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December 8, 2023
Partner at Hirewell. #3 Ranked Sarcastic Commenter on LinkedIn.
On Fridays I’ll share stories from my mailbag. DM’s open lol.
“I have feedback for you. On Zoom calls you look like you don’t want to be here. You need to smile more.”
That was given to a contact of mine. An internal recruiter. From her manager, the head of HR.
The feedback itself came from an internal colleague. A hiring manager.
A few things to note:
1. Absolutely no mention of actual job performance in the conversation. Crickets on that.
2. I’ll lob the gender hand grenade into this. In order of appearance: female, female, male.
I’ll be shocked if you couldn’t guess the first and third.
3. The HR manager didn’t stop to think “maybe the real problem is the hiring manager and that’s the person I need to address.” The only thing worse than an office jerk is a system that can’t recognize one.
Because everyone likes a happy ending: My contact did get a new job offer this week. She was already looking because this interaction wasn’t an outlier, but the norm.
Moral of the story: No one wants to work with a jerk. If you can’t retain people in a down market, what do you think is going to happen when it rebounds?
Partner at Hirewell. #3 Ranked Sarcastic Commenter on LinkedIn.
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This started with a pretty common problem.
The Black Tux was growing fast. Peak seasons were getting busier. Retail showrooms were expanding. Their internal TA team? Maxed out. They needed help hiring customer care talent quickly and without committing to building a much bigger internal team.
What surprised everyone (including us) was how it evolved.
Seasonal support turned into embedded recruiting. Embedded recruiting turned into weekly market data, process fixes, and help across retail, warehouse, HQ, and leadership roles. One consultant became an extension of their team, flexing as priorities shifted.
Over time, that approach supported 275+ hires across showrooms, warehouses, customer care, and roles like VP of Supply Chain and Lifecycle Marketing without The Black Tux having to overhire internally.
No big “transformation initiative.” Just adapting as the business grew.
If you’re dealing with growth, seasonality, or capacity issues, this is a realistic look at what flexible hiring support can actually look like.
Read the Black Tux case study here.
Hiring rarely goes exactly as planned. The good news? It doesn’t have to.
Have a big hiring initiative and unsure the best way to tackle it? Let’s discuss…
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