Caitlin Loosier

You don’t need more recruiting agencies, you probably don't need a huge internal TA team yet either.. You need an Embedded UA Unit that gets it done. Here’s the reality for a lot of companies: 📌 5–10 open roles that just… linger. Sometimes just a few tough ones. 📌 An internal team juggling too many reqs, triaging every day. Or no internal team yet period. 📌 The temptation to bring in contract recruiters on 6-month engagements, or stack 5 agencies spraying the same Indeed resumes at you. Stop. You don’t need to spin up laptops, onboard recruiters, and hope they understand your business.(then try to get the laptops back after) You don’t need to burn months managing people you hope will figure it out. And you don't need to burn a bunch of real people looking for jobs because the people front running your brand in the employment world aren't getting it. You need an Embedded UA Unit: ✅ Embedded full-desk recruiters from Underground Admins ✅ Already trained. Already working together ✅ Plug in. Own the search. Fill the seats ✅ No handholding. No overhead. No guessing Underground Admins drops in as an extension of your team with zero ramp-up. We own the outbound. The follow-up. The close. We keep your revenue and ops leaders moving while you focus on what’s next. Everything goes into your ATS(we literally have worked on all of them, unless it's a self build) And if you’re not ready for an Embedded UA Unit? We still crush high-stakes one-off searches on a contingent basis. But for companies tired of recruiter roulette, the Strike Team model changes the game. Check our track record. Don’t take our word for it. Click on to my profile. Scroll down. Read the recommendations: ✅ From hiring managers who trusted us with critical seats and got results. ✅ From candidates we placed, people still checking in years later, sending referrals, and asking for career advice. This isn’t luck. It’s reps. It’s follow-through. It’s Underground Admins doing the work while others are still talking about all the unicorns and smurfs and other imaginary creatures they have on their roster in the sweet ChatGPT outreaches they send which usually includes some variation about how they find top tier talent not on the job boards with their magical tools(hint, it's LinkedIn recruiter) DM me. Skip the pain. Get results faster.

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Stop Losing Money: The Untapped Secret to Faster GovCon Talent Acquisition Hiring in a CPFF (Cost-Plus Fixed Fee) environment means timing isn't just important, it's everything. Every day a critical role sits open isn't just an inconvenience; it's lost revenue on your contract. Your ability to quickly onboard the right talent can be your biggest competitive advantage. But here's the kicker: many incredible candidates get missed before they even get a chance. Why? Great candidates are often overlooked in resume reviews because: They don't hit the "keyword jackpot": Resumes are static. A candidate might have phenomenal, relevant experience, but if their resume doesn't perfectly match your ATS keywords, they're out. Generic vs. Specificity: Sometimes, the best talent has diverse experience that doesn't fit neatly into a templated job description, making their resume seem less "aligned" at first glance. Missing the "Human" Element: Resumes can't convey problem-solving ability, cultural fit, or true drive. These crucial traits are invisible on paper. So, how can you better assess who should be interviewed and stop losing out on top talent? Here are smarter ways to identify interview-worthy candidates: - Quick Video Introductions: Ask for a 60-90 second video answering a simple question. It's fast, reveals personality, and flags communication skills immediately. - Targeted Micro-Assessments: For specific roles, a short, skills-based question or a small, hypothetical problem can reveal a candidate's practical approach and capabilities. - Diversify Your Review Team: Have multiple eyes, from different departments or backgrounds, review resumes. A broader perspective catches more nuance. - Prioritize Transferable Skills & Learning Agility: Look for candidates who demonstrate the ability to learn and adapt quickly, even if their background isn't a 100% direct match. In the fast-paced world of CPFF contracts, talent readiness truly is your unfair advantage. How do you uncover those hidden gems that resumes often miss? #CPFF #GovernmentContracting #Hiring #TalentAcquisition #Recruiting #HR #Innovation #Contracting #KBOtek #FederalContracting

