Too many companies hiring strategies end up becoming expensive attrition 

Last week, Our fractional CGO, Caroline, attended Rewriting the Equation: Women, STEM & Talent Reversal in Cardiff — and the data was stark:

•        Women currently make up ~51% of STEM qualifiers

•        Yet only ~27% of STEM roles are filled by Women.

•        There is still  a STEM pay gap of 17%

That isn’t a talent shortage.

It’s a retention failure.

High-potential people are hired, but progression paths are unclear.

Informal networks dominate promotion. Hard working staff become jaded, and burnout builds. Eventually, talented people leave.

Many times we will hear leaders and hiring teams say: “We can’t find good people.”

You had them; You just didn’t do enough to keep them.

The organisations that will win over the next decade won’t be the ones hiring the fastest. They’ll be the ones building environments people don’t want to leave.

The best talent want to see –

•        Clear and visible career pathways

•        Transparent pay and progression

•        Real sponsorship, not just mentorship

•        Flexible senior roles that reflect modern life

•        Leaders held accountable for retention, not just hiring

At TYP Group, we see this every day in conversations with candidates and clients alike.

Great recruitment only works when it’s matched with great systems.

Otherwise, it’s just expensive churn.

The next talent advantage isn’t speed.

It’s structure.