Our staffing and recruiting experts share their insights into successful hiring, labor market forecasts, industry trends, and related topics. Below, members of our direct hire recruiting team sat down and answered some of our most asked questions.


What is the status of remote/hybrid work in 2023?

Sarah Beth: I think that the trend toward remote work is slowing down a little bit. In 2020 the labor market was disrupted by Covid and the workforce came to expect remote work as the new normal. There were many more hybrid and remote work arrangements being offered to employees, and more traditional companies had to keep up in order to avoid losing people to jobs that offered those benefits. But times have changed, and companies are starting to recognize some of the drawbacks of remote work. Most of the new roles we are asked to work on have onsite requirements.


What is it about a well-made resume that catches your attention? And what are some red flags?

Mara: A resume that stands out to me is one that is well organized and pleasing to the eye. A well-made resume shows a candidate is structured and detail oriented. In an organized resume, the candidate’s previous positions will be listed in chronological order, starting with the most recent and so on, as well as listing detailed descriptions of what they did day to day, which leaves out the guess work for the recruiter.

The biggest red flag I often notice is when a resume shows many inconsistencies, such as incorrect titles or timelines that don’t match up. Another red flag that can easily be avoided is to make sure you include your email and phone number on your resume, preferably in the header.


What skillset or position type seems to be the most in demand based on your recent recruiting efforts?

Mara: I have been recruiting for a lot of finance and accounting positions. It seems like companies are really desperate for help within their financial services teams. Recent positions that we have filled include Controllers, CFO’s, Financial Analysts, and Finance Managers.

Sarah Beth: Recently a lot of my recruiting efforts have gone toward Account Executives and Sales Representatives – particularly software sales that deal with financial systems or HCM.


Apart from compensation, what motivates candidates to stick around long term? What entices candidates to accept a job offer in the first place?

Sarah Beth: I think for candidates to stick around long term it’s important to offer both monetary and non-monetary incentives. Some examples could be flexible work schedules, recognition based on performance, or additional vacation time. Company culture is also super important- employees need to feel like they belong and are accepted and that they are contributing to the company’s success.


What is one piece of advice to hiring managers, and one piece of advice for candidates?

Mara: I would say for both hiring managers and candidates, it is important to be fully transparent. As a candidate, being transparent about what you are looking for, why you are looking, and what interests you allows recruiters and hiring managers to determine if you are a good fit. As a hiring manager, being transparent with your recruiter regarding what you like or don’t like about a candidate is vital for the success of the hiring process. Being open and honest about why you are looking to fill the role and what your ideal candidate looks like ensures that we are putting our best efforts into finding the perfect candidate for you. Transparency also allows the candidate to understand company culture, job expectations, and hiring timelines.