On veteran talent. On what industrial companies keep getting wrong. On why most recruiting firms optimize for the wrong things.
Years of experience requirements no longer measure what they used to. How AI and thinning career ladders changed the math, and what to ask instead.
Read more →Why the hardest part of working with AI is writing clear intent, what Marine Corps commander's intent and mission command teach about it, and a one question interview test for the skill.
Read more →The US labor force contracted by roughly 700,000 workers in 2026, a rare move outside of a recession. Why the same five resumes pattern now has a second, harder cause, and why a wider search does not fix it.
Read more →Why hiring managers running multiple search agencies keep seeing the same five candidates, and what actually separates a keyword search from an honest assessment of military talent.
Read more →August JOLTS and the September jobs report show a labor market standing still: low hires, low layoffs, and quits near a six year low. What that means for employers who still have to grow.
Read more →Industrial lead times trace back to a hiring gap. The plant managers, operations leaders, and quality engineers needed to run 2027 and 2028 capacity are the real constraint, and veteran talent is a direct functional match.
Read more →How to actually calculate the cost of a leadership mismatch: direct costs, regretted turnover, productivity drag, and why the real number runs five to ten times salary, not one to three.
Read more →Standard vacancy cost math breaks down during an acquisition or fast build out. Three costs a normal calculator never counts, and why speed alone does not fix it.
Read more →Cleared candidates take four to nine months to onboard from zero. About 200,000 veterans separate every year already carrying that clearance. Most contractors are not sourcing from that pool before it scatters.
Read more →The real math behind the 500,000 person skilled talent shortfall in aerospace, defense, and semiconductor manufacturing.
Read more →Define success beforHow companies diagnose hiring problems by clarifying what hire success actually means.
Read more →You bought skills based hiring. But credentials are still driving the hire. Here's what you're missing.
Read more →Five years of experience stopped meaning anything in 2026. But companies keep screening for it anyway. Here's why your filter is broken and what you're missing.
Read more →Why companies can't define the skills they need. Why job descriptions describe yesterday. Why hiring for today's competency is already failing.
Read more →When your best ops leader is going to quit, and why you wont know its coming
Read more →As AI removes the coordination layer, what's left is judgment under ambiguity and the willingness to own bad outcomes.
Read more →AI is eating the coordination layer of leadership jobs. What is exposed underneath is a promotion problem most companies have had all along.
Read more →A framework for deciding when a hiring event is worth running and when it just wastes everyone's time.
Read more →The real cost of an open role is not what you paid a bad hire. It is what you lost every week the seat stayed empty.
Read more →Private sector U.S. manufacturing investment sits at $1.765 trillion across 160 companies and 37 states. The facilities are being built. The workforce is not keeping up. And smaller manufacturers are losing the talent competition before the search even starts.
Read more →90% of companies missed their hiring goals last year. The industry diagnosed a speed problem. The data points somewhere else entirely.
Read more →Most industrial companies blame the talent market when field service roles go unfilled for months. The real problem is almost always upstream. It starts before the search does.
Read more →Recruiting just got a new excuse to stop doing the hard part. AI can screen a thousand resumes before lunch. But the hard part was never the volume problem. It was the relationship.
Read more →Every generalist recruiter is fishing in the same water. ETG is not. Here is where we find the candidates most firms never see, and why that access changes the outcome of a search.
Read more →A candidate of 26 who led 40 people through a combat deployment is not a junior hire. Here is what hiring managers miss and what that gap is costing their organizations.
Read more →