Recruidos

Latest edition / 14 November 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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Stripping third-party tracking pixels from the application workflow
12 min readPaul B.Hiring process

Stripping third-party tracking pixels from the application workflow

HR leaders must remove unauthorized telemetry from their career sites within the next 12 months. In North America, plaintiff attorneys filed more than 200 class action lawsuits under state wiretapping laws in 2023 when tracking pixels captured applicant data. In Europe, regulators are issuing fines exceeding 20 million euros for sharing candidate information with advertising networks. Learn how to isolate your application environment and rebuild your recruitment marketing attribution models to protect 90 percent of your applicant data without risking legal liability.

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Consolidating contingent labor data into formal headcount models for statutory value chain disclosures
10 min readBrendan J.Workforce planning

Consolidating contingent labor data into formal headcount models for statutory value chain disclosures

The Corporate Sustainability Reporting Directive forces fifty thousand companies to disclose data on non-employee workers starting in financial year 2025. With North American regulators drafting similar rules, HR leaders must overhaul their capacity planning to track agency workers and statement of work labor alongside permanent headcount.

Configuring global HR systems to block unlawful cross border data transfers
10 min readBrendan J.HR compliance

Configuring global HR systems to block unlawful cross border data transfers

As regional governments enforce strict data residency mandates over the next twenty four months, multinational organizations must restructure how internal software stores and displays workforce information. HR leaders need to audit global reporting hierarchies to prevent routine administrative tasks from triggering noncompliant international data flows.

Recalibrating variable pay targets to absorb synthetic output inflation
10 min readPaul B.Compensation and benefits

Recalibrating variable pay targets to absorb synthetic output inflation

Enterprise automation tools are dramatically accelerating individual output across sales, engineering, and support. HR leaders must redesign variable compensation formulas before outdated quotas trigger massive bonus payouts that outpace actual revenue growth.

Funding internal mobility through departmental transfer fees
11 min readBrendan J.Internal mobility

Funding internal mobility through departmental transfer fees

When organizations demand higher internal fill rates without adjusting budget allocation, line managers inevitably hoard their best people. Reaching internal mobility targets in 2025 requires structural financial changes. Departments must be allowed to charge transfer fees when exporting talent to other teams.

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.

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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