Growth

Developers want to be part of a supportive community that values their perspectives and contributions.

As tech companies try to retain their talent during this Great Resignation, there’s a growing consensus that the reason so many workers are quitting stems from their expectations no longer lining up with the expectations of the organization.

Onboarding is more than just checkboxes and paperwork for your new developers. With so much of the focus placed on practical knowledge, managers can overlook the intangibles important to the onboarding process – such as equity, work culture, and inclusivity. 

In any tech onboarding program, the general consensus is that new technical employees should be fully operational and independent within the first 90 days of their employment. But for most developers, this crucial 90 day checkpoint simply isn't reached. We break down how companies can set 30, 60, and 90 day goals to get technical new hires up to speed in less time.

When it comes to onboarding, "blind spots" are inefficiencies within the program that slip through the cracks.

The cost of an employee doesn’t just include that worker’s salary. It’s a combination of the salary paid, the money and time invested to train that employee, and the cost of replacing them when they eventually leave the position.