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.

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.

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.

Let’s start with a bold statement: Money talks. And in business, it yells, waves its arms, and occasionally flips a table. While it’s true that great company culture, career growth, and unlimited PTO matter, let’s not kid ourselves—compensation is the foundation of any job offer. Try paying your rent with "good vibes" and see how far that gets you.

Welcome to 2025! Cutting-edge technology and AI advancements are commonplace, and the world of compensation has never been more dynamic or, dare we say, exciting. The talent market is brimming with activity, and your ability to adapt and lead in this environment could spell the difference between soaring success and stagnation for your organization.

To help, we just wrapped up our 2025 Compensation Guide – a labor of love (and data) designed to steer you through this high-stakes maze of trends and strategies. Buckle up; it’s going to be an exciting ride.

The success of any organization, big or small, hinges on its people. Your team members are not just cogs in a machine; they are the lifeblood of your company. That’s why hiring the right talent is one of the most critical decisions a business leader can make. But the path to building a stellar team isn’t always smooth. In fact, it can be quite scary!

Succession planning is crucial to the survival and growth of any organization. When done right, it ensures a seamless leadership transition, minimizes disruption, and positions a company for future success. The best way to do this is to hire based on strategy, not last-minute needs. But there are common pitfalls that organizations often fall into—waiting until it's the 11th hour and the temptation to promote someone who is “one of us.” While it may feel like the safer option to hire someone similar (Who wouldn't love a new friend to grab a beer or play golf with?), it can carry hidden risks that undermine the future of the organization.

Non-compete agreements can feel like a game of chess where one side is trying to block an attack from the other, constantly seeking ways to protect the queen.. their assets. For decades, employers have used non-competes to prevent employees from jumping ship to competitors, safeguarding trade secrets and intellectual property. But as the dynamics of work shift—with increased employee mobility, remote work, and a growing emphasis on skill over tenure—many are questioning whether non-competes are still necessary, or even fair.

An age-old debate has gained new urgency: Skills versus Degrees. With the rapid rise of technology, remote work, and a demand for specialized talents, many industries are shifting their focus away from traditional academic qualifications to real-world skills and competencies. But is it accurate to say that skills have completely overtaken a degree's value? Or do degrees still play a vital role in specific fields? The answer depends on the industry, the role, and the individual's career goals.

The school year is officially underway again. For some, it's their first time entering middle or high school, worrying about making new friends, juggling classes, and fitting in. For others, however, it's senior year in college...their last year with the safety net of school. This got me thinking about my own final year of college: entering the workforce "for real," facing a weak economy and no LinkedIn or professional network.

Who knew that relying on your in-house HR team to find top talent was like sending them on a blind date with a disaster? Talent mapping is like hiring a professional matchmaker—they know where the good ones are hiding. Enter your wingman, Competitive Talent Mapping (CTM); it's the secret sauce that transforms your hiring process from a cringey first date into a match made in heaven.

In the world of employment, transparency has become a buzzword that extends beyond organizational culture and corporate values. One crucial aspect gaining traction in recent years is pay transparency – openly disclosing salary information with employees and job candidates. Pay transparency is not just a trend; it is a necessity in today’s hiring market, and its impact extends far beyond the traditional boundaries of employer-employee relations.