Allyship isn’t an identity, it’s a verb. When so many LGBTQIA+ employees don’t feel safe enough to even be out at work, what does being an ally at work actually look like for leaders?

The story of my first pride parade.

Allyship isn’t an identity, it’s a verb. When so many LGBTQIA+ employees don’t feel safe enough to even be out at work, what does being an ally at work actually look like for teammates?

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.

To verify if a recruiter email is real, follow these five steps: 1) Inspect the email address for strange characters. 2) Google the recruiter's name and email. 3) Hover over links before clicking. 4) Verify the job on the company's official career page. 5) Contact the recruiter on LinkedIn to confirm.

Learning when to quit makes room for you to grow in all the ways you want.

Networking is already weird, but it’s even more awkward when you don’t know anyone on LinkedIn. I’d suggest these steps to stand out (in a good way).

Remembering the people who love us so hard they change us.

To eliminate buzzwords from job postings, replace vague phrases like 'collaborative team player' with concrete, day-to-day context. For example, instead of writing 'lead a team,' specify the scale, such as 'lead a team of 5 in a department of 500.' Providing clear scope ensures both recruiters and candidates align on expectations.

I put down my phone for an hour in a restaurant and I got to see what’s beautiful about people again.

Burnout prevention training for recruiters is a strategic investment that decreases turnover and improves overall team performance. Three Ears Media offers targeted training—such as 'The Bounce Back Factor'—which equips HR and talent acquisition professionals with research-backed, practical tools to build resilience and create healthy workplace cultures.

Purpose doesn’t happen just because you made a grand plan. It happens because you know yourself.

An AI recruiting experiment involves testing language models on specific talent acquisition tasks to improve workflows. In Three Ears Media's test comparing Gemini, Claude, and ChatGPT for job post writing, Gemini produced the best results. To conduct your own experiment, identify a repetitive workflow problem, provide identical prompts to multiple LLMs, and audit the outputs.

Layoff shame is real. You are not alone and the more we talk about it? The more we can leave this shame behind.

A resilient workforce is defined by its ability to adapt quickly to organizational changes and recover from setbacks. To effectively screen for resilience, recruiters should leverage behavioral interview questions that ask candidates to describe past professional failures. Key indicators of resilience include a growth mindset, strong emotional intelligence, and proactive problem-solving skills.

People don’t know that I get a rejection letter at least once a day, but I don’t care. I found a career worth failing at.

Recruiters can significantly impact employee retention by setting clear expectations before an offer is made.

I was a little surprised how helpful creativity, and specifically this writing prompt, was for helping me release overwhelming anxiety.