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Why Experience Still Wins and Why It Matters for Your Hiring Strategy

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Why Experience Still Wins and Why It Matters for Your Hiring Strategy 2/25/26 For a long time, hiring conversations have carried an unspoken rule: if someone feels “too experienced” they must also be too close to the exit. You hear it in cautious phrasing. Too late in their career. Too close to retirement. What if they leave soon after we invest in them? It is usually not said with malice. It is said with the practical tone of someone trying to manage risk. But that concern is built on an outdated version of work, an outdated version of retirement, and an outdated understanding of what experienced professionals actually bring to a business. Times have changed, and the workforce has changed with it. The traditional idea that people work hard until their mid sixties and then neatly step away is no longer the default. People are living longer and remaining mentally sharp well into later decades. Just as importantly, many people want to keep working. For some, it is financial. For others, ...
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The Rise of the Invisible Candidate

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  The Rise of the Invisible Candidate 2/19/26 Most recruiting teams still use “passive candidate” as a catch-all, but it doesn’t describe what’s actually happening in the market, because a lot of high-quality people aren’t passively waiting to be found, they’re simply not participating in hiring at all. They aren’t applying, they aren’t updating resumes, they aren’t spending nights on job boards, they’re working, they’re busy, and their current situation is stable enough that a move has to be an obvious upgrade. That’s the invisible candidate, someone who is employed, performing well, and easy to miss if your strategy starts and ends with inbound applicants. What invisible looks like Think of the person everyone leans on when a project goes sideways, the person who carries context, who can make decisions, who delivers without needing a lot of oversight, that person usually isn’t browsing postings. They might have frustrations, but they’re not frustrated enough to take on the risk o...
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The Recruiter Is Dead. Long Live the Talent Advisor.

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The Recruiter Is Dead. Long Live the Talent Advisor. 2/2/26 T he first time I heard someone say, “Recruiting is going to be replaced by AI,” I had the same reaction a lot of recruiters do: a mix of annoyance and disbelief. Because if you’ve ever actually hired for a hard role, one that needs the right blend of skill, attitude, timing, and culture...you know it isn’t a keyword search problem. It’s a people problem. A business problem. A trust problem. But the longer I sat with it, the more I realized something important: the part of recruiting that’s being replaced isn’t the part that makes recruiting valuable. The part that’s being replaced is the part that made recruiting…busy. The old version of the job revolved around effort you could measure. How many messages you sent. How many screens you booked. How quickly you pushed candidates through. How fast you filled the requisition. And for a long time, that worked, at least well enough to keep the machine moving. The recruiter was the e...
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Using AI to Find Candidates: What Works, What Fails, and What No One Tells You

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  Using AI to Find Candidates: What Works, What Fails, and What No One Tells You 1/22/26 AI is everywhere in recruiting. Sometimes it feels like a superpower. You find talent faster, you spend less time digging through noise, and you move from “overwhelmed” to “in control.” Other times it does something quietly risky: it removes great candidates before anyone on your team ever sees them. The difference isn’t AI. It’s how we use it, and what we let it decide. When AI is used well, it makes recruiters sharper. It takes the messiest part of hiring—the beginning—and brings structure to it. Early in a search, there’s usually too much volume and not enough signal. That’s where AI can genuinely help. It can scan huge pools quickly, surface skills that don’t show up neatly in job titles, and point you toward people who may never apply through traditional channels. In that moment, AI isn’t replacing judgment. It’s clearing the fog so a recruiter can spend time doing what actually matters: e...
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Back in Business: A Strategic Recruiting Reset for the New Year

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Back in Business: A Strategic Recruiting Reset for the New Year 1/5/26 The out-of-office replies have disappeared. The coffee is finally doing its job again. And somehow, your calendar has filled itself back up like it’s making up for lost time. Welcome back. If recruiting feels like it shifts from “quiet” to “everything, all at once” during the first week of the year, you’re not imagining it. Hiring managers are ready to move. Candidates are waiting for answers. And recruiters are expected to create momentum on demand. But the best teams don’t just jump back in. They reset, intentionally. January is more than a fresh start. It’s the one time of year when change feels normal. You can fine-tune the process, sharpen your messaging, and clean up recruiting clutter without launching a dramatic initiative. It doesn’t have to be loud. It’s simply getting back to business, but smarter. That reset starts with a simple gut-check. Are you hiring for what you actually need right now, or for what ...
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Recruiting Over the Holidays: Why Slowing Down Can Actually Move You Forward

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  Recruiting Over the Holidays: Why Slowing Down Can Actually Move You Forward 12/16/25 Recruiting always has a rhythm to it, and the holidays change that rhythm completely. As the year winds down, calendars start filling with out-of-office notifications. Inbox replies take a little longer. Hiring managers mention that it might make sense to “circle back in January.” For recruiters, it can feel like you’re trying to push something uphill while everyone else is easing their foot off the gas. There’s a quiet pressure in December, the sense that if things don’t close now, they’ll stall. But the holidays have a different kind of momentum. It’s just not the loud, fast-moving kind we’re used to. This time of year, candidates aren’t only thinking about interviews or compensation packages. They’re wrapping gifts, booking flights, reflecting on the year behind them, and imagining what they want the next one to look like. The pace slows down, and with that slowdown comes something valuable: ...
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How Poor Physical Health Impacts Workplace Productivity

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  How Poor Physical Health Impacts Workplace Productivity 06/30/25 On any given Monday morning, the office looks the same as it always does. Coffee cups steam on desks. Computers flicker to life. Conversations hum in the background. But beneath the routine, something quieter is happening, fatigue that lingers behind polite smiles, back pain masked by stiff posture, headaches pushed aside to meet deadlines. Physical health doesn’t clock in and out when employees do. It follows them into meetings, into emails, into every decision they make throughout the day. We often think of health as a personal matter, something managed outside office walls. In reality, it plays a powerful role in professional success. When employees struggle physically, the effects rarely stay contained to one person. They ripple outward, impacting teams, timelines, morale, and ultimately, the bottom line. Take absenteeism, for example. When preventable health issues such as obesity, chronic pain, or recurring fa...
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