8 Steps to Hire AI Developers Successfully

Let’s be honest: trying to hire AI developers without a solid plan is a recipe for frustration. The stakes are incredibly high, and a single misstep can lead to a costly bad hire or, even worse, no hire at all. You need a process that is both efficient and effective. This comprehensive guide provides just that. We will move step-by-step through the entire hiring journey, from creating a realistic budget and sourcing candidates from the right channels to conducting technical interviews that truly assess skill and, finally, retaining your new hire by fostering a culture of continuous growth and innovation.

Key Takeaways

• Build a precise role profile first: Before starting your search, clearly define the required technical skills, project goals, and ideal hiring model. This foundational step ensures you attract relevant candidates and create an accurate budget.
• Combine a compelling offer with a practical evaluation: Attract top talent with competitive packages and innovative projects, then verify their expertise with real-world coding challenges and portfolio reviews to confirm they can deliver results and fit into your team.
• Make retention a day-one priority: The hiring process doesn’t end at the offer letter. Keep your AI talent invested by providing clear career paths, continuous learning opportunities, and a culture that supports innovation.

Identify Key Skills for AI Developers

Before you can find the right person, you need a crystal-clear picture of what they’ll be doing. AI is a vast field, and the skills required can vary dramatically from one role to another. Are you building a system to predict customer churn, or are you developing a natural language processing model for a chatbot? Getting specific about the role’s responsibilities is the first step to creating a job description that attracts the right candidates. This clarity helps you filter applicants effectively and ensures you’re evaluating everyone against the same, relevant criteria. Let’s break down the key technical and soft skills you should be looking for.

Core technical competencies

At a high level, an AI developer builds and maintains the intelligent systems that help your business operate more effectively. Think of them as the architects of your company’s data-driven brain. Their work can range from creating predictive models that forecast market trends to designing real-time data processing pipelines. A strong candidate should have a solid foundation in computer science, mathematics (especially statistics and probability), and data structures. They need to understand not just how to write code, but how to apply complex algorithms to solve real-world business problems. This foundational knowledge is what separates a good programmer from a true AI professional who can deliver tangible results.

Programming language proficiency

While AI concepts can be abstract, building them requires concrete programming skills. Your ideal candidate should be fluent in languages commonly used for AI and machine learning. Python is the undisputed leader in the field due to its extensive libraries and straightforward syntax, making it a must-have for most roles. Depending on your specific needs, proficiency in languages like R (for statistical analysis) or Java (for large-scale enterprise applications) can also be crucial. When you write your job description, be specific about which languages are essential for the role versus which are simply nice to have. This helps set clear expectations from the start.

Machine learning frameworks and tools

AI developers don’t build everything from scratch. They rely on powerful frameworks and tools that streamline the development process. Think of these as sophisticated toolkits that handle the heavy lifting of building and training complex models. Experience with popular machine learning libraries like TensorFlow, PyTorch, or Scikit-learn is often a non-negotiable requirement. These tools allow developers to implement advanced algorithms efficiently, so a candidate’s familiarity with your company’s preferred tech stack is a huge advantage. Be sure to list the specific frameworks your team uses in the job posting to attract candidates who can hit the ground running.

Data handling and cloud platform experience

AI is fueled by data, so your developer needs to be an expert at managing it. This includes everything from extracting and transforming data (a process known as ETL) to working with large-scale databases. Experience with big data technologies like Hadoop or Spark is often necessary for roles that involve processing massive datasets. Additionally, since most AI applications are hosted in the cloud, familiarity with platforms like Amazon Web Services (AWS), Google Cloud, or Microsoft Azure is essential. A candidate who understands how to manage data infrastructure is invaluable for building scalable and reliable AI systems that can grow with your business.

Essential soft skills for team success

Technical expertise is only half the equation. In a rapidly evolving field like AI, soft skills are just as critical for long-term success. Look for candidates with exceptional problem-solving abilities, as they will constantly face new and unexpected challenges. Strong collaboration skills are also vital, since AI projects are rarely a solo effort and require constant communication with data scientists, engineers, and business stakeholders. Finally, adaptability is key. The AI landscape changes quickly, and the best developers are lifelong learners who can pivot and embrace new technologies as they emerge. These are the people who will not only do the job but also help your team grow.

