In this issue:

🔎 Exclusive Recruiter Insights: Resume and job description tips

🎈 Just for Fun: Would you hire this candidate?

💡 Associate Spotlight: Greg McDowell

📌 Featured Career Opportunities

📰 Industry News

🔗 Connect With Your Recruiter

🔎 Exclusive Recruiter Insights

We all know there's so much more to people than what fits on paper. Yet in recruiting, first impressions often come down to words on a screen. Hiring managers craft job descriptions hoping to catch the eye of that perfect candidate. Career seekers pour their professional lives into resumes, hoping to stand out from the stack.

After years of reviewing thousands of resumes and job postings, I've seen what works and what doesn't. Here are the best tips I can offer to those on both sides of the table.

📄 For career seekers: Make your resume count

Stand out with specifics. Your resume needs unique, quantifiable accomplishments. Instead of "Managed client relationships," try "Grew portfolio from $15M to $22M over 18 months while maintaining 98% client retention." Numbers tell a story that generic phrases simply can't.

Avoid the common pitfalls. Skip the objective statement—we know you want the job. Don't list "references available upon request," that's assumed. And please, avoid buzzwords like "results-driven" without backing them up with real examples.

🏢 For hiring managers: Improve your job descriptions!

There is a difference between what job descriptions are supposed to do (attract great candidates) and how they’re written (a long list of skills, requirements, and legal boilerplate.)

Focus on what matters. Instead of looking like every other job description that lists things like “must be able to lift 5-10 pounds and sit at a desk,” tell candidates why they'd want to work there. "We are looking for a Senior Trust Officer. We are a community focused organization that invests in our community and our employees by offering opportunities to attend events, paying for continued education, and offering a hybrid schedule.”

What candidates want to know is why your company is different and what's in it for them.

The written word is your first introduction to candidates. Use it! When we prioritize clarity and what matters to people, we create a connection from the start.

Ready to refine your approach to resumes or job descriptions? I'd love to help you tell your story more effectively. Reach out, and let's make sure your written words are working as hard as you are.

🎈 Just for Fun

Place or pass: Would you hire this candidate?

A wealth management candidate has an MBA from Wharton but spent two years after graduation as a professional poker player. They explain they learned risk management, client psychology, and emotional control under pressure. They're returning to traditional finance because "the skills translate perfectly, and poker taught me when to fold."

Our take: Strong hire. Unconventional background that actually builds relevant skills. Shows they can think independently.