Hiring is the easy part. Anyone with a network and a job description can deliver resumes. The 1-in-3 of new hires that don't make it past 90 days isn't a sourcing problem — it's a ramp-up problem.

Our training week looks different for every client because every client's world is different. But the spine is the same: real work, paired with real seniors, with no toy projects.

Day 1–2 is environment setup and a guided codebase tour. By the end of day 2, the crew has shipped a non-trivial internal PR.

Day 3–4 is playbook bootcamp. We walk them through your on-call runbooks, your decision-making norms, your standup ritual, your code review style. Then we have them lead a mock incident or a mock standup.

Day 5 is a small but real production-facing task — usually something from your backlog that's been sitting for a sprint or two. By Friday, they've shipped to production, with their PR reviewed and merged by your team.

The result: when Monday of week four arrives, they're not new hires anymore. They're teammates.