When Technology Meets Hiring
If you are like me, I feel there has been a lot of conversation lately about how technology is changing hiring, but often at a surface level. What I don’t think we spend enough time on is the practical side of how candidates and hiring teams can work with these tools more effectively. As applicant volume grows, many teams are using technology to support the early stages of review while still keeping people at the center of the process. What I’ve seen trip up even highly qualified candidates usually comes down to two things: 1️⃣ Keyword matching isn’t the same as skills matching If a resume doesn’t reflect the language of the job description, systems may miss real alignment, even when the experience is a strong match. Same background, different wording… very different outcome. 2️⃣ Formatting matters more than you may realize Columns, tables, graphics, and heavily designed layouts may look great to humans, but they don’t always translate cleanly through automated screening. Often, clarity and simplicity travel the farthest. A simple place to start: compare your resume to the job description and make sure the core skills and responsibilities are reflected in the same language, no overhaul required. The encouraging part? This isn’t about criticism or “beating the system.” It’s about adapting thoughtfully to how hiring works today so great experience doesn’t get lost in translation.
Why “We’ll wrap this up after the holidays” usually means starting over.
We are officially entering the “Year-End Paradox” in hiring. I see it every year: A Hiring Manager loves a candidate. We are in the final stages. The goal is to close before December 31st. But then, reality hits. Calendars get gridlocked. “Final interviews” get pushed a week. Then two. Suddenly, we hear: “Let’s just put a pin in this and finalize it mid-January.” Here is the hard truth: Silence is not a pause button. It’s an eject button. While internal teams are “pausing” for the holidays, candidates are sitting in anxiety. By the time the team resurfaces on January 15th, that perfect candidate has often mentally checked out or signed elsewhere. If you can’t close before the holidays, you have to build a bridge across the “Drop Zone.” The strategy is simple but crucial: 1) Be Transparent: Admit today if a 2025 start date is the reality or if it will push into the new year. Candidates appreciate honesty more than silence. 2) The “Keep Warm” Cadence: Don’t let them go two weeks without a touchpoint. Even a quick update during the break keeps them engaged. 3) Lock it in Now: Pre-schedule the January final round before everyone logs off for the year. Put it on the calendar so they know the finish line is real. The Reality Check: If you have a candidate in the “mid-to-final” stage right now, look at your calendar. If you can’t get them an offer by Dec 20th, do you have a plan to keep them interested until Jan 10th? Don’t let a scheduling delay turn into a restart in February.
Building Ahead of 2026 Kick off Meetings
As the year winds down, conversations are shifting from wrapping up 2025 to setting the stage for what’s next. Across the industry, many leaders are knee-deep in 2026 planning. Budgets are finalized, team structures are under review, and prep for kickoff meetings is in full swing. This is the moment when strong organizations look beyond headcount and focus on readiness. They’re asking: who’s in the right seat, which regions need attention, what products are being refined or launched, and where deeper leadership bench strength could drive growth. If you’re mapping out next year’s goals, take a fresh look at whether your current structure truly supports where you want to be by midyear. Small shifts now can create the alignment you’ll need when growth plans start moving. Leaders who plan ahead don’t just meet the new year, they hit the ground running with teams already focused on what matters most for 2026.
Riding the RIF Wave
It’s no secret our industry has been through yet another tough wave of RIFs. Just when many of us hoped to see light at the end of the tunnel, things shifted yet again —affecting so many of us in different ways. A senior leader I talked to after their recent RIF shared that it was “one of the hardest things I’ve ever had to do.” I completely understood, and from speaking with many of you, I know just how much these moments weigh on everyone—the people leaving, the people staying, and, of course, the leaders who have to make the call. But even in these moments, I’ve seen strong leaders do more than just restructure. They’re using the challenge to reset. Someone said to me, “when resources shrink, priorities sharpen”—and I’m seeing that show up across teams who are stepping up in new ways: Getting crystal clear on what success looks like now Doubling down on their people—offering recognition, stretch roles, growth Keeping the long view, even in a lean season The surprising thing? While RIFs do create movement in the market, they can also open unexpected doors for those who remain—doors to step into new challenges, grow skills, and help shape a stronger culture for what comes next. Even in a season of less, many are finding ways to create real momentum heading into 2026—not just in numbers, but in clarity, capability, and connection.
