Category Archives: Culture

Revenge Hires

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Sometimes you just can’t make this stuff up!

From the land of Bad HR comes something I’ve only heard about as urban legend, the Revenge Hire!

A revenge hire is when someone hires a person to stick it to another person in their organization.  I can happen in a number of ways.  Here’s a few:

1. The Fired Re-hire:  This is when an employee gets fired by one leader, then another leader in the same organization hires that person back into a job that is almost exactly the same.  Usually this happens when the first leader and employee just had a major personality difference, and another leader saw real talent in the employee, and possibly, thinks the original leader is a tool.

2. The One Level Up Hire:  This is when your supervisor overrides your decision not to hire, and makes the decision to hire someone you didn’t want.  I’ve seen this happen within a department where the executive had a relative interview and the department manager didn’t want to offer, but was forced to hire the person anyway.  That always turns out really good in the end…

3. The HR Hire:  This is the one that just happened to me!  The one thing we know as HR Pros is, we really don’t ever hire anyone or fire anyone (unless it’s within our own department).  We do a whole lot of advising on hiring and firing, but ultimately it’s up to each leader to make these decisions.  Unless, there’s some sort of issue at play where HR is going to pull their ultimate legal trump card and make the call on their own.  This almost never happens!  For me, the manager wanted to hire one person, HR wanted to hire another person, the reason had to deal with some background issues with the managers person.  HR pulled their card, hired their person, the manager was not happy.  Ultimately it took about four weeks for the manager to sabotage the HR hire, then she went over HR’s head to an executive to make the hire she originally wanted to make.  Revenge hiring at its best!

Revenge hiring is like cancer. If you have it in your organization you need to cut it out immediately.  It’s not something a healthy organization can have.  As an HR Pro I always put a stop to it the moment I heard about it.  Each time it happens the leaders involved act like it’s totally something different and not a revenge hire.  They have to do this because the alternative should get them fired! It’s to think of a more unhealthy behavior from a leader within your organization.

What about you?  Any good revenge hire stories?

 

How Zappos Ruined Job Posts!

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Zappos made a big splash last week announcing they were no longer going to post their jobs!  From this point forward, or as soon as they can get out of their legacy system, they’ll stop posting their open jobs.  Instead of the good ole post and pray strategy used by the majority of companies worldwide.  Zappos’s Talent Acquisition team will now only proactively search for candidates, build networks of possible candidates and always have a slate or ready candidates available for each hiring manager whenever they have a need arise.  Sounds like the same line we’ve been feeding all of our organizations for a long time, right!?!

The difference is, Zappos can actually do it, you can’t.  You see Zappos is a ‘one-percenter’.  They are one of the very few employment brands who don’t need to post their jobs to get candidates, they have more candidates than they can handle.  They have one of the most engaged employee bases known to man, who refer more great employees like themselves.  Zappos can kill job postings, because job postings, in their environment, actually make them less efficient!  Their Talent Acquisition team is smart and doing exactly what they should to kick their competition to the side – taking advantage of their greatest strengths!

I do wonder, though, isn’t Zappos very big public announcement of ‘killing job postings’ just one very, very big job post!  Ah, employment branding and marketing.  Silly rabbit.

Let’s be clear you are not Zappos.

While you’ll need to keep running your post and pray strategy, I do think there is something valuable to take away from Zappos’s new no job posts posting strategy.  Zappos has publicly shown all HR and Talent shops, you don’t really have to post your jobs!  “What!?! Yes, Tim!  Yes, we do!  You don’t have any idea what you’re talking about!”  Calm down, calm down.  There are a few shops around that will continue to be forced to run job postings do to government contracts, or other ‘contractual’ arrangements, I’ll give you that.  But there is nothing legal, for most employers, that forces you to run job postings.

Most employers can hire whomever they choose. It is a best practice to post jobs, internally and externally, to ensure you are pulling in a widely dispersed pool of candidates, and not opening yourself up to potential hiring biases, or even illegal hiring practices.  But most employers do not legally have to post a job.  And just because you post one job, doesn’t mean you have to post all of your jobs.  That is the big takeaway from what Zappos is doing.

Let’s face it.  Zappos’s operations is mainly a call center.  They sell shoes over the internet and on the phone.  They are customer service, and the best customer service job option known to man.  They are in Vegas which has thousands of crappy customer service jobs.  If you’re good at customer service in Vegas,  you’ll eventually want to work at Zappos.  They have no need in posting call center jobs!!!

