TrustedHire
Hiring trends, candidate advice, and market intelligence from 15+ years of recruiting Accounting & Finance, HR, and Operations talent.
Most small businesses wait too long to think about finance team structure, and by the time they do, they are already behind. Here is a practical look at how to build the right team for where your company actually is today.
Read MoreManufacturing companies in Minnesota have a distinct set of demands when it comes to accounting and finance talent. Understanding what sets these roles apart can mean the difference between a hire who thrives and one who is gone in eighteen months.
Read MoreMost job descriptions are a list of requirements copied from somewhere else, and the best candidates can tell. Here is how to write one that does the real work of attracting someone worth hiring.
Read MoreMost organizations have a mission statement. Very few have a mission. The difference shows up not in what gets printed on the wall, but in what happens when a decision is hard and there is no clear playbook.
Read MoreMost accounting and finance resumes look the same, and that is exactly the problem. A few targeted changes can move yours from the pile to the phone screen.
Read MoreMost small companies wait too long to bring on HR, and by the time they realize it, they're already putting out fires. Knowing the right moment to make that hire can save a lot of pain down the road.
Read MoreAs a small or mid-sized company starts to scale, one of the most common finance questions leadership faces is whether to hire a Controller or a CFO. Getting this wrong can cost you a year of momentum and a significant amount of money.
Read MoreHiring in a PE-backed environment isn't the same as hiring in a founder-led or publicly traded company. The speed is different, the stakes are different, and the profile of who succeeds is different. Here's what to understand before you start the search.
Read MoreMost candidates know to prepare for behavioral questions. Fewer know how to flip the script and use the interview to evaluate whether a leader's style is actually one they can work with. Here's how to do it well.
Read MoreMost job descriptions are written for compliance, not attraction. They list requirements, copy-paste from the last posting, and wonder why the applicant pool is underwhelming. Here's how to write one that actually works.
Read MoreWhen a senior role opens up, one of the first decisions a company faces is whether to look internally or go to the external market. It sounds like a simple question. It's not. Both options have real costs, real benefits, and real risks. Here's how to think about it.
Read MoreThe HRBP role is one of the most misunderstood in HR. Companies often hire for the title but don't define what they actually need. Here's how to identify the right qualities in an HR Business Partner and how to run a search that finds them.
Read MoreLosing a finalist to a competing offer is one of the most preventable failures in recruiting. It almost always comes down to the same set of process breakdowns, and almost all of them are fixable before the next search starts.
Read MoreThe Director of Operations role is one of the most consequential hires a small or mid-sized business can make, and one of the most commonly mishandled. Here's what separates the companies that get it right from the ones that repeat the same mistakes.
Read MoreThe 30% of annual salary figure gets cited often. But that number only captures the direct costs. The real cost of a bad hire runs deeper, through team morale, client relationships, leadership bandwidth, and the opportunity cost of the months you spent managing someone out instead of building.
Read MoreMost reference checks are a formality. A few scripted questions, polished answers, and a green light that tells you almost nothing. Here's how to run a reference check that actually surfaces what you need to know before you make an offer.
Read MoreThe best candidates for most roles aren't looking. They're employed, performing well, and not checking job boards. Reaching them requires a different approach than posting and waiting, and a different message than the one most recruiters send.
Read MoreMost companies invest heavily in finding the right person and almost nothing in setting them up to succeed. The first 90 days are where great hires either take hold or quietly start looking for their next opportunity.
Read MoreLet's talk about the role and whether we're the right fit.