The Loyalty Dividend.

This is the part nobody Talks About.

You want to know the conversation that drives me the most crazy? I hear it constantly, I mean constantly, from leadership teams across industries. It goes something like, “attrition is killing us, we cannot keep people, nobody wants to stay anywhere anymore.” And then those same teams turn around and dismiss second chance hiring without a second thought.

Yeah. The irony is real.

Here’s the thing I see consistently across Persevere’s employer partners, and this isn’t anecdote, this is pattern. Justice-impacted talent stays. They show up every day. They invest in the job in a way that genuinely surprises managers who have been getting burned by revolving door turnover for years.

And when you kind of think about the psychology of it, it makes complete sense. Because when systems and institutions and sometimes just the broader world have told you that you don’t get another shot, and then someone actually gives you one? That’s not something you shrug off.

That loyalty is durable. It doesn’t evaporate when a recruiter slides into your LinkedIn DMs with a 12% bump and a ping pong table.

And so that’s one of the first conversations I have when I’m building partnerships at Persevere.

Because CFOs speak in metrics and the retention numbers for our graduates are genuinely striking.

Lower turnover means lower recruiting spend, lower onboarding drag, and more institutional knowledge staying inside the building. That’s not a soft benefit, that’s real dollars.

But here’s the layer I find most interesting beyond the numbers. Companies that build real second chance programs don’t just see better retention from those specific hires. They see cultural lift across the whole org. When your team gets to watch a colleague come in and absolutely perform under circumstances that most people couldn’t imagine navigating, something shifts. The culture gets a little less entitled. The bar for what’s possible changes. That’s hard to put in a spreadsheet and at the same time I’ve heard it described by enough employer partners that I know it’s absolutely real.

What I tell every corporate partner we work with is this: you are not doing these candidates a favor by hiring them. They are doing you a favor by choosing your company. And that reframe matters more-than people realize. It changes how you onboard, how you manage, how you invest. And it fundamentally changes what you get back.

The employers who come in with that mindset get the loyalty dividend. The ones who come in like they’re doing someone a solid get exactly what a transactional dynamic produces.

So here’s the question I’d put to anyone reading this. What would a meaningful reduction in your tech attrition rate be worth to your organization over the next 12 months?

Because that’s a conversation I’m genuinely ready to have anytime.