Averity

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Leadership Principles We Can Learn from Darth Vader I was talking to someone, and we shared the expression "may the force be with you." This got me thinking about Darth Vader and how he was always the hands on leader...so, naturally, I went there... 1. Hands-On Leader Vader wasn’t sitting in a tower barking orders. He was on the front lines, flying fighters, boarding ships, and confronting enemies himself. Lesson: Leaders who stay connected to the work inspire respect and show they’re not afraid to get their hands dirty. 2. Leads by Example He didn’t just demand results—he showed the standard. When he wanted something done, he demonstrated what execution looked like. Lesson: If you expect high performance, model it first. 3. Visionary & Strategic Vader’s ultimate mission was clear: restore order and bring the galaxy under Imperial control. He never lost sight of the big picture. Lesson: Leaders must communicate a vision that people can rally around and tie short-term actions to long-term goals. 4. Big Thinker He wasn’t interested in small wins—his ambitions were galactic. That scale inspired fear but also a sense of possibility. Lesson: Don’t be afraid to set audacious goals that challenge and stretch your team. 5. Disciplined & Motivated His discipline in combat, strategy, and command was unmatched. Vader lived by routine, focus, and the mission. Lesson: Discipline is contagious—teams mirror the leader’s focus and work ethic. 6. Belief in His Cause Even though we may not agree with his cause, his conviction was unwavering. People followed him because he believed with absolute certainty. Lesson: A leader who truly believes in the mission gives others permission to believe as well. But… The Dark Side Warnings Fear-based leadership works in the short-term, but breeds betrayal and resentment in the long-term. Choking people out for failure may get compliance, but it doesn’t inspire loyalty, and this is an HR nightmare! Rigidity blinded him to creativity and innovation, ultimately leading to his downfall. Takeaway: Darth Vader shows us that vision, discipline, and leading from the front are powerful leadership traits. But real, sustainable leadership requires balancing strength with trust, empathy, and adaptability. Without that balance, even the strongest leader eventually collapses under their own weight. There you go, I went there. And yes, this was MY idea! F*CK Yea! I would love your comments on this. Unleash it! Let's hear from you!!! #leadership #hiring #management #entrepreneur #teambuilding #hiring #recruiting #averity #starwars #darthvader #LFG

The future of recruiting is going to look very different from the last 20 years—but the companies that win will be the ones like Averity who don’t forget the simplest truth: people hire people. The end goal will always be quality of hire, retention, and cultural fit—metrics that can’t be faked with volume. In short: The future of recruiting is AI-powered, but human-led. It’s about cutting the crap with automation while doubling down on relationships, storytelling, and trust. Here’s how I see it shaping up: 1. AI Becomes the Assistant, Not the Recruiter Automates the noise: Resume summarizations, scheduling, sourcing lists, follow up. Frees up the recruiter’s time: More space for real conversations, storytelling, and selling opportunities. Raises the bar: Candidates and hiring managers will expect recruiters to already know their background, priorities, industries, and news related because AI already pulled it up just based on paper and transcribed conversations. 2. Human Connection Becomes the Differentiator The market will be (and is) flooded with automated outreach, AI-written job descriptions, and templated follow-ups. Hiring Managers and Candidates are already fatigued. The recruiters who stand out will be the ones who actually talk to people, network, and build trust. Being able to say “I know this person, not just their résumé” will become more valuable than ever. Networking & referrals will resurge. As apps and AI flood openings with noise, companies are leaning harder on who vouches for whom. WSJ already reported a clear shift back to networking and referrals boosting odds of getting seen. Referrals will convert; job boards fill the top of funnel. Data shows referrals are among the most valuable sources of hires, while job boards still deliver volume but a lower share of hires—so “open market blast” isn’t dead, it’s just less decisive for high-value roles. Halfway through Q3 already. How's your candidate pipeline for critical roles? More to come on this...

