Veritas Recruiting Group

Veritas Recruiting Group Our mission is to help others succeed in their career. We do well by doing good! What could be better? :)

Executive Search, Recruiting, and Staffing for corporate accounting, finance, and administrative professionals... building great teams and positively impacting lives.

“Seek first to understand before being understood.”One of the biggest leadership lessons I’ve learned over the years is ...
06/16/2026

“Seek first to understand before being understood.”

One of the biggest leadership lessons I’ve learned over the years is that reacting quickly usually creates more problems than slowing down long enough to understand people first.

Whether it’s:
- hiring
- managing teams
- handling conflict
- or building culture

…most breakdowns start with poor communication and assumptions.

Strong leadership usually looks less like reacting and more like listening.

That principle has shaped a lot of how we approach relationships, recruiting, and leadership at VRG.

Curious if others have seen the same thing.

A lot of companies hire high school or college students in the summer without adjusting expectations.That’s usually wher...
06/15/2026

A lot of companies hire high school or college students in the summer without adjusting expectations.

That’s usually where things start to break down.

For many students, this may be:
- their first interview
- their first real job
- their first experience in a professional environment

You can’t onboard them the same way you would someone with years of experience.

The companies that do this well approach it more like mentorship than transaction.

They:
- explain expectations clearly
- create structure early
- treat younger employees with respect
- help them understand why the work matters

There are a lot of stereotypes around younger workers right now.

But if you meet people where they are and invest in them properly, you’re usually surprised by what they’re capable of.

Especially in Orlando, a lot of students are intimidated by the hiring process itself.

Applying online.
Interviewing.
Knowing where to even start.

Most companies underestimate that part.

Curious if others are seeing the same thing.

A lot of employers want flexibility from student workers without building structure around them first.That usually creat...
06/10/2026

A lot of employers want flexibility from student workers without building structure around them first.

That usually creates chaos for everyone involved.

Students still need:
- clear expectations
- consistency
- accountability
- communication

Flexibility without boundaries usually turns into unpredictability.

Especially during summer.

The first week usually feels manageable.By week three:- schedules start shifting- engagement drops- managers get stretch...
06/09/2026

The first week usually feels manageable.

By week three:
- schedules start shifting
- engagement drops
- managers get stretched thin
- employees realize the role isn’t what they expected

That’s usually when retention problems start showing up.

Most seasonal hiring issues aren’t recruiting problems.

They’re onboarding and expectation problems.

Where does this usually break down for your team?

A lot of companies think seasonal employees leave because of pay.Sometimes that’s true.But more often, they leave becaus...
06/08/2026

A lot of companies think seasonal employees leave because of pay.

Sometimes that’s true.

But more often, they leave because they never felt connected to the company in the first place.

The first few weeks usually determine everything.

How people are onboarded.
How they’re treated.
Whether anyone explains how their role actually matters.

That’s what people remember.

Culture isn’t what’s written on the website.

Culture is:
“How do people at work treat me?”

If someone feels like they’re just there temporarily, they’ll treat the role like it’s temporary too.

But if they feel included, developed, and respected, the outcome usually changes.

A lot of retention issues start much earlier than companies think.

What do you think makes people stay in short-term roles?

Recently joined Roy Richardson and Sean Murphy on the Dynamic Business Leaders Podcast for a conversation around hiring,...
06/03/2026

Recently joined Roy Richardson and Sean Murphy on the Dynamic Business Leaders Podcast for a conversation around hiring, leadership, culture, and long-term thinking.

One thing we discussed:
Hiring usually doesn’t fail at the interview.

It fails much earlier in the process.

A lot of companies focus heavily on filling seats quickly, but don’t spend enough time defining:
- expectations
- onboarding
- culture fit
- long-term alignment

That’s where problems usually start.

We also talked about:
- leadership lessons from coaching
- why trust matters more than speed
- scaling without losing culture
- how hiring impacts the long-term health of an organization

Appreciate Roy and Sean having me on.

Link in comments.

06/02/2026

A lot of companies think summer hiring is the problem.

Usually, it just exposes problems that already existed:

* weak onboarding
* unclear processes
* poor workforce planning
* reactive hiring

The companies that handle seasonal growth best are usually the ones that prepared long before summer showed up.

Curious what others see most often during this time of year.

A few important milestones around VRG this month.Celebrating:Diana’s work anniversary (June 3)Cameron’s work anniversary...
06/01/2026

A few important milestones around VRG this month.

Celebrating:
Diana’s work anniversary (June 3)
Cameron’s work anniversary (June 8)
Mitch’s birthday (June 10)
Alex’s birthday (June 22)
Brett's birthday (June 23)

One thing we’ve learned over the years:

Strong teams aren’t built overnight.

They’re built through consistency, trust, work ethic, and people who genuinely care about doing things the right way.

Appreciate this group and everything they contribute to VRG.

05/27/2026

When some employers hesitate to hire working mothers, it usually comes down to one question:

“Are they going to be fully committed?”

That question doesn’t come out of nowhere. It’s often shaped by past experiences—someone who called out frequently, someone who wasn’t fully engaged.

The problem is when that experience turns into a blanket assumption.

That’s where bias shows up.

Good hiring isn’t about ignoring past experiences—it’s about recognizing them, then balancing them with logic.

Every candidate deserves to be evaluated on their own merit.

And the better approach is simple:
Know what you actually need for the role.
Ask the right questions.
Assess based on capability—not assumption.

Because the real risk isn’t hiring the wrong person.

It’s overlooking the right one.

If you’re building a team right now, this is a conversation worth having.

Follow our page for more perspective on hiring done right.

05/26/2026

One of the most common interview mistakes:

Trying to minimize parts of your story that actually matter.

When candidates feel unsure about a gap or a non-traditional path, they rush through it—or avoid it altogether.

That usually creates more doubt, not less.

Confidence doesn’t come from having a perfect path.

It comes from owning your path.

The way you present your story often matters just as much as the story itself.

If you’re preparing for interviews, this is something to think about.

Follow along for more practical hiring insight.

Address

1135 Townpark Avenue, Ste 2145
Lake Mary, FL
32746

Opening Hours

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Tuesday 8am - 5pm
Wednesday 8am - 5pm
Thursday 8am - 5pm
Friday 8am - 5pm

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+14076085367

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