Writing

Your first hire is one of the most consequential decisions you'll make as a founder. Here's how to think about it, structure the process, and avoid the mistakes most first-time hiring managers make.

More companies are posting salary ranges in job descriptions — some by choice, others by law. Here's what salary transparency means for your hiring process and why it matters.

A careers page is more than a list of job postings. Done well, it's your most effective recruiting channel. Here's what it should include and how to set one up.

You don't need to manually repost your jobs on every job board. One XML feed syndicates your listings to Indeed, Glassdoor, ZipRecruiter, and more automatically.

The average time-to-hire is 44 days. The best candidates are usually off the market in 10. Here's how to close the gap without compromising your standards.

Enterprise ATS tools are built for enterprise hiring teams. If you're a small team hiring five to fifty people a year, you need something different. Here's how to choose.

Greenhouse and Lever are great tools — for the teams they were built for. Here's an honest comparison of when each makes sense and when a lighter tool is the better call.

Most early-stage teams hire reactively — post a job, read some resumes, make a gut call. That works until it doesn't. Here's how to build a process that scales.

Most ATS tools charge per user. That means every time someone new joins your hiring process, you pay more — even if they're only involved in one interview. Here's why that's backwards.

A bad job description is the most common reason a role gets flooded with unqualified applicants — or gets no applicants at all. Here's how to write one that works.

You don't need to spend money to get organized about hiring. Here are the best free ATS tools available today and what each one is good for.

If you've ever lost track of a candidate's resume in your inbox, or forgotten to follow up with someone after an interview, an ATS solves that problem.