You probably have similar issues.  When I worked at a large health system we had no need to post openings for cafeteria workers and lower level positions.  We had people contacting us daily wanting those jobs.  Yet, every time we had an opening, we would post the job and have to deal with hundreds of applicants.  Our ‘legal’ department made us do this.  It was do ‘reduce’ potential risk, of which, was almost zero to begin with!  It was stupid.  It made us do more work.  It wasn’t needed.

Zappos has put the entire Talent Acquisition industry on notice.  To stop doing stupid stuff, like posting jobs you don’t need to post.   If you think you can get away with not posting any of your jobs, well, good luck to that.  You’re not Zappos!

The micro-blog post, after the blog post:

You know what really pisses me off about this announcement from Zappos!?  For the next 3 years I’m going to have to go to conferences and listen to people like Stacy Zapar and Mike Bailen tell us how Zappos is changing the recruiting world! Ugh! More Zappos HR conference speakers…didn’t we already go through this with them?  Oh, yeah, I wrote about it, like three years ago and Zappos CEO, Tony Hsieh, actually commented on the blog post – that was really cool!  Check it out here!  How Zappos Ruined HR! 

P.S. Stacy and Mike if you guys ever want to speak together at a conference just let me know – I’m willing to ride that Zappos gravy train out with you for the next three years!

The Tim Sackett Commencement Speech

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It’s that time of year when universities and high schools go through graduation ceremonies and we celebrate educational achievements.  It’s also that time of year when you get bombarded with every great commencement speech ever given.  There is clearly a recipe for giving a great commencement speech.  Here are the ingredients:

1. Make the graduates feel like they are about to accomplish something really great, and not just become part of the machine.

2. Make graduates believe like somehow they will be difference makers.

3. Make graduates think they have endless possibilities and opportunities.

4. Make graduates think the world really wants and needs them and can’t wait to work with them.

5. Wear sunscreen.

I think that about sums up every great commencement speech ever given.  Let’s face it, the key to any great speech is not telling people what they need to hear, but telling them what they want to hear!

I would like to give a commencement speech.  I think it would be fun.  I like to inspire people.  Here’s the main topics I would hit if I were to give a commencement speech:

1.  Work sucks, but being poor sucks more. Don’t ever think work should make you happy.  Find happiness in yourself, not what you do.

2.  You owe a lot of people, a lot of stuff.  Shut your mouth and give back to them. Stop looking for the world to keep giving you stuff.

3.  No one cares about you. Well, maybe your Mom, if you had a good Mom.  They care about what you can do for them.  Basically, you can’t do much, you’re a new grad.

4.  Don’t think you’re going to be special. 99.9% of people are just normal people, so will you.  The sooner you come to grips with this, the sooner you’ll be happy.

5.  Don’t listen to your bitter parents.  Almost always, the person who works the hardest has better outcomes in anything in life.  Once in a while, a person who doesn’t work hard, but has supremely better talent or connections than you, will kick your ass.  That’s life. Buy a helmet.

6.  Don’t listen to advice from famous people.  Their view of the world is warped through their grandiose belief some how they made it through hard work and effort. It’s usually just good timing.

7. Find out who you care about in life, and make them a priority.  In this world you have very few people you truly care about, and who care about you in return.  Don’t fuck that up.

8.  Make your mistakes when you’re young.  Failure is difficult, it’s profoundly more difficult when you have a mortgage and 2 kids to take care of.

9.  It’s alright that sometimes you have to kiss ass.  It doesn’t make you less of a person.

10.  Wear sunscreen.  Cancer sucks.

So, do you feel inspired now!?  Any high schools or colleges feel free to email me, I’m completely wide open on my commencement speech calendar and willing to give this speech on a moments notice!

 

The Best Sports Related Job Ever!

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Do you know what the ingredients are to the best sports related job ever?

1. Basketball

2. The 5th Richest person in the world

3. Beautiful weather, water and beaches

4. A Gigantic Yacht with a basketball court on it.

Mix all that together and you get one of the best jobs ever invented!   Pulled directly from the critically, award winning, Wall Street Journal:

The Oracle chief has had basketball courts on at least two of his yachts, said Tom Ehman, who handles America’s Cup matters for Mr. Ellison. He said Mr. Ellison liked to relax by shooting hoops, and has had someone in a powerboat following the yacht to retrieve balls that go overboard.

