Rethinking HR’s Role in Your Strategic Plan By: Cassie Bogosian What We Keep Seeing Time and again, we have watched organizations build a thoughtful strategic plan, with new markets, new products, and ambitious revenue targets, and then bring HR into the conversation only after the plan is signed off. The first question is almost always the same: “Can you help us hire for this?” By then, the timeline is set, the budget is fixed, and the people side of the strategy is an aft

Why Internal Mobility is the CEO Advantage of the Next Decade By: Catherine Rayner Your next great leader probably already works for you. There's also a good chance they're quietly updating their LinkedIn profile right now. Every CEO has the same problem right now. AI is changing what your company needs from its people faster than you can hire for it. In Mercer's Global Talent Trends 2026 report, 65% of executives said they expect 11% - 30% of their workforce to be redeployed

Here’s How to Build It Like One By Chelsea Nelson For many organizations, culture is treated as a differentiator. Something to highlight in a job posting or point to during an interview. The intention is good: attract great people, build a strong employer brand, and stand out in a competitive market. But when culture is treated as a perk rather than a foundation, it doesn't hold up. It shows up in the recruiting pitch. It doesn't show up in employees' day-to-day experience. A

By Caitlin Finlay A lot of managers hesitate to invest in training because it feels risky. If you spend time and money helping someone grow, aren't you just making it easier for them to leave for a better job somewhere else? You teach someone new skills, and off they go with an updated resume. But the research says something different. Companies that invest in their people's growth actually keep more of them, and once you understand why, it makes a lot of sense. People Don't

Why Retention Is Your Best Revenue Strategy By: Jenna Lucas Remember spending a day at the beach with one goal in mind: building the ultimate sandcastle? You’d grab your plastic bucket, run down to the water, and scoop up as much as you could carry. But as you sprinted back, half of it sloshed over the sides or leaked through tiny cracks you didn’t notice, leaving your bucket practically empty by the time you arrived. Today, you’re not building sandcastles; you’re running a b

Stop collecting useless data - start using exit feedback to hire and retain better. By: Jenna Lucas It happened again: one of your top performers just handed in their resignation letter. But after the exit interview, you’re left with more questions than answers. The goal of an exit interview is simple: figure out why employees leave so you can retain top talent and recruit better. So why do so many exit interviews fall short? It usually comes down to three main reasons. 1. As

5 Ways a Technical Recruiter Helps You Fill Them Faster By Melinda Waters and Rebecca Barnes-Hogg The competition for tech talent remains fierce. Skilled tech professionals have choices, and you want your company to be at the top of their list. Organizations can no longer simply post a job and expect to have a large pool of qualified candidates from which to choose. Smart employers are looking for ways to attract tech talent, reach qualified candidates, and effectively comm

The CEO's Blueprint for Building Elite Teams By: Kathryn Hines "It doesn't make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do." — Steve Jobs I've always loved this quote because it gets to the heart of great hiring. Too often, organizations hire to fill today's opening. The best organizations hire to build tomorrow's company. The strongest teams aren't built by collecting impressive resumes—they're b

Senate Bill 215 / House Bill 636 takes effect July 1, 2026 — here's what employers need to do now. By: Angela Wells We knew it was coming! It only makes sense that Virginia has decided to join the surrounding areas of DC and Maryland requiring salary transparency. If you haven’t heard yet, Virginia’s new Pay Transparency Act (Senate Bill 215 / House Bill 636) will take effect on July 1, 2026 and applies to all employers in Virginia, no matter employer size. This law states t

Why Your Employer Brand Is Now Your Most Underrated Competitive Advantage By: Cassie Bogosian Every week at TalentRemedy, our team connects with hundreds of candidates across the commercial, GovCon, and nonprofit sectors. We hear what makes them lean in, what makes them walk away, and what keeps them loyal. One thing has become undeniably clear: while organizations spend significant resources chasing their next big growth milestone, the most successful leaders are looking inw

By Caitlin Finlay The phrase “The War for Talent” has been thrown around for decades. But let’s be honest: in 2026, the old playbook is officially dead. If your current recruiting strategy is simply posting a job description to a board and waiting for resumes to flood your inbox, you aren't just falling behind - you're out of the game. Candidates are doing deep-dive research on your company long before they hit "submit." If they don't like what they see, they move on quiet

By Melinda Waters We’ve all had this interview lately. You’re chatting with a tech candidate, keeping it casual, and you ask a pretty standard question – maybe something about their experience with a specific stack or how they handle a heavy workload. Then, there’s a weird pause. You hear the faint clack of a keyboard and suddenly, this person starts delivering a perfectly structured, flawless answer. It doesn’t sound like a conversation anymore. You sit there thinking, Are

