A bad sales hire isn’t just a missed number—it’s lost revenue, damaged culture, and leadership time drained on firefighting. The true cost runs deeper than most leaders realize, but a disciplined, stage-appropriate hiring strategy can protect both your pipeline and your team.

Hiring in 2025 isn’t as simple as post → interview → offer → hire. Candidates are ghosting mid-process, dropping out late in the game, or using offers as leverage for counteroffers. For HR leaders, these behaviors are more than frustrating — they’re costly. This blog unpacks the realities of ghosting, drop-offs, and counteroffers, and offers practical steps HR can take to respond with clarity, speed, and respect.

We’ve all vented about a boss who “just doesn’t get it.” But what if the problem isn’t them — it’s you? Self-awareness is one of the most underrated career skills, yet research shows only 10–15% of people are truly self-aware. Before you fire off your résumé, here are six reality checks to make sure you’re not standing in your own way.

Too many companies try to grow without a clear financial copilot. They rely on outdated spreadsheets, rigid budgets, or siloed reporting—and then wonder why forecasts miss, hiring lags, or cash runs short. A forward-thinking FP&A leader changes the equation.

More than a budget keeper, the right FP&A partner translates financial data into strategy. They model different scenarios, align hiring with cash runway, and surface insights that help executives make smarter, faster decisions. With modern dashboards and automation, they move finance from a reactive function to a proactive one—one that fuels collaboration across Sales, HR, and Operations.

As Ryan Gray, CFO/COO at Ascent Funding, puts it: “A forward-thinking FP&A leader elevates Finance into a true strategic partner… providing the agility and foresight needed to guide smarter, faster decisions and sustain growth.”

If your finance function is still stuck producing static budgets, you’re flying blind. The companies that win are those that invest in FP&A leaders who not only keep the lights on—but chart the course ahead.

The biggest obstacle to hiring your ideal candidate isn’t a lack of talent; it’s your offer. Outdated compensation packages send top performers straight to your competitors. If you’re still using last year’s salary ranges, you’re not saving money—you’re losing productivity, momentum, and trust. Learn how to make compensation your competitive edge in 2025.

When urgency drives every hiring decision, you may get someone in the seat—but not the right person for the team. In this post, we explore the hidden costs of reactive hiring and why structured, intentional recruiting delivers better results for performance, retention, and long-term growth.

The job market isn’t hot or cold—it’s fragmented. While some roles are surging, others are stalling, and headlines don’t tell the full story. Our team unpacks what’s really happening in hiring halfway through 2025—and why smart employers are shifting from broad narratives to targeted strategies.

The talent market didn’t slow down—and neither did we. Our 2025 Compensation Guide just got a mid-year refresh, packed with updated salary benchmarks, emerging hiring trends, and real-time insights from the front lines. Whether you're planning your next key hire or recalibrating compensation strategy, this guide gives you the clarity to move forward with confidence.

Not all marketing teams are built to scale—and that’s okay. The key is knowing whether your business needs innovation, optimization, or stability. Here’s how to hire the right marketer for where you’re headed next.

Private equity firms are increasingly recognizing the value of human capital in driving sustained growth. HR leaders are positioned at the crossroads of investor strategy and talent execution, ensuring alignment between investor goals and talent strategies. In this post, we explore how to bridge the gap, navigate the competitive talent landscape, and drive organizational success through strategic people management.

That perfect remote hire? He might be a spy.
Thousands of North Korean operatives are posing as U.S.-based tech talent—acing interviews, landing jobs, and quietly funneling your payroll to Pyongyang. Here’s how to spot them before they infiltrate your team.

Culture isn’t a perk — it’s a strategic advantage. See how leaders and hiring teams can shape a culture that attracts, engages, and retains top talent.