Stephanie Moss

And let me just help draw it down just a couple of more times to really show how this impacts our desk.

Sometimes when we look at our desk and we're in this spring cleaning mode, sometimes what we need to do is go back and look at the searches we've worked on.

Look at the candidates we've placed.

Look at, you know, just really do a nice deep dive into our KPIs or, you know, where we've been frustrated at work or, you know, what have we tried that didn't work and so forth and so on.

And sometimes what we discover is, hey, we are holding on and working searches and

that we're no longer excited about.

We've sent tons of candidates.

There doesn't seem to be any urgency for our clients.

Or, hey, we've told this client we're working the circle and we've had it for 45 days and we've only submitted one candidate and we're hoping like heck they get the job.

Well, that's not good work.

And that's not what we do well.

So part of this is really digging into the details of your desk and saying, hey, how does that translate into

What kind of marketing or business?

What kind of searches really get me fired up?

What do I want to target?

Where do I need to hunker down and really scrub the market for better candidates for these clients so that I know I'm serving them well?

This is spring cleaning at our desk.

And it is very holistic because that's what we are.

Even though I think at times recruiters have this unbelievable ability to compartmentalize, it's a short-term defense mechanism.

And at the end of the day, we operate best when we're operating in a fully holistic way.