Recruiting

Let’s just call it what it is: hiring these days is a complete time suck. You post a job. Crickets. Or worse — you get 137 applications and maybe five are actually worth a call. Then you finally land someone solid… and they vanish before day one. Sound familiar? If you’re running a business, this […]

I’ll just say it: most businesses shouldn’t be doing their own hiring. Not because they’re lazy. Not because they don’t care. But because they’re too close to it, too busy, and usually—no offense—completely winging it. I’ve been in recruiting for over a decade, and I’ve seen the same pattern play out again and again: Sound

Let’s be honest — hiring is hard. It’s not just about finding someone who looks good on paper. It’s about finding the right person: someone who fits your culture, fuels your momentum, and stays when the pressure hits. That’s not something you get from a stack of resumes or a job post on Indeed. It’s

Let me be blunt: if you’re still hiring by tossing up a job ad, crossing your fingers, and hoping for the best—you’re not just falling behind. You’re probably bleeding time, energy, and cash. This isn’t meant to sound harsh. It’s just the truth. Over the past 15 years in recruiting, I’ve watched smart businesses get

Let’s be blunt — hiring these days is brutal. You post a job, get 200 resumes. Maybe 30% are even remotely relevant. You start calling, half don’t answer. The other half? Flaky. The one who shows up? You hope they’re the one. That’s not hiring — that’s gambling. And when the wrong person slips through,

Let me just say it straight: posting jobs and praying someone good applies is not a hiring strategy. It’s a gamble. And these days? It’s a losing one. If you’ve been trying to build a team and feel like you’re going in circles, it’s probably not you—it’s your process. Or rather, the lack of one.

If you’re a business owner or hiring manager, you already know this truth: hiring is hard. It’s time-consuming. It’s unpredictable. And let’s be honest—sometimes it’s downright draining. One great hire can lift your business to new levels. But one bad one? That can cost you months of lost productivity, team morale, and thousands of dollars.

Let’s face it: hiring great people is hard. The job market is noisy, attention spans are short, and top candidates? They’re not scrolling job boards—they’re being courted. While your HR team is buried in résumés and scheduling interviews, your competitors are swooping in with laser-focused recruitment strategies and snapping up talent. So how do you