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Turnover plays a significant role in the productivity of any organization and is especially vital within the initial adjustment period of new hires. Organizations seek to develop strategies to reduce turnover to help solve this issue, but these strategies require knowledge of what influences the retention and satisfaction of the employees. The objective of this research is to identify the factors that managers perceive to affect the retention and the satisfaction of newly hired aerospace engineers so that managers or employers can create strategies to reduce turnover within this group. While research has been conducted on general retention and satisfaction, no research has been specific to the aerospace engineering field and its newly hired employees. These aspects are important because unique factors can arise within specific fields. The current study used qualitative research methods to analyze seven semi-structured interviews with experienced managers of newly hired aerospace engineers. These interviews were analyzed to find key factors that managers consider to affect retention and satisfaction. This research identified six themes for retention factors: local and national economic trends, personal factors unique to each newcomer, the quality of work assigned to the newcomer, the social environment of the workgroup, benefits offered to employees, and the newcomer’s role and how it fits in with the workgroup. This study also identified six themes for satisfaction factors: the quality of work assigned to the newcomer, management styles and actions, general work environment, benefits, fit with a mentor, and expectations for the aerospace industry.