the rec hub

09/09/2026

FAQ'S 🤔❓

When we are talking to new embedded partners, we ALWAYS get asked the same questions...
..so to make it easier for anyone thinking about working with us, here are the answers 👀

🔗 rec-hub.com

08/09/2026

Are your job descriptions filtering out the wrong people?

A growing number of companies have replaced them with a one-page brief covering the problem the team needs to solve, the constraints in play, and what good looks like after twelve months.

Hiring managers report higher confidence in their decisions because they are based on real conversations rather than CV matching. Offer acceptance rates improve because candidates arrive with an accurate picture of the role. By evaluating someone's thinking, judgment and fit for a specific problem, you understand how the problem could be solved.

Job descriptions were designed for a different era of hiring, and the case for leaving them behind is becoming harder to ignore.

What do you think? Is this a process your business is trailing? 🤔

05/09/2026

🎙️Listen to The Powered by People Podcast now on YouTube and Spotify

🔗 https://lnkd.in/eKN59FFa

03/09/2026

If you're strapped for time but still want to watch The Powered by People Podcast, we have hundreds of mini clips, snippets, and shorts available on our YouTube channel.

🎙️ Watch / Listen here - https://www.youtube.com//shorts

02/09/2026

Every talent partner hears the same questions from hiring managers. How quickly can you fill this? Why aren't we seeing stronger candidates? How's the pipeline looking?

The questions are predictable. What separates a strong embedded talent partner from a transactional one is the answer, and whether it's grounded in data or just reassurance.

We asked three of our Senior Talent Partners, Emma Woodroof, Nes Akgunduz and Rachelle Burnett, exactly how they handle them.

See what they said here 🔗 https://lnkd.in/d_VTmVFf

31/08/2026

3 ways to counter-proof your hires before extending a final offer.

1) Map out the current employer's likely retention moves during your second screening call.

2) Ask the candidate to outline their resignation timeline before the final interview to measure actual intent.

3) Ensure the hiring manager calls within two hours of the verbal offer to build immediate momentum.

30/08/2026

26/08/2026

Five years, a string of standout accounts, and one very well-earned promotion, Jordan's had quite the run at the rec hub.

From Slice to GetYourGuide, Holon to Redcare and beyond, he's brought the same energy to every partnership he's touched, and this year that hard work landed him the role of Partnership Manager.

Big projects, bigger results, and he's just getting started.

Congratulations, Jordan, let's see what the next five years bring!

24/08/2026

We're pleased to share that following the success of our recent whitepaper (linked below if you haven't seen it) our next piece is launching soon.

Our upcoming whitepaper, "The Mobility Deficit", explores how talent hoarding damages retention, innovation, and overall business growth.

Subscribe below to read the report first 🔗 https://www.rec-hub.com/insights-downloadables/

22/08/2026

Candidates often accept salary ranges in early screening calls, then hesitate the moment a final offer lands.

Candidates evaluate new offers against the security of their current role. Asking candidates during stage two how their direct manager will react to their notice surfaces counter-offer risks while you still have time to address them. A candidate who expects their employer to fight to keep them is giving you the exact criteria required to build a winning offer.

During your mid-process catch-up, ask the candidate what specific counter-offer from their current company would cause them to stay. Use that response to qualify their actual commitment before preparing formal paperwork.

Save this technique for your next candidate catch-up call.