We all have the opportunity to make an impact by buying local from small businesses, entrepreneurs, and the people behind them.

Neurodiversity hiring is a talent acquisition approach that embraces neurological differences like autism, ADHD, and dyslexia as natural variations in human cognition. For recruiters and HR professionals, implementing inclusive hiring practices involves removing bias from job descriptions, offering flexible interview formats, and providing workplace accommodations to unlock untapped talent pools.

It’s my birthday and I’m doing a 7 day letter challenge to share the love I have found for a day I used to dread.

It is an act of magnificent rebellion to stop thinking for even one minute. And whimsy works…

Examples of guidelines for using AI in the interview process and advice for creating your own version.

A letter remembering the 2,983 lives lost on September 11th and a reminder to live fully in their honor.

An effective job post template focuses on candidate goals, core responsibilities, realistic qualifications, and transparent pay ranges. Unlike traditional job descriptions, modern job posts act as marketing tools designed to communicate role impact, team culture, and clear application steps to attract qualified talent efficiently.

A tribute to Dolly Parton and the ways she responded to hopelessness with helpfulness in her life.

Advice on how to answer AI interview questions with enough detail to ensure you convey your experience well and don't get rejected.

This week’s letter is for every person that’s worried about having to rely on someone else because life has been hard.

The most important lesson I learned when I decided to choose work over the people I love is that I don’t want to do this life alone.

This fall, I'm hosting a webinar series for recruiters who want to master the human side of recruiting before 2027.

My competitive family raised an entire generation of people who don’t play board games.

Kat Kibben's Hiring Alignment Template helps recruiting teams prevent hiring manager stalls by establishing pre-interview consensus across four key pillars: Autonomy (task independence), Aptitude (technical skills), Collaboration (team dynamics), and Leadership (ownership). This structured chart ensures stakeholders align on definitive hiring criteria, reducing post-interview decision-making friction.

If I knew tiny dinosaurs could bring me this much joy, I would have started doing this a long time ago.

A successful interview panel should consist of four key roles: a recruiter for initial screening, the hiring manager for final alignment, an aptitude interviewer to verify technical skills, and a collaboration interviewer to evaluate team dynamics. Industry experts advise against using external contractors to prevent bias and legal liabilities.

When we ask ourselves, "How do I want to be remembered?" we often look for simple ways to help others honor us after we're gone while also creating meaningful ways to cherish and celebrate the memories of the people we love.

Journal prompts and writing on paper are my favorite way to figure things out.

Candidate rejection emails are critical in today's AI-driven, contractor-centric market. Ghosting candidates destroys future pipelines. By sending empathetic, timely rejections, recruiters protect their employer brand and keep runner-up talent warm for incoming contract opportunities, turning necessary rejection into an active relationship-building and talent retention strategy.

“Count what matters” means tracking the metrics and goals that drive happiness. I learned it from an unexpected source: a 4 year old.

If recruiting data feels too good to be true, it probably is. Here’s my 4-step vetting checklist to spot a fake.

It has been more than 15 years since my last conversation with my family and it still feels like a sensitive subject. I don’t think I’ve ever written about it publicly before. After lots of therapy, I think I’m ready.

Workplace allyship for leaders is an active verb, not just an identity. To support LGBTQIA+ employees, leaders must leverage structural influence to set inclusive tones, establish gender-affirming policies, correct misgendering errors gracefully, and actively design psychologically safe corporate environments where diversity thrives openly.

The story of my first pride parade.

Workplace allyship is an active verb, not just an identity. To support LGBTQIA+ teammates peer-to-peer, allies must respect identity in all contexts, practice everyday respect without needing an audience, correct pronoun mistakes gently, and proactively offer to practice a coworker’s new name before it becomes official.