the high turnover strategy

the companies posting the same jobs daily aren't broken.

they're smart.

i spent three months studying high turnover companies and discovered something uncomfortable. high turnover isn't always a mistake.

sometimes it's the business model.

here's what they figured out.

it's cheaper than raises. why give existing employees a fifteen percent salary hike when you can hire fresh grads at market rate?

it creates productivity pressure. when twenty percent quit in forty-five days, survivors work harder. fear motivates.

no long-term commitments. stock options? pension contributions? career development budgets? not if people leave before they vest.

the math is brutal.

replacing someone costs thirty percent of their salary. but keeping them costs way more over five years.

especially when you factor in annual raises, promotions, benefits escalation, and knowledge that creates leverage.

companies doing this never fix their "broken" onboarding. eighty-eight percent wing their onboarding process because they want to.

when only twelve percent do it well, that's not incompetence. that's strategy.

you can spot these companies easily.

look for patterns. ambitionbox reviews mentioning high turnover. same job posted every week for months. they dodge retention questions. no clear career progression paths.

the simplest move: ask in interviews "what's your two year retention rate?"

their response tells you everything.

companies worth joining will have that number ready. they're proud of it.

the rest are counting on you not asking.

because once you see the pattern, you cannot unsee it. the job that seems too good to be true usually is. the company hiring constantly isn't growing fast. it's churning fast.

your career is too important to become someone else's disposable strategy.