By Catherine Rayner Economic headlines can feel like a rollercoaster. One quarter the market is "red hot," and the next, everyone is talking about "cooling trends". For most leaders, this leads to a "feast or famine" hiring habit: you hire frantically when you’re busy and freeze everything when you’re not. But the most successful companies don't just react to the economy—they outmaneuver it. Here is how to stay ahead of the curve. 1. When You’re Growing: Don’t Let "Perfect" S

By Melissa Front It’s an ongoing conundrum for many hiring managers - hire someone to fill an immediate need or hire someone for a future need? What if you don’t know what the future need will be? What do you do? Hire for both! In today’s ever-changing world, companies are trying to position themselves in a way that they can handle today’s challenges and be ready for what’s to come. While there will always be specialized roles, many roles have shifted to more of a generalist

By Kristy Wolan For many organizations, culture fit has long been viewed as a hiring best practice. The intention is good - build cohesive teams, protect values, and avoid disruption. But in today’s competitive, fast-changing environment, hiring for culture fit may ultimately produce a stagnant, unproductive team. Instead of driving performance, it can quietly limit growth, reduce diversity of thought, and slow a company’s ability to innovate and evolve. The Challenge w

By: Cassie Bogosian In 2026, the recruiting landscape looks nothing like it did even five years ago. Talent markets are tighter, skill sets are more specialized, and hiring teams are operating in an environment where speed alone tells you almost nothing about the health of your process. Yet many organizations still cling to time-to-hire as their primary KPI, as if the number of days on a calendar can capture the complexity of today’s hiring environment. The truth is si

By Janey Wellons Have you ever heard (or said), “Let’s hold off on hiring—our top performers can handle it”? It sounds reasonable. High performers are reliable, adaptable, and get things done without much direction. When work piles up or someone leaves, they’re the obvious people to lean on. But we’ve seen how this plays out, and it rarely ends well. The issue isn’t trusting your high performers. It’s building your entire staffing strategy around them. High P

By Caitlin Finlay When the economy feels shaky, many companies slow down or pause hiring altogether. Cutting back on payroll can feel like the safest move. But the “wait and see” approach often creates problems that quietly cost more than hiring would have. There are three main issues that show up again and again. Missed Opportunities Start to Stack Up When a role stays open, the work tied to that role does not disappear. This work gets pushed onto other team members. S

By Melinda Waters How to Keep Your Talent Strategy Ahead of the Curve Tech hiring looks very different in 2026. Teams are still building, but they’re more selective. Roles are evolving quickly, and the companies winning top talent are making very intentional changes to how they hire. Let’s go over the major shifts happening in the market right now and how you can use them to strengthen your own hiring approach. Why This Year Matters A few big forces are shaping the

By Keri Stone Many hiring leaders wrestle with one critical question: When is the right time to make an offer? Past hiring missteps can make leaders cautious. Add in the pursuit of an “ideal” candidate, and the decisions often slow to a crawl. The problem? Top candidates don’t wait. Long timelines push strong talent straight into the arms of competitors. What is Hiring Paralysis? This pattern is known as hiring paralysis (or analysis paralysis): overthinking and o

By Chelsea Nelson When a strong candidate drops out of the hiring process, compensation is often the first thing blamed. While pay absolutely matters, it’s increasingly not the deciding factor. More often, top candidates opt out because the process itself feels unclear, unstructured, or unfair. At the root of many hiring breakdowns is a simple issue: hiring managers haven’t fully aligned on what they want before opening the role. When expectations are still evolving mid-proc

By Kathryn Hines Artificial intelligence is changing nearly every aspect of how we live and work. In business, one of the greatest competitive advantages has always been the ability to consistently improve processes, and AI is undeniably accelerating that evolution. Hiring is no exception. According to Workday, 70% of organizations are using AI within the hiring process. The question is “What part of your hiring process is AI optimizing—and what might it be missing?” Let's ta

Every year, once daylight savings slips into the rear-view mirror, the season seems to split into a dozen directions at once. Fall colors fade, holiday prep kicks in, deadlines loom, and the year-end energy builds. Are we reflecting? Wrapping up? Sprinting? All of the above? At TalentRemedy, we know that this swirl of activity can be exciting—but also overwhelming. And when the pace picks up and the expectations grow, we’ve found one of the best tools to stay grounded, creati

With the holidays in full swing, it’s the perfect time to reflect on how the art of building a gingerbread house mirrors the recruiting process. While one is sweet and decorative and the other strategic and people-focused, both require planning, structure, patience, and creativity. Let this comparison bring inspiration—and maybe a little holiday cheer—to your recruiting journey. Step 1: Strategic Plan Whether you’re building a gingerbread house or hiring talent, success st