Mr. Ellison, is Larry Ellison, co-founder of Oracle, and 5th richest person in the world, worth about $48 Billion.  Larry likes basketball, a lot.  Likes to shoot hoops on his yachts.  For those who have ever shot hoops, the ball tends to bounce off the rim and backboard when you miss.  For those who yacht.  Those tend to be on Oceans, or big bodies of water.  So, when you mix those two together, you would suspect you’re going to have some basketballs go ‘into the pond’ every once in a while.

Now, with $48 Billion, Larry could probably just forget about any basketballs that went over board and just keep using new balls.  The problem is, having a couple dozen basketballs go overboard every time you play, might bring some unwanted attention on your from those who are environmentally conscience.  But, don’t fret, there is an easy solution.  Pay some dude to follow you’re yacht in a smaller boat and pick up those wayward balls!

That my friends is the best Sports Related Job ever!  On a boat all day, warm sun, cool drinks, picking up a few basketballs every once in a while.  I don’t think I could ever create a better summer job, ever!

You know the boat you’re picking up basketballs with is top notch.  You don’t have a piece of crap follow around a $200M yacht.  You’re probably outfitted in some cool uniform.  Paid lunches, delivered out on the water.  Great tan.  Good music.  Absolutely, no stress.  You’re getting paid well.  The guy has $48B and is asking you to retrieve basketballs for G*d’s sake! Where do I sign up?  I would do that job in a second, and would be the best ever at it!  No one would ever be better than me picking up basketballs in the ocean.  I really think I could retire from that job.

Just mark this down as crap you’ll never understand because you’ll never have $48B.

(Hat tip to Daniel Savich for passing the article on to me, and having the great boss who ever lived!)

Talent Acquisition’s Digital Disruption

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I’m headed out to Park City, UT on June 1st to be part of HireVue’s first ever Digital Disruption 2014.  Semi-User Conference, Semi HR Tech Trends Conference, one of the more intriguing agendas filled with practitioners from across industry.  The keynote will be the famous Moneyball guy Billy Beane – remember the Brad Pitt and Jonah Hill movie about baseball and selection metrics, that Billy Beane.  He was really the first guy to bring selection metrics to the forefront of what we in Talent Acquisition now use daily.   He did it to get the best baseball team possible, using the smallest payroll possible, to stay competitive in a world of competition willing to spend whatever it took.  Sound familiar to your own industry!?

I’m looking forward to seeing him talk, again.  The first time I ever saw Billy speak was the day after the Oscars when Moneyball, and it’s actors, were up for a number of awards.  He had great stories from that, plus his normal presentation on metrics.  That was a few years ago.  Things have evolved, as has the emphasis of everyone now using the same metrics.  So, now what?  What do you do when those who have more money than you, now are also using your metrics as well?  My guess is you get back to strategy and culture, and make sure you follow it, like crazy!  It should be very interesting.

On a side note, ERE recently released their annual ‘State of Recruiting‘ study.  You know what they found out?  You don’t like to be called ‘Recruiting’.  In fact, the majority of you prefer to be called ‘Talent Acquisition’.  Did you know that?  It’s uncomfortable to me.  I like to shorten everything.  I like to simplify.  So, going from one word to describe something, to two words to describe something, seems totally ridiculous!  I can’t tell you how much of a pet peeve this is to me.  It’s like when someone named “David” or “Michael” demands you call them by their full name instead of “Dave” and “Mike”.  I hate those guys!  What do you mean you want me to use two syllables when I can only use one!  I demand efficiency!

My guess is people who do this type of business for a living, on the corporate side, felt like they needed two words to keep up with Human Resources.  “Well, if they have two words in their department name, we need to words in our name as well!”  No one would admit this, but in reality, it’s how this stupid stuff happens.  There is actually nothing wrong with calling Recruiting, Recruiting.  HR use to be ‘Personnel’, but had to change it because ‘Personnel’ just didn’t encapsulate what ‘we’ really did.  Now, even ‘Human Resources’ is coming under fire from progressives because we shouldn’t think of our employees, our people, as ‘Resources’.  They are People!  So, you get these ridiculous titles like Chief People Officer and VP of People.

