Crux candidates stay longer at Duncan Yeardley
Nick Thring, Director, Duncan Yeardley
Duncan Yeardley was experiencing staff turnover partly because misaligned hires were leaving within months — a costly cycle Crux helped break.
In this final soundbite, Nick Thring of Duncan Yeardley points to what may be the most telling metric of a successful recruitment partnership: the people Crux Careers placed are still in post. High turnover is a persistent cost in estate agency, and Crux addresses it at source by matching candidates more carefully to both role and firm culture. For Duncan Yeardley, this translates directly into a more stable, experienced team and a lower total cost of recruitment over time.
Key points
- Improved staff retention among Crux-placed candidates
- Reduction in costly early-stage turnover and rehiring cycles
- Better role and culture fit translating into longer employee tenure
- Lower recruitment cost-per-hire over time through improved retention
The people Crux have placed with us are still here. When the recruiter really understands what you need, you stop hiring people who leave after six months.