This study analyzed the relationship among great place to work companies and organizational longevity and employee retention, it means, if the longer-lived companies are the best companies to work for and if they practice more initiatives that can influence employee attraction and retention. That is an exploratory, explanatory and descriptive research based on secondary data from Great Place to Work (GPTW) 2013 Brazilian Ranking. The quantitative approach is used and that is focused on an universe of 327 domestic companies, from which was identified a group of 70 large companies awarded in the referenced raking, and it was subdivided into three groups: younger companies (EMJ), companies that are between 3 and 34 years old; older companies (EMV), companies that are between 35 and 49 years old, the oldest companies (EMMV), which are companies with over 50 years of age. We concluded that the relationship between longevity and behavioral practices for attracting and retaining employees was not confirmed in this study, since we could identify that there are some practices and factors that influence the retention of talent in a significant number of younger companies. Therefore, we conclude this study that there are not only long-lived companies that practice policies for attracting and retaining talent. Finally, from the analysis of behavioral variables it was identified that leadership is a relevant factor in practices and we suggest for future research, an investigation of the specific role of the leader in employee retention and business longevity.