We’re seeing talented, experienced professionals struggling to gain traction in this job market. Why? One reason is they’re hard to “place”. Their resumes are either too broad or too dense. In both cases, the result is the same: unclear positioning. And right now, unclear feels risky. Risky doesn’t get interviews. The Idea: Optimal Distinctiveness There’s…

When someone leaves weeks or months after starting, it is usually treated as a retention issue. More often, the problem began during hiring. Early departures rarely come down to talent or effort. They happen because expectations and reality never fully aligned. The gap only becomes visible once the job begins. We see this pattern consistently…

The Labor Department reported 130,000 new jobs in January, well above expectations. But the bigger story is beneath the surface. The same report included major benchmark revisions that cut nearly 900,000 jobs from prior estimates. Last year’s job growth was revised down sharply. That revision aligns more closely with what many of us have been…

For a long time, career conversations followed a familiar script. Where does this role lead? What’s the next step? How does this fit into a five-year plan? Those questions still come up, but they’re no longer driving decisions the way they used to. We’re seeing candidates shift away from long-range career planning and toward something…

The Growing Shift Toward Contract, Fractional, and Blended Talent Models in 2026 One clear trend is taking shape as we head into 2026: companies are leaning harder into flexible talent models. Contract roles, fractional leadership, and blended talent models are becoming the default solution for teams trying to stay productive without committing to full-time headcount.…