What a talent advisor actually does differently
Not confidence, not seniority. Four concrete behaviours that separate advisors from order takers, and how to build them.
The intake conversation that changes the hire
Most briefs are accepted as written. A better intake asks what the role is for before it asks what it needs.
Are you operating like a contractor or a consultant, or something else?
There are only three ways a recruiter can operate, and most people move between them without noticing which one they are in. Here is what actually moves you from one to the next.
Saying no to a requisition without losing the relationship
Declining a brief that will not fill is more useful than accepting one that will not. How to do it and keep the trust.
What changes when you stop carrying a req load
The best recruiter on the team is now the manager, and still quietly filling roles. Why that costs more than it looks.
Building a QBR the executive team actually reads
The numbers that matter to leadership, the ones that do not, and how to present recruiting as a function rather than a service desk.
Congratulations to John Vlastelica, a 2026 Talent 100 Honoree!
John has been named to the 2026 Talent 100, recognising the people shaping how organisations hire.
Capacity planning when the plan keeps moving
How to commit to what the team can deliver, on evidence rather than optimism, when headcount shifts every quarter.
Why structured interviewing keeps failing in practice
Most teams adopt the format and skip the part that makes it work. The gap is almost always the debrief.
Are You Building a Recruiting Machine?
Strong recruiting functions are built, not hired. The systems, rituals and standards that hold results steady when the team turns over.