Explore Your Hiring Options

Once you know the skills you need, the next step is to decide how you’ll bring that talent on board. The right hiring model depends entirely on your project scope, budget, and long-term business goals. Are you building a foundational AI team for the future, or do you need a specific problem solved right now? Each approach has its own set of benefits and trade-offs, and choosing the right one is a critical strategic decision that will impact your project’s success and your company’s bottom line.

Thinking through these options will help you structure your search and set clear expectations from the start. For example, a long-term, core business function will almost certainly require a full-time employee who can grow with the company. On the other hand, a one-time project with a tight deadline might be perfect for a contractor or a specialized agency. Whether you need a fully integrated team member or an expert for a short-term project, there’s a hiring strategy that fits. Let’s look at the most common ways companies hire AI developers and figure out which one makes the most sense for you.

Full-time employees

Hiring a full-time AI developer is a great move when you’re building a core, in-house team. This approach gives you maximum control over the development process and helps create a collaborative environment where your AI talent can become deeply invested in your company’s mission. A full-time employee will immerse themselves in your culture and align their work directly with your long-term business goals. This is the best path for critical, ongoing projects where you need to retain institutional knowledge and foster innovation from within. While it’s a bigger investment, a dedicated employee can become an invaluable asset for years to come.

Contract developers

If you need specialized skills for a specific project without the long-term commitment, contract developers are an excellent choice. This model offers incredible flexibility, allowing you to bring in an expert for a set period—whether it’s for three months or a year. It’s an ideal solution for businesses that need to scale their workforce based on project demands or fill a temporary skills gap on their team. Hiring contract developers lets you access top-tier expertise on-demand, ensuring your project keeps moving forward without the overhead of a full-time hire.

Freelance specialists

For smaller, well-defined tasks, freelance specialists can be a cost-effective and efficient solution. Platforms like Upwork and Toptal give you access to a global pool of talent, making it easier to find someone with the exact niche skill you need for a specific part of your project. This approach works best for one-off assignments, quick prototypes, or when you need an expert to consult on a particular problem. While managing freelancers requires clear communication and strong project management, it’s a fantastic way to get specific jobs done quickly and affordably.

Outsourcing to specialized agencies

When you need to tackle a complex project but don’t have the in-house expertise, outsourcing to a specialized agency can be a game-changer. These agencies provide access to an entire team of vetted AI experts, complete with established workflows and project management. This option can significantly speed up your timeline and reduce the risks associated with building a team from the ground up. By leveraging an agency’s experience, you can execute ambitious AI initiatives with confidence, knowing the work is in the hands of seasoned professionals.

Budget for Your AI Developer Hire

Hiring top AI talent is an investment, and like any smart investment, it requires a clear budget. Before you even think about posting a job description, you need to understand the financial landscape. The costs can vary widely based on experience, location, and whether you’re hiring a full-time employee or a freelancer for a specific project. Getting your budget right from the start not only helps you plan but also positions you to make a competitive offer that attracts the best candidates.

Let’s break down the key factors that will shape your budget. By understanding these components, you can build a realistic financial plan that aligns with your company’s goals and helps you secure the AI expertise you need to move forward. This isn’t just about salary; it’s about the total cost of bringing a new developer onto your team, from recruitment to benefits.

Salary ranges by experience level

Compensation for AI developers is directly tied to their expertise and track record. To make a competitive offer, you need to know the current market rates. Generally, a junior developer with up to three years of experience can expect an annual salary between $90,000 and $120,000. As they gain more experience, their value increases significantly. A mid-level developer (3-6 years) typically earns between $130,000 and $160,000 per year.

For senior roles, the numbers climb even higher. A senior developer with 6-10 years of experience will command a salary in the range of $160,000 to $200,000. And for those highly experienced lead or principal developers, you should budget for $200,000 to $250,000 or more. These figures are a baseline and can shift based on demand for specific skills. Understanding these salary benchmarks is the first step to creating a compelling compensation package.

Freelance vs. full-time cost comparison

Your hiring strategy will also influence your budget. Are you looking for a long-term team member or a specialist for a short-term project? Hiring a full-time AI developer in the U.S. often means a base salary of around $150,000, plus an additional 25-35% for benefits, taxes, and other overhead. It’s a significant commitment but provides you with a dedicated expert who is fully integrated into your company culture.

