A new trend is reshaping hiring and recruitment strategies: the rise of boomerang employees. These are individuals who leave an organization only to return later—bringing with them a wealth of experience, fresh perspectives, and often, a renewed sense of purpose. As companies navigate talent shortages and look to build resilient teams, boomerang employees are proving to be real assets.

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.

If there’s one business challenge that never seems to go away, it’s the tension between sales and marketing. Some call it a “necessary rivalry.” Others call it a “frustrating standoff.” But in 2025, it’s not just about working better together—it’s about survival.

Remember when a college degree was the golden ticket to career success? That magical piece of paper that supposedly guaranteed intelligence, work ethic, and the ability to make a decent cup of coffee? Well, times have changed.

The modern job market has officially entered its "we just need someone who can actually do the job" era. In other words, skills-based hiring is taking center stage, and that degree requirement is starting to look a little… outdated.

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.

It's January 2025, and somehow, we're still debating whether employees need to be in the office full-time. Hybrid work has become the standard, and remote work is second nature, so why are some companies so insistent on dragging everyone back into cubicles?

As we dive headfirst into 2025, many of us are knee-deep in New Year's resolutions: lose weight, exercise more, or finally organize that cluttered garage (we see you!). But amidst the flurry of gym memberships and kale smoothies, there's one resolution that should be at the top of every CEO and HR leader's list: start recruiting ASAP.

What's the Hurry?