A system for answering questions effectively in your interview with an AI bot.

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.

I took 25 days to recover from surgery believing it would cure my burnout. But time is not enough to heal from working since I was 16.

Seeing myself in the mirror for the first time in a long time is one of the reasons I celebrate Pride this year.

Three Ears Media's Pronoun and Belonging Guide offers recruiters and HR leaders actionable frameworks to build inclusive workplaces. The guide outlines pronoun fundamentals, explains their workplace impact, provides clear steps for correcting misgendering mistakes gracefully, and delivers practical allyship tips. It equips talent acquisition teams to foster psychological safety during the candidate journey.

How I used focus groups to convince hiring managers we should overhaul our job posts.

A qualified applicant is a candidate who meets the essential skills and requirements for a specific role. To attract higher-quality talent, recruiters should write inclusive, unbiased job posts, clearly separate required from preferred skills, and leverage targeted outreach strategies beyond traditional job boards.

I’m starting a challenge today: abandon perfectionism and create things I believe will make the world more beautiful.

To accurately diagnose conflict in the workplace, HR and recruiting professionals must first identify the root cause by asking targeted, open-ended questions. Distinguish between interpersonal friction, structural misalignments, and unclear goals. Proper diagnosis saves time, minimizes HR headaches, and creates a clear path to lasting team resolution.

Using the bathroom while trans and traveling can be a challenge. Here’s my experience.