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TA INSIDER TIP #3 BEFORE YOU ASK FOR REMOTE, ASK YOURSELF THIS You know how everyone wants remote work now? Totally fair. But here’s the uncomfortable truth most people skip: If you’re going to negotiate remote in a hybrid role, you need to know exactly why you need WFH. Not the polished answer. Not the rehearsed answer. The actual, real, human.... truth. This one matters .... because companies bend for performance, not “preference.” Let’s get into it. HARD QUESTION #1: “Why do I actually need WFH?” Like… really. Because you’re more productive? Because you lead distributed teams and don’t need to be on-site? Because the commute murders your brain every morning? Because your best work happens in deep-focus, uninterrupted blocks? Because you’re a parent and the logistics are wild? Because your neurotype thrives in quiet? Because your job simply doesn’t require physical presence? All valid. But you need to know your truth before you expect a hiring manager to bend. HARD QUESTION #2: “Does my reason align to business outcomes .... or just personal convenience?” This is where most requests fall apart. If your reason is: “I just prefer it.” That won’t win. But if your reason is: “Remote-first enables faster delivery, better focus, and higher-quality output. Here are examples,” Now you’re negotiating like a professional. HARD QUESTION #3: “Can I prove I work better remotely?” Show your receipts. KPIs hit remotely Projects delivered without being on-site Stakeholders managed virtually Efficiency gains Cost/time savings Leadership examples across distributed teams If you can show it, you can negotiate it. HARD QUESTION #4: “What’s my honest, human truth?” Sometimes the real reason is simple: family health bandwidth environment life geography And yes, those are valid. Companies worth working for respond to human needs, not just business ones. HARD QUESTION #5: “Can I frame my WFH reason as a mutual benefit?” This is the magic. Instead of: “I want to WFH.” Try: “Remote-first enables me to deliver X, Y, and Z at a higher standard, and here’s the evidence.” Remote becomes a performance accelerator, not a perk. The Real Insider Tip: Before you negotiate remote with a hiring manager… Before you push the conversation… Before you step into the hybrid-vs-WFH debate… Ask yourself: “Is my desire for WFH based on professional excellence, personal reality, or both, and can I articulate that clearly?” If the answer is yes? You’re about to negotiate like an absolute weapon. Day 4 drops tomorrow. #404020 #InsiderTips #RemoteWork #HybridReality #RecruiterHumour #CareerAdvice

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The difference between Talent Acquisition vs Staffing Agencies? Reactivity vs Proactivity TA is great if used correctly, but 99% of companies out there don't understand how to utilize them. High quantity positions that can afford to be reactive are phenomenal for TA to work on and fill. High level, niche roles can start to be worked on by TA for a period of time (dependent on urgency level), but those really should be given to a staffing agency that specializes in that sector and ideally has the relationships to identify the ideal candidate quickly and efficiently. In summary- "saving cost" by avoiding agencies can be doable, but don't shoot yourself in the foot by sending your TA team to war with a butter knife as they just flat out don't have the resources or head start that agency recruiters have! #staffing #recruiting

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Your TA team feels invisible during hiring freezes But your impact doesn't need to pause when requisitions do Here's how to prove your value when no one's hiring When hiring slows down, talent acquisition teams often find themselves suddenly viewed as cost centers instead of value drivers. Many TA professionals go from heroes during hypergrowth to practically invisible during hiring freezes. But here's the thing about great TA professionals: Their impact doesn't have to stop just because requisitions do. The most strategic TA leaders I know are using these quiet periods to demonstrate value in ways executives rarely consider: ✅ Building internal mobility programs that reduce future hiring costs ✅ Creating detailed skill maps of current talent to identify hidden capabilities ✅ Developing proactive talent pipelines for critical roles before they're needed ✅ Strengthening employer brand when competitors have gone quiet ✅ Exploring flexible partnerships to maintain talent momentum without fixed costs These activities don't just fill the time - they create measurable business impact. Internal mobility programs can dramatically decrease recruitment costs during hiring slowdowns. Talent mapping exercises can significantly reduce time-to-hire when growth eventually resumes. The question isn't whether your TA team adds value during slow periods. It's whether you're measuring the right things to prove it. What metrics are you tracking to demonstrate your team's contribution when hiring slows?

