2 Bridge Partners

06/18/2026

An interesting New York Times opinion piece questions some of the more extreme narratives surrounding AI.

A year ago, companies were asking how many people AI could replace.

Today, companies are asking how many mistakes they can afford when experienced people aren't involved.

Human judgment still has pretty good product market fit.

06/17/2026

One of the most overlooked advantages in technical hiring:

Speed.

Not rushed decisions.

Decisive decisions.

Clear feedback.

Aligned stakeholders.

Efficient interview processes.

Strong candidates rarely disappear overnight.

Momentum does.

What's the biggest source of hiring friction in your organization?

06/16/2026

A job description is not a hiring strategy.

Many teams can describe the candidate they want.

Fewer can clearly define what success looks like after they're hired.

The best hiring managers start with outcomes.

What should this person accomplish in their first 12 months?

Hiring gets much easier when everyone agrees on what great looks like.

How does your organization define success before opening a role?

06/11/2026

Technical hiring gets harder one requirement at a time.

One more technology.

One more responsibility.

One more must-have.

Individually, each request seems reasonable.

Collectively, they can dramatically shrink the talent pool.

Every requirement has a cost.

The strongest hiring teams know which requirements are truly non-negotiable.

What "must-have" would you move to the nice-to-have column?

06/09/2026

One thing I've observed over the years:

Hiring rarely breaks down because there aren't enough candidates.

It breaks down because decisions take too long.

Everyone is trying to make the perfect hire.

Meanwhile, strong candidates keep moving forward.

The strongest hiring organizations aren't always the fastest.

They're usually the most decisive.

How many interviews is too many for a technical hire?

06/08/2026

Senior Data Engineer, $60/hour + | .

A financial services organization is seeking a Senior Data Engineer to help design and build a modern risk data platform. This individual will play a key role in transforming risk reporting through scalable data architecture, automated pipelines, and business-focused analytics.

Want to find out more? Visit our website to apply https://paiger.link/1142297734

06/05/2026

The U.S. added 172,000 jobs in May. Economists expected 80,000.

That's a strong signal that businesses remain confident and continue investing in growth.

In technology, I'm seeing continued demand across AI, Data, Infrastructure, and Security.

The headlines don't always tell the full story.

The job market remains far more resilient than many expected.

Nonfarm payrolls were expected to increase by 80,000 in May while the unemployment rate held at 4.3%.

06/04/2026

The most expensive engineering hire isn't the one who negotiates an extra $20,000.

It's the role that stays open for six months.

Every month a critical engineering, infrastructure, or cybersecurity position remains open:

- Projects slip

- Teams absorb more work

- Burnout risk grows

Most companies focus on the cost of hiring.

Far fewer focus on the cost of waiting.

The longer a critical role remains open, the more expensive it becomes.

How does your organization measure the cost of vacancy?

06/03/2026

A welcome sign for the hiring market.

ADP reported 122,000 private-sector jobs added in May, the strongest hiring growth in over a year.

We're seeing more companies move forward with hiring plans, increased engagement from candidates, and improving market confidence overall.

Momentum continues to build, and that's good news for employers and job seekers alike!

Unlike prior months, where job growth was concentrated in healthcare and a few other sectors, gains were more broad-based.

06/02/2026

𝗠𝗼𝘀𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝘀𝘀𝘂𝗺𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗴𝗲𝘁𝘀 𝗲𝗮𝘀𝗶𝗲𝗿 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲 𝗺𝗮𝗿𝗸𝗲𝘁 𝗰𝗼𝗼𝗹𝘀.

In reality, hiring often becomes more difficult.

Not because there are fewer candidates.

Because there are more decisions.

Hiring managers become more cautious.

Interview processes get longer.

Approval chains expand.

Everyone is trying to reduce risk.

Ironically, that's often what slows hiring down the most.

The strongest hiring teams I've worked with aren't necessarily the ones with the biggest budgets.

They're the ones that recognize the right candidate and move decisively.

Has hiring become more efficient or more complicated at your organization over the past year?