Discover the pros and cons of workations, how they impact hiring, and what leaders need to know to support flexibility without sacrificing productivity.

When hiring a senior Sales leader or executive, the reference check isn’t just a final formality. It’s a strategic tool. Done right, it confirms what you think you know, uncovers what you need to know, and sometimes, saves you from a very expensive mistake.

Let’s break it down.

We get it. Hiring the wrong person can have long-term, expensive consequences. You want to get it right. But here’s the reality that most hiring managers don’t love hearing: the “perfect” candidate? They probably don’t exist. And that’s not a bad thing.

Once upon a time, unlimited paid time off was the workplace equivalent of a first-class upgrade—flashy, exclusive, and everyone wanted in. It signaled a progressive, trust-based culture where employees could unplug and recharge at will. It was the benefit—the one sure to catch the eye of exceptional talent.

Fast forward to 2025, and that once-coveted perk is starting to feel more like a mirage: enticing from afar but far less impressive up close. Sure, it sounds generous. “Take all the time you need,” they say. What they don’t say is, “...as long as you’re reachable, available for meetings, and still hitting your KPIs while you’re poolside.”

Spoiler alert: that’s not a vacation.

As a leader, you’re no stranger to pressure. But the stakes have never been higher in today’s unpredictable world, marked by market volatility, rapid technological change, and a divisive political landscape. The weight of uncertainty can feel overwhelming. Facing relentless pressure to perform, adapt, and lead, how do you maintain resilience and performance without sacrificing your own well-being when everything around you seems to be shifting daily?

When the time comes to hire a new Sales Manager, many companies face a common dilemma: Should you promote your top-performing salesperson, or look for fresh talent from outside the organization? It's tempting to elevate your MVP into a management position, assuming their success on the sales floor will naturally translate into leadership. But before you make that call, let's pause and ask: Does the skill set of a top salesperson truly align with what's needed to be a successful Sales Manager? The answer isn't always as clear-cut as it seems.

There’s a new workplace epidemic: FOBO—Fear of Becoming Obsolete. With AI reshaping industries at breakneck speed, more employees are wondering: “Will a robot take my job?”

The hiring landscape is evolving at breakneck speed, and candidates aren’t shy about telling employers exactly what they want. But here’s the twist—what they say they want and what actually gets them to accept a job offer don’t always match up.

Hiring top-tier executive talent in today’s market can feel like searching for a Jedi in the Outer Rim—rare, highly sought after, and usually already leading their own rebellion. The best candidates? In high demand. Traditional recruiting methods? About as effective as a Stormtrooper’s aim. To win the executive talent war, you’ll need more than just the Force—you need a strategy, innovation, and maybe a few Jedi mind tricks.

Does this sound familiar? You're the CEO of a thriving company, yet your talent pipeline is drier than a Zoom meeting without Wi-Fi. You're trying to land top-tier executives, but they keep slipping through your fingers. Why? Because, like it or not, your employer brand is doing the talking—and it might be saying all the wrong things.

So, you've decided to expand into the U.S. market. Congratulations! Welcome to the land of opportunity, where the coffee is as strong as the opinions, and the talent pool is as vast as the Grand Canyon. But before you dive in, let's explore the key aspects of the U.S. labor market that will help you attract top-notch talent without getting lost in translation.

Remember the days when Netflix wasn't just a place to binge-watch Bridgerton but also the poster child for a cutthroat, high-performance corporate culture? It was a world where only the crème de la crème survived, and if you slipped up? Well, you were out faster than a canceled Netflix original. But as we venture into 2025, the question looms: Does this intense, performance-obsessed approach still have a place in today's workplace?