On the other hand, bringing on a freelancer can offer more flexibility. Independent contractors typically charge between $30 and $100 per hour, depending on their skill set. This can be a cost-effective solution for specific, well-defined projects without the long-term costs of a full-time employee. However, be mindful that a freelancer’s availability might be inconsistent. The right choice depends entirely on your business needs and project scope.

How geographic location impacts pricing

Where your developer is based plays a huge role in their salary expectations. The United States remains the most expensive region for hiring tech talent, with major tech hubs commanding the highest salaries. Western Europe is a close second, offering a vast talent pool at a slightly lower cost. If you’re looking for more budget-friendly options, Eastern Europe and Latin America have become popular for sourcing skilled developers at a more competitive rate.

The rise of remote work has made it easier than ever to build a global team, giving you access to talent from around the world. For the most cost-effective options, many companies look to Asia, particularly India and Southeast Asia, where you can find highly skilled professionals. When hiring internationally, just be sure to factor in time zone differences and potential communication hurdles to ensure a smooth workflow.

Key budget planning considerations

Creating a comprehensive budget for an AI developer goes beyond just their salary. You need to account for the total cost of acquisition and employment. This includes recruitment fees—especially if you partner with a specialized agency to find top-tier talent—as well as the costs of onboarding, software, and necessary hardware. Don’t forget to factor in ongoing expenses like benefits, payroll taxes, and professional development opportunities to keep your talent engaged and up-to-date.

Balancing your budget with the need for high-level expertise is the core challenge. A well-planned budget helps you make strategic decisions, ensuring you can afford the right person without overextending your resources. Thinking through these elements will help you create a realistic financial picture and set your new hire up for success from day one.

Find Qualified AI Developers

Once you know the skills you’re looking for, the next step is to find the right people. The talent pool for AI developers is global and diverse, but knowing where to cast your net can make all the difference. Sourcing candidates requires a multi-channel approach, from leveraging expert networks to engaging with developers in their own communities. Let’s explore some of the most effective places to find the AI talent that will drive your company forward.

Specialized recruiting agencies like Right Fit Advisors

Partnering with a specialized recruiting agency can be a game-changer, especially in a competitive field like AI. These firms live and breathe the tech talent market. They have established networks of pre-vetted candidates, saving you countless hours of sourcing and screening. Think of them as your expert guides, helping you find the top tier of talent. For example, Right Fit Advisors uses an AI-powered approach to match companies with culturally aligned developers in as little as two weeks. An agency understands the nuances of different AI roles and can connect you with professionals who have the precise skills you need, whether for a full-time position or a specific project.

Popular freelance platforms

If your needs are more project-based or you want to test the waters with a contract role, freelance platforms are an excellent resource. Websites like Guru, Upwork, and Toptal give you direct access to a global pool of AI developers with varied expertise. You can find specialists for nearly any task, from building machine learning models to training them with your data. As the hiring platform Guru-programmers/) explains, these engineers use machine learning and deep learning to build models, collect data, and deploy them in applications. These platforms allow you to review portfolios, see past client feedback, and hire talent for short-term gigs or long-term contracts, offering flexibility for your budget and timeline.

Professional networking channels

Don’t underestimate the power of your own network and professional platforms like LinkedIn. These channels are perfect for finding both active and passive candidates—those talented developers who aren’t actively looking for a new job but might be open to the right opportunity. You can post jobs, search for specific skills, and see a candidate’s professional history and connections. For more niche communities, consider exploring forums like Reddit’s r/LLMDevs. One great tip from developers there is to offer a short, paid trial project (around 1-2 weeks) to test a candidate’s skills and working style before committing to a full-time role.

Tech community resources

The best AI developers are passionate about their craft and active in tech communities. You can find incredible talent by exploring platforms where they share their work and knowledge, like GitHub and Stack Overflow. Reviewing a developer’s GitHub profile gives you direct insight into their coding style, project experience, and contributions to open-source projects. Beyond just finding candidates, it’s crucial to attract them. Building a strong employer brand is key. As one report on employer branding strategies highlights, companies using AI in their own recruiting process can reduce time-to-hire and attract more qualified candidates by creating a standout experience.

Evaluate AI Developer Candidates

Once you have a pool of promising candidates, it’s time to see who really has the skills to match their resume. A thorough evaluation process goes beyond a simple Q&A. It involves looking at their past work, testing their technical abilities in a practical context, and making sure they’ll be a great addition to your team’s dynamic. This multi-step approach helps you look past the buzzwords and identify a developer who can truly deliver.

