Retention-Driven Backfill

[Department] turnover pattern

[FirstName],

Quick observation based on LinkedIn: [Company]'s [Department] team has had [NumberOfDepartures] people leave in the last [Timeframe]—[Name1], [Name2], [Name3].

You're probably backfilling those roles right now, but here's the real issue: if [NumberOfDepartures] left in [Timeframe], you've got a retention problem, not just a hiring problem. Backfilling without fixing root cause means you're on a hamster wheel.

Common causes: [CommonIssue1], [CommonIssue2], or [CommonIssue3]. The departures tell the story.

[ClientCompanyExample] had the same [Department] turnover pattern—hired [NumberOfBackfills] replacements before realizing they needed to fix [UnderlyingIssue]. We helped them hire [SpecificProfile] candidates who actually stayed—[NewHires] people placed, [RetentionRate]% still there after [Timeframe].

Worth discussing what's really driving the departures?