The Best EOS® Integrator Hires Start with This
You have a vision. You have energy. You have a team that believes in where you are going. What you may not have is someone who can take all of that and turn it into a disciplined, accountable, executing machine day after day, quarter after quarter. That is the Integrator, and finding the right one is one…
Read MoreJob Hoppers Can’t Be Trusted (and Other Hiring Myths Costing You Top Talent)
Job hoppers can’t be trusted. Short stints mean someone is unreliable. A gap in the resume likely means something terrible happened; something that makes this candidate a very real threat to the well-being of your organization. You wouldn’t be the first hiring leader to think that. And you wouldn’t be the first to let confirmation bias dress itself up as discernment and derail your hiring process before you’ve got a little…
Read MoreWhen Interviews Fail Candidates: Question Your Questions Before You Dismiss Their Answers
Most interviews are like digging a hole. Someone shows up with a call guide, works through it question by question, and measures success by how much ground they covered. They extract what they came for, file the notes, and move to debrief. Fast, efficient, and almost entirely beside the point. Because the thing about digging a hole is this: you find…
Read MoreBuild the Workplace Culture you Actually Want
Nearly every business leader says they care about culture. Very few have a deliberate system for building it. The ones who do, whether their team sits in a single office, spans five time zones, or something in between, tend to share one thing in common: they treat culture as intentional, not accidental. Culture doesn’t drift toward excellence. It…
Read MoreOnly 7% of Candidates Think This Way, and That’s Why You Need The Predictive Index
A recent interview question from entrepreneur Steven Bartlett has been making the rounds. A supplier tells you they can’t deliver what you need for an event in six weeks. You can either: About 93% of people choose the first two options. Only about 7% ask the third. And that’s the entire point. Because the “right answer” is not really about logistics. It is about how someone thinks…
Read MoreThe TSA Bottleneck: Your Hiring Process Ends at the Gate. Your New Hire’s Experience Doesn’t.
Most companies don’t lose great hires in the search; they lose them in the transition. That’s why people leave within the first year. TSA. You know it as the line between you and your gate. In hiring, it means something else: Talent Stopping Actions, the invisible bottlenecks, dropped handoffs, and habits that slow your best…
Read MoreFriendly Fired: How Corporate Speak Is Giving Candidates the Ick and Ruining Your Job Descriptions
Scrolling LinkedIn sometimes feels like wandering through a corporate amusement park: flashy phrases, emojis everywhere, and sentences so inflated you wonder if anyone actually speaks like this in real life. Take this classic: “Market research is a marathon, not a sprint. I spent two hours deep-diving into the Netflix ecosystem to analyze content trends and…
Read MoreThe Whole Person Hiring Method that Solves the Curse of the Executive Search
Few experiences test a board, CEO, or executive team more than a failed C-suite hire. The disappointment is not just immediate; it ripples across the organization. Strategic initiatives stall, teams lose confidence, and the momentum you’ve worked hard to build, and the future you had mapped begins to drift out of focus and out of…
Read MoreGuide: The 5 Hidden Places Companies Lose A-Players Before They Even Apply
How Much Is Too Much? – The Key to the Perfect Number of Interviews
From hiring processes with more hoops than a tin of Spaghetti O’s to the one-click simplicity of ordering from your favorite (we all have one—no shame) fast-food spot, modern hiring swings between two exhausting extremes. On one end, candidates slog through so many interviews they start to feel like contestants on an American Ninja-style obstacle course:…
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