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People Ops Playbook #1: Your People function isn’t a checklist, it’s a system. It’s tempting to treat People Ops like a to-do list: 🚩 Launch onboarding 🚩 Run engagement survey 🚩 Fix comp bands 🚩 Rewrite values But in fast-moving, modern companies, that approach breaks fast. Because the org you’re designing today won’t look the same in 6 months as roles shift, teams evolve, and needs change. Here’s how to design a People system that can keep up. 🔁 THE 4-STEP PEOPLE SYSTEM RESET 1. Map the Journey ❌ NOT: ‘Let’s fix onboarding’ ✅ BUT: ‘Where do people actually get stuck across the full employee experience?’ → Start with a whiteboard. Plot the whole journey: from careers page to exit interview. Highlight pain points, gaps, and duplicates. Why it matters: Fixing real pain points keeps your top talent engaged and cuts costly turnover. 2. Connect your tools ❌ NOT: ‘We’ll just add another platform’ ✅ BUT: ‘How do all our tools actually talk to each other?’ → Disconnected tools = disconnected teams. → That means slower decision-making, inconsistent experiences, and wasted spend on tools that don’t drive outcomes. Why it matters: When your people aren’t stuck battling tech, they spend more time driving results. 3. Build feedback loops ❌ NOT: ‘We’ll run a survey once a year’ ✅ BUT: ‘What lightweight signals can we listen for every week?’ → Layer in async check-ins, quick polls, retro questions. Consistency > complexity. → This isn’t about more data, it’s about insight. Why it matters: Rapid feedback uncovers blockers early, keeps projects on track, and boosts team confidence. 4. Prioritise the system, over shiny projects ❌ NOT: ‘Let’s launch a new values doc’ ✅ BUT: ‘Do managers know how to give meaningful feedback first?’ Why it matters: Beautiful frameworks fall flat if the foundations aren’t strong. Fix roots before growing leaves. This mindset shift is the difference between HR that’s constantly playing catch-up, and a team that actually shapes the business as it grows. No massive budget required. Just a habit of zooming out before you zoom in. And that’s what this whole series is about. 💬 What’s one part of your People stack that feels totally disconnected right now? -------------- ✨ This is part of my new Monday mini-series: People Ops Playbook: Building Future-Ready Teams - weekly, practical ideas for HR pros and founders building better systems for how we work today and where we’re headed. #PeopleOpsPlaybook #PeopleAsAProduct #FutureOfWork #OrgDesign #InternalComms #HRDesign #Startups #PeopleOps

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𝐖𝐡𝐲 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 𝐈𝐬 𝐭𝐡𝐞 𝐑𝐢𝐠𝐡𝐭 𝐉𝐨𝐛 𝐟𝐨𝐫 𝐌𝐞 — 𝐚𝐧𝐝 𝐀𝐥𝐰𝐚𝐲𝐬 𝐇𝐚𝐬 𝐁𝐞𝐞𝐧 Let’s be honest — working in TA isn’t easy. It’s fast. It’s nuanced. It’s full of decisions that effect real people and real outcomes. You’re balancing urgency with care. You’re holding space for both business needs and human stories. But here’s the thing: I keep choosing it. Not because it’s simple — but because it’s meaningful. For me, TA has never just been about “hiring.” It’s about building. It’s about seeing potential others might overlook. It’s about shaping the kind of teams, cultures, and momentum that help companies grow — and grow well. I’ve been lucky to work in environments where things move fast and expectations are high. Datadog. CrowdStrike. Now Wiz. I’ve been a TA in new markets. I’ve had the pleasure of helping and building hiring strategies from the ground up. And I’ve helped define what “great” looks like — before anyone else was even in the room. Here’s what I’ve learned: 🔹 The right hire does more than fill a role. They shift the trajectory of the team. 🔹 Great candidates often don’t look perfect on paper — they feel right in conversation. 🔹 Culture isn’t declared. It’s built — one hire at a time. And most of all: 𝐏𝐞𝐨𝐩𝐥𝐞 𝐚𝐫𝐞𝐧’𝐭 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. 𝐏𝐞𝐨𝐩𝐥𝐞 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. That’s why Talent Acquisition is still the right job for me. Because when done right, it’s not just a function — it’s a force. If you’re scaling something ambitious, something meaningful, something human.. start with your people. Hiring isn’t just a task. It’s how you shape the future. #TalentAcquisition #StrategicHiring #CultureIsPeople #ScalingWithPurpose #HiringWithHeart #FutureOfWork #Wiz

