Hoops HR

Hoops HR Build your winning team. Hire talent: Brand, Source, & Recruit
Scale talent: Plan, Retain, & Perform Simplify hiring. Amplify growth.

For growing companies, recruiting, hiring, and engaging top talent can feel overwhelming. It’s time-consuming, tedious, and often leaves leaders feeling unequipped to handle it all. At Hoops, we provide the expert teams and cutting-edge tools you need to find and keep the best talent. What sets us apart is our proprietary AI-powered solutions and automation—giving you a smarter, faster way to hire

. Our unique approach frees you to focus on what matters most: amplifying growth while we handle the details. Call us at 877-262-7358 to discover how Hoops can give you a competitive edge in building your dream team.

09/08/2026

A resume with a few job changes isn't automatically a red flag for "job hopper."

You need to dig into the why, and if you don't, you may actually be accidentally turning away a great A-Player.

Our President and COO Mike Dixon put it this way on The Business Blueprint podcast: job-hopping every 2-3 years for real increases in responsibility is often "a mark of an A-player."

Especially in narrow fields like finance and HR, there just aren't enough senior seats for A-players to climb without moving around.

This week's blog gets into how to spot the difference between a job hopper vs. an A-player when recruiting:
👉 https://bit.ly/4yinh3C

🎙️ Watch the full podcast episode: https://bit.ly/4yMiQi7

09/07/2026

🎉 Five years ago, Minjae Kwak joined Hoops HR.

Minjae is the one working behind the scenes so candidates, clients, and the Hoops team all have a seamless experience. Problem comes up? He's already solving it. Need a hand? He's already there. Easygoing, dependable, and genuinely a team player through and through.

We don't say it enough: we couldn't do this without him. Congratulations on 5 years, and here's to many more!

09/02/2026

Two resumes land on your desk. Both show around five years of experience across four or five different roles.

One is exactly the red flag you think it is. The other might be the best hire you make this year.

Our President and COO Mike Dixon put it plainly on LinkedIn recently: "You aren't hiring five years of experience. You are hiring one year of experience, repeated five times."

That's true, and it's a real risk. But it's not the whole story. Lateral moves with no real growth are one thing. A real jump in responsibility every two to three years, with the numbers to back it up, is something else entirely, and most hiring managers can't tell the two apart because they're screening on the wrong things.

We broke down exactly how to tell a job hopper from a go-getter:
👉 https://bit.ly/4yf6wX0

Do you agree? Any other advice you think we're missing?

08/27/2026

🎉 Happy 8th anniversary to Robin Portales, our Client Services Manager!

Eight years ago, Robin joined during what the team openly admits were some rough early days at Hoops. She met every bit of it with the same thing she still brings today: a positive attitude and genuine warmth that never wavered. Somewhere along the way, "glue of the organization" became the phrase everyone reaches for when they talk about her (and honestly, no other word fits as well).

Robin handles client trainings, client requests, and about a hundred behind-the-scenes moving pieces most people never see. She does it with the kind of steadiness that makes the whole team stronger.

When we celebrated this milestone internally, Robin said it best herself: time flies when you're having fun, and it's easy to have fun with the best Hoops family around.
Robin, thank you for 8 years of showing up, holding things together, and making this place better just by being in it. 💙💚

Our President and COO Mike Dixon didn't get to pick his squad.In the Army, you get whomever the Army assigns you. People...
08/26/2026

Our President and COO Mike Dixon didn't get to pick his squad.

In the Army, you get whomever the Army assigns you. People from the country, the city, immigrants, different economic backgrounds, different ranks, sometimes someone loaned to you for one mission and gone the next week.

Turning that group into a cohesive unit taught him something he still carries into how he leads today: "You don't need a team that thinks the same. You need a team that operates the same."

Real alignment isn't about sameness. We get into what actually makes it possible, the Standard, the Language, and the Stakes, in this week's blog:

👉 https://hubs.la/Q04vjqs_0

08/25/2026

"I got to fire this person. They keep showing up late to work."

Then you find out the shift got changed after he told his manager he needed that time, four days a week, to take his sick kid to cancer treatments.

Our President and COO Mike Dixon shared this on The Business Blueprint podcast with James May, and it's exactly why "know the why" has to come before "write them up."

His point: before you act on a performance issue, ask whether it's an inadvertent mistake that's easily coached, or a real systemic problem. Skip that question, and you risk punishing someone for a circumstance you created.

We got into this, and a lot more of what leaders actually let slide, in this week's blog:
👉 https://hubs.la/Q04tWRVG0

Have you ever jumped to a conclusion about someone before knowing the full story?

Watch the full podcast episode: https://hubs.la/Q04tWKRl0

08/23/2026

🎉 Happy Birthday to our Client Success Manager and Recruiter, Jonathan Benavides!

Since joining us earlier this year, Jonathan has been making real waves for our clients. He's been an incredible addition to this team, and we feel lucky to have him.

Jonathan, wishing you the best year yet. Hope you get to celebrate today with your wife, kids, and everyone who makes it special. 🎉

One of our clients' producers had five different account managers in three years.Leadership's excuse was always the acco...
08/20/2026

One of our clients' producers had five different account managers in three years.

Leadership's excuse was always the account manager, because they were afraid to ruffle their top producer's feathers.

But here's the thing: the issue was never the account manager. And we'd go so far as to say the issue isn't even fully on the producer.

The real issue is that leadership created a culture they tolerated.

Our President and COO Mike Dixon posted something recently that gets at exactly this: "Culture isn't what you write on the wall. Culture is simply the exact behavioral standards your leadership tolerates when revenue targets are under pressure."

So, we expanded on it. Here's our latest blog on the things leaders let slide, the real cost of it, and how to actually fix it:

👉 https://hubs.la/Q04tDT3r0

What's your team quietly tolerating right now?

08/19/2026

🎉 Happy Birthday to our Co-Founder & CTO, Marcus Jones! 🎉

Marcus has been building Hoops from the ground up since 2016, and honestly, there isn't much the guy can't figure out.

He's self-taught, endlessly curious, and always pushing new ideas forward. He's the reason Hoops keeps innovating year after year.

Plus, to top it off, he's easy to work with and even easier to grab a b**r with.

Happy Birthday, Marcus! Here's to another great year. 🥂

08/18/2026

Most companies think succession planning means guessing who seems "ready" for the next role.

There's a better way.

Plot your people on two things: how they've actually performed the last 2-3 years, and how ready they are to grow. Do that for your critical roles, and the 9-box grid gives you the framework to actually see it.

Pair that with some 360-feedback surveys and personality assessments, and no more finding out someone wasn't ready after you've already handed them the role.

You'll always have a solid bench teed up to take your company to that next level.

We shared our proven 4-step succession planning process, including our 9-box grid, in this week's blog:

👉 https://hubs.la/Q04tjd6c0

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Plano, TX
75024

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