A good raspberry inspection takes seconds. Recovering from a bad hire can take months. Here's why the best hiring decisions happen with the lights on.
Why Your Recruiter Keeps Pushing Back
One of the biggest misconceptions in recruiting is that a great recruiter always agrees with the client.
In reality, the opposite is often true.
Recruiters spend every day speaking with candidates, monitoring market trends, and understanding what it takes to secure top talent. That perspective creates a responsibility to speak up when they see decisions that could jeopardize a search.
Whether it's compensation, interview timelines, unrealistic requirements, or delayed feedback, pushback isn't about creating conflict. It's about helping clients make better hiring decisions.
Read the full article to discover why the strongest recruiting partnerships are built on trust, transparency, and honest conversations.
The Rise of “Emotional Salary”
Salary still matters. But today’s strongest candidates are evaluating something more: how a company makes them feel.
From growth opportunities and leadership quality to flexibility, purpose, and work-life balance, “emotional salary” is becoming a major factor in attracting and retaining top talent.
The question is no longer just what you pay people. It’s how you value them.
AI Will Not Hire for You: How to Use It and How Not To
What Top Candidates Want in 2026
The Intersection of Timing and Talent: Why Opportunity is Everything
Why Making Your Bed Every Morning Is More Powerful Than You Think
Keywords vs. Experience vs. Personality: What your resume actually needs in 2026
In 2026, a resume that only checks boxes won’t get you hired. Applicant tracking systems now understand context, recruiters are skeptical of keyword-heavy applications, and AI-generated resumes have flooded the market. The candidates getting callbacks are the ones who balance three things: relevant keywords, proven impact, and a voice that actually sounds human.
Your Clients Are Like Your Jeans
If you’ve been recruiting long enough, you start to notice a pattern: not all clients are created equal. Some feel effortless to work with, others take a bit more effort, and a few… well, you’re not sure why you’re still holding on.
Think of it this way—your clients are a lot like your jeans. Some are your go-to favorites, some are for occasional use, and some probably should’ve been let go a long time ago. The key is knowing which is which—and having the confidence to act on it.
What Recruiting Teaches You About People (That Most Jobs Don’t)
Don’t Let Perfect Be the Enemy of Good
In a field where precision matters, striving for perfection makes sense—but in hiring, it can become a hidden obstacle. As both hiring managers and candidates hold out for the ideal, roles remain unfilled and opportunities slip by. In reality, progress in the water and wastewater industry depends not on perfection, but on capable professionals willing to grow into the role.
Beyond the Résumé: The Role of Advocacy in the Hiring Process
Celebrating Water
The "Secret Sauce" of Water and Wastewater Executive Search: Why Relationships Outlast Resumes
Maybe isn't Good for Anyone
In business, “maybe” often sounds thoughtful—but it’s usually expensive.
It creates the illusion of openness while hiding the real variables behind a decision. Over time, I’ve learned that most professional hesitation isn’t about lack of interest. It’s about lack of clarity.
The shift that changed how I approach conversations is simple: replace “maybe” with “if / then.”
Behind every “maybe” is a silent equation. When we articulate the conditions—salary, scope, location, timing—we transform ambiguity into structure. And once the variables are clear, decisions move forward much faster.
Most maybes aren’t indecision.
They’re just undeclared math problems.
Cybersecurity Leadership Matters: Why Your Next Water Utility Executive Search Should Focus on Public Safety
From Pitch to Pines: Why Your Next Career Move Won’t Be Found on LinkedIn
Last week I stood around a campfire with friends I’ve known for nearly 30 years.
We met as college soccer teammates. Today we’re executives, entrepreneurs, freelancers, and a few people navigating career transitions.
What struck me most wasn’t the nostalgia—it was the networking.
In a world of Easy Apply buttons and algorithm-driven hiring, we often forget that careers still move through people.
Sometimes the most valuable opportunities don’t come from LinkedIn.
They come from a conversation offline.
Why Dedicated Water and Wastewater Recruiters Will Change the Way You Hire
The Operator Shortage Is Not Just About Pay
Recruitment in specialized industries goes far beyond matching resumes to job descriptions. In sectors like water and wastewater, effective hiring requires deep industry understanding, technical fluency, and strategic alignment with long-term business goals. The difference between filling a position and building a team starts with specialization.
