For hiring managers

When a great employee resigns, it's tempting to throw money at the problem. But a counteroffer is rarely the fix you think it is. In most cases, the resignation isn't about salary — it's about something deeper. And unless that root issue is addressed, your offer won't solve it. They’ve already decided to leave Resigning is rarely a snap decision. By the time someone hands in their notice, they’ve been job hunting, taking calls, doing interviews and weighing up options. A coun

There’s a lot of noise online about test briefs. Some candidates see them as a red flag. Some refuse to do them. Some assume companies are trying to get free work. The frustration is understandable. Poorly structured briefs, unrealistic timelines and vague feedback damage trust. But when done properly, test briefs are valuable. For clients and for candidates. Why test briefs still matter A CV tells you where someone has worked. An interview tells you how they talk about their

A quick guide for companies who use external recruiters If you're paying a recruiter 15% to 20% of a salary, you should expect more than forwarded CVs. The recruiter you choose represents your brand. They’re often the first person a candidate speaks to about your company. And the quality of that first interaction can shape whether the right people want to work with you—or not. Here’s how to audit your recruiter’s process and make sure you’re getting value. Ask your candidates