Notes from the team
Hiring trends, market signals, and recruiting craft.
Occasional posts on what we are seeing across labor markets, compensation, hiring patterns, and the craft of running a good search.
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Your Job Posting Is Written for You, Not the Candidate
Most job postings read like a wish list written for the owner, not the person applying. Here’s how to rewrite the title and body so the right candidates actually click, apply, and stay.
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The 15-Minute Phone Screen You’re Skipping Is the Most Important Part of Your Hiring Process
Most small shops skip the phone screen or treat it like a formality. Here’s what a 15-minute call should actually cover — and the questions that tell you more than a full interview.
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The Quit That Should’ve Never Happened: How Good People Leave for the Wrong Reasons
A lot of turnover isn’t a pay problem. It’s a communication problem wearing a pay costume. Here’s how to tell the difference — and what to do before the next good person hands in their keys.
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Your Dispatcher Already Knows Who’s About to Quit. They Also Know Who You Should Hire.
The dispatcher-driver relationship is the single most influential human factor in retention — and yet most carriers treat dispatchers as scheduling operators, not as the living recruiting engine they already are. Here’s how to actually use what they already know.
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The Driver Pipeline Problem Nobody Wants to Admit: Your Fleet Is Aging Out
The median professional truck driver in the U.S. is 46 — about five years older than the median age of the overall workforce. That math is coming due, and most carriers would rather keep pretending it isn’t.
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The Retention Crisis Nobody Talks About: Dispatch, Scheduling, and the Conversations You’re Not Having
Drivers quit carriers and electricians leave contractors for reasons that rarely involve pay. They leave over detention, broken home-time promises, and dispatchers who don’t call back. The fix is operational — and it starts before the resignation letter.
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The Insurance Industry Is About to Lose a Lot of Institutional Knowledge. Hiring Isn’t the Hard Part. Keeping the Knowledge Is.
Roughly 400,000 insurance professionals are expected to leave the industry in the coming years, and the average US agent is close to 60. Hiring a replacement is the easy step. The hard part is making sure the client relationships, underwriting judgment, and book of business actually come with the new hire — not stay in…
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Carriers Are Buying What Brokers Know: Where Insurance Jobs Are Heading
The insurance industry is quietly rewiring itself. Understanding the difference between a carrier, a broker, and an MGA matters more than ever for producers and insurance professionals deciding where their next role should be.