Job Posts
The posting is the first screen
A post that hides the pay band and lists eleven requirements gets volume, not fit. Naming the range, the schedule and the first ninety days cuts the pile and raises the quality of who's left.
Hiring Insights / From the DeskWhat the
What the
market keeps
telling us.
These are observations from our own screens and interviews in the New York market — not formal research or industry statistics.
Screening
Screen for the sixth week, not the first
Anyone can be enthusiastic on day one. We ask what the hardest part of the last job was and what they did about it — that answer predicts retention better than a resume line.
Interviews
Group your interviews
Interviewing one person a week means comparing each candidate to a memory. A single day of back-to-back interviews gives the decision a real field.
Speed
In New York, slow is a no
Good candidates in sales and service hold two or three processes at once. A week of silence after a strong interview usually means you lost them to someone who moved faster.
Offers
Close on the reason they applied
We ask every candidate what would make them say yes. It's rarely only money — it's schedule, commute, a manager who coaches, or a path to a title.
Interns
Interns are a hiring channel
A business-major intern who handles customer contact for a semester is the lowest-risk junior hire you'll ever make. Treat the cohort like a pipeline, not a favor.