Feel, Look, and SEEN
There’s a huge difference between how you feel you look and how you are SEEN
When companies tell me, “We’ve interviewed a lot of people, but no one feels right,” I usually suggest one thing:
Look inward.
If candidates aren’t engaging, it could be the story, the process, or confusion about the role—not the talent pool.
Top performers expect professionalism, energy, and purpose from the hiring experience.
When did you last look at your interview process through a candidate’s eyes?
Connect the Dots to Success
Connect the dots to success
One of the biggest misconceptions I still hear is that recruiting is an HR function.
It’s not.
Recruiting is a production role-a growth lever.
Every leadership hire impacts revenue, culture, execution, and retention.
When hiring isn’t linked to business strategy, companies notice.
They often miss goals and lose momentum.
The best organizations I work with see recruiting as a key business function, not just a task.
How strong is the connection between your hiring strategy and your growth objectives?
Why your Company Hemorrhaging good People?
Why is your company hemorrhaging good people?
Talented leaders often leave good companies.
Why?
They cannot see a future.
Not because of compensation.
Not because of workload.
But because no one ever articulated what “next” looked like.
Career path talks shouldn’t wait for exit interviews.
They should happen early and often.
When was the last time you talked with your top performers about their long-term goals?
Sell What you Have to Sell!
Sell what you have to sell!
Job descriptions have become longer, more detailed, and—ironically—less effective.
Top talent doesn’t get excited by bullet points.
They get excited by purpose, impact, and challenge.
If your posting reads like a compliance document, it won’t attract leaders who think strategically.
The goal isn’t to list everything—it’s to inspire the right conversation.
Does your job description sell a mission or just outline tasks?
Self Awareness Impacts Companies
Self-awareness(or lack thereof) impacts companies as well as candidates!
Top candidates often miss this: they evaluate your leadership team just as you evaluate them.
They notice alignment—or lack of it.
They listen for consistency in messaging.
They pay attention to how decisions get made.
The interview process is a window into your culture.
What do you think candidates learn about your organization during interviews?