In June, we welcomed Karthika Senthilkumar to recruitAbility as a sourcing specialist. Karthika graduated from Rice University in 2018 with a degree in psychology. Learn about her interests outside of the office and more!
Mike Shilling joined recruitAbility in June as a finance & accounting recruiter. Learn about why he pivoted his career to recruiting and what he enjoys doing outside of the office.
The proportion of U.S. workers quitting their jobs for new opportunities is at the highest level in more than 20 years. We examine what this means for employers in terms of wages and employee retention.
We summarized key findings from Microsoft’s 2021 Work Trend Index, a study of more than 30,000 people across 31 countries that analyzed trillions of productivity and labor signals.
For the second consecutive year – and for the third time in the past four years – recruitAbility has been recognized by the Austin Business Journal (ABJ) on its annual “Best Places To Work” list.
We’re doing a series on recruitAbility employees’ first jobs and the lessons they learned. Jared Butler, sales development representative at recruitAbility, tells us about his first job as a lifeguard and how it influences his work now.
The rise of remote work during the pandemic appears to be one reason why more affordable, low-tax states are attracting more residents. Here are some tips for companies to consider as they navigate this new reality.
Kristina Kennedy is a partner at Kickstand Communications. She joins us in this episode to explain how PR & media has transformed in recent years, when is the right time for businesses to invest in PR, and how Kickstand has improved its employee benefits to engage and retain its remote workforce.
Right now, the tech world is paying premium salaries for gender-diverse talent because it is so scarce. We list some recommendations for companies that want to increase the diversity of their workforce and reduce unconscious bias from their hiring process.
Sometimes companies’ goals for a new hire do not align with the job title or the compensation. We explain why this happens and present some solutions for how job candidates should respond to these situations.