From arrival to retention
Structured support during the first three months to ensure smooth integration of international talent and actively support retention.
Structured check‑ins
Week 2, month 1, month 2, and month 3 to detect issues and real needs.
Early detection
We identify exit‑risk signals before they turn into churn.
HR alerts
Proactive notifications with recommendations when relevant alerts are detected.
90-day program timeline
Week 2 · Emotional check
1:1 meeting. Initial assessment of adaptation, housing, and family context. Early risk signals.
At this stage we share our NIE and first admin steps guide to support any pending paperwork.
Month 1 · Stability check
Administrative and logistics review. Comfort level assessment and additional needs identification.
Month 2 · Integration pulse
Social and professional integration review. Wellbeing analysis and HR escalation if there are risks of demotivation.
Month 3 · Service close‑out
Final interview, feedback questionnaire, and final report with actions and recommendations for future relocations. If the move is temporary, repatriation is planned.
How we communicate with HR and talent
- Multilingual support: ES · EN · FR · NL.
- Single point of contact for the employee and family.
- HR is informed only when there are relevant alerts.
- Human approach: listening, context, and practical solutions.
Want to reduce early churn?
Share volume and approximate dates and we’ll propose the most efficient service model.
Not yet in Málaga? Start with our moving to Málaga guide to plan your arrival from day one.