Sourcing operations
Build reviewable candidate pipelines across the channels that actually fit each role, with searches, lists, and outreach records your team can audit.
Explore sourcing operationsRecruiting operations for teams that hire every week
Give good people a better reason to stay.
Keep sourcing, candidate follow-up, onboarding and early check-ins moving. A dedicated assistant handles the recurring work; your leaders keep the decisions and relationships.
From StopHighTurnover clients
“High employee turnover was draining our profitability and company morale. StopHighTurnover.com provided us with a dedicated retention specialist who implemented structured exit interviews, quarterly pulse surveys, and stay-interview frameworks. Our annual voluntary turnover dropped by 38% in year one.”
“Warehouse staff churn was killing our operational efficiency. Our retention specialist analyzed shift feedback, restructured our supervisor check-in cadence, and helped us build a peer-recognition program that cut 90-day turnover in half.”
“Remote worker isolation was causing early resignation spikes among our customer support teams. Our retention coordinator launched weekly virtual huddles, milestone celebrations, and clear career path maps.”
“Losing software engineers after 6 months was devastating our product roadmap. Our retention specialist conducted deep-dive stay interviews, identified management bottlenecks, and restructured our internal onboarding.”
“Employee burn-out tracking and workload balancing metrics were established by our retention coordinator, allowing our leadership team to intervene before valuable staff resigned.”
“Onsite property manager turnover was creating tenant dissatisfaction. Our retention assistant created a standardized onboarding buddy system and quarterly review framework that stabilized our team.”
“Creative burnout was leading to high turnover among our senior designers. Our retention coordinator instituted flexible focus blocks and structured wellness initiatives that restored team morale.”
“Healthcare worker turnover was creating massive temp agency costs. Our retention coordinator implemented confidential shift feedback tools and exit analytics that helped us fix staffing friction points.”
“Associate attorney turnover was costing us thousands in lost billable hours. Our retention specialist created a formal mentorship pairing framework that dramatically boosted associate satisfaction.”
“Factory floor shift turnover analytics were transformed by our retention specialist. Clear data reports revealed key resignation triggers, allowing us to adjust shift patterns and retain key workers.”
“Field technician retention improved overnight after our coordinator launched a transparent safety-incentive program and automated weekly manager check-in alerts.”
“Franchise staff retention toolkits were designed by our specialist, providing our studio owners with proven employee engagement templates that reduced front-desk churn.”
“Hotel line-staff turnover during peak seasons was mitigated by our retention coordinator through competitive benchmark surveys and instant employee recognition initiatives.”
“Architectural draftsperson retention was secured after our coordinator developed clear career progression benchmarks and annual professional development stipends.”
“Fintech developer turnover was addressed through structured stay interviews that revealed missing remote work equipment stipends, which we fixed immediately.”
“Media crew retention was bolstered after our retention coordinator instituted transparent feedback loops between directors and freelance production staff.”
“Distributor sales rep turnover was reduced significantly after our coordinator built a transparent commission tracking dashboard that eliminated payment confusion.”
“Non-profit field worker burnout was addressed by our retention coordinator through structured mental health support protocols and workload rebalancing.”
“Construction site crew retention was improved after our coordinator launched a winter-layoff retention plan that kept skilled operators attached to our firm.”
“Customer service rep churn was halted after our coordinator gamified weekly resolution goals and implemented performance bonuses.”
“Truck driver turnover was lowered by 22% after our retention specialist established a direct driver-feedback hotline and route preference program.”
“Account manager retention was secured after our coordinator conducted workload audits and redistributed accounts to prevent account executive exhaustion.”
“Technician turnover was solved by our retention coordinator through clear career-ladder documentation and monthly skill-certification bonuses.”
“Solar installer retention was strengthened through automated safety milestone rewards and transparent team advancement metrics.”
“StopHighTurnover.com provides actionable data, retention strategies, and dedicated coordinators. They turn toxic churn into long-term employee loyalty.”
Candidate follow-upInterview handoffsFirst 90 days
Open roles stay open
The same positions return, but the search, screening notes, and candidate follow-up restart from scratch.