Assess portfolios and GitHub repositories

A candidate’s portfolio or GitHub profile is a direct window into their capabilities. It’s where you can see their work in action, so don’t just glance at it—dig in. Look for a variety of projects that show they can handle different types of challenges. Pay attention to the complexity of the problems they’ve solved. Is their code clean, well-documented, and efficient? A strong GitHub profile shows not just finished products but also a clear thought process and a commitment to quality. This hands-on review gives you concrete evidence of their skills, which is far more telling than a list of qualifications on a resume.

Conduct effective technical interviews

The technical interview is your chance to have a real conversation about their expertise. Go beyond standard programming questions and explore their understanding of core AI concepts. Ask about their experience with specific machine learning algorithms, data processing techniques, and the frameworks your team uses. You can also bring up the topic of AI ethics to see how they think about the broader implications of their work. The goal isn’t to stump them but to understand their depth of knowledge and how they approach complex technical topics. Listen for clear, confident explanations that show they truly grasp the material.

Use coding challenges the right way

Coding challenges can be incredibly insightful, but only if they’re relevant. Instead of using generic brain teasers, design a test that reflects the actual problems your team faces. Give candidates a real-world challenge that allows them to demonstrate their problem-solving skills in a context that matters to your business. This approach shows you how they think and whether they can apply their knowledge to practical situations. It also gives them a better sense of the work they’d be doing, making it a more engaging experience for everyone involved. A well-designed coding challenge helps you see if a candidate can hit the ground running.

Determine the right cultural fit

Technical prowess is critical, but it’s not everything. AI development is a team sport, so you need someone who can collaborate effectively. During the interview, assess their soft skills. Are they a clear communicator? How do they handle feedback or talk about past team projects? Ask behavioral questions to understand how they adapt to change, solve interpersonal conflicts, and contribute to a positive team environment. Finding a candidate who aligns with your company’s values and work style is essential for long-term success and retention. This is the core of our “Right Fit Advantage”—ensuring a candidate thrives both in their role and within your unique culture.

Prepare for Common Hiring Challenges

Hiring AI developers is an exciting step, but it comes with a unique set of hurdles. The field is moving at lightning speed, and the demand for top talent far outstrips the supply. This creates a highly competitive environment where you’re not just interviewing candidates—they’re also interviewing you. Getting ahead means being prepared for the specific challenges of this niche, from accurately assessing complex skills to proving your company is the right place for a brilliant developer to grow their career.

Thinking through these potential obstacles beforehand allows you to build a more strategic and effective hiring process. Instead of reacting to problems as they arise, you can proactively create an experience that attracts the right people and helps you identify them with confidence. The key is to understand the landscape: the intense competition, the difficulty in vetting specialized skills, the need to keep pace with technology, and the critical importance of finding a genuine cultural fit. By addressing these four areas head-on, you can turn potential frustrations into a competitive advantage.

High demand and intense competition

The market for AI talent is incredibly tight. You’re not just competing with direct competitors; you’re up against tech giants, innovative startups, and research institutions all vying for the same small group of experts. As one report notes, “AI companies face fierce competition for a very limited pool of qualified candidates, making your employer branding strategy a key advantage.” To stand out, you need to do more than just post a job description. You have to sell your vision. Clearly communicate the impact of the projects they’ll be working on, showcase your company culture, and highlight what makes your team a compelling place to build a career.

Difficulties in assessing specialized skills

How do you evaluate a candidate’s expertise in a field that’s constantly changing? It’s a common challenge, especially if you don’t have a senior AI expert on your hiring panel. The solution starts with clarity. Before you even begin interviewing, define the role and its objectives with precision. Top candidates want to see that you have a plan. To keep AI talent engaged, companies need to articulate a detailed data strategy that highlights clear advancement opportunities. When you can show a candidate exactly how their skills will contribute to meaningful projects and how they can grow with you, it becomes much easier to assess if their capabilities align with your needs.