The Interview Journey: What to Really Expect in Today’s Market
I wanted to tackle this question as it has been coming up a lot in recent conversations — especially now that we’re seeing more job opportunities hit the market. What does the interview process really look like right now, and how long is it taking? The good news: after a slower summer, we’re not only seeing more openings but also faster movement in interviews as companies work to get new hires onboarded before the holiday season. That means candidates have a real advantage right now — but only if they’re ready to move when the opportunity comes. That said, mid-to-senior level roles are still averaging about 6–8 weeks from application to offer (and a bit longer for senior executive searches). Here’s what we are seeing: Weeks 1-3: Getting Started Initial response (can take 2-3 weeks after applying or personal outreach) Phone/video screening with HR Weeks 3-6: The Interview Sprint- averaging 4-6 interview rounds, including: Hiring manager conversations Senior leadership meetings Peer and direct report meet and greets Board/ELT interviews (for senior roles) Skills assessments or Panel Presentation Round Onsite Visit Weeks 6-8: Decision & Offer Multi-level sign-offs and approvals Reference checks Offer negotiations and final offer acceptance While this process has many steps, here’s why it works: For Candidates: Those 4-6 rounds aren’t hoops to jump through– they’re your chance to meet the team, understand the culture and evaluate the role from multiple angles. Companies investing this much time in the process are serious about long-term success. For Hiring Teams: Bringing key voices into the process leads to better hires, stronger alignment, and higher retention. The time investment up front pays off in the long run. How to Make It Work Now Candidates: Ask about timelines early Send thoughtful follow-ups after each conversation, and check in periodically to stay top of mind (Fridays before the weekend are a great time). Keep exploring other opportunities (smart strategy, not disloyalty) Hiring Teams: Map your interview process before you start Share realistic timelines from day one Provide regular updates — even if there’s “no news” The Bottom Line This fall hiring window is short but powerful. Acting decisively now means new team members can be hired, onboarded, and contributing before year-end. Wait too long, and you’ll be scheduling interviews in January.
Fall Planning Tip: Bet on Potential, Not Just Perfection
It may still be summer, but if you’re planning to make an impact this fall, your next few hires are the key. I’ve seen it time and again: the candidate who checks every box feels like the “safe” choice—but it’s often the stretch hire who brings the spark that drives growth. ✨ They think differently. ✨ They spot inefficiencies or opportunities others haven’t seen. ✨ They grow with your company. Perfect fits keep the machine running. Strategic bets can build a better one. Also worth considering: being a little more flexible on comp (5–10%) can make the difference between a ‘maybe later’ and an enthusiastic yes. It’s not just about securing the hire faster (though that’s a big win). It’s about long-term ROI: * Higher engagement * Lower likelihood of counteroffers * Candidates who feel seen and valued before Day 1 If the person can bring innovation, new revenue streams, or hard-to-source leadership skills, a small increase in offer saves you weeks (or months) of backfill scramble. What you can do right now: ✔️ Rewrite job descriptions to focus on outcomes, not just qualifications ✔️ Identify one or two stretch roles that could unlock growth ✔️ Have internal comp conversations before making the offer ✔️ Hire now so your team is fully ramped up by mid-fall, not Thanksgiving. August and early September give you the breathing room to hire intentionally—before year-end urgency kicks in. ✅ Final Thought As you start mapping out your next critical hires for fall, consider where you might be holding out for perfection—and where potential might serve you better. The best hires don’t just fill a gap—they change the game.
Why your “urgent’ hire feels like it is taking forever to fill
We’ve all been there. A role gets marked URGENT — maybe it’s tied to a product launch, a backfill before buying season, or came out of a merger or acquisition. Leadership wants movement, and expectations are high. But six weeks later, you’re still interviewing and wondering: what’s taking so long? Here’s the thing: urgency ≠ speed in recruiting. In fact, the more pressure there is to move fast, the more things tend to slow down. What Actually Happens When Everything Feels “Urgent” Decision paralysis sets in. Every candidate needs to be the one — because there’s no room for error. What should be a simple yes/no becomes “let’s see a few more first.” The criteria multiply. Nice-to-haves turn into must-haves. Now you’re searching for a unicorn that must fall within a certain budget. More voices involved. Your streamlined process becomes a committee decision with six different opinions on what “urgent” actually means. So What’s the Fix? ⏳ Slow down to speed up. Taking just 48 hours to get clear on what you actually need can save weeks on the back end. Here’s what helps: ✅ Define “urgent” clearly. Is it about a start date or locking in the right person before someone else does? Two totally different strategies. ✅ Limit decision-makers to 3 max. Choose people who can move quickly and decisively. ✅ Be honest about timelines. Most great candidates aren’t sitting on the bench. Transparency earns trust and sets realistic expectations. The Real Talk Sometimes urgency is less about timing — and more about visibility, pressure, or importance. Recognizing that can shift your entire approach. The best urgent hires happen when teams use urgency to: ⚡ Drive clarity ⚡ Make faster, smarter decisions ⚡ Stay aligned on what really matters As always, would love your feedback and hope you found this helpful. If however you have a hire that feels stuck, a quick outside-in perspective can make all the difference. Happy to help if you’re in that spot.
