“I HATE hiring,” I recently declared to a friend while going through the throes of interviewing for Forge. He started laughing, and replied: “You do realize the irony of what you just said, considering what you do for a living.” And yes, I do.

Most start-ups (and most businesses, for that matter) will tell you that a venture succeeds or fails because of the people. And we know this. Whether it’s the strategy or sales or creative that’s missing, a business will crumble without the right talent.

Crafting a good job description is a crucial first step in hiring well. Putting the time and effort into writing a good job description pays off because it forces you, the hiring manager, to really think through what this role is all about. Here we share five key tips to writing a compelling job description.

My daughter hates being wrong. This is not an exaggeration; she will eat a disgusting creation of yogurt and mustard and who-knows-what to prove her point.

“They're both really good options,” my client said earnestly, referring to the two finalists for the job. “Both bring something different to the table, which is a hard place to be. Can we just combine them?”

We spend a lot of our lives avoiding hard things.

And that’s understandable, because no one actually wants bad things to happen. But it’s also ironic, because the hard things are what help us grow.

Resilience is a funny word. It’s squishy and nuanced, half the time we use it without knowing what it means, and it’s probably over-used in today’s world. According to Merriam-Webster, resilience is an ability to recover from or adjust easily to misfortune or change.

My mom never gave me much career advice. She was many things—a wonderful homemaker, a generous hostess, a kind friend and patient teacher—but she was not a businesswoman. She passed away two years ago after a long battle with brain cancer.

At a loss for what questions to ask in an interview? This list of thought-provoking questions will give you a head start. Combining Pat Lencioni’s concept of Hungry, Humble, and Smart with the questions we’ve found helpful over the years, this list will provide you a great starting point.

You know the one. That bad hire you made at some point in your career, that still haunts you today. The truth is, no one wants to make a bad hire. Aside from the human element, the negative impact on culture, morale, and even finances is mind-blowing (and well-proven). The U.S. Department of Labor estimates that the average average cost of a bad hiring decision is at least 30 percent of the individual's first-year expected earnings.

The sad truth is that candidates are not required to be interested in your company. The good news is that we can fix that with a three-part formula that makes your value proposition much clearer in recruiting!

This month Forge Search turned two years old! I honestly did not think we would make it that far.

There are 1.9 posted roles for each unemployed, available candidate on the market. So no wonder great talent is hard to find. Almost every executive you talk to is frustrated at the difficulty filling open roles in their organization and the rising compensation requirements for those candidates. It shouldn't be this difficult. We've compiled five tips for how you find the right talent for your organization.

Wait -- hear us out. While obviously we're biased towards our Recruiting Process, we realize that sometimes it can be out of scope or budget to use external resources.

One of the most common questions you’ll get in an interview is “Why are you leaving your current job?” Here are some practical tips for how to answer that question and keep the interview flowing smoothly.

What do you think is going to happen to hiring? If I had a dollar for every time I got that question, I would be a rich woman.

It’s the one question I hear more often than any other: Where have the candidates gone? In an abrupt reversal from the spring of 2020, companies have found themselves struggling to acquire talent. PEW Research reports that 42 states have more available jobs than people looking for work.

“Recruiting is not rocket science.” If you’ve worked with me for any time at all, you’ve heard me say this. And it’s true. A strong process is what sets a great recruiter apart from an average one (and, you could say, a great firm apart from an average one). All of our recruiters are well-trained in the Forge Search Process. Here’s a peek behind the scenes of the process we go through for each of our searches.