TrustedHire
Hiring trends, candidate advice, and market intelligence from 15+ years of recruiting Accounting & Finance, HR, and Operations talent.
When a senior role opens up, one of the first decisions a company faces is whether to look internally or go to the external market. It sounds like a simple question. It's not. Both options have real costs, real benefits, and real risks. Here's how to think about it.
Read MoreThe HRBP role is one of the most misunderstood in HR. Companies often hire for the title but don't define what they actually need. Here's how to identify the right qualities in an HR Business Partner and how to run a search that finds them.
Read MoreMost candidates know to prepare for behavioral questions. Fewer know how to flip the script and use the interview to evaluate whether a leader's style is actually one they can work with. Here's how to do it well.
Read MoreHiring in a PE-backed environment isn't the same as hiring in a founder-led or publicly traded company. The speed is different, the stakes are different, and the profile of who succeeds is different. Here's what to understand before you start the search.
Read MoreMost companies invest heavily in finding the right person and almost nothing in setting them up to succeed. The first 90 days are where great hires either take hold or quietly start looking for their next opportunity.
Read MoreThe best candidates for most roles aren't looking. They're employed, performing well, and not checking job boards. Reaching them requires a different approach than posting and waiting, and a different message than the one most recruiters send.
Read MoreMost reference checks are a formality. A few scripted questions, polished answers, and a green light that tells you almost nothing. Here's how to run a reference check that actually surfaces what you need to know before you make an offer.
Read MoreThe 30% of annual salary figure gets cited often. But that number only captures the direct costs. The real cost of a bad hire runs deeper, through team morale, client relationships, leadership bandwidth, and the opportunity cost of the months you spent managing someone out instead of building.
Read MoreThe Director of Operations role is one of the most consequential hires a small or mid-sized business can make, and one of the most commonly mishandled. Here's what separates the companies that get it right from the ones that repeat the same mistakes.
Read MoreLosing a finalist to a competing offer is one of the most preventable failures in recruiting. It almost always comes down to the same set of process breakdowns, and almost all of them are fixable before the next search starts.
Read MoreMost job descriptions are written for compliance, not attraction. They list requirements, copy-paste from the last posting, and wonder why the applicant pool is underwhelming. Here's how to write one that actually works.
Read MoreLet's talk about the role and whether we're the right fit.
