You found someone good. You trained them for weeks. Three months in, they're gone.

Now you're back to the job post, the interviews, the ramp time. And there's another worry underneath it: maybe overseas hiring just doesn't stick.

I want to name that pattern, because most founders hit it without knowing it has a name.

It's the 90-Day Cliff

It shows up when you hire for cost instead of fit.

The person takes the role because it's available, not because it's a career they want to build.

So the moment something better comes along, they're gone, and your training walks out the door with them.

Here's a client who lived it.

They'd burned through two sales development reps in a single year before they came to us.

We placed an SDR in South Africa, and the setup was different this time.

She wasn't looking for a side gig.

In Johannesburg, sales is a real career, not a layover on the way to something else, and she wanted to build one.

Over a year later she's still in the seat, still booking meetings on EST hours, and the client is saving $40,000 to $60,000 a year versus a comparable US rep.

Churn isn't a "cheap hire" problem.

It's a fit problem.

When you match a role to a region where that role is respected and career-track, people stay.

South Africans in sales aren't waiting to jump ship the second a better offer lands.

They're trying to build something. That is region-role fit, and it is the difference between filling a seat and keeping one filled.

The payoff is boring in the best way. No re-hiring every quarter. No re-training from scratch. Just someone who gets better at the job the longer they hold it.

If you've lost a hire or two inside 90 days, the thing worth examining isn't who you hired. It's how the match was made.

If that sounds like your situation, the next step is a short call where we look at the role you're trying to fill and whether region-role fit can stop the churn.

>>>> Book an obligation-free call with our recruitment specialists <<<<

To your growth, The Go Carpathian Team