Solving I keep losing my best developers and can't figure out why for InsurTech
Expert Fractional CTO Solutions for InsurTech Companies
InsurTech needs developers who understand actuarial calculations, claims processing automation, underwriting algorithms, and insurance regulatory compliance Our fractional CTO services provide InsurTech-specific expertise to resolve this challenge quickly and sustainably.
How "I keep losing my best developers and can't figure out why" Impacts InsurTech
InsurTech needs developers who understand actuarial calculations, claims processing automation, underwriting algorithms, and insurance regulatory compliance In the InsurTech sector, this problem manifests differently than in other industries, requiring specialized expertise and industry-specific solutions.
Business Impact
Turnover costs averaging $80K-$150K per senior developer (recruiting, onboarding, lost productivity, knowledge loss). Development velocity decreasing 20-30% with each departure. Product roadmap constantly reset as new people ramp up. Compounding problem as remaining team takes on more work and becomes more likely to leave. Reputation damage making hiring harder.
InsurTech Specific: Revenue loss, customer churn, competitive disadvantage
Team Impact
Remaining developers overloaded picking up work from departed colleagues. Team morale declining as friends and mentors leave. Increased stress and longer hours for those who stay. Knowledge loss creating gaps and inefficiencies. Survivors questioning whether they should leave too. Difficulty building team cohesion when roster constantly changes.
InsurTech teams face unique pressure and expertise requirements
Leadership Impact
Emotional toll of watching talented people you invested in walk out the door. Feeling like a failure as a leader and questioning your decisions. Stress from constantly recruiting and interviewing. Anxiety about maintaining relationships with former employees and what they might say. Fear of investor reaction to retention numbers. Guilt about remaining team members who are overworked.
Critical for InsurTech founders and technical leaders
Warning Signs for InsurTech
InsurTech Red Flag
Claims processing taking 45+ days
InsurTech Red Flag
Underwriting accuracy below industry standard
InsurTech Red Flag
Carrier integration breaking monthly
General Symptom
Losing 2-4 strong developers per year despite competitive salaries
General Symptom
Exit interviews reveal consistent themes you weren't aware of
InsurTech Compliance Risks
This problem can jeopardize critical compliance requirements for InsurTech companies:
Our InsurTech-Specific Approach
We combine deep InsurTech industry expertise with proven problem-solving methodologies to deliver solutions that work in your specific context.
Solution Framework
Developer retention problems are rarely about salary alone. Through confidential stay interviews, team surveys, exit interview analysis, and technical environment assessment, we identify the real issues driving attrition. Common findings: lack of technical leadership and mentorship, frustration with tech debt and code quality, unclear career paths, boring work or outdated technology, poor work-life balance, or organizational dysfunction. We then address root causes systematically, creating an environment where talented engineers want to stay and grow.
For InsurTech companies, we adapt this approach to account for industry-specific challenges including claims processing, underwriting ai, and more.
Implementation Timeline
Retention Diagnostic and Stay Interviews
We conduct confidential stay interviews with your current team (not just exit interviews with people leaving) to understand what's working, what's frustrating, and what would make them leave. We analyze patterns from past departures and benchmark your retention against industry standards. We assess technical environment, career development systems, compensation positioning, work-life balance, and organizational health. You'll get a clear diagnosis of why people are leaving and which remaining team members are flight risks.
2-3 weeks
InsurTech optimizedAddress Critical Retention Issues
We immediately tackle the highest-impact retention issues. This typically includes: providing senior technical leadership and mentorship that's been missing, creating clear career development frameworks and growth paths, implementing technical debt reduction plans to make work less frustrating, improving development processes and tooling to reduce friction, ensuring competitive compensation especially for high performers, establishing better work-life balance and sustainable pace, and creating more interesting technical challenges and learning opportunities. These aren't generic solutions - they're tailored to your specific retention drivers.
4-8 weeks initial implementation
InsurTech optimizedBuild Retention-Focused Culture and Systems
We establish ongoing retention systems: regular 1:1s with career development focus, skills development and learning budgets, technical mentorship programs, competitive compensation review process, recognition and growth visibility, interesting technical projects allocated strategically, and regular pulse surveys to catch issues early. We create a technical leadership structure that provides the mentorship and direction senior engineers need. We make retention a key metric with early warning systems.
2-4 months
InsurTech optimizedOptimize Team Environment and Reduce Friction
We address longer-term environmental issues: paying down technical debt that makes work frustrating, modernizing technology stack to keep it interesting and resume-worthy, improving product and engineering collaboration to reduce waste and rework, optimizing team size and structure for healthy span of control, establishing sustainable development practices preventing burnout, and creating technical vision and strategy that gives people something to believe in and work toward.
4-6 months
InsurTech optimizedTypical Timeline
2-3 weeks to diagnose issues, 4-8 weeks to implement critical fixes, 3-6 months to build sustainable retention, measurable improvement in 90 days
For InsurTech companies
Investment Range
$12k-$28k/month (pays for itself by preventing 1-2 departures per year at $100K+ cost each)
Typical for InsurTech engagement
What You Get: InsurTech-Specific Deliverables
Comprehensive assessment of i keep losing my best developers and can't figure out why in insurtech context
InsurTech-specific solution roadmap with timeline and milestones
Technical architecture recommendations tailored to your industry
Implementation plan with risk mitigation strategies
Claims processing automation workflow and efficiency analysis
Underwriting algorithm accuracy assessment and improvement
Insurance carrier integration strategy and API design
InsurTech Tech Stack Expertise
Our fractional CTOs have extensive experience with the technologies your InsurTech company uses:
languages
frameworks
databases
Success Metrics for
When we solve "I keep losing my best developers and can't figure out why" for InsurTech companies, you can expect:
Improvement in key performance metrics
To full resolution and sustainability
InsurTech compliance maintained
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Learn about InsurTech solutions →Ready to Solve I keep losing my best developers and can't figure out why in Your InsurTech Company?
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