Rise & Retain

The Most Comprehensive STEM Retention Infrastructure Available

Rise & Retain helps organizations retain, develop, and advance early-career STEM talent by developing employees and managers together.

The result is stronger retention, accelerated advancement, and a more resilient leadership pipeline.

50% promoted | 100% staying in STEM | Significant outcomes at 6 months

See the evidence

Retention is a System Problem

Most organizations address STEM attrition one piece at a time. They offer:

Leadership training to employees
Coaching to managers
Mentoring programs
ERG initiatives

Each can help. None addresses the full ecosystem that determines whether technical talent stays, grows, and advances.

Rise & Retain was built differently.

Grounded in behavioral science and STEM workforce research, Rise & Retain develops the employee, the manager, and the surrounding support network concurrently creating the conditions that research shows drive long-term retention, advancement, and engagement.

Two Development Tracks. One Retention System.

Employee Track

Early-career professionals in STEM develop the durable skills, career agency, and peer network that keep them in the field and advancing within your organization.

Manager Track

Managers receive their own 1:1 coaching and cohort sessions building personal leaderships skills and practical tools for feedback, sponsorship, and career development conversations that drive retention.

The most effective retention strategies do not focus solely on employees. They strengthen the relationships, leadership capabilities, and workplace conditions that influence whether talented people stay. Rise & Retain develops early-career talent and their managers simultaneously.

WHY IT WORKS

Employee & manager development in parallel
Long-term structured support
STEM-specific cohorts
Evidence-based design
Cross-company peer cohorts
Longitudinal measurement using validated instruments
Workforce outcome reporting

Built for STEM. Relevant Across Industries.

Every company is becoming a technology company. Whether you manufacture semiconductors, develop pharmaceuticals, manage financial assets, or build infrastructure, your ability to compete increasingly depends on attracting, retaining, and advancing technical talent.

Rise & Retain is the solution to securing the workforce required to execute your business strategy.

Semiconductor & Advanced Manufacturing

Federal investments, expanding production capacity, and long technical learning curves are increasing demand for skilled talent. Retaining early-career engineers and technicians is critical to building a sustainable workforce pipeline.

Defense & Aerospace

Security clearances, specialized technical expertise, and lengthy onboarding timelines make talent replacement both costly and time-consuming. Retention helps preserve institutional knowledge and program continuity.

Financial Services

Cybersecurity, data, software, and regulatory talent remain highly competitive labor markets. Organizations need effective strategies to retain and advance technical professionals before they are recruited elsewhere.

Engineering & Industrial Technology

Engineering organizations face persistent competition for technical talent. Developing and retaining early-career engineers helps protect project delivery, client relationships, and future leadership pipelines.

Pharmaceuticals & Life Sciences

Regulatory expertise, clinical development knowledge, and highly specialized scientific capabilities take years to develop. Turnover can delay projects, increase costs, and disrupt critical work.

What Gets Developed

Four leadership dimensions. Delivered in a sequence. Built to last and compound.

Personal Leadership

Self-awareness, emotional intelligence, & authenticity at work.

Employer outcome: employees who show up more genuinely drive engagement and retention.

People Leadership

Communication, influence, & team dynamics – navigating friction and leading without authority.

Employer outcome: employees who collaborate better and managers who lead inclusively.

Results Leadership

Outcome orientation, strategic thinking, & decision-making.

Employer outcome: a stronger leadership pipeline with data to prove it’s growing.

Thought Leadership

Communicating impact, cultivating ideas, & driving change.

Employer outcome: employees who contribute visibly and advance on merit.

How It Works

Phase 0: Onboarding

Participant, manager, and mentor identification
Enrollment communications
CliftonStrengths assessment
Orientation

Phase 1: Coach-led Development (18 Months)

Concurrent Employee Tracks
Concurrent Manager Track

Phase 2: Self-paced Sustained Growth (18 Months)

Curriculum modules, platform and community access
Optional: Quarterly group coaching

Platform: Virtual
Cohort Size: Up to 20 per track
Measurement: Baseline & every 6 months

Built for Long-Term Change

Most professional development programs last days or months.

Career trajectories are shaped over years.

Rise & Retain combines 18 months of facilitated development with 18 months of sustained reinforcement because meaningful behavioral change requires practice, support, accountability, and time.

The result is a stronger leadership pipeline, lower retention risk, and measurable workforce outcomes that compound long after the program ends.

What Rise & Retain Delivers

Statistically significant outcomes

3X-8X ROI over 5 years

Reduced turnover costs

More engaged, resilient employees

Manager capability development

Leadership pipeline growth

Stronger employer value proposition

Designed for Workforce Challenges Like These

Rise & Retain delivers the strongest results when organizations view early-career talent as a workforce priority. Organizations that succeed with Rise & Retain typically share several characteristics:

SIGNIFICANT EARLY-CAREER HIRES

You employ a meaningful population of early-career engineers, scientists, technologists, analysts, or technical professionals whose retention and advancement directly impact business performance.

RETENTION IS A BUSINESS CONCERN

You are seeing, or want to prevent, higher-than-desired attrition among early-career talent, especially those in technical roles.

AI IS A STRATEGIC PRIORITY

You are investing in AI, automation, advanced analytics, or other technology-enabled transformation efforts and recognize that workforce capability will determine success.

FUTURE LEADERSHIP CAPACITY MATTERS

You need a stronger pipeline of future technical leaders, managers, and subject-matter experts to meet workforce demands over the next 5-10 years.

EXECUTIVE SPONSORSHIP EXISTS

You have a senior executive willing to champion the effort, review workforce outcomes, and signal that developing early-career talent is a business priority.

YOU WANT A BUSINESS CASE

You care about outcomes, not activities. Whether you already know your attrition costs or need help calculating them, we build a customized workforce analysis before our first conversation so you can evaluate the opportunity using your own numbers.

If this sounds like your organization, let's talk. If you're not sure how many of these apply, that's a good place to start the conversation too.

LET'S BUILD YOUR BUSINESS CASE

Before we meet, we’ll estimate the cost of early-career STEM attrition for your organization, using publicly available data, and identify where retention improvements could create the greatest impact. See a sample.

Request Your Custom Analysis