For companies

IT recruitment
built on
retention.

We don't just fill roles. We place IT profiles that stay — and we have the model, the methodology, and the follow-up to prove it.

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80%
Of annual salary — what replacing one IT professional costs on average, according to Gallup 2024.

That includes recruitment, onboarding, productivity loss, and the full cycle of starting over. For a developer at €70k, that's €56,000. Gone.

Most recruiters don't track this. We do.
4×
More likely to change jobs — what employees with poorly rated managers are, compared to those with strong ones. (Gallup)
70%
Of engagement at work depends on the relationship with a direct manager. Not the company. The manager. (Gallup)
31%
Of employees leave within 6 months. The placement that seemed right often isn't — and nobody follows up to find out why.
Mixus vs. standard recruitment

Why the model matters.
Side by side.

Standard bureau Mixus
Intake process Free, 30-minute call. Job spec taken as-is. → Paid Talent Fit Audit. Retention risk mapped before sourcing starts.
Matching criteria Skills and experience. CV-to-spec matching. → Skills + culture + manager alignment + growth trajectory.
Manager assessment Not included. → Always included. Manager profile is an active input in matching.
Fee structure Full fee at placement. Incentive ends when contract is signed. → Structured over 6 months. Incentive ends when hire is still there.
After placement No follow-up. Recruiter moves on. → Check-ins at 1, 3, 6, and 12 months — both candidate and manager.
Retention data Not tracked. Not reported. → Every placement tracked. Retention outcomes are how we measure ourselves.
Before we source anyone

The Talent Fit Audit

Before we propose a single candidate, we do the work most recruiters skip entirely: understanding why people leave your company, and why they stay.

This is a paid engagement — because a real intake takes real work. And because the data it surfaces is yours to keep, whether you work with us or not.

Request the Audit
€1,200 – €2,500
Depending on scope and team size · Delivered in 5 business days
Retention risk mapping — what drives turnover in your specific context
Role fit criteria — beyond skills, what the right profile actually looks like
Manager assessment — how management style affects retention in this role
Culture alignment indicators — the non-technical factors that make or break fit
Written report — yours to keep, regardless of whether we proceed to placement
Results in 5 business days · No placement commitment required
How we work

Five things that define how we work

Each element of our model was designed to solve a specific failure mode in standard IT recruitment.

01
Paid intake

Talent Fit Audit

We charge for the intake because it takes real work. Before we source anyone, we map your retention risks, assess the manager, and define fit beyond the job spec. The result is a written report — yours to keep.

Most recruitment failures happen before sourcing starts. A job spec is not a fit brief. We build the fit brief first.
02
Proprietary framework

The Why We Stay matching model

Skills get someone through the door. Culture, management style, and growth trajectory determine whether they stay. Our matching is built around all four dimensions — not just the CV.

Every candidate is assessed against the Why We Stay framework before they're proposed to you. No candidate reaches your desk without passing it.
03
Unique to Mixus

Manager assessment as a
retention factor

A bad hire and a bad manager look identical on a resignation form. We look at both sides of the equation — because retention isn't only about who you hire. It's about who they work for.

Very few recruiters assess the manager as part of their matching process. We do.
04
Fee structure

Paid over 6 months — not
upfront in full

We structure our fee over 6 months. The first part is due when the hire starts. The second part is due when the hire is still there. Our revenue depends on your retention — which means we stay close.

Very few recruiters structure their fee this way. Because it only works if you're genuinely confident in your placements.
05
Post-placement

Four check-ins. Twelve months.
Both sides of the hire.

At month 1, 3, 6, and 12, we check in with both the candidate and the hiring manager. We're not looking to close a file. We're tracking whether the placement is working — and flagging issues before they become exits.

Month 6 check-in is tied to final fee. Month 12 is purely about the long game — yours and theirs.

Ready to hire someone
who actually stays?

Start with a Talent Fit Audit — or schedule a call to talk through your situation.

Request Talent Fit Audit Schedule a call →