Hiring developers is just the start. The real work is keeping them, helping them grow, and maintaining strong performance. That’s why more companies use a strategic approach called Talent Management.
This article explains Talent Management in IT, why it matters, and how Relout uses it through its Talent as a Service (TaaS) model.
What Is Talent in the Workplace?
Talent means people with the skills, knowledge, and potential to perform well. In tech, this usually includes software engineers, product managers, DevOps specialists, and others with rare technical skills.
What Is Talent Management in IT?
Talent Management in IT means managing your tech team in a structured way. It covers onboarding, skill development, feedback, mental health support, and lowering early attrition. Because of global tech talent shortages, a strong strategy is a big advantage.
While standard recruitment ends with a hire, for us, that’s just the starting line. We take over the full talent management lifecycle – including development, motivation, retention, and operational quality.
We focus on the principle that a healthy body leads to a healthy mind. By investing in performance and skills, we ensure our consultants keep a ‘fresh head’ and stay committed to your project’s growth. – Krystian Kotynia, Account/Delivery Manager at Relout.
What are the core functions of talent management?
- Talent acquisition and onboarding
- Learning and development
- Performance management
- Engagement and retention
- Succession planning
How to manage talent in tech companies?
- Knowing what motivates each person
- Providing learning and growth options
- Giving clear feedback and goals
- Building team culture and engagement
- Offering support like mentoring and wellbeing resources
Why Is Talent Management So Important for IT Teams?
High turnover can cost over $18,000 per developer, and even more in lost knowledge and disrupted momentum. According to Gartner, organizations that engage employees early — through techniques like “stay conversations” — see improved retention and better team stability.
That’s why a strong Talent Management system helps by:
- Keeping the team stable – In Relout, we have our own talent management department focused on retention. That’s how we keep our rotation rate exceptionally low – stability is our number one target.
- Improving work quality – Developers who feel supported write cleaner, more efficient code.
- Matching skills to project needs – We proactively fill skill gaps before they become bottlenecks.
- Reducing hiring and replacement costs – Preventing early exits is always cheaper than starting a new search.
Talent Management in Tech Companies: How Relout Does It
According to Gartner, retention efforts that focus on engagement, psychological safety, and proactive support can significantly lower the risk of attrition and increase productivity.
Relout’s Talent as a Service (TaaS) model gives clients skilled IT specialists with full support for their growth, motivation, and performance – and these costs are fully covered by Relout. It’s more than outsourcing, because it helps build strong, reliable tech teams from end to end.
TaaS = sourcing and delivering talent + full talent management. This means care, growth, quality monitoring, keeping the specialist satisfied throughout the project lifecycle, and making it long-lasting.
Pillar 1: How Relout Reduces Client Workload Through Operational Support
Relout handles daily talent management, including:
- Onboarding and team integration
- Communication via Slack with HR and project leads
- Fast reaction times: We use constant communication and dedicated delivery managers to spot issues early. If something goes wrong, we have clear escalation paths in place.
- Problem solving and monthly client check-ins
- Gathering and acting on feedback from both client and specialist
Pillar 2: How Relout Helps Specialists Grow and Stay Motivated
To boost engagement and long-term quality, Relout provides:
- Access to industry events
- Training budget: We provide a dedicated budget for courses, books, and certifications. Our HR team actively scouts for industry events, and we treat attendance as a billable day because we want our consultants to stay at the cutting edge.
- “Fun and Health” budget: We focus on mental and physical wellbeing. This covers medical care, gym memberships, and even cinema or theater outings, ensuring our consultants have a “fresh head” and stay energized.
- Equipment equivalent: We provide an equipment equivalent payment. This ensures our consultants work on high-quality hardware they trust, and you don’t have to worry about shipping or managing laptops.
- Business trips: We cover all accommodation and transport costs whenever a consultant needs to travel to your location.
Pillar 3: How Relout Lowers Turnover Risk
Relout runs regular performance reviews and client syncs to track results and spot problems early. Our guarantee: If a candidate isn’t delivering within the TaaS framework, Relout will provide a replacement within two weeks at no extra cost to you. This approach:
- Reduces turnover by focusing on long-term support
- Saves on hiring and replacement costs by preventing early exits
What Does the Feedback Process Look Like in Relout?
Feedback is two-way and happens regularly. Consultants get reviews from the client and Relout’s Delivery Manager, and can share their own ideas and needs. Monthly reports keep everyone on the same page.
How Talent Management Supports HR and CTO Teams
Relout takes over operational talent work, so HR and CTOs can focus on the product, not managing people. Relout handles onboarding, career growth, support, and more.
How Relout Ensures Cultural Fit
During onboarding and throughout the project, Relout helps make sure the specialist matches the client’s team culture. If needed, integration workshops and team sessions are offered.
This directly supports Gartner’s guidance that retention increases when employees feel aligned with the organization’s values and are consulted about their future.
Talent Management Outsourcing vs Traditional Outsourcing
Standard outsourcing often just means “providing people.” There’s no real focus on growth, feedback, or team culture. Relout’s Talent Management is a full-cycle approach that includes development, support, and quality.
| Feature / Aspect | Talent Management Outsourcing (Relout) | Traditional Software Development Outsourcing |
|---|---|---|
| Focus | People and their long-term development | Delivering code or finished software |
| Engagement Duration | Long-term team building and retention | Project-based or short-term contracts |
| Talent Care | Onboarding, feedback, career growth, wellbeing | Basic work assignment only |
| Cultural Fit Support | Integration and alignment included | Little or none |
| Performance Monitoring | Ongoing reviews and skill tracking | Focus on deliverables only |
| Risk of Turnover | Low | Higher post-delivery |
| Client Involvement | High – can shape development path | Low – limited to task feedback |
| Communication | Two-way, with a dedicated Delivery Manager | Vendor PM or single contact |
| Added Value | Stability, skill-sharing, team building | Deliverables-focused only |
| Billing Model | Ongoing service with strategic value | Fixed scope or hourly billing |
| Best Use Case | Scaling internal IT teams long-term | Temporary project execution |
Build a Stronger IT Team with Talent Management
Talent Management is an investment in quality, retention, and long-term success.
Want to learn how Relout’s TaaS model can help you build a stable, engaged, high-performing tech team? Get in touch with us today and let’s build something great together.
Talent Management FAQ
It’s a strategic way to take care of IT staff, including their growth, engagement, and quality of work.
Not exactly. HR focuses on administrative functions like payroll, compliance, and contracts. Talent Management is more strategic. It’s about developing people, aligning them with business goals, and improving long-term performance.
By offering constant support, skill growth, and performance tracking, people stay longer and happier.
TaaS stands for Talent as a Service. It’s the combination of providing top-tier talent and full talent management – covering their development, quality monitoring, and long-term maintenance.
Outsourcing provides people. Talent Management provides people, growth, and care.
Onboarding, feedback, communication, problem-solving, and reducing client workload.
It includes full team integration, project briefings, a mentor, and access to tools.
A dedicated Delivery Manager from Relout who supports both the client and the consultant.
Fintech, e-commerce, automotive, SaaS – any project that needs quality and consistency.
Recruitment ends with a hire. For us, that’s just the beginning. We take over the full management of the talent – their development, motivation, retention, and operational quality.
We have our own internal talent management department that lives and breathes retention. Stability is our main KPI, which is why we keep our turnover rates so low.
Through constant communication and our dedicated delivery managers, we usually spot issues before they escalate. If a specialist isn’t the right fit, we guarantee a replacement within two weeks at no extra cost.
