Dina DeMarco

And what happened was they kept coming back to us at Hume and saying, hey, we know you know how to recruit. We've just acquired this company and they need to hire a financial controller, but we don't want to pay 30 percent. Or we've just acquired this company. It's peak season. They need to hire 40 HVAC technicians. Can you help us figure out and do it? how to do it.

And what happened was they kept coming back to us at Hume and saying, hey, we know you know how to recruit. We've just acquired this company and they need to hire a financial controller, but we don't want to pay 30 percent. Or we've just acquired this company. It's peak season. They need to hire 40 HVAC technicians. Can you help us figure out and do it? how to do it.

And so we had this informal relationship and we were doing that for about 12 months. And then we had a light bulb moment and we said, wait, there is nobody out there that is serving this, this group with a really scalable and affordable recruitment resource. And so that's when I had the opportunity to figure out what this business looks like.

And so we had this informal relationship and we were doing that for about 12 months. And then we had a light bulb moment and we said, wait, there is nobody out there that is serving this, this group with a really scalable and affordable recruitment resource. And so that's when I had the opportunity to figure out what this business looks like.

And so we had this informal relationship and we were doing that for about 12 months. And then we had a light bulb moment and we said, wait, there is nobody out there that is serving this, this group with a really scalable and affordable recruitment resource. And so that's when I had the opportunity to figure out what this business looks like.

And that's when we decided to formally launch this, this practice. Yeah.

And that's when we decided to formally launch this, this practice. Yeah.

And that's when we decided to formally launch this, this practice. Yeah.

Yeah, I guess. So it's very interesting right now. So obviously, everybody is watching the economy. Being a talent person, what I'm watching is the labor market. And I like to describe it as cooling but optimistically resilient. So I look at the JOLTS report every month and we're seeing this continued downward trend in job openings.

Yeah, I guess. So it's very interesting right now. So obviously, everybody is watching the economy. Being a talent person, what I'm watching is the labor market. And I like to describe it as cooling but optimistically resilient. So I look at the JOLTS report every month and we're seeing this continued downward trend in job openings.

Yeah, I guess. So it's very interesting right now. So obviously, everybody is watching the economy. Being a talent person, what I'm watching is the labor market. And I like to describe it as cooling but optimistically resilient. So I look at the JOLTS report every month and we're seeing this continued downward trend in job openings.

But what's interesting is the number of hires is remaining relatively stable and the number of quits are remaining relatively stable. So we know that people are confident enough to make job changes, but we also know that employers are trying to hold on to talent. So it tells me that we're in really a strategic phase of hiring where organizations are doing precise hiring.

But what's interesting is the number of hires is remaining relatively stable and the number of quits are remaining relatively stable. So we know that people are confident enough to make job changes, but we also know that employers are trying to hold on to talent. So it tells me that we're in really a strategic phase of hiring where organizations are doing precise hiring.

But what's interesting is the number of hires is remaining relatively stable and the number of quits are remaining relatively stable. So we know that people are confident enough to make job changes, but we also know that employers are trying to hold on to talent. So it tells me that we're in really a strategic phase of hiring where organizations are doing precise hiring.

And so we have to focus on quality, efficiency, and making sure that we are putting forth the best candidate experience that we possibly can. From the candidate perspective, candidates are willing to take jobs It takes a bit more convincing than it would have historically a couple of years ago, for example.

And so we have to focus on quality, efficiency, and making sure that we are putting forth the best candidate experience that we possibly can. From the candidate perspective, candidates are willing to take jobs It takes a bit more convincing than it would have historically a couple of years ago, for example.

And so we have to focus on quality, efficiency, and making sure that we are putting forth the best candidate experience that we possibly can. From the candidate perspective, candidates are willing to take jobs It takes a bit more convincing than it would have historically a couple of years ago, for example.

What we know is there's not as many active job seekers, but if you have a compelling position, candidates will have the conversation and they'll explore additional opportunities. The other thing we're watching, which I think everybody's watching this as well, is AI and how can we use AI in the recruitment function.

What we know is there's not as many active job seekers, but if you have a compelling position, candidates will have the conversation and they'll explore additional opportunities. The other thing we're watching, which I think everybody's watching this as well, is AI and how can we use AI in the recruitment function.

What we know is there's not as many active job seekers, but if you have a compelling position, candidates will have the conversation and they'll explore additional opportunities. The other thing we're watching, which I think everybody's watching this as well, is AI and how can we use AI in the recruitment function.