I hear you Recruiters.  I know you want to be all big and fancy and “Talent Acquisition” seems so much more big and fancy…  But you aren’t kidding anyone.  You’re still a recruiter.  You’re not ‘acquiring talent’, you’re putting asses in seats.  Get over yourself, and get back on the phone.

I only bring this up because when I’m in Utah with the HireVue folks, I’ll be rubbing elbows with many ‘Talent Acquisition’ Pros.  Talking about all the new cool trends in, well, Talent Acquisition (a little part of me just died).   I think what Billy Beane will all remind of, though, is that while technology and analytics can disrupt any industry, you still need to have great vision, solid strategy and the courage to follow through with your plan.

My guess is that hasn’t changed as much as we like to change what we call ourselves!

I Had To Work

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“I had to work!” – 84 year old Barbara Walters on NPR, talking about her retirement this week from TV.

For those who don’t know, I run the company my 67 year old Mother started, with help from my 84 year old Grandmother, over 30 years ago.   I was raised and influenced by two women who had this same philosophy — “I have to work”.  My Mom was a single mother, raising two kids.  My Grandmother was married, but was raising 5 girls and she needed to help my Grandfather supplement prom dresses, makeup, hair salon appointments, etc.

The only time you hear this phrase, it’s usually coming from a woman. I don’t say that with negative connotation.  It’s just one of those statements, in our culture, you usually hear from an older female who ‘had’ to work because they didn’t have a man paying the bills, for whatever reason (divorce, never married, death of a spouse, etc.).  It’s very common for single mothers, of which, Barbara Walters was, thus her comment.

She had a child to raise, and she was the first woman to make it in major network news.  She had a male partner who hated working with her, she cried almost daily, privately, in her dressing room, because of how this person treated her. But, she had to work.  She was working in a time when women were not welcome in her chosen field.  She broke down barriers for all those talented women we see today in network news.

There’s a big difference between “I had to work” to “I want to work”.  It’s wider than the Grand Canyon.   “I had to work” speaks to desperation and being uncomfortable.  I think it also speaks to the great successes we see from females who have to work versus those wanting to work.  If they were given the choice of working or not, they never would have went through the tough times, pushed themselves further than they ever thought possible.  Quite frankly, most would have given up, if they had other means of living and not having to work — that’s just life. But they didn’t, they had to work.

I think the concept of “having to work” speaks to how many people become successful.   Given only one choice — to work — people find ways to be successful because it’s the only option.  We always think people want options.  So, we try and give people as many options as possible.  But this probably hurts their ability to be successful, because having options gives them outs when they fail, or even begin to fail.  If you only have one option, work this job, or basically become homeless, you probably work the crap out of that job!  You make sure you don’t fail.  Your ability to become successful rises exponentially when you have fewer choices, not more.

In today’s society, unfortunately, single Moms have become the norm.  Thirty and forty years ago that wasn’t the case. These women had to fight to survive at a different level.  This isn’t to take away from single Moms today, that’s still a mighty struggle to make it.  I just know those women who came before them had the equal pressure of not being welcomed in most fields which would allow them to make a salary to raise a family!

I wonder if we will ever get to a point, culturally, where men will be heard saying the statement “well, I had to work” in the connotation that its considered normal for them to stay home and be caregivers, homemakers, etc., while their spouse takes off to the office.  I can’t even imagine.

 

Would You Be Willing To Pay For Interview Feedback? (Take 2)

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“I believe you have to be willing to be misunderstood if you’re going to innovate.”

– Howard Marks

Recently I wrote an article over at Fistful of Talent, and subsequently posted on LinkedIn, that caused some people to lose their minds.  I asked what I thought was a simple question: Would you be willing to pay for interview feedback?  Not just normal, thanks, but no thanks, interview feedback, but really in depth career development type of feedback from the organization that interviewed you.  You can read the comments here – they range from threats to outright hilarity! Needless to say, there is a lot of passion on this topic.

Here’s what I know:

– Most companies do a terrible job at delivery any type of feedback after interviews. Terrible.

– Most candidates only want two things from an interview.

1.  To Be Hired

2. If not hired, to know a little about why they didn’t get hired

Simple, right?  But, this still almost never happens!  Most large companies, now, automate the entire process with email form letters.  Even those lucky enough to get a live call, still get a watered-down, vanilla version of anything close to something that we would consider helpful.

