Insights

There are more job seekers applying for positions right now than at any point in recent history. Remote job postings receive more applications than on-site roles. For every open position, hiring managers spend an average of 7 seconds on each resume before deciding whether to move forward. If you are applying and not hearing back, it is not because you are underqualified. It is because you look like every other candidate in a high-volume hiring market. Here is how to change th

The Market Has Shifted, But Not in the Way You Think For the better part of three years, technology recruiting was a seller's market. Candidates had options, timelines were short, and compensation expectations were aggressive. That dynamic has changed. A wave of layoffs across major tech employers, combined with a slowdown in venture-backed hiring, has put significantly more candidates back into the active pool. On the surface this looks like good news for recruiters and hiri

If you've ever hired through a recruiter, you've probably been pitched one of two models: contingency or retained. Most hiring managers pick contingency because it feels safer. You only pay if you hire. But that logic has a significant blind spot, and it's costing companies far more than they realise. Here's what the industry doesn't advertise. What Contingency Actually Means for You In a contingency arrangement, the recruiter only gets paid when you make a hire. Sounds ideal