Required reading for recruiters and managers trying to figure out where to focus in 2026.

A rant about using negativity to get clicks and building what really matters: a community that cares.

AI job loss will not be a sudden event but a slow integration. Experts advise recruiters to stop waiting for a 'light switch' moment and instead focus on manager training and distinguishing between machine capabilities (scale/languages) and human strengths (context/nuance).

I’m making the business case that skills-based hiring has no business in the future of work. Here’s why.

This Veteran’s Day made me think about the sacrifice our soldiers make, and one of them in particular: my mom.

The current statue of bereavement policies isn’t realistic for real people. We need more than a few days. Try this.

It’s easy to see how seasons are changing when the leaves change, but transformation isn’t always as easy to notice in ourselves.

Gender IEPs at work are an individualized expression plan - a simple framework that can help trans and non-binary employees set clear expectations for how they're addressed, what spaces they use, and more.

I believe in miracles because this life? It’s a consequence of a million little gifts. Gifts we can all give.

My scariest job posts of 2025 *plus* 5 things that will make any job post scary.

I don’t have to know all the answers to the world’s problems, but I can appreciate when I’m distracted enough to stop thinking about them.

An introduction to all things agentic AI for recruiting and why you should be excited (and a little scared).

Hiring managers can’t assess skills they can not clearly define. But it’s not “I want a collaborative team player.” It’s getting specific about four categories of information that tell us if a candidate is qualified or not.

For everyone who’s feeling rushed, burned out, and overwhelmed by running from one task to the next: don't forget to notice the magic.

I want to explain why recruiters ghost candidates from the recruiter POV and some simple systems that can help end ghosting.

Getting a job feels like a numbers game. You apply to 100, maybe you get 10 interviews. But what if technology offered a better way to signal interest so you can actually get a job?

I want to share a few of the quotes I repeat all the time. My advice. My life lessons. I’ve been collecting them on my desktop all year in a document called “40 pieces of advice for 40 years” and clearly lost steam early. 

Don’t assume candidates know the right way to use AI in interviews. Avoid losing top talent by clearly explaining your expectations. Provide guidelines for candidates using AI in interviews - here are a few examples.

Thoughtful messages + travel photos for any team or workplace to share real gratitude in a creative way with coworkers.

I realized that in all my growth, I may have abandoned some of my ambition for more peace between my ears.

Learn how to detect candidate fraud using technology and critical thinking - without introducing bias - so you can choose the right solution for your needs.

Life is so much better when you invite people in. When we all show up to slow down and celebrate.

Learn what happens to your resume after you click apply, how ATS and AI review it, and the myths about your chances of reaching a recruiter.

Imposter syndrome made me believe I was not an author. But I am and I wrote the Bounce Back Factor to help everyone fight those lies we tell ourselves.

Maybe you do like your team. But “we’re like a family” isn’t a promise or lure, it’s a red flag. Here’s why.