Recruidos

Latest edition / 27 October 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.

BROWSE ARTICLES

LATEST ARTICLE

Replacing discretionary manager ratings with auditable skill progression
10 min readBrendan J.Performance and development

Replacing discretionary manager ratings with auditable skill progression

Pay differences between employees doing equal work must soon rely on objective criteria. For most organizations, the annual performance review is the primary driver of merit increases, yet it relies heavily on subjective manager opinions. Over the next eighteen months, HR leaders must strip discretionary ratings from their performance and development cycles. Teams must replace these legacy systems with validated skill acquisition milestones that withstand regulatory scrutiny in both Europe and North America.

Latest

All articles
Structuring application workflows to intercept candidate software agents
9 min readBrendan J.Candidate experience

Structuring application workflows to intercept candidate software agents

Job seekers are adopting software agents to submit hundreds of applications a day. Talent acquisition teams must rebuild their candidate experience to introduce deliberate friction. Learn how to implement behavioral validation and synchronous assessments without violating European Union transparency regulations or alienating genuine applicants in North American markets.

Purging departing employee data from internal language models
11 min readPaul B.Offboarding

Purging departing employee data from internal language models

As organizations deploy internal artificial intelligence tools, departing employees are submitting requests to remove their personal data from corporate vector databases. HR leaders must establish protocols to separate institutional knowledge from protected personal information before strict regulatory deadlines take effect.

Transitioning outbound sourcing to verifiable credential networks
11 min readPaul B.Sourcing

Transitioning outbound sourcing to verifiable credential networks

The decay of self-reported professional platforms forces a shift in how talent acquisition finds candidates. Moving from public scraping to verified credential networks requires new technical infrastructure and a fundamental change in search parameters.

Funding retention programs when pay equity laws freeze base salaries
11 min readPaul B.Retention and engagement

Funding retention programs when pay equity laws freeze base salaries

As the EU Pay Transparency Directive and aggressive US state laws take effect, discretionary base salary increases for flight risk employees will trigger systemic equal pay violations. Organizations must restructure their retention spend into compliant project bonuses and skill acquisition grants.

Conditioning enterprise software access on statutory onboarding comprehension
9 min readPaul B.Onboarding

Conditioning enterprise software access on statutory onboarding comprehension

Provisioning full software access on the first morning is now a major liability. Starting in 2025, European and North American regulators expect organizations to prove workers understand specific privacy, artificial intelligence, and physical security mandates before they touch production data.

Adapting the hiring process for mandatory algorithmic transparency
11 min readBrendan J.Hiring process

Adapting the hiring process for mandatory algorithmic transparency

Hiring teams must overhaul their screening workflows to comply with new automated decision making laws. With the European Union Artificial Intelligence Act and state level mandates across North America taking effect, recruiters need to build mandatory candidate disclosures and audit checkpoints directly into their applicant tracking systems.

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.

Get the next edition

One email roughly every two weeks with a new article and links worth reading.