Thoughts about Recruitment, HR Management & Best Practices
Every few months, someone declares the resume obsolete. LinkedIn profiles, personal websites, skills-first hiring, even TikTok video pitches—supposedly, we’ve outgrown the resume. But walk into
Picture this: a recruiter opens yet another candidate resume. The content is solid, but the formatting is a mess: misaligned dates, broken bullet points, inconsistent
Hiring teams love to talk about numbers. “We got 300 applications in the first week.” “We’ve already filled a folder with resumes.” On the surface,
In recruiting, speed isn’t just helpful—it’s everything. Top candidates don’t wait around. They move forward with the recruiter or company that acts first, and the
Hiring at scale can feel like trying to drink from a firehose. One role opens, then ten more follow. Suddenly you’re managing hundreds of applications,
Every recruiter knows the feeling. You’re juggling three open roles, a hundred new applicants, and two hiring managers who both want updates by the end
Picture this: two candidates with nearly identical skills. One sends over a clean, neatly spaced resume with consistent fonts. The other? A cluttered Word doc
Hiring is supposed to feel like momentum. A sign of growth, traction, and possibility. But inside the team, it often feels like a weight. Someone
Everyone wants a “strong pipeline.” More candidates. More resumes. More volume. But here’s the truth no one likes to say out loud: Most of that
