WWR - Hiring and Retentions

Challenge and Solution

Challenge

The hiring and retention problem

Across Europe, senior developers and specialists are hard to find and harder to keep. Local markets are overheated, notice periods are long, and many nearshore models still treat people as interchangeable “resources”.

This leads to slow hiring, mis-hires, churn after 12–18 months, and constant loss of product knowledge – exactly when your organisation needs stability and focus.

Solution

Our answer: focused hiring plus ongoing people care

rindus combines a structured recruitment approach with a strong people culture and the team captain role. Our hiring experts work with you on the role profile, search globally, assess candidates, orchestrate every step of the recruitment process, and handle international hiring and soft-landing in Spain.

Once someone joins as a rinder, our people engagement and team captain approach takes over: onboarding, regular check-ins, coaching, performance and reward consulting, problem-solving, and labor-law-safe decisions – all designed to keep the relationship strong for years.

Hiring & retention by the numbers

A people-first model that produces measurable stability.

200+ rinders

Employed in long-term teams for leading corporations across Northern Europe.

<5% annual resignation rate

Our people rarely leave, keeping knowledge and relationships stable over time.

eNPS score of 68

rinders strongly recommend rindus, which boosts engagement and team continuity.

100% client repurchase rate

All our clients have grown their initial setup with us - thanks to the technology delivery we create

What you gain from our hiring & retention model

Three concrete advantages partners feel in their day-to-day work.

Better matches, fewer mis-hires

We don’t just post jobs and hope. We bring market insights, global search, structured assessment, and joint interviews with you. Our process covers everything from first contact to international hiring and relocation, so you get people who fit both your tech stack and your culture.

People who want to stay

rinders join a people-loving culture with engagement events, well-being initiatives, open communication channels, and a strong community for knowledge sharing. They feel seen and supported, not just “placed”. that is a big reason our attrition stays so low.

Less people stress for leaders

Your product and engineering leaders stay focused on roadmap and delivery.Our team captains handle onboarding, feedback and performance talks, reward discussions, conflict resolution, coaching, professional development support, and labor law topics – always aligned with your expectations.

How partners work with us in practice

A few examples of how the collaboration looks in real life.

Ströer: 50+ automation projects with one integrated team

Ströer wanted to launch new initiatives in RPA, BPM, and AI but struggled to hire senior data scientists and automation engineers fast enough in Germany. Together we built an integrated team between Cologne and Málaga that now runs and extends more than 50 automation projects and processes over 14,000 items per month across procurement, sales, HR, and accounting

Download case study

"For many years, rindus has been a reliable partner for software development services from Málaga. With clear interfaces and responsibilities, they deliver stable outcomes in a fast-changing environment. When needed, they scale delivery quickly and remain cost-effective compared to other options”

Matthias Ennemoser,

Domain Lead Tech Delivery & Governance, C&A

“With rindus, we get a reliable software delivery setup, not just individual engineers. rindus' strong recruiting capabilities, clear coordination, and transparent commercial model have helped us speed up delivery and reduce risk.”

Dr. Johannes Mainusch

VP Engineering at Douglas, Founder

"With rindus, we quickly built a reliable and agile team and long-term delivery setup. Together we created tools that digitize and automate our processes with a range of applications, from AI‑based solutions to solid everyday workflows. These results improved our delivery speed and quality, giving us a clear competitive advantage."

Jens Hütter

Vice President Automation & AI, Ströer Group IT

FAQs about hiring & retention

rindus manages the hiring process. We ensure a proper profile, run sourcing, screening, interviews, and team fit. This keeps quality high and ensures cultural fit.

rinders rarely change projects. There is no bench and usually little rotation between clients, which protects knowledge and trust.

Our people engagement and Team Captain approach combines regular one-to-ones, development talks, coaching, community events, and well-being initiatives. When issues appear, we address and escalate them early.

Salary bands, raise logic, and bonus schemes rely solely on rindus expertise and knowledge. Our reward management consulting and labor law expertise ensure agreements are fair, sustainable, and compliant with Spanish law.

We first try to improve the situation through feedback, coaching, and clarifying expectations. If that doesn’t work, we help manage role changes or, as a last resort, a respectful exit - fully compliant with Spanish labor law.

Want to fix hiring and retention for your tech teams?

If you recognise slow hiring, high churn, or constant knowledge loss in your tech organisation, we should talk.

In a short call we map out your current situation and see how the rindus hiring & retention model could support your technology delivery.

Book a call

Working with rindus: Hiring & Retention