Hirewell

“My team feels busy” is a signal. It is not a hiring plan. In this clip, Patrick Sullivan, CFO of A-Rent Test Equipment, explains why headcount decisions need to be tied to actual operating metrics, not just pressure from the loudest department. Cost per head. Cost per process. Activities per hour. Whatever the right KPI is, the point is to give leadership something real to look at before adding another person. Because being busy can mean a lot of things such as: - The team needs help. - The process is broken. - Expectations are unclear. - One person is underperforming and everyone else is absorbing the impact. Those are very different problems. Hiring may be the right answer. But if the foundation is weak, more headcount can just make the mess bigger. Pat put it simply: he is all for adding fuel to a fire, but only when there is a solid foundation underneath it. Watch the clip below, catch the full episode or read the blog! Links in the Comments. #BeyondTheOffer #HiringStrategy #WorkforcePlanning #TalentStrategy

Our client, OneDigital, is hiring! Check out these positions that opened today. Interested in learning more, email Melissa Villoch, LUTCF at melissa@hirewell.com.

The salary is not usually the most expensive part of a bad hire. The drag is. A manager starts spending more time repeating the same feedback. Work gets redirected. Other people quietly compensate. The team keeps moving, but everything takes more effort than it should. Pat Sullivan, CFO of A-Rent Test Equipment , talked about this with Bill Gates and Rosanna Snediker on Beyond the Offer. The part that matters most is not just the operational slowdown. It is what happens to credibility. High performers notice when low performance is tolerated. They notice when effort and output do not seem to matter as much as they should. They notice when accountability is uneven. That is why bad hires become bigger than one person. If leadership waits too long to address it, the team starts questioning the standard. Sometimes the answer is coaching. Sometimes the answer is making a change. Ignoring it usually costs more than either. Watch the clip below, catch the full episode or read the blog! Links in the Comments. #BeyondTheOffer #Hiring #Leadership

A trend we're seeing across technology hiring: Companies are placing less emphasis on framework-specific experience and more emphasis on engineers with strong fundamentals, adaptability, and the ability to leverage AI effectively. As Sam Preiser from Hirewell's Technology Practice recently shared, AI tools are helping talented engineers become productive in unfamiliar technologies faster than ever, which is changing what hiring managers prioritize. Check out the full blog for more (Link in comments) on how AI is reshaping engineering hiring. And if you're hiring technology talent, let's talk: hirewell.com/contact #hirewell #hiring #technology #softwareengineering #artificialintelligence #techrecruiting

Finance and HR do not need to be on opposite sides of the hiring conversation. They do need to be honest with each other. That was the thread in this part of Beyond the Offer, where Bill Gates and Rosanna Snediker sat down with Pat Sullivan, CFO of A-Rent Test Equipment. Pat does not look at HR as a cost-control function. He also does not want finance to be viewed as the group that simply blesses or blocks headcount. The better version is more useful than that. Finance brings guardrails. HR brings perspective. Both sides stay clear on where the business is going. Because in a growth company, people are often the biggest discretionary investment being made. Talent quality can determine whether the company keeps accelerating or whether the operation starts breaking under the weight of growth. That means HR cannot just repeat whatever department leaders ask for. The question has to be whether the hire fits the strategy, whether the business can support the role, and whether the organization can actually train and deploy that person well. Watch the clip below, catch the full episode or read the blog! Links in the Comments. #BeyondTheOffer #Hiring #HR #Leadership

AI is changing more than job titles. Traditional data science teams are splitting into more specialized AI functions. AI engineering. AI agent engineering. AI platform. And across all of it, the goal is pretty simple: use AI tools to move faster, work smarter, and get more output from the team you already have. The 10X developer idea is not staying limited to developers. That expectation is spreading. Watch the full episode here: https://hubs.ly/Q04jjQ9Y0 #Stacked #AIHiring #TechHiring #AIEngineering #DataScience #ArtificialIntelligence #TechRecruiting

AI hiring is not one big bucket. There are a few very different needs showing up right now. Internal process automation. AI tools that make engineering teams more efficient. AI-driven products built for customers. Each one takes a different kind of person, a different hiring strategy, and usually a decent amount of change management behind the scenes. Because adding AI is not just a recruiting project. It changes how teams work. Watch the full episode here: https://hubs.ly/Q04jjQJm0 #Stacked #AIHiring #TechHiring #AIEngineering #ArtificialIntelligence #HiringStrategy #TechRecruiting

Most hiring conversations focus on filling open roles. This episode focuses on what happens after the hire is made. Coming soon on Beyond the Offer, Bill Gates and Rosanna Snediker sit down with Patrick Sullivan, CFO of A-Rent Test Equipment , to talk about hiring inside growth-stage companies and why so many scaling problems actually trace back to people decisions. The conversation gets into: - hiring for adaptability instead of perfect experience - the operational drag caused by bad hires - why “my team feels busy” is not a hiring strategy - how finance and HR should think about headcount together - what scalable teams actually look like behind the scenes A really solid conversation for leaders trying to grow without creating chaos in the process. #BeyondTheOffer #HiringStrategy #Leadership #TalentStrategy

AI does not fix bad data. It just makes the mess faster. In this clip from Stacked: Tech Hiring Insights, Matt Mulcahy explains how data teams are using AI to move quicker, from building queries to spinning up data warehouses. But there’s a catch. If the data foundation is bad, the output will be bad too. Clean data in. Clean data out. Garbage data in. Garbage AI out. Watch the full episode here: https://hubs.ly/Q04jd0jb0 #Stacked #DataEngineering #AIHiring #TechHiring #ArtificialIntelligence #DataScience #TechRecruiting

Preview of tomorrow’s live episode of Beyond the Offer: Bill Gates and Rosanna Snediker sit down with Pat Sullivan, CFO of A-Rent Test Equipment , for a conversation about hiring inside growing companies and why so many teams struggle once the business starts scaling quickly. One part of the discussion that stood out was around hiring for adaptability instead of just experience. Hiring for a growth company is weird because the job you are filling today might not be the job six months from now. That is where a lot of hiring mistakes start. Pat talked about why some of the best hires are people who may not check every box today but clearly know how to learn, take ownership, and operate without a fully built playbook. The conversation also gets into leadership development, hiring managers, organizational drag from bad hires, and what companies often miss when scaling teams. Live tomorrow at 11AM CT / 12PM ET here on LinkedIn. #BeyondTheOffer #Hiring #Leadership