Blogs

US startups feel the squeeze right now. Hiring specialized talent has become a double bind. Investors want sharper burn-multiples, not bloated hiring plans. Teams need high-skill contributors, not high-maintenance headcount. Early-stage hiring rates have fallen hard compared to 2022, and founders have learned to treat every headcount like a capital allocation decision. Here is the plot twist. Even in a tougher market, remote and global work has stabilized at about 40 percent

You can see it happening in real time, even if nobody says it out loud.  A role stays open.  Another sprint slips.  Your best engineer quietly works nights because “it’s fine, I’ll manage.”  A release you planned for Q2 politely shifts itself to Q3. And all the while, the company tells itself a story:  “We’re being careful.”  “We’re being thorough.”  “We’re optimizing for quality.” But here’s the truth no one wants to print on the dashboard: your time to hire is silently drai

If you’ve ever tried hiring for a growth-stage startup, you’ve probably felt that quiet, simmering panic. The market feels like a knife fight, the budget feels like an insult, and the clock keeps laughing at you. You throw money at traditional recruitment agencies, hoping for a lifeline, and somehow end up with candidates who look great on paper but collapse on culture, or vanish before the onboarding form even loads. Feels familiar, right? You’re not the only one stuck in th

The power of boolean search in recruitment Picture this. You are dropped into a colossal city that never sleeps. Millions of windows. Millions of footsteps. Somewhere inside that chaos hides the one person you need. No clues. No trail. Just noise. The hunt feels impossible. Then something wild happens. A map appears. Not a pretty tourist map, but a secret blueprint that cuts through alleyways and rooftops and hidden corridors. Follow it, and you land straight at the door of t

Social media, a part and parcel of our lives, has similarly become a significant part of the corporate world too. The humanness it has brought to the corporate world is far more valuable. Especially, talent sourcing! When sourcing talent through social media, we have experienced results that weren’t possible with the job boards or cold outreach.  The instant personal connections, access to a large number of both active and passive candidates, and the lower cost than tradition

In 2025, the average time-to-fill executive and non-executive positions is 45 days, an increase of a week from 38 days in the year 2023. Why everyday in hiring now costs you more than you think In a job market where great candidates vanish in days, speed is not a luxury. It is a weapon. Most companies still drag hiring across 44 to 45 long days. That is an eternity. Plenty of time for a faster competitor to steal the talent. Every slow day between opening a role and sealing a