When I asked if someone was willing to pay for interview feedback, it wasn’t for the normal lame crap that 99% of companies give.  It was for something new. Something better. Something of value.  It would also be something completely voluntary.  You could not pay and still get little to no feedback that you get now — Dear John, Thanks, but no thanks. The majority of the commentators felt like receiving feedback after an interview was a ‘right’ – legal and/or G*d given.  The reality is, it’s neither.

The paid interview feedback would be more in-depth, have more substance and would focus on you and how to help you get better at interviewing.  It would also get into why you didn’t get the job.  The LinkedIn commentators said this was rife with legal issues.  Organizations would not be allowed to do this by their legal staff because they would get sued by interviewees over the reasons.  This is a typical HR response.  If you say ‘legal’ people stop talking about an idea.  They teach that in HR school so we don’t have to change or be challenged by new ideas!

The reality is, as an HR Pro, I’m never going give someone ammunition to sue my organization.  If I didn’t hire someone for an illegal reason, let’s say because they were a woman, no person in their right mind would come out and say that.  Okay, first, I would never do that. Second, if I did, I would focus the feedback on other opportunity areas the candidate had that would help them in their next interview or career. No one would ever come out and say to an interviewee, “Yeah, you didn’t get the job because you’re a chick!”

This is not a legal or risk issue.  It’s about finally finding a way to deliver great interview feedback to candidates.  It’s about delivering a truly great candidate experience.  So many HR Pros and organizations espouse this desire to deliver a great candidate experience, but still don’t do the one thing that candidates really want.  Just give me feedback!

So, do you think I’m still crazy for wanting to charge interviewees for feedback?

 

 

Is Gen Z Going To Be Worse Than Millenials?

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Is Generation Z (those born between the years 1995 – 2009, of which I own 3) going to be worse than the Millenials?  I guess to answer that question you first have to put this into some perspective.  First, you would have to think of the Millenials as a wasted, or under performing, generation.  Then, you would have to believe that Gen Z will probably follow down a similar path.

Short answer? Yes.

Gen Z will be worse than the Millenials.  Just as the Millenials were worse than Gen X, and Gen X and than the Baby Boomers.  That’s how this goes.  The youngest generation is always the worse!  By generation, you get better with age, or at least your view on generations get better.  It’s a simple concept.  When a generation is nothing more than whiny, snot nosed, rude kids, they’re all a train wreck.  Then they get older, more mature, actually do something with their lives, and amazingly become a generation of substance.

So, yes, Gen Z will be worse.  As will Gen Alpha, which comes after Gen Z and those kids are 3 and 4 years old and already a waste of space on this planet!

Does that make you feel better Millenials?  You’re no longer the worse generation to grace Earth.  Now, it’s Gen Z.  Congratulations, you can now start writing blog posts and books about how to communicate with these crazy Gen Z kids.  Know one understands them, it’s totes cray. With all their selfies and their hashtaggy things, they are going to way worse than those trophy sucker Millenials!

I’ve decided for the 2015 SHRM National Conference I’m going to submit a presentation on how to speak Gen Z.  HR Pros need this valuable information!  I need to come up with a title that completely says Gen Z, but also is very vanilla and safe, so not to scare off the HR ladies in Gen X and beyond.  I think I might go with “#GenZProbs(>_<)” — what do you think?  No, that will never fly with SHRM Gestapo.  It has to say boring, yet strategic.  Safe, yet cutesy.

I don’t know.  My brain doesn’t really work in those contexts!

Let’s crowd source this.  Give me your best Gen Z title for my 2015 SHRM National Preso.  I’ll reward the winner, which will include an inappropriate hug.

Are You ‘Entitled’ To One Mistake?

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Current NBA LA Clippers owner, Donald Sterling, got in a heap of trouble for making racist statements that were caught on tape.  The NBA is going to kick this guy out of being an NBA owner, and it’s probably about time, as he has a history of just being racist.  He doesn’t want to stop owning the Clippers, so now he’s trying to do all he can to save what he can, and possibly still hang on to the team and not be forced to sell.  What is an 80 year old racist NBA owner to do?  Why go on CNN with Anderson Cooper!

