Charles Joseph

A candidate turned down an offer b/c the company insisted on onsite work. And honestly, I get it. Here’s the thing: some people thrive in a remote environment—it’s where they do their best work. The company emphasized the benefits of being in the office, but the candidate knew they were more productive remotely and wasn’t willing to compromise on that. This is a reminder to all hiring managers: if you want top talent, you need to understand how they work best. People aren’t just looking for a job—they’re looking for a work setup that lets them excel. For some, that means working remotely. Don’t expect to get what you want by pushing a one-size-fits-all approach. Thoughts?

A candidate turned down an offer b/c the salary was $20K below asking. And I don’t blame them. Here’s the thing: compensation isn’t just about numbers—it’s about value. The company tried to sell perks and growth opportunities instead, but at the end of the day, the candidate knew their worth and wasn’t willing to settle. This is a reminder to all hiring managers: if you want top talent, you need to match their expectations. People aren’t just looking for a job—they’re looking for a place that values what they bring to the table. Salary is a big part of that. Don’t expect to close the deal by offering less and hoping the perks will make up for it. Thoughts?

A candidate turned down an offer b/c the salary was $20K below asking. And I don’t blame them. Here’s the thing: compensation isn’t just about numbers—it’s about value. The company tried to sell perks and growth opportunities instead, but at the end of the day, the candidate knew their worth and wasn’t willing to settle. This is a reminder to all hiring managers: if you want top talent, you need to match their expectations. People aren’t just looking for a job—they’re looking for a place that values what they bring to the table. Salary is a big part of that. Don’t expect to close the deal by offering less and hoping the perks will make up for it. Thoughts?

Who’s heading to the Forbes Under 30 Summit in Cincinnati on September 22-25? 🚀 I’m excited to be there and would love to connect with you. Whether you’re in tech, finance, marketing, or any industry in between, let’s meet up! If you’re attending, drop a comment or shoot me a message. #ForbesUnder30 #Under30Summit

In both life and work... connection is everything. As someone who matches people with their ideal roles, I’ve seen firsthand how the right fit can change everything. It’s not just about skills—it’s about passion, drive, and the ability to connect on a deeper level. But this lesson doesn’t just apply to my job. It’s something I’ve learned in my personal life too. Take my morning walks, for example. It’s a simple routine, but those moments of reflection set the tone for my entire day. It’s in these small, meaningful connections that I find clarity and purpose. Whether I’m helping someone find the perfect job or just simply catching up. I’m reminded that the little things—those genuine moments of engagement—are what truly matter. How do you find connection in your daily life?

One of my favorite parts of my job is talking to candidates. Every conversation is a reminder that behind every resume is a unique story and a lot of hard work. Recently, I spoke with someone who felt uncertain about their next step. They had the skills, the experience, and the drive—but they were doubting if they were truly ready for the role they wanted. Here’s what I told them: Sometimes, it’s not about being ready. It’s about being willing to take the leap and grow into it. The best opportunities often come when we step outside our comfort zone and bet on ourselves. If you’re reading this and feeling unsure—remember, you’ve already come this far. The next step might just be the one that changes everything. What’s the best career advice you’ve ever received?

PTO isn’t just time off—it’s time on for yourself. Unplug, recharge, and come back stronger.

great talent deserves great pay.

Experience ≠ Entry-level pay. Period.

I recently spoke with a candidate who went through a marathon of interviews at another company.. It got me thinking—how many of us have experienced this, or worse, how many companies unknowingly put candidates through it? The candidate endured 5 rounds of interviews, each more intense than the last. By the end, they were drained, uncertain, and questioning if they even wanted the job anymore. Here’s the thing: An interview process should be a conversation, not an obstacle course. Here’s how companies can improve: Prioritize clarity. ↳ Let candidates know exactly what to expect at each step—no surprises. Keep it concise. ↳ The right fit can often be found in 2-3 rounds, not 5. Respect everyone’s time. Make it human. ↳ Focus on dialogue, not interrogation. You’re hiring a person, not just a resume. Now, I get that the level of the role can influence the process. More senior positions might require a few extra steps—but even then, clarity and respect for time should be front and center. A good interview process should leave candidates feeling excited about the opportunity, not questioning their interest. Thoughts?