Recruidos

Latest edition / 24 September 2026

Writing for people
who hire

Independent articles on the full employee lifecycle for HR professionals on both sides of the Atlantic.
No vendor pitches.

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Restricting internal project marketplaces to enforce statutory working time limits
12 min readBrendan J.Internal mobility

Restricting internal project marketplaces to enforce statutory working time limits

Internal talent platforms encourage employees to take on fractional projects outside their core roles. Under the European Working Time Directive and the US Fair Labor Standards Act, unmonitored extra hours create serious wage compliance risks. HR teams have twelve months to configure these internal platforms with hard hour caps. Systems must require manager approval workflows before regulatory agencies target internal mobility software during payroll audits.

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Stripping passive skill inference from performance and development plans
10 min readPaul B.Performance and development

Stripping passive skill inference from performance and development plans

Internal talent marketplaces and performance suites often infer employee skills from digital exhaust. As the European Union AI Act and localized North American privacy laws classify employment algorithms as high risk, organizations have eighteen months to audit platforms like Workday Skills Cloud and Gloat. HR teams must replace automated profiling with active, manager-verified performance milestones by late 2025.

Building manual candidate experience tracks for algorithmic screening opt outs
11 min readBrendan J.Candidate experience

Building manual candidate experience tracks for algorithmic screening opt outs

Candidates now hold the statutory right to bypass automated screening tools. Talent acquisition departments must design parallel human review processes that deliver equal processing speeds without overwhelming existing recruitment staff. The compliance window closes in 18 months.

Structuring cross-border physical asset retrieval during remote offboarding
10 min readPaul B.Offboarding

Structuring cross-border physical asset retrieval during remote offboarding

Remote employee departures leave organizations with distributed physical assets across multiple tax jurisdictions. When a two thousand dollar laptop is abandoned in Spain or Canada, the unreturned hardware becomes a taxable benefit and a statutory data risk under the General Data Protection Regulation. HR teams must rebuild their 30-day offboarding sequences to automate hardware retrieval, calculate write-off tax liabilities, and trigger remote device wiping before regional tax authorities mandate steep payroll penalties.

Rebuilding passive sourcing infrastructure for strict data privacy enforcement
10 min readPaul B.Sourcing

Rebuilding passive sourcing infrastructure for strict data privacy enforcement

Sourcing teams rely on automated profile enrichment to build candidate pipelines. As European authorities enforce notification rules and US states enact strict data broker laws, recruiters must shift from unauthorized web scraping to opt-in proprietary communities over the next twenty four months to avoid compliance penalties.

Auditable engagement: Restructuring retention programs for statutory workforce disclosures
11 min readPaul B.Retention and engagement

Auditable engagement: Restructuring retention programs for statutory workforce disclosures

Engagement and turnover metrics are transitioning from internal HR dashboards to public financial filings. With the EU Corporate Sustainability Reporting Directive requiring detailed workforce disclosures for the 2024 financial year and the SEC preparing parallel rules, organizations have eighteen months to standardize how they measure retention across jurisdictions before the data faces formal audits.

Rebuilding remote onboarding protocols for zero-trust security mandates
10 min readPaul B.Onboarding

Rebuilding remote onboarding protocols for zero-trust security mandates

Tightening cyber insurance requirements and the EU NIS2 Directive mean the traditional first week of unstructured orientation is now a compliance liability. HR leaders must overhaul the first 72 hours of employment to prioritize device compliance, data sovereignty, and strict access controls before new hires access internal networks.

Topics

All topics
  • Candidate experience

    How applying to a company feels from the outside, and the small operational choices that decide it.

  • Compensation and benefits

    Pay bands, equity, benefits design and the conversations that come with them.

  • Employer brand

    What candidates learn about you before they apply, on both sides of the Atlantic, and what to do about it.

  • Hiring process

    Structuring interviews, scorecards and decisions so the process holds up under pressure.

  • HR compliance

    Hiring law, pay transparency and data protection in day-to-day recruitment, in Europe and North America.

  • Internal mobility

    Promotions, lateral moves and building a talent market inside the company.

  • Offboarding

    Exits, redundancies, alumni networks and leaving people with their dignity intact.

  • Onboarding

    The first ninety days: ramp plans, buddy systems, paperwork and the handover from recruiting to the manager.

  • Performance and development

    Reviews, feedback, career frameworks and the training budget nobody spends well.

  • Retention and engagement

    Why people stay, why they quit, and what surveys will and will not tell you.

  • Sourcing

    Finding and approaching candidates who are not reading job boards.

  • Workforce planning

    Headcount, org design and forecasting: deciding what roles a company actually needs before anyone opens a req.

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