Sterling is doing PR to try and get the public on his side, which is a colossal waste of time, but when you’re a billionaire you do silly stuff. Sterling believes we should all forgive him for making one big stupid mistake.  This is his exact quote from the interview:

“Am I entitled to one mistake, am I after 35 years? I mean, I love my league, I love my partners. Am I entitled to one mistake? It’s a terrible mistake, and I’ll never do it again,”

First off, this isn’t Donald Sterling’s first mistake.  He has a history of being a bad guy.   The one mistake argument doesn’t work well for him.  But should it work for anyone? That really is the question for all of this.

Should someone, like one of your employees, get a second chance?

In the HR world this is almost a daily dilemma that is faced.  On one hand you want to say, “Yes!”, shouldn’t everyone get a second chance.  But, as HR Pros know, many times, we don’t give employees a second chance.  Of course, there are reasons of why you wouldn’t give a second chance.  Like the Sterling case, you know of a history of prior bad decisions, coupled with this evidence, you make the call to say, “Nope! No second chance!”

This is what makes HR tough.  I’m not a big believer in the concept of ‘setting precedent’.  Which means basically using a previous example to guide a decision.  HR people (notice I didn’t say Pro) love to use this concept to make tough decisions, easy.  “Well, we fired Jill when she was late three times, so we also have to fire Bill!”  No, you don’t!  Now, you might have some risk, but unless the cases are completely the same, you’re just trying to take the easy way out!  Maybe Jill was late without excuse. Maybe Bill showed evidence of going to extraordinary lengths to make it to work and just couldn’t.  Just because you made one decision one way, doesn’t mean you always have to make it that way.  That’s uninformed and naive.

You get yourself in trouble when you start making decisions differently, for similar circumstances, based on things like gender, race, etc.  That’s when you get yourself into problems.  But if Bill was a much better performer than Jill, should I give him another chance? That’s the decision I need to make with my business partners. But to go and just say “No” we need to fire Bill, doesn’t make a well informed partner.

What about true first time, one mistake, issues?  Does someone ‘deserve’ a second chance?  I tend to believe it’s all based on context.  Mess up a major presentation because you didn’t crunch the data correctly, and we don’t get the sale.  Okay, I’ll give you another chance.  Forget to turn off the power to a machine when you’re finished, and a coworker gets badly injured because of it. You’re fired.  Second chance decisions on contextual.  Donald Sterling didn’t mistakenly become a racist in a conversation once.  He should be done forever. The NBA’s main ’employee’ is predominately African American.  He’s a racist.  I have enough of the context.

 

Wrong Company, Right Interview

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If you’re in the staffing game enough, you’re bound to have strange stuff happen to you.  I’ve had employees die on the job.  I’ve had employees go postal.  I’ve had employees get caught doing almost everything imaginable, but this past week I got a first!  I like firsts. Firsts are like little HR and Talent trophies you get to show off to your HR and Talent peers when you’re out after work sharing war stories!

It seemed like a normal Thursday.  Phones buzzing, recruiters cruitin’, interviews, offers, no-shows.  Call comes in from a client, “Hey, Bill never showed for his interview!” Ugh, I hate no-shows!  In good job times, no-shows increase at alarming rate.  Candidate gets ‘sold’ on a job, then they get buyers remorse and decide instead of being an adult, they’ll just burn a bridge.  We give Bill a call to see why he hates us so.  Bill answers! (that doesn’t usually happen with no-shows, you just have to yell at their voice mail and belittle to a recording) “Bill, I just got a call from InfoGenTech what the hell!  You no-showed. Please tell me one of your kids is seriously injured!”

Then a funny, first time thing, happened.

Bill says, “Well, I went on the interview, but went to the wrong company!”  What!?  Didn’t the wrong company tell you,”Hey dude, you’re stupid and at the wrong company!”  Nope, they didn’t.  This is the D! (Detroit for all you none “D’ers'”!) This company said, “What position are you supposed to interview for?”  Bill goes, “for aprogrammer position”.  Wrong company front desk person, knowing they also need programmers, quickly calls HR and explains Bill’s situation.  Bill gets on the spot interview with wrong company.  Bill never gets the chance to make it to our client’s interview.

Score one for the D.  The war for talent is alive and well in Detroit!

I’ve had candidates get lost and not be able to find where they are going for interviews.  I’ve had candidates show up at wrong locations.  I’ve never had a candidate go to the wrong location and get stolen by the company!

When people ask me how Michigan is doing, how Detroit is doing, I’ll give them this story.  We are so short on talent, we steal interviews.

Recruiting in the D.  Silicon Valley can kiss our ass!