recruitingshero

10/19/2026

When Does Interviewing Become Exploitation?

In the latest installment of WORK, RECONSIDERED… I explore this topic and share from one of my personal experiences.

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09/15/2026

Are you looking for a fractional recruiter to help recruit, source, train, build out strategy, or something else?

Hi, I’m Rachel Kitty Cupples, owner and head consultant for recruitingSHEro Solutions, LLC.

I have an immediate opening for fractional clients with additional openings in October, November, and December of this year. Whether you need support full-time, part-time, or on a temporary or project basis…
I am the recruitingSHEro and talent strategist you are looking for! You can contact me through my website (link in bio), DM me, or email me.

09/14/2026

Job seekers are being sold a lot of expensive promises right now.

Before you pay for another tool claiming it can automate your way into a job, pause. If you already use a ChatGPT or Claude, you can build your own AI job search agent and control exactly what it searches for, what it excludes, and how it supports you.

Will it guarantee you a job offer or interview? No. Nothing can.

But it can do some of the exhausting work without taking over the search.

As a gift to my job seeking community, I wrote a step-by-step guide here:

A thoughtfully built agent can help you evaluate opportunities, tailor your resume, research companies, prepare for interviews, draft follow-up messages, and track what is happening across your search. It can help you work more efficiently without handing over control of your career.

08/24/2026

🚨The latest from WORK, RECONSIDERED dropped today!🚨

Questions Aren't Threats. They're Invitations to Think.

There’s a difference between questioning someone’s authority and asking a question because you’re trying to understand, improve something, or prevent a problem.

And yet, at work, those things get confused all the time.

I unpack this in my latest essay for WORK, RECONSIDERED here: https://www.recruitingshero.com/post/why-questions-at-work-arent-threats

08/20/2026

If AI helps us hire faster but not better, I think we’ve missed the point.

I’ve been asked some version of the same question over and over this summer: What keeps you up at night professionally?

There isn’t one answer. But I keep coming back to this…

We’re making increasingly consequential decisions about people while simultaneously trying to make those decisions faster, cheaper, and increasingly automated.

And to be clear, I’m not anti-AI. Literally the opposite. I use it. I embrace it. I believe it’s going to transform how we work. I mean…it already is.

But I also think we’ve started confusing efficiency with improvement.

Technology can absolutely make a great hiring process even better. I’ve experienced that as a recruiter, leader, consultant, AND job seeker.

But here’s the thing…

It can also make a broken process scale faster.

AI doesn’t fix a flawed hiring process. It can just help us repeat the same mistakes more efficiently.

We still have bias in hiring. We still have inaccessible processes. Candidates are still being ghosted. Interview processes are still longer than they need to be. And people are still being evaluated against vague criteria that can mean something completely different depending on who’s doing the evaluating.

Now we’re layering AI into many of those same processes.

Job seekers aren’t just adapting to AI. They’re being evaluated by it, interviewed through it, and sometimes looked down on for using the very same technology to create their resumes and cover letters.

That’s a conversation I think we need to be having.

Because there is still a HUMAN BEING on the other side of every application, interview, assessment, rejection, offer, and hiring decision.

Technology should help us make better decisions about people. Not simply make people decisions faster.

I had the chance to talk about this and so much more with Laura Mazzullo on WRKdefined’s Practitioners Corner podcast. Like every conversation Laura and I have, it felt like it ended about thirty minutes too soon.

If you listen, I’d love to know what resonates with you.

🔗: https://podcasts.apple.com/us/podcast/lets-talk-about-intention-and-impact-in-talent-acquisition/id1739883257?i=1000784169354

And I’m genuinely curious…

Where have you seen technology actually improve the human experience at work?

Not just make something faster or cheaper for the business. Where has it made something BETTER for the job seeker, candidate, new hire, employee, or customer?

I’d love to hear your examples because I think that’s a measure we should be paying a lot more attention to as an HR and Recruiting community.

08/17/2026

🚨NEW BLOG SERIES ALERT🚨

Apparently 13+ years of working in recruiting has left me with some questions.

A lot of questions, actually!

About work. People. Leadership. Hiring. "Best practices." Unwritten rules. And all the weird things we've collectively agreed are normal because nobody has stopped recently to ask, "Wait...WHY do we do this?"

So I'm writing about them.

Today I launched 𝐖𝐎𝐑𝐊, 𝐑𝐄𝐂𝐎𝐍𝐒𝐈𝐃𝐄𝐑𝐄𝐃.

And I'm starting with 𝐁𝐢𝐚𝐬 𝐃𝐨𝐞𝐬𝐧'𝐭 𝐑𝐞𝐪𝐮𝐢𝐫𝐞 𝐁𝐚𝐝 𝐈𝐧𝐭𝐞𝐧𝐭.

Because bias is really easy to talk about when we're talking about someone else's.

It gets a whole lot more interesting when we start talking about our own.

My first post in this series is LIVE.

Come down the rabbit hole with me. ⤵

https://www.recruitingshero.com/myblog/categories/work-reconsidered

08/10/2026

I don’t think job seekers need another lecture about the unemployment rate. They need people to acknowledge what’s happening around it.

July lost 23,000 jobs. May and June were revised down by a combined 103,000. Nearly 1 in 4 unemployed people has been searching for 27 weeks or longer. Yet somehow, we’re still having conversations about whether job seekers are applying enough, networking enough, tailoring enough, or trying hard enough.

Come on.

Yes, job-search strategy matters. But we cannot coach our way out of a labor market that simply isn’t creating enough opportunities. And I think those of us in recruiting need to be especially careful here. Advice becomes blame really quickly when we refuse to acknowledge the conditions someone is navigating.

Sometimes the resume isn’t the problem. Sometimes the LinkedIn profile isn’t the problem. Sometimes the candidate isn’t the problem.

Sometimes the market is the problem. And July gave us a pretty compelling reason to start saying that out loud.

Report:https://www.bls.gov/news.release/pdf/empsit.pdf

08/01/2026

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07/16/2026

Every hiring decision creates a ripple effect.

One person gets an opportunity. Another keeps searching. A team changes. A company grows. A family breathes a little easier.

That’s why recruiting has never felt like “just a job” to me. Done well, it changes lives.

05/29/2026

DON’T WING OPPORTUNITIES YOU’VE WORKED HARD TO EARN.

Interview preparation is a lot like following a recipe.

You can absolutely skip a few steps, ignore the instructions, and hope for the best.

But don’t be surprised if the end result isn’t what you wanted.

The strongest candidates don’t attend interviews hoping inspiration strikes. They prepare. They research the