Often, when an organization loses an HR Director, Benefits Manager, or HR Business Manager for whatever reason, they know that the standard two (or in some cases a bit more) week notice period won’t be enough time to make an offer to the next person to fill the role. While precious handover time slips away, the business will do its best to make a placement before the departure.

I am often asked about my thoughts on what kind of HR support a client needs, and what is best for a business “of my size”? And my answer is almost always the same…it depends.

An Internal Recruiter Vs. Recruitment Process Outsourcing

You would be hard pressed to find a C-level executive who does not think that successfully staffing their organization can either make or break their organization in the long run. Aside from some roles directly impacting company revenue, losing out on top talent to competitors typically signals the slow and inexorable decline of a business. Luckily, there are a number of ways organizations can improve their recruiting effectiveness to avoid this undesirable outcome.

It’s Friday afternoon and your Director of HR just gave their resignation. As hard as it probably is to hear the news, I’m writing this to tell you, please don't worry. You don’t need to stress about taking on HR on your own or loading more onto your existing team whose plates are already full, to get you through the transition. After more than 15 years in the business of HR and Recruiting, we have helped hundreds (if not thousands) of organizations go through this very same scenario.

Gig what?