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ASAP Talent Services We recruit & hire SAP talent from the CIO level to team members in virtually every type of SAP/ERP skill set.

ASAP will shrink your recruiting cycle and ensure you have premium access to the non-active talent pool.

09/16/2026

How to organize group interviews:

Pull 3 people from your team into the same conversation with a candidate.

You get 3 perspectives, and you've knocked out 3 interviews in one sitting instead of three separate rounds.

Video interviewing helps too, saving the in-person round for the very end of the process. But the real key is limiting who's in the room.

I tell people to keep it to 3 or 4 key decision makers. Max. Then ask yourself honestly: Can we get from resume to offer in a reasonable number of steps, or are we adding rounds just because we can?

Streamlining isn't cutting corners.

It's removing the corners that never needed to be there.

09/10/2026

Speed in hiring is underrated.

First interview scheduled within 2 to 3 days of receiving a resume. All the way to an offer in 3, maximum 4 steps.

Compared to companies that move slow:

Over a week, sometimes two weeks, before they even schedule a first interview. Then 6, 7, or 8 rounds after that before an offer ever comes.

Roughly 80% of the people we place already have a job.

These aren't candidates sitting around desperate for an offer.
They're talented, employed, and being courted by more than one company at once.

Ask someone who's already employed to sit through 8 interview rounds, and you've already lost them to someone faster.

Speed isn't a nice-to-have in hiring right now.

It's THE deciding factor.

08/25/2026

Some hiring leaders are simply better at spotting talent than others.

Here’s the difference.

One looks at a candidate and asks:

“Have they done exactly this before?”

“Do they have the right degree?”

“Do they have 15 years of experience?”

“Do they check every box?”

The other asks a much more important question:

“Does this person have what it takes to become a rock star in this role?”

They’re looking beyond the resume.

They’re evaluating aptitude. Intangibles. Leadership ability. Coachability. Drive. Communication skills. Career trajectory.

Maybe the candidate has 10 years of experience instead of 15.

But they came up through a company known for developing great talent.

They have the soft skills the role desperately needs.

They’re hungry.

They’re affordable today.

And the best hiring authorities recognize something else:

Six to twelve months from now, this person may not be affordable—or available.

Someone else will recognize the talent.

Someone else will give them the opportunity.

Someone else will reap the rewards.

Great talent evaluators don’t just identify who has already done the job.

They identify who is primed to become exceptional at it—and they move before everyone else figures it out.

08/14/2026

Job Seekers are more frustrated with the hiring process than ever.

And it's not even close.

In the age of AI. The age of instant online applications.

It's supposed to be easier. But it's not !

People are applying to 50 or even 100 jobs.

Roles they know they're genuinely qualified for.

And then, nothing. A black hole.

No interview. No feedback. Sometimes not even a real response, just an automated, canned rejection email that feels like it was never read by a person.

Massive effort. Zero payoff.

The ratio of applications to actual interviews is worse right now than it's been in decades.

If you're a hiring authority wondering why great candidates seem hard to find, this is a big reason they've stopped trusting the process altogether.

08/11/2026

When the market is hot, everyone hires at once.

That means 10, 20, or more companies chasing the exact same candidate. Highly competitive, and you're one of a crowd.

When the market slows down, that competition drops off.

The talented people are still out there.

They're just not being fought over by 20 other companies at the same time.

Topgrading, meaning actively going after top talent rather than waiting for applicants, works best exactly in this kind of market.

Less competition. Same caliber of candidate.

Waiting for the market to turn hot before you hire means waiting until hiring is hardest with more competition.

08/10/2026

Most companies wait until the market heats up to start hiring aggressively.

Then everyone else does the exact same thing at the exact same time.

The best hiring authorities think about it differently.

Sometimes the right person is standing in front of you and the "right timing" is right now, not whenever the market conditions look ideal.

Human capital is a company's number one asset.

If you actually believe that, then when a truly talented person becomes available, you find a way to hire them.

Not because the calendar says it's hiring season.

Because people who move the needle don't wait around for you to get comfortable.

The companies that understand this are the ones building teams while everyone else is still watching the market.

