Why Your Best Developers Are Leaving (And It's Not About Money)

Retention starts with understanding what engineers actually value.

If your best engineers are quietly slipping away, even with competitive salaries, it’s time to look beyond just pay. Our recent survey shows that money isn’t the main motivator in the tech market anymore. What really matters? Flexibility, bonus, and balance.

📊 What We Found

We conducted a UK-wide survey to uncover what benefits candidates really care about. Respondents came from all over the country, with 37% based in Yorkshire and 39% in London, spanning a wide range of experience, though notably 82% had over 5 years in their niche, and 28% had over 10 years.

So, what did they tell us? Here are the top 10 most valued benefits among tech professionals:

1. Flexible / Hybrid Working
2. Pension
3. Annual Bonus
4. Paid Leave (holiday, sick, personal)
5. Private Medical Care
6. Car / Car Allowance
7. Training Budget
8. Perk box or similar (discounts/vouchers)
9. Enhanced Parental Leave
10. Health Insurance

An incredible 73% rated Flexible or Hybrid Working as their top benefit, while 53% highlighted Annual Bonus and Pension, and 40% prioritised Paid Leave.

Perhaps most tellingly, around one-third (30%) said they’d consider or even accept a lower salary if it meant getting benefits that truly mattered to them. That says a lot about what’s driving retention in tech right now.

💬 What We’re Seeing in the Market

“In the Yorkshire tech scene, flexibility isn’t a perk anymore, it’s an expectation. Developers want to feel trusted and supported, not just paid. The companies listening to that are the ones keeping their teams intact.” - Matthew Wood , Managing Consultant, Fruition Group

Matt’s spot on and the data backs it up. Engineers are making career choices based on how they work, not just what they’re paid.

⚠️ The Hidden Retention Risks

Here are five quiet warning signs that your engineering talent might be eyeing the exit, even if they seem content:

1. Rigid Work Models requiring fixed office days or ignoring hybrid preferences is the quickest way to lose trust. Flexibility ranked number one for a reason.
2. One-Size-Fits-All Benefits don't work. Everyone’s life looks different. Tailored perks - from parental leave to learning stipends - show that you see people as individuals.
3. Limited Growth Opportunities limit retention. Developers don’t just want to code; they want to evolve. Teams without learning paths or training budgets risk stagnation.
4. Neglecting Wellbeing - burnout is real. Paid leave, mental health days, and a culture that genuinely respects time off make a difference.
5. Lack of Recognition. A solid benefits package can’t fix a poor culture. People stay where they feel valued, trusted, and seen.

🧭 What High-Retention Teams Do Differently

The businesses that retain their top developers aren’t necessarily offering the biggest salaries, they’re offering the most human environments.

Here’s what they tend to have in common:

• Flexibility-first mindset - trust people to deliver, wherever they are.
• Transparent, evolving benefits - not a static list, but an ongoing conversation.
• Learning baked into the job - access to training, mentorship, and time to innovate.
• Genuine wellbeing focus - supporting balance, not just productivity.
• Culture of recognition - managers who actually say “thank you.”

💡 Final Thought

If you’re wondering why your best developers are leaving, it’s probably not about the money. It’s about whether your benefits match their values and whether your culture supports the kind of life they actually want to live.

The companies that understand that are the ones who’ll keep their best people and attract everyone else’s.