Insights and updates
Practical writing on both halves of hiring — getting hired, and hiring well. Written by the desks that do the work, not repackaged from elsewhere.
- 12
- Original articles
- Fortnightly
- Something new
- 2
- Desks writing — candidate and employer
Popular insights
Most read this month
Latest blogs
12 articles and countingApplicant tracking systems do not "reject" resumes. Here is what they really do, and the four formatting choices that decide whether a human ever reads yours.
Read article →
Getting the offer is the visible milestone. Whether the role becomes a career is decided in the twelve weeks after you start — mostly by things nobody tells you to do.
Read article →
Most hiring teams track cost-per-hire and never calculate cost-of-vacancy — which is usually the larger number, and the one that justifies moving faster.
Read article →
If your clock starts when the requisition is approved, you are measuring your own approval process. Here is a breakdown that actually tells you where the weeks go.
Read article →
Verification is heavily regulated, and most of the mistakes we see are process mistakes rather than bad intent. A plain guide to scope, consent and adverse action.
Read article →
Most job descriptions are internal documents wearing a marketing costume. Four changes reliably improve both the volume and the relevance of who applies.
Read article →
The three engagement types differ in more than duration — they differ in who carries risk, how fast you can start, and what happens if it does not work out.
Read article →
A remote hire in another state is not just a new row in payroll. It can create tax registration, unemployment insurance and employment-law obligations from day one.
Read article →
With no significant work history to read, screening shifts to four signals. Three of them are things you can change this month.
Read article →
Graduate hiring is easy to start and hard to sustain. The programmes that fail usually fail in the second year, for reasons set in the first.
Read article →
Salary is the least flexible part of most first offers. Several other components are considerably more movable, and asking about them carries almost no risk.
Read article →
Withdrawal is concentrated in a few specific gaps, and it is heavily skewed toward the strongest candidates. Here is where it happens and what closes it.
Read article →Got job-hunt stress or a hiring problem? We love those.
Big careers and great teams usually start with a simple message.