The Summer Playbook: 4 Steps HR Leaders Can Take Now to Avoid the September Talent Rush

School is out and vacations are underway. Get ready to have some fun! Just remember the clock is already ticking toward September. It’s a perfect time for HR leaders to strategize and plan for fall’s Q4 talent demands.

An Express Employment Professionals–Harris Poll released earlier in 2026 revealed that 50% of employers are bracing for a turnover surge by fall with the average cost of replacing a single employee climbing to an all-time high of $45,236.

Show leadership and proactivity by getting ahead of the curve using these four steps:

Audit High-Risk Talent Early
Identify the top 10% of high-value performers due for career advancement discussions. Lock in this retention list as quickly as possible before Summer ends. When headhunters target your top people in September, your defensive plans will be in motion—saving you from replacement costs that can skyrocket up to 200% of an executive’s annual salary.
Reduce Operational Friction
Streamline or automate inefficient onboarding workflows and tracking sheets. Every hour saved this summer becomes valuable bandwidth your team can use to stay productive amid intense Q4 budget demands.
Secure CFO Buy-In Early
Schedule an alignment conversation with the CFO before the pressure of Q4 budget stress hits. Present a brief “Build vs. Buy” analysis highlighting how outsourcing professional development to an agile partner cuts talent acquisition costs and keeps internal resources lean.
Identify Strategic Partners Now
Don’t let a sudden leadership mandate turn into an administrative crisis. Partnering with a comprehensive professional development ally and activator like Madelyn Mackie & Associates now saves you time later when senior leadership demands a new initiative.

September pressure is predictable. Prepare now so you won’t have to react later.

Connect with Madelyn Mackie & Associates today to bulletproof your strategy.