Newsletter Archives

One of your top analysts just left, and you face a sudden increase in new projects. Do you scramble to make a last-minute hire from a tiny pool of applicants in hopes you can fill this frantic need?

Hitting the trifecta at Churchill Downs (or any track) is tricky enough. Hitting the candidate trifecta is an even tougher challenge. How can you manage your bet so that you win?

Adding an Analyst at the low end of the experience hierarchy can sometimes be the right move for your practice. Doing it successfully, though, requires finding a different way to assess your [...]

No one starts the hiring process expecting to fall into the Goldilocks Trap. But people can—and do—just the same. How do you avoid it?

I have hired my share of BV/LS staff. It is never easy. It gets even harder with candidates who have that ‘sort-of-but-not-quite’ experience. I want to tell you about an assessment tool that can help.

Everyone wants to hire the two to four-year staffer. Why not? Enough experience to be productive and still low-cost enough to be profitable. Waiting and hoping to hire one might not be your best [...]

You don’t need BV comp data very often. However, when you need it to attract and retain top talent, you need it. Why can’t you find it?

Of course, your candidate wants an offer. You could have guessed that. Otherwise, why bother with the whole interview process? What you want to know is how badly. There’s a way to find out.

The candidates you want to attract aren’t looking at job postings. They already have a job. What they will pay attention to is a story about how the future can be better by joining your practice. [...]

Competition for talent is fierce. If you haven’t lost a candidate to a counter-offer, you know someone who has. Your best protection is putting the subject on the table—front and center—during a [...]