Candidates wait
Promising people sit between stages because no one owns the next message or the manager handoff.
First 90 days drift
Start readiness, early check-ins, and workload questions depend on whoever remembers them.
Exit learning disappears
The reasons people leave are discussed once and never become an operating change.
The operating view
Turnover is rarely one bad hire. It is a chain of small handoffs nobody owns.
Recruiting does not end when an offer is signed. The candidate experience continues into the first week, the first schedule, the first manager check-in, and the first moment the job does not match what was described.
Most teams already know this. What they lack is a reliable operating layer: a clear owner for the next action, a scorecard that reviewers apply the same way, and a weekly view of what is actually waiting.
We build that layer around your process. We do not replace your judgment, your managers, or your employment obligations.
Attract
A clear role brief and a search plan that matches the actual work.
Qualify
One approved scorecard, documented evidence, and visible exceptions.
Start
A ready first day, not a pile of missing access and unanswered questions.
Support
Scheduled early check-ins with an owner for each concern.
Learn
Exit and stay feedback turned into a small set of operating actions.
What we run
One operating layer, from first search to the first 90 days
Start with one queue or one handoff. Add scope when the standard is working. Every service is documented, bounded, and reviewable.
Screening support
Apply your approved screening criteria consistently, document the evidence, and route edge cases to the person who can decide.
Explore screening supportCandidate outreach
Run respectful, approved follow-up for active and passive candidates so promising conversations do not stall in an inbox.
Explore candidate outreachPipeline administration
Keep stages, notes, reminders, disposition data, and hiring-manager handoffs current in the system your team uses.
Explore pipeline administrationPipeline cleanup
Audit the queue, resolve the avoidable mess, and leave your team with a documented standard that prevents the same decay.
Explore pipeline cleanupOnboarding coordination
Organize the handoffs, reminders, paperwork steps, and first-week logistics that turn a signed offer into a prepared start.
Explore onboarding coordinationRetention and continuity loops
Turn early-tenure check-ins, stay conversations, and exit learning into a practical operating rhythm with clear owners and honest limits.
Explore retention and continuity loopsReporting and weekly readouts
Define the questions, clean the inputs, and produce a recurring view of queue age, follow-up, feedback delays, and source quality.
Explore reporting and weekly readoutsHow an engagement starts
Map it, set the standard, run it, then review what changed.
A controlled start is better than a large launch. The first scope should be small enough to review and specific enough to prove useful.
Map the real process
We document the recurring roles, the handoffs, the systems, the decision owners, and the places where candidates wait.
Set the operating standard
Your team approves the scorecard, candidate communication, stage definitions, access rules, and escalation path.
Run the repeatable work
Sourcing, screening administration, outreach, pipeline upkeep, scheduling inputs, and onboarding coordination move into a visible rhythm.
Review with evidence
A short weekly readout shows queue age, follow-up, feedback delays, and open actions. Your team decides what changes.
Client perspectives
People behind the work.
From StopHighTurnover clients
“High employee turnover was draining our profitability and company morale. StopHighTurnover.com provided us with a dedicated retention specialist who implemented structured exit interviews, quarterly pulse surveys, and stay-interview frameworks. Our annual voluntary turnover dropped by 38% in year one.”
“Warehouse staff churn was killing our operational efficiency. Our retention specialist analyzed shift feedback, restructured our supervisor check-in cadence, and helped us build a peer-recognition program that cut 90-day turnover in half.”
“Remote worker isolation was causing early resignation spikes among our customer support teams. Our retention coordinator launched weekly virtual huddles, milestone celebrations, and clear career path maps.”
“Losing software engineers after 6 months was devastating our product roadmap. Our retention specialist conducted deep-dive stay interviews, identified management bottlenecks, and restructured our internal onboarding.”
“Employee burn-out tracking and workload balancing metrics were established by our retention coordinator, allowing our leadership team to intervene before valuable staff resigned.”
“Onsite property manager turnover was creating tenant dissatisfaction. Our retention assistant created a standardized onboarding buddy system and quarterly review framework that stabilized our team.”