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I think it’s time we normalize calling out these “staffing agencies” that aren’t really staffing agencies at all. Here’s the pattern: • They scrape your email and information off job boards. • They send you a “job opportunity” that looks real at first glance. • But when you dig deeper, there are no actual jobs on their website. No postings. Nothing to verify the opportunity is legitimate. It happens to me all the time. And 9 times out of 10, the email looks like it’s from overseas, the same way telemarketer spam does. At that point, it’s pretty clear—it’s not about getting you hired. It’s about harvesting your information. As professionals in IT, we deal with compliance and security every day. We can spot when something doesn’t add up. But not everyone sees through it right away, and that’s why I think it’s important to put this on people’s radar. Have you been seeing these kinds of emails too? How do you usually spot them?

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Your RevOps interview process is filtering out exactly the people you need most. I've watched companies pass on exceptional candidates because their interview process was designed to hire the wrong profile. Here's what's happening: Your HR screen is optimizing for polish, not problem-solving. The candidates who sail through have the smooth "why I'm interested" story down pat. The ones who stumble? They're thinking about your tech stack, your data quality issues, and whether your team has the authority to fix what's broken. The best RevOps people are skeptical by nature. They've been burned by messy handoffs and half-baked implementations. They're not going to gush about your mission, they want to know if you're serious about operational excellence. If your recruiters are screening for enthusiasm over strategic questions, you're losing them here. Your hiring manager interview is testing for resume fit, not operational thinking. Most hiring managers validate what's on the resume. "Tell me about your Salesforce experience." The best candidates are somewhere else. They're asking: "How do sales and marketing actually collaborate here?" "Who owns data quality?" "What happens when deals get stuck?" They're doing the job in real-time diagnosing whether this is a role where they can drive outcomes or just push tickets. If your hiring manager isn't creating space for that dialogue, you're selecting for people who follow instructions, not people who fix systems. Your peer interviews are checking for "culture fit" instead of operational capacity. The best RevOps people aren't trying to be likeable. They're trying to understand: "Is this team drowning? Do they have a bias toward action? Will they push back when something's broken?" Senior RevOps folks have learned that a "nice" team often means a team that won't make hard calls. They're looking for operational maturity, not happy hours. Your executive interview is asking candidates to prove themselves instead of letting them lead. By the time a candidate reaches your VP or CRO, they've been vetted. But your exec is still in "convince me you're qualified" mode. The best candidates are past that. They're ready to talk strategy: "Here's what I'd prioritize in 90 days." "Here's where you're leaving revenue on the table." But if your exec spends the interview testing their technical knowledge, they walk away thinking: "This company doesn't know what they need." The shift: Stop designing interviews to avoid bad hires. Start designing them to identify force multipliers. The candidates you're passing on? They're taking offers from companies whose interview process signals operational maturity. If you're struggling to close senior RevOps candidates, or you keep hiring people who look great on paper but don't move the needle your interview process might be the problem. -Here to Help!-

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Here’s a harsh truth Most automation in Workday is just hiding the mess... Dashboards. EIBs. Integrations. Calculated fields. Everyone’s chasing speed. But here’s what I’ve learned working with 100+ HR teams: -> If your org structure is broken… -> If your BPs are spaghetti… -> If your security roles are scattered across 12 cost centers… Then automating it doesn’t solve the problem. It just buries it faster. I once saw a company auto-assign compensation through an inbound EIB... Sounds efficient? Except...40% of the employees got assigned to the wrong salary plan. Why? Because their eligibility rules were misconfigured for terminated positions still marked as active. Automation didn’t fix the error. It scaled it. Here’s what I tell my students before we automate anything: -> Clean up your supervisory orgs -> Simplify your staffing models -> Audit your business process routing -> Test security as a real user, not as an admin -> Only then...start scaling with EIBs, integrations, and reports Automation is not a strategy. It’s a mirror. If you automate chaos, you just get faster chaos.

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