I haven't seen an exodus from my company, but there must be a larger one - as I've had a huge pipeline of new candidates lately that is great. Others have ment

I haven't seen an exodus from my company, but there must be a larger one - as I've had a huge pipeline of new candidates lately that is great. Others have mentioned a few things you can do and they seem to match with what my company has done: 1. Review salaries, pay more fast, retain who you have, there's a razor's edge and although money isn't everything it will definitely help in the very near term while you figure out other retention approaches. 2. Go fully remote. A lot of people want to be in offices, but very few will actually go given the option _right now_ - our office is empty, even when it's optionally allowed open. Pay consistent salaries. Let someone else figure out that regional salary stuff when the dust settles. Another thing that seems important, but may just be a trend at my company: get specific with career development. People joining your company now want to know how you will care for them long term. A large reason in my opinion for the exits is that folks are not willing to accept a company treating them like a contractor perpetually. They want to be invested in, see concrete growth and advancement. This is harder to do at small startups, but it's important for people to feel safe/stable during a weird criss.