Keeping up with evolving technology

AI is not a static field. New models, frameworks, and techniques emerge constantly, and the best developers are passionate about continuous learning. They want to work for companies that support their growth and curiosity. If your tech stack is outdated or you don’t provide opportunities for professional development, you’ll struggle to attract and retain top performers. One of the most effective AI talent retention strategies is to foster a culture of learning. Consider offering “innovation days’ where devs learn about new AI libraries or side projects.” This shows you’re invested in their development, which is a powerful incentive for ambitious candidates.

Finding a true cultural match

Technical brilliance is only half the equation. An AI developer who doesn’t align with your team’s values and communication style can disrupt workflows and lower morale. Finding a true cultural fit is essential for long-term success and retention. This means looking beyond the resume to understand a candidate’s motivations, work habits, and collaborative spirit. Technology can even help create a more personalized approach. For example, some AI-driven HR platforms can customize communication and career paths for employees based on their goals. This focus on the individual helps ensure you’re not just hiring a skilled developer, but a committed team member.

Attract Top AI Talent

The competition for skilled AI developers is intense. To hire the best, you can’t just be another company with a job opening; you have to be a destination. This means creating a compelling value proposition that goes far beyond a job description. Top AI professionals are in a position to choose where they work, and they’re looking for more than just a paycheck. They want to solve interesting problems, grow their skills, and be part of a culture that supports their ambitions.

Building a first-rate AI workforce that will stick around for the long haul requires a thoughtful strategy. You need to understand what these candidates value and then build an environment that delivers on those expectations. It’s about showcasing your company as the best place for them to advance their careers and make a real impact. Here’s how you can create an offer and an environment that top AI talent will find irresistible.

Offer competitive compensation packages

In a field as specialized as AI, a competitive salary is table stakes. Top candidates know their worth, so you need to be prepared to meet market rates—or exceed them. But compensation is more than just the base salary. Think about the entire package: performance bonuses, stock options, and comprehensive benefits like top-tier health insurance and a generous 401(k) match. These elements show that you’re invested in their financial well-being and long-term success with the company. Do your research on current AI salary trends to ensure your offers are not just competitive but compelling. A strong financial package is often the first thing that gets a candidate’s attention.

Showcase innovative and cutting-edge projects

While compensation gets candidates in the door, the work itself is what makes them want to stay. AI developers are driven by intellectual curiosity and a desire to solve complex challenges. They want to work on projects that push boundaries and have a tangible impact. Be ready to talk specifics during the interview process. What are the most interesting problems your team is solving? What new technologies are you using? Highlighting opportunities to work with cutting-edge tools and data sets is a huge draw. Fostering a culture of continuous learning through “innovation days” or dedicated time for side projects also shows that you support their professional growth and passion for the field.

Build a collaborative and supportive culture

The best AI developers want to be surrounded by other smart, motivated people. A toxic or overly bureaucratic culture will send top talent running, no matter how great the pay. Focus on building a collaborative environment where ideas are shared freely, and teamwork is valued over individual ego. A supportive culture is one where developers feel they have psychological safety—the freedom to experiment, ask questions, and even fail without fear of blame. This kind of environment fosters innovation and creativity. When you prioritize a healthy team dynamic, you not only attract great people but also improve your talent retention strategies for the long term.

Provide flexible work arrangements

The traditional 9-to-5 office model is no longer the default, especially in the tech world. Top AI talent expects flexibility, whether that means a fully remote option, a hybrid schedule, or simply flexible hours. Offering these arrangements demonstrates trust and respect for your employees’ lives outside of work. It shows that you value their output and results, not just the hours they spend at a desk. This autonomy is a powerful selling point that can set you apart from more rigid competitors. As the competition for talent grows, many organizations are finding that embracing flexible work is a key part of their overall attraction and retention strategy.

Keep Your AI Developers Engaged

Getting a top AI developer to sign an offer letter is a huge win, but it’s only half the battle. The real work begins once they’re on your team. In a field where talent is scarce and demand is sky-high, retention is everything. If your new hire walks out the door in a year, you’re right back where you started, minus the significant time and resources you invested in the hiring process.

Keeping AI developers engaged means creating an environment where they can do their best work, grow their skills, and feel connected to the company’s mission. These professionals are driven by solving complex problems and working with cutting-edge technology. If they feel stagnant or unsupported, they’ll have no trouble finding a new role elsewhere. The key is to be intentional about their experience from day one, focusing on continuous growth, clear career paths, and a culture that fuels innovation rather than stifles it.

