Insights
Twenty years of playbooks, podcasts and interviews on hiring well. Start wherever it is breaking for you.
Talent Advisor
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…
Hiring Manager Effectiveness
Help Our Hiring Managers Move from Known to Unknown
Hiring managers default to the profile they already know. How to widen the target without lowering the bar.
Recruiter Training
From order taker to partner in ninety days
What a recruiter can realistically change in one quarter, and what needs the manager to move first.
Recruiter Training
Reading the market well enough to argue with it
Turning supply, salary and competitor data into a point of view a hiring manager acts on.
Recruiter Training
Closing without overselling the role
How to represent a job honestly and still win the candidate you want.
Quality of Hire
Defining quality of hire so the number survives scrutiny
The measure everyone wants and few can defend. Start with what the business already believes.
Quality of Hire
What to measure at ninety days, and what to ignore
Early signals that correlate with a good hire, and the ones that only look like they do.
Recruiter Training
More Interested + More Interesting = Better Recruiting
Two habits separate the recruiters candidates call back from the ones they ignore. Both can be coached.
Quality of Hire
When quality of hire and time to fill pull apart
They usually do. How to decide which one the business is actually asking for.
Time to Fill
Where the time actually goes in a slow loop
It is rarely sourcing. Mapping the delays that nobody owns is usually the whole fix.
Time to Fill
Speed without lowering the bar
Getting faster by removing steps that add no signal, rather than by accepting weaker candidates.
Time to Fill
The scheduling problem nobody wants to own
Interviews booked around calendars instead of competence, and what it costs downstream.
AI-Ready Recruiting
What AI actually changes about the recruiter role
Sourcing, screening and scheduling are going. Judgement and influence are not. Plan for the half that stays.
Insights
Most read
The pieces people come back to.
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.
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What AI has already taken from the recruiter role
Not a prediction. What is measurably gone from the job this year, and what got harder instead.
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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.
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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.
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