Revamping High Volume Hiring Strategies
Posted on February 17, 2026 Leave a Comment
High volume hiring has always been the proverbial red headed stepchild of recruiting – a specialty that’s neither fully appreciated or understood, but easily and frequently forgotten.
The talent acquisition industrial complex has long skewed almost exclusively to high demand, low supply openings, the kind of knowledge workers who ask questions about total rewards, 401(k) matches and hybrid work arrangements.
These roles, after all, target mostly experienced, exempt and executive talent, the reqs a laundry list of minimum basic qualifications and pipe dream preferences whose market value tends to sit well over the hiring company’s comp range.
Read MoreLatin American Workers: The Future of U.S. Labor Markets
Posted on February 3, 2026 Leave a Comment
For the better part of the last thirty years, give or take, globalization wasn’t treated as an abstract economic theory, but rather, as a deeply entrenched, systemic and intractable part of how the world fundamentally works.
The path towards a global hegemony in which distributed workforces, borderless businesses and decentralized teams was progress that we largely took for granted; globalization was, not too long ago, kind of like gravity: a natural phenomena that was inescapable, inevitable, and occasionally, a little inconvenient, too. It wasn’t something you argued about; it was something you adapted to.
Let’s just say, things have changed – and now, borders are not seen as administrative, arbitrary lines on a map, but tangible, and powerful, policy instruments best wielded bluntly. Multinational trade is no longer about achieving efficiency and economy of scale; it’s about achieving leverage and economic advantages.
Here in the United States, policy and politics have swung back to isolationism and protectionism; nationalism is no longer a fringe and kind of archaic worldview, but instead, is seen as a pragmatic response to the purported “foreign” influences that pose an existential threat to the lives, and livelihoods, of every American.
Read MoreEightfold’s Lawsuit: A Wake-Up Call for Talent Acquisition
Posted on January 23, 2026 5 Comments
Nothing ever really happens in HR Tech. Not objectively, anyway. Sure, the messaging and product marketing might change, and there might be some M&A or funding activity impacting the ecosystem.
Most of this is esoteric inside baseball that has little to no relevance to the overwhelming majority of recruiting end users, or the candidates they’re hoping to hire.
It’s a lucrative but arcane little niche that’s oversaturated with emerging technologies positioning themselves as “challenger” brands, which is kind of cute, considering that legacy ERPs have such a disproportionate share of the HR Technology market.
The space thrives on stasis and monetizes the status quo, save for a steady drip of product announcements, “AI powered” pitch decks that all look and sound pretty much identical, and LinkedIn posts insisting that this time, it’s different.
It’s always the same shit, of course – but optics are everything in recruiting, really. This is why startups in the space generally spend more on SG&A than R&D, after all.
But then again, once in a very long while, something momentous happens, with significant repercussions for companies and candidates alike; these blue moon events do, decidedly, drive widespread changes in how companies find workers, and how candidates find companies.
Most of the time, these seminal, seismic shifts follow a pretty predictable pattern, even if no one sees them coming.
It all starts when the legal system and the talent acquisition ecosystem collide. Lawyers, as you may know, don’t really care about category positioning, product roadmaps or integration partners.
They do care about compliance – and often, when attorneys dig into the intersection of hiring and technology, they don’t see “innovation” – they see a lot of potential violations. And, inevitably, they’re forced to ask one of talent technology’s most enduring questions:
Is this even allowed?
Read MoreTalent Acquisition Trends to Watch in 2026
Posted on December 30, 2025 4 Comments
Talent Acquisition loves nothing more than a good listicle. Particularly when it’s about trends – the more ambiguous and hypothetical, the better. That’s why you’ve already been deluged by everyone’s speculative, specious “top recruiting trends in 2026,” the latest iteration of an entrenched annual ritual that’s as cloying as it is cliched.
It’s a pretty well worn canon of crappy content, mostly – and chances are, you’ve already read a ton of these annual preview posts. I feel you; the last thing anyone needs is another one, but here we go.
As a rule, recruiters tend to embrace this sort of content, presumably because it lets us pretend we know what’s coming – but the only prediction that’s unilaterally true is that predicting this market, at this moment, is as Quixotic an exercise as trying to add “AI” to a legacy ERP.
Read MoreTransforming Recruitment Marketing: From Data to Insights
Posted on November 26, 2025 1 Comment
Let’s be honest: if you’re still reporting recruitment marketing performance in spreadsheets, you’re not “data-driven,” nor does this constitute anything resembling “talent intelligence.”
You’re just stuck sometime in the era where Clippy was the most advanced answer engine on the market, Monster was still part of the S&P 500 and on-premise vs. cloud was still a real debate in the esoteric world of HR Technology.
If you’re still relying on spreadsheets and third party reporting to inform your recruitment marketing strategy, then no matter how great you might be at creating v-lookups, macros or pivot tables, you’re getting an inaccurate, incomplete and most importantly, ineffective snapshot of historical numbers without context or benchmarks.
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Snark Attack 