Offer continuous learning opportunities

The world of AI changes at lightning speed, and the best developers are passionate about keeping up. One of the most effective ways to keep them engaged is to invest in their growth. This goes beyond a simple training budget. Consider implementing “innovation days,” where your team can step away from their main projects to explore new AI libraries, experiment with different models, or work on a passion project. This not only helps them sharpen their skills but also sparks creativity that can lead to breakthroughs for your company. Providing access to conferences, advanced courses, and research papers shows you’re invested in their professional journey, making them more likely to invest their talent back into your business.

Create personalized career development plans

Top performers don’t want a generic career ladder; they want a personalized roadmap for their future. Sit down with your AI developers to understand their long-term ambitions. Do they want to become a principal engineer, lead a team, or transition into a research-focused role? By helping them create personalized career paths, you can align their individual goals with the company’s objectives. This process of employee development demonstrates a genuine commitment to their success. Regular check-ins to track progress and adjust the plan as needed make employees feel valued and give them a clear vision of their future with your organization, which is a powerful incentive to stay.

Foster a strong company culture

A great salary can get an AI developer in the door, but a great culture will make them want to stay. For technical teams, a strong culture is built on trust, collaboration, and intellectual freedom. It means providing them with modern tools and cutting-edge hardware so they aren’t held back by outdated tech. It also means creating an environment of psychological safety where they can experiment, fail, and share ideas without fear of judgment. Regular, constructive feedback is also essential. When you hire for a cultural match from the start—a core part of our “Right Fit Advantage”—you build a cohesive team that is motivated, innovative, and committed to shared success.

Use AI-driven employee engagement tools

What better way to engage AI talent than by using the very technology they’re passionate about? Modern HR platforms now use AI to create hyper-personalized employee experiences. These tools can analyze an employee’s goals and behavior to suggest relevant training programs, customize internal communications, and even recommend potential career paths within the company. Using AI for talent retention sends a powerful message: your company is forward-thinking and invested in using the best technology to support its people. These personalized touchpoints make employees feel understood and supported throughout their journey, significantly strengthening their connection to the organization.

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Frequently Asked Questions

How can my company compete for AI talent if we can’t offer a ‘big tech’ salary? While a competitive salary is important, it’s not the only thing that matters. Top AI professionals are looking for compelling work and a great environment. You can stand out by showcasing the innovative projects they’ll get to work on and the direct impact their contributions will have. Emphasize your company culture, opportunities for professional growth, and flexible work arrangements. Talented developers want to solve interesting problems and grow their skills, and you can attract them by proving your company is the best place to do that.

What’s the best way to evaluate a candidate’s technical skills if I’m not an AI expert myself? This is a common challenge, and it’s why a multi-step evaluation is so important. Start by reviewing their portfolio or GitHub profile to see concrete examples of their work. Then, design a practical coding challenge that reflects a real-world problem your business faces, rather than a generic puzzle. For the technical interview, you can bring in a senior engineer from another department to help assess their depth of knowledge. Partnering with a specialized recruiting agency can also be a huge help, as they have the expertise to vet technical skills for you.

Should I hire a full-time AI developer or use a contractor? The right choice depends entirely on your business needs. If you’re building a core function that is central to your long-term strategy, a full-time employee who can grow with the company and become deeply invested in your mission is the best path. However, if you need specialized expertise for a specific, time-bound project or want to fill a temporary skills gap, a contract developer offers incredible flexibility without the long-term overhead.

Beyond technical skills, what’s the most important quality to look for in an AI developer? Adaptability is absolutely critical. The field of AI changes incredibly fast, so you need someone who is a natural lifelong learner and is genuinely excited to embrace new tools and techniques. Strong collaboration and communication skills are also non-negotiable. AI projects are team efforts that require constant interaction with different stakeholders. A developer who can clearly explain complex ideas and work well with others will be a far greater asset than a lone genius who can’t.

Why is it so hard to keep AI developers, and what can I do about it? The high demand for AI talent means your developers will always have other options. They often leave roles where they feel stagnant or unsupported. To keep them engaged, you must invest in their growth by providing continuous learning opportunities, like time to work on passion projects or attend conferences. It’s also essential to create clear, personalized career paths that show them a future at your company. A strong, collaborative culture where they feel their work is valued is the foundation that makes them want to stay for the long haul.