AI isn’t eliminating the need for great recruiters—it’s raising the standard.I’m excited to announce that I’ll be speaki...
08/05/2026

AI isn’t eliminating the need for great recruiters—it’s raising the standard.

I’m excited to announce that I’ll be speaking at the Recruitment Coach Dallas Live Summit on September 21–22!

My session, “The Truth About AI: Why Clients Need You More Than Ever,” will explore how professional recruiters can use AI to strengthen—not replace—the expertise, relationships, and judgment that make us invaluable to clients.

This two-day event is built for recruitment agency owners, search professionals, and ambitious recruiters who want practical strategies to:

✅ Win more clients and maintain a healthy pipeline

✅ Increase billings in any market

✅ Build scalable processes, systems, and teams

✅ Use AI and automation more effectively

✅ Connect with high-performing recruiters from across the country

I’m honored to join an outstanding group of industry leaders, including Mark Whitby, Ben Cross, SCRP, Jeremy Jenson 🐐, Brent Orsuga, Jeff Detweiler, Katherine Jerald, and Rachel Tabunar.

If you’re serious about growing your recruitment business, this is a room you’ll want to be in.

📍 Dallas, Texas

📅 September 21–22, 2026

⏰ Early-bird pricing ends August 7 at noon EDT

Learn more and reserve your seat:

https://recruitmentcoach.com/summit/

Who’s joining us in Dallas?

08/03/2026

Are search firms just trying to make a fee ?

Maybe the new one’s… But we can’t afford it…

We care about the placements we make because they directly shape our reputation in the market.

If we place someone who's still there 3 years later, 5 years later, 7 years later, getting promoted along the way, that's the whole business.

Both sides feel like it was real. Not duped. Not oversold.
The company they were told about is the company they're actually working at.

They refer other people to us. The company brings us back for placement 10, 20, 30.

We don't want one deal. We want a decade of deals.

And when we see a placement that might not be right for either side, we say something.

We'll flag a mismatch before it becomes a bad hire.

Because a fee today isn't worth a bad reputation tomorrow.

07/30/2026

Most companies calculate their hiring timeline wrong.

They need someone starting December 1st. So they start recruiting November 1st.

That's a mistake that costs them the hire.

In IT, the real timeline from start of search to someone actually walking in the door is 90 to 120 days. Not 30.

Here's why it takes that long:

Recruiting and finding the right people alone takes 2 to 4 weeks.

Then every company has its own interview process on top of that. Multiple rounds, multiple decision makers, scheduling delays.

Add it all up and the total process stretches far past what most hiring managers plan for.

The fix is simple: if you want someone starting on a date, you need to start the actual recruiting process 90 days before that date.

Contract-to-hire is the one exception. That can move a lot faster.

TAKEAWAY:

Work backward from your start date.

Add 90 days.

That's when your search should begin, not when the job opens up.

06/26/2026

“No visas.”

I hear this from clients all the time.

And I get why.

When most companies hear the word visa, they immediately think of H-1B: lottery uncertainty, legal fees, long timelines, and start-date risk.

But here’s the problem:

Not every visa path works like an H-1B.

For Canadian and Mexican citizens, TN status under USMCA can be a completely different conversation.

If the role matches a qualifying TN profession and the candidate has the right credentials, the process can be far simpler than most companies realize.

For many Canadian candidates, it may come down to having the right employer letter and supporting documents, then applying for TN status at the border or pre-clearance.

For Mexican candidates, there is a consular visa step, so timing can vary — but it is still very different from the H-1B process.
That distinction matters.

Because when a company says “no visas,” what they often mean is:

“No H-1B lottery.”

“No months-long uncertainty.”

“No expensive sponsorship process ($10,000+).”

“No start-date surprises.”

Those are fair concerns.

But applying that same rule to every visa category can quietly eliminate qualified candidates who may be much easier to hire than expected.

The better question is not:

“Does this person need a visa?”

The better question is:

“What kind of work authorization path are we talking about?”

Because sometimes the answer is not complicated.

Sometimes, it is TN-Visa.

And sometimes that one distinction keeps a great candidate in the process.

P.S. A blanket “no visas” policy may feel safe, but it can shrink your talent pool unnecessarily. Before ruling out Canadian or Mexican candidates, make sure you know whether TN is an option.

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