Insights lane
Every hire sets the next year of your company. These articles cover building a recruiting process, interviewing and vetting candidates, and onboarding so the first 90 days work.
November 9, 2026
Most new hires who leave early did not change their minds. They found a gap between what was promised and what they got. A promise ledger, a candidate experience audit and a…
November 6, 2026
Many early exits are hiring problems that show up as onboarding problems. How a small employer connects the job post, interviews, offer and first 90 days into one system.
November 1, 2026
Every small employer decides who to hire, how to pay, who to promote, what to develop, how to rate, who to protect and who to let go. Without a written rule, each…
October 16, 2026
My Part 2 guide to hiring software for California small employers: ATS, job distribution, assessments, background checks, I-9 and onboarding, with prices checked October 2026.
October 5, 2026
The median job takes about 45 days to fill, and most companies never measure whether the hire worked. Recruiting best practices for small businesses, from the intake meeting to a signed offer.
October 5, 2026
Five ways to get better results from LinkedIn Recruiter search: AI-assisted search, Boolean strings, fewer filters, Spotlights and saved searches, plus the filters that create legal risk in California.
October 1, 2026
Use at least two sourcing channels, score every candidate on the same job-related questions, and know where referrals help and where they quietly narrow your pool.
September 13, 2026
Price the job before the person: define the level, pull three market sources, set the midpoint, and check it against the people you already pay.
Other lanes
