Something has shifted in how people talk about their jobs. A few years ago, the story was "quiet quitting." Then it was "job hopping." Now, workers are "job hugging," holding tight to the jobs they have because the market feels too shaky to risk a move. Underneath all of these labels is the same question: do I actually matter here?

The great matches are never made on paper.

I know you've heard this before, but executive recruiters are like matchmakers. We know that no client - and no role - can be fully defined within the four corners of a job description. Likewise, no candidate can be fully understood by reading a LinkedIn profile.

We are thrilled to recognize Tina Nesburg as our Employee of the Quarter! Tina consistently goes above and beyond in her role, bringing positivity, dedication, and an unwavering commitment to her team. She leads by example and embodies the values that make our workplace strong and supportive.

Committing to the core value of Inclusivity can have a powerful, positive impact on your organization's culture and long-term performance.  

Over the past several months, a handful of major U.S. companies have announced "Return to the Office," aimed at bringing back the traditional workspace dynamics that served them well pre-pandemic. Each time I read one of the headlines, I am struck by the fact that these directives occur in the midst of increasingly compelling data suggesting that remote and hybrid work models are becoming the standard, not the exception.  From what I see as an executive recruiter, turning back the clock doesn't seem to work very often.

Stress often gets a bad rap, often for good reason. When it becomes pervasive in our lives, stress has the power to mess with our emotional well-being, deplete our physical health, and even impair our judgment and cognitive abilities. When these symptoms encroach on our ability to do our work, they can lead to self-perpetuating cycles of ever-increasing anxiety. They don’t call it the Stress Monster for nothing.