasons top performers quit within twelve months.
Verification is becoming a differentiator
Regulated employers already screen every hire. In 2026 we expect verification to become table-stakes for mid-sized employers too, especially in cash-handling, field, and customer-facing roles. NDPA-aware handling is now a procurement requirement, not a nice-to-have.
What to do
- ✓Audit your time-to-hire and time-to-fill for every critical role band
- ✓Fix payroll first — every other retention lever fails without it
- ✓Standardise background checks across every hiring channel
- ✓Invest in supervisor capability; front-line attrition is often a management problem
Talk to us
If any of the above sounds like your Q1, start a conversation. We'll respond within one business day.