Justin Grulke

My colleagues wrote about how Capital One has evolved our FinOps framework in recent years, driving efficiency at scale to monitor, benchmark and optimize compute usage across our cloud environment. Take a look: https://bit.ly/3Ws7azS

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𝐖𝐡𝐲 𝐬𝐭𝐚𝐲𝐢𝐧𝐠 𝐜𝐥𝐨𝐬𝐞 𝐭𝐨 𝐚𝐜𝐭𝐢𝐯𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐢𝐦𝐩𝐫𝐨𝐯𝐞𝐬 𝐭𝐡𝐞 𝐫𝐞𝐬𝐮𝐦𝐞𝐬 𝐈 𝐰𝐫𝐢𝐭𝐞. Along with resume and LinkedIn optimization, I regularly stay connected with 𝐚𝐜𝐭𝐢𝐯𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐧𝐞𝐞𝐝𝐬 across different teams and organizations. This proximity offers valuable insight into how candidates are evaluated in real scenarios - not in theory and helps me continuously refine how I position professionals in today’s job market. It highlights: • Why strong profiles still don’t get shortlisted • Which skills influence decisions vs filler keywords • How resumes are filtered before interviews • What decision-makers notice in the first few seconds These insights directly shape how I: ✔ Write resumes aligned with current expectations ✔ Optimize LinkedIn profiles for better recruiter discovery ✔ Position professionals for stronger interview traction Effective resumes aren’t built on templates or assumptions. They’re shaped by 𝐫𝐞𝐚𝐥-𝐰𝐨𝐫𝐥𝐝 𝐡𝐢𝐫𝐢𝐧𝐠 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐫. If your applications aren’t getting the response you expect, a market-aligned perspective can make a meaningful difference. 📩 Happy to help with a resume or LinkedIn review.

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Cloudflare’s new Web and API Vulnerability Scanner helps teams proactively find logic flaws. By using AI to build API call graphs, we identify vulnerabilities that standard defensive tools miss.

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Recruiting Isn’t TA vs Agency. It’s TA + Agency The best partnerships I’ve experienced aren’t TA vs agency. They’re TA + agency, aligned on outcomes, trust, and timing. When used intentionally, outside recruiters don’t replace internal teams, we help them shine. “We don’t use outside recruiters.” I hear this almost daily. Sometimes it means “we truly don’t.” Sometimes it means “we’re overwhelmed and don’t want another call.” And sometimes, after a real conversation, it turns into “it’s not in the budget.” Here’s the part I think gets missed 👇 Partnering with an external recruiter isn’t a failure of internal TA. It’s a strategic extension of a team that already has a full plate. Internal talent teams are juggling: • Workforce planning • Employer branding • Campus & early career programs • Hiring manager alignment • Reporting, compliance, DEI initiatives • AND dozens of open reqs External recruiters can: • Take on the hardest, most time-consuming roles • Target passive talent your ATS will never surface • Move quickly on urgent or backfill needs • Free up TA to focus on what they do best • Make TA look great by delivering results where it matters most And when the concern is budget, I always ask one question: “What is the cost of NOT having someone in that role?” • Lost productivity • Overworked teams • Delayed projects, missed deadlines • Drop in morale • Burnout Curious how others view this: 👉 TA leaders- when does external support make the most sense? 👉 Recruiters- what objections do you hear most often? #TalentAcquisition #RecruitingPartnership #HiringStrategy #FullDeskRecruiting #WorkforcePlanning #Leadership #HiringManagers #signaturegrouprecruitment

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🚨 Insights hiring managers can’t afford to miss 🚨 Based on Criteria's 8th Annual Hiring Benchmark Report: 🔍 AI is rewriting the rules of hiring 74% of hiring pros say it’s harder than ever to find quality candidates. With AI-generated “perfect” resumes flooding the market, it’s tougher than ever for true talent to stand out. 📈 AI optimism surges Adoption of AI in hiring is up 33%, with 61% of leaders feeling optimistic about its potential in recruitment. however - 💡 Human skills matter most Analytical thinking, adaptability, and emotional intelligence are emerging as the most in-demand competencies for the workforce of tomorrow. As organizations navigate this evolving landscape, one constant remains clear: the ability to access the right talent without being buried in the noise of an ever-changing talent pool. 👉 If you want a direct line to highly qualified, vetted candidates without sifting through endless resumes, reach out to me. I specialize in connecting companies with top-tier talent so you can stay ahead of the curve. 📥 Let’s connect and talk about how you can gain a competitive hiring advantage in 2025 and beyond.

