A dedicated workplace contact or buddy
Employee retention
Onboarding and integration of international professionals
Entry is not the end of the process. The first few weeks in particular determine whether an international professional can find their footing professionally, socially and organisationally.
Retention begins before entry
Unclear expectations, missing contacts or surprising living costs can cause disappointment. That is why tasks, pay, working hours, accommodation, mobility, language and development opportunities should be discussed transparently at an early stage.
In practice
Recommended employer onboarding
An induction plan for the first 30, 60 and 90 days
Clear information on workflows and company culture
Support with initial orientation in the region
Regular feedback conversations
Language and professional development opportunities
Integration is a two-way street
Existing teams should be prepared too. Clear communication and respectful interaction help avoid misunderstandings. International professionals should be welcomed as full team members, not as short-term stopgaps.
Fair retention instead of pressure
Retention grows through fair working conditions, good leadership, development and belonging. Impermissible contract clauses, unreasonable repayment obligations or psychological pressure are not sustainable solutions. Contract models should be reviewed under employment law.
Request an onboarding concept
We help you plan the start of your international professionals in a structured way.