Trust is currency. Wow. Your AI recruiting bot sent out over 1,000 blind emails… lucky you. “I always love that phone call from you when you say, ‘I’ve got a person you should talk to.’ Every time I do, I love them… and I’ve hired most of them.” Those are words from a CTO I’ve known for years. Today, I got ANOTHER job to fill from them. That’s not magic. That’s not an algorithm. That’s relationships, trust, and real conversations. And yet… here’s what the last 18 months of recruiting have been flooded with: Automated sourcing bots Template-driven outreach that sounds exactly like every other recruiter Zero context on the person or the opportunity AI-written follow-ups that don’t even match the conversation It’s noise. And you’re all numb to it. So what now? The old-school, relationship-driven approach is winning. Trust is currency — People are being hit from every angle with AI-generated spam. When a known, credible human calls, they listen. Real conversations = better relationships based on trust — Everyone’s obsessed with “volume.” What happened to trust? Just this week, we used an AI tool (Juicebox) to rank candidates for a role. The one who got the $195k offer? AI didn’t even have them in the top 50% of the funnel pool. We knew them, presented them, and the offer happened. Thanks for nothing, AI! The best hire isn’t in the toolbox. You've known them for years. What are you doing to secure the best hire? How are you engaging the best on and off the market? Who is hunting the best in breed for your team? Answer: Averity You've known and trusted us for this long for a reason. Talk to you soon.

Has recruiting been "Botified"? In a world full of bots, automation, and AI-generated resumes, I feel like all I hear are people complaining all the time: “no one is hiring anymore” Spoiler alert: They are. Averity has filled over 10 open tech roles between contract and full time in the last 2 months alone, while we have seen numerous candidates receive multiple offers. But here’s the rub—screening resumes has become a nightmare. Everyone’s using the same tools, the same prompts, the same AI agents that make every candidate sound perfect on paper. All in all, this is ridiculous. It’s all been botified - yes, this is my word, not AI 🙂 It’s exhausting and a little insulting. Over 11 years ago, when I started Averity, I wrote something simple: “People hire people. Looking for a new job or trying to hire that critical person isn’t fun. Finding the best opportunity and hiring the right person is more than an application and a resume. The hiring and interviewing process can be time-consuming and tolling, which requires a trusted source to aid in communication, screening, preparation, scheduling, and feedback.” That’s more true now than it’s ever been. You don’t need more bots. You need a partner who actually knows what they’re doing—someone who can help cut through the noise and find the right human for the job (or the right job for the human). Because in the end… People still hire people. If you’re sick of the white noise and the AI FOMO, feel free to chime in. #hiring #CTO #recruiting #jobs #averity

11 Years Ago on May 2, 2014… I Bet on People. Not a product. Not a process. People. Averity started at my dining room table—with a laptop, a phone, and a 6-month-old crawling around my feet. No office. No roadmap. Just belief. And now? We’ve built a company where culture actually comes first. - Where tenure is measured in years, not months. - Where we’ve been named the Best Staffing Firm to Work For in North America—twice. I’m humble as hell. But I’m proud as hell, too. This ride has pushed me to grow in ways I never imagined. Where we were isn’t where we are. And where we’re going? That takes leadership. I've been built for that since 1998. That’s who I’ve always been. That’s what I owe to the people who bet on me—and what you should expect from me: Greatness. Moments that matter. Impressions that turn into influence. The next great thing. So MANY great things coming your way from me...get ready for the permanent change in tech! Want to know what’s next? Follow me. I am the leader. Stay tuned! #thetechclusive #Averity #PeopleHirePeople #11YearsStrong #Leadership #BuiltForThis #NextIsNow #WatchThis

Say Yes. Too many candidates are screened out before they even get a chance. Recruiters these days are trained to look for reasons to say no—wrong keywords, not a "perfect fit," missing one checkbox on a list. 🚀 But what if you flipped the script? ❌ Don’t ask “Why?” ✅ Ask “Why not?” 💡 Why not have a conversation? 💡 Why not see where they could add value? 💡 Why not do what recruiters are actually supposed to do—recruit, sell, and market the job and the company? ✔️ Maybe they’re perfect for another role. ✔️ Maybe they have skills your client didn’t even know they needed. ✔️ Maybe they didn’t use AI to rewrite their resume just to match your algorithm. ✔️ Maybe they don’t even have a resume—because the best hires rarely write resumes or cover letters. How can you measure talent, potential, or intellect without actually talking to someone? The best recruiters don’t screen out—they screen in. Stop looking for reasons to say no. Start finding reasons to say YES. That's the Averity way! #Recruiting #Hiring #TalentAcquisition #JobSearch #PeopleHirePeople #HiringDoneRight #Averity #AverityNetwork #AverityExperience