Insights Hub

Panels believe they are weighing the whole interview. Most have already decided, and spend the rest of the hour confirming it.

The moment you have authority over someone's pay or their next role, the account you get from them changes. Building a route for the truth to reach you is a director's job, not a personality trait.

The QSs who get the tap on the shoulder are rarely the ones who launch the most initiatives. They're the ones who chase the retention nobody else will chase, and actually close it out.

The CV rules senior candidates out well and rules them in badly. Three calls in one week showed why executive search should be built on evidence, not employers.

The skill that got you promoted, giving fast right answers, is the same skill that keeps your team dependent on you. Here's what to do instead.

Boards run immaculate six-month searches and then abandon the hire on day one. Senior placements rarely fail on capability. They fail on the landing, and almost nobody resources it.

Reference checks at senior level have become a ritual that confirms decisions instead of testing them. Here is how to take one properly.

Ask most QSs what gets someone promoted and they'll describe doing their own job brilliantly. That's rarely the reason someone gets the tap on the shoulder.

The talent shortage is not on its way, it has already arrived. If you are hiring at any level of seniority, or weighing up your own options, the data is worth ten minutes.