The "Stay Interview": Proactive Retention

The exit interview is a post-mortem; the "Stay Interview" is a lifeline. In 2026, Recruitroo advocates for a proactive approach to keeping your international talent happy, integrated, and productive for the long term.

For international hires, the first 12 to 24 months are the most critical. This is the period where "settling in" transitions into "staying put." Too many companies wait until a resignation letter is on the desk before asking what they could have done better. At Recruitroo, we believe in the power of the Stay Interview—a structured, empathetic conversation focused on what makes an employee want to keep working for you. For global talent, these conversations must go beyond standard performance metrics. They need to address cultural integration, family wellbeing, and career trajectory within their new country. By asking the right questions early and often, you can identify the "friction points" that lead to turnover before they become insurmountable.

International employees often face unique pressures, from visa renewal anxieties to the social isolation of living in a new culture. A Stay Interview provides a safe space for them to voice these concerns. When an employer takes the time to ask, "What would make you leave?" or "What part of your move has been most challenging?", it sends a powerful message of valuation and respect. Recruitroo’s platform supports this by providing HR teams with the data insights and "check-in" triggers needed to conduct these interviews at the perfect moments—typically at the 6, 12, and 18-month marks of a relocation journey.

Data-Driven Retention Strategy

The Stay Interview isn't just a friendly chat; it is a strategic data-gathering exercise. When you conduct these interviews across your international workforce, patterns begin to emerge. You might find that candidates from a specific region are struggling with a certain aspect of your onboarding, or that senior hires are feeling a lack of professional development. Recruitroo helps you aggregate this qualitative feedback, allowing you to refine your global talent strategy in real-time. If you know *why* people stay, you can double down on those strengths. If you know what makes them consider leaving, you can fix the problem before it hits your bottom line.

In the 2026 talent war, the most successful companies will be those that treat retention as a high-priority workstream, not an afterthought. International hires are a significant investment in time, money, and legal resources. Protecting that investment requires an ongoing dialogue. By institutionalising the Stay Interview, you create a culture of openness and psychological safety. Employees who feel heard are employees who stay. Recruitroo provides the professional infrastructure to make this proactive care a reality, ensuring your global team remains your greatest asset for years to come. Don't wait for the exit; invite them to stay.

Building a Legacy of Loyalty

Ultimately, the Stay Interview builds institutional memory and loyalty. When an international employee sees their feedback leading to tangible changes—perhaps a new benefit, a social club, or a clearer promotion path—their commitment to the company deepens. This creates a virtuous cycle: happy employees become your best recruiters, attracting more global talent through their personal networks. Recruitroo is proud to partner with organisations that value their people enough to have these honest, transformative conversations. Together, we can build a world of work where borders are no barrier to long-term career fulfillment.