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🧭 STL Hiring Cheat Sheet: Direct Hire vs. Temp-to-Hire vs. Temp ~Choose DIRECT HIRE when… 📐 Scope is stable and well-defined 🗓️ You can run 2–3 interviews in ~10 business days 🧭 You need long-term ownership (not just coverage) 💰 FTE budget/headcount is approved now 🌡️ Candidate market is warm (you can land finalists in 3–4 weeks) Why DIRECT HIRE works-- 🧩 Ownership & continuity — one accountable owner for outcomes 🎯 Engagement & retention — full-benefit FTEs tend to stay and grow 🌱 Capability building — better for mentoring and long-term improvements 💵 Lifetime cost — for 12+ months of need, DH often beats rolling contract ~Choose TEMP-TO-HIRE when… ⚡ Work can’t wait (backfill, OE season, close/audit, rollout) 👀 You want to see the work first (skills, pace, culture fit) 🧩 Role/spec is still evolving ⏳ Headcount is tight now but expected to open soon 🔄 Résumés skew contract-heavy and you want a clean conversion path Why TTH works-- 👀 Proof first — evaluate on the job before committing 🕒 Speed + conversion — start in days; set a decision target (e.g., weeks 10–12) 🧮 Budget agility — cover as OpEx now; convert when FTE opens 🤝 Mutual fit — candidate and team both de-risk the decision ~Choose TEMP (contract) when… 🧑‍⚕️ Coverage is needed for PTO/leave, seasonal surge, or a fixed project 🛠️ Deliverables are defined (ERP/NetSuite, BI/reporting build, audit, open enrollment) 🧮 You have OpEx dollars but no FTE headcount (freeze/timing gap) 🧪 You want to test a role/workload before creating a permanent seat 🎯 You need short-burst specialist skills (recons clean-up, SEC support, data hygiene) Why TEMP works-- 🚀 Speed — onboard in days 🧰 Flex — scale hours and length as needs change 🛡️ Risk offload — agency is employer of record (payroll, ACA, I-9, workers’ comp) 💵 Cost clarity — pay for productive hours only Guardrails (for any path) 🎯 Set clear 30/60/90-day outcomes 📅 Define a decision date (e.g., convert by week 10 for TTH) 💵 Align comp band + bonus targets up front 🤝 Name a day-to-day mentor/POC so ramp = real Our lanes (Direct Hire • Temp • Temp-to-Hire): Accounting & Finance • HR/People • Admin & Operations • Customer Service • IT • Sales • Procurement/Supply Chain We’re STL-local and happy to help! #STL #StLouis #hiring #recruiting #staffing #HR #AandF #operations #IT #supplychain #sales

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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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Data-Driven Recruiting: From Intuition to Impact In today’s competitive talent market, gut feel isn’t enough. Top TA teams use data at every stage to turn metrics into strategic insights that drive real business outcomes. Key Questions Data Answers: • Which sourcing channels yield quality candidates? • Where in the funnel are we losing top talent—and why? • How do our time-to-fill and offer-acceptance rates compare to benchmarks? • How does candidate experience impact employer brand and talent attraction? Clear Results: • 23% improvement in quality of hire (Deloitte) • 20% reduction in time-to-fill (Deloitte) Why Data Alone Isn’t Enough: • Enables confident decisions & early market insights • Combined with strong stakeholder partnerships & candidate engagement, it transforms recruiting • Candidate experience is a direct reflection of your employer brand and a key driver of hiring success. Advanced Data Insights That Matter: • Diagnosing candidate drop-offs by funnel stage • Measuring interviewer effectiveness for better hiring decisions • Refining sourcing by role via source-to-hire quality ratios • Tracking candidate engagement velocity to predict attrition risk • Analyzing offer decline reasons to optimize offers & employer brand • Focusing on cost-per-quality-hire, not just cost-per-hire These insights help build a proactive, business-aligned talent strategy. What lesser-known data points have driven your recruiting success? #DataDrivenRecruiting #TalentAcquisition #RecruitmentAnalytics #CandidateExperience #EmployerBrand #StrategicHiring

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Indeed Hiring Lab report : The 2026 Labor Market - High Ambition Meets a Selective Market The "New Year, New Career" energy is officially back, but the data shows a different landscape than in years past. According to the latest Indeed Hiring Lab report, job searches surged by 31% in January. However, job postings remained largely flat. We are currently in a "low-hire, low-fire" environment where the leverage has shifted from the candidate to the employer. Key Takeaways from the February Update: 🔹 Employer Leverage: The ratio of job openings to unemployed persons has dipped to 0.9—the lowest since 2017 (excluding the pandemic). 🔹 The "Wait-and-See" Approach: Time-to-hire is lengthening. With fewer voluntary quits, employers are taking their time to find the "perfect" fit rather than rushing to backfill. 🔹 White-Collar Hope: While seasonal blue-collar roles saw a dip, professional sectors (like Finance and Tech) saw modest gains of 5%+. What this means for you: If you’re hiring, you likely have access to a higher volume of quality talent right now. If you’re searching, patience is the name of the game. The "Great Resignation" era is behind us; 2026 is the year of the "Selective Match." How are you seeing this play out in your industry? Are hiring cycles feeling longer, or are you seeing a spark in white-collar activity? https://lnkd.in/gAyPvTBQ Let’s discuss in the comments. 👇 #LaborMarket #HiringTrends #CareerAdvice #Economy2026 #TalentAcquisition #JobSearch

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