What Savvy Hiring Managers Know About July Recruiting
What Savvy Hiring Managers Know About July Recruiting A couple of weeks ago, I shared some thoughts on “What if the slow season became your strategic edge?” Today, I want to take that idea a step further—and test how much we really know about summer hiring. Everyone says hiring slows down in the summer. But how much of that is true—and how much is just an old myth? Take this quick quiz to see for yourself and uncover why the quieter months can be your most strategic window. ✅ Question 1: True or False? Most companies completely stop interviewing candidates in July. Answer: False. While it’s true some organizations pause formal searches, many forward-thinking companies keep the pipeline moving. In fact, slower months often mean less internal red tape and more space for deeper conversations with candidates. ✅ Question 2: Which of these is the biggest advantage to recruiting in summer? A) Less competition for talent B) Faster decision-making C) Easier onboarding schedules D) All of the above Answer: D) All of the above. Summer creates a rare window: fewer companies actively hiring, less crowded applicant pools, and more flexibility to design a smooth onboarding before the fall rush. ✅ Question 3: True or False? Candidates are harder to reach in July. Answer: False. While vacations happen, many professionals have lighter workloads and more time to respond. ✅ Question 4: What percentage of candidates would consider a new opportunity during the summer if approached thoughtfully? A) Less than 25% B) Around 50% C) Over 70% Answer: C) Over 70%. According to LinkedIn Talent Solutions, approximately 70% of candidates say while they aren’t actively applying, they are open to hearing about new opportunities year-round, including during summer. When outreach is timely and personalized, response rates stay strong regardless of the season. ✅ Question 5: True or False? You should always wait for September to launch a new search because it’s “when everyone gets back to business.” Answer: False. If you wait for the busy season, you’ll be competing with everyone else. Summer gives you a head start to build relationships, move deliberately, and secure talent before demand spikes. Key Takeaway: Once again, the market doesn’t really stop—it just shifts. While others hit pause, you can: * Reconnect with passive talent * Refresh outdated job descriptions * Start conversations that feel less transactional * Line up hires ready to onboard in the fall
What if the slow season became your strategic edge?
Summer slowdown? Not so fast. In education and publishing, it can feel like everything hits pause. School districts delay purchasing decisions, curriculum adoptions get pushed to fall, and “let’s revisit this in August” becomes the default. But what if this quieter season isn’t a roadblock—what if it’s your competitive edge? For Hiring Managers: This is your golden window. While competitors wait for September, you can start building relationships with top talent who aren’t overwhelmed with options. ✅ Deeper conversations ✅ Less competition ✅ More time for onboarding before peak season hits For Job Seekers: Everyone assumes hiring stops in summer—which means fewer people are actively looking. That’s your opportunity. ✅ Less crowded applicant pools ✅ Forward-thinking companies still hiring ✅ Time to reflect and make thoughtful moves The market doesn’t stop—it just shifts. Summer learning is in full swing, fall planning is happening now, and smart companies are still hiring. So… why wait for the “busy season”? Use this quiet time to your advantage. The competition is lighter, conversations are deeper, and the best opportunities are often hiding in plain sight. #EdTech #EducationPublishing #Recruiting #CareerAdvice #ThoughtThursday
Why your Job Descriptions are scaring away top talent
Last week, I had a great conversation with a standout educational sales leader who shared something that really stuck with me. She told me she nearly skipped applying to a fantastic edtech company—not because she wasn’t interested, but because the job description was so generic, she couldn’t tell what the role actually entailed day to day. She was worried about tailoring her resume without knowing what to highlight, and feared getting filtered out by the ATS before a human ever saw it. With the volume of applications companies receive these days, who can blame her for being cautious? Have you ever passed on a role for the same reason? Here’s what I often see in job descriptions that makes it harder to attract top candidates across all functions: Template-driven descriptions: When job postings are too generic, candidates can’t tell what specific challenge they’d be solving. Are you looking to break into new districts? Compete with established players? Acquire new authors? Launch a new product line? Redesign curriculum standards? Overhaul financial systems? Lead a digital transformation? The more specific you are about the real business challenge, the more qualified candidates will self-select. Generic system requirements: “Experience with CRM systems required” tells candidates nothing. Same goes for “familiar with publishing platforms” or “knowledge of financial software.” If you use Salesforce, say Salesforce. If it’s Adobe InDesign for editorial, mention it. This helps candidates understand if they’re truly qualified and attracts experts in your actual tech stack. Vague success metrics: Instead of “meet sales targets,” try “Drive 25% growth in K-12 market share.” Rather than “manage editorial projects,” say “Deliver 6 new titles per year from concept to publication.” Instead of “oversee budgets,” specify “Manage $15M P&L for core product lines.” Concrete goals help candidates understand what success looks like and get excited about achieving it. What tends to work better: ✅ Describe the specific business challenge they’ll tackle ✅ Name your actual platforms and systems ✅ Share concrete success metrics and KPIs (assuming they aren’t confidential) ✅ Explain the real day-to-day responsibilities and decision-making authority The goal is helping great candidates understand if they’re the right fit while getting them excited about the opportunity. When you invest more time upfront in specificity, the return is huge: better-aligned applicants, fewer mismatches, and a faster path to hire. #EdTech #EducationPublishing #Hiring #TalentAcquisition