“Creative burnout was leading to high turnover among our senior designers. Our retention coordinator instituted flexible focus blocks and structured wellness initiatives that restored team morale.”
“Healthcare worker turnover was creating massive temp agency costs. Our retention coordinator implemented confidential shift feedback tools and exit analytics that helped us fix staffing friction points.”
“Associate attorney turnover was costing us thousands in lost billable hours. Our retention specialist created a formal mentorship pairing framework that dramatically boosted associate satisfaction.”
“Factory floor shift turnover analytics were transformed by our retention specialist. Clear data reports revealed key resignation triggers, allowing us to adjust shift patterns and retain key workers.”
“Field technician retention improved overnight after our coordinator launched a transparent safety-incentive program and automated weekly manager check-in alerts.”
“Franchise staff retention toolkits were designed by our specialist, providing our studio owners with proven employee engagement templates that reduced front-desk churn.”
“Hotel line-staff turnover during peak seasons was mitigated by our retention coordinator through competitive benchmark surveys and instant employee recognition initiatives.”
“Architectural draftsperson retention was secured after our coordinator developed clear career progression benchmarks and annual professional development stipends.”
“Fintech developer turnover was addressed through structured stay interviews that revealed missing remote work equipment stipends, which we fixed immediately.”
“Media crew retention was bolstered after our retention coordinator instituted transparent feedback loops between directors and freelance production staff.”
“Distributor sales rep turnover was reduced significantly after our coordinator built a transparent commission tracking dashboard that eliminated payment confusion.”
“Non-profit field worker burnout was addressed by our retention coordinator through structured mental health support protocols and workload rebalancing.”
“Construction site crew retention was improved after our coordinator launched a winter-layoff retention plan that kept skilled operators attached to our firm.”
“Customer service rep churn was halted after our coordinator gamified weekly resolution goals and implemented performance bonuses.”
“Truck driver turnover was lowered by 22% after our retention specialist established a direct driver-feedback hotline and route preference program.”
“Account manager retention was secured after our coordinator conducted workload audits and redistributed accounts to prevent account executive exhaustion.”
“Technician turnover was solved by our retention coordinator through clear career-ladder documentation and monthly skill-certification bonuses.”
“Solar installer retention was strengthened through automated safety milestone rewards and transparent team advancement metrics.”
“StopHighTurnover.com provides actionable data, retention strategies, and dedicated coordinators. They turn toxic churn into long-term employee loyalty.”
Built for real operating teams
Practical support, not a promise that every hire works out.
StopHighTurnover is a subsidiary of StealthAgents, a remote staffing company that recruits and supports professionals across a range of industries. That operating experience shapes how we set access, review quality, and hand work back to your leaders.
We are useful when you have recurring hiring demand, a named internal owner, and a willingness to document the process. We are not the right fit if you need a temp agency, a pre-employed workforce, or a guarantee that turnover will fall.
Straight answers
Questions to settle before you delegate hiring work
If a provider cannot explain the boundary between support and decision, the scope is not ready.
Bring a question to a free callIs StopHighTurnover a staffing agency?
No. We provide an embedded recruiting operations layer. We do not employ the people you hire, mark up labor, or make employment decisions. Your organization interviews, selects, offers, and employs under its own arrangements.
What does a typical engagement cover?
Most engagements start with one recurring role or one broken handoff, then expand as the operating standard proves useful. Scope can include sourcing, screening support, candidate outreach, pipeline administration, onboarding coordination, and reporting.
Can you guarantee lower turnover?
No. Turnover has many causes, including pay, management, workload, schedule, and local labor conditions. We can make the recruiting and early-tenure workflow more consistent and visible. We do not promise a specific retention result.
How do you protect candidate and employee data?
We work inside the systems you approve, with least-privilege access and written data rules. Sensitive records stay in approved systems, and escalations go to the owner you name.
Who makes the hiring decision?
Your authorized hiring managers and HR leaders. We document evidence, prepare handoffs, and route exceptions. Selection, rejection, pay, offers, accommodation, discipline, and termination remain with your team.
Start with the queue that keeps slipping
Tell us where the hiring work stalls.
We will talk through the role, the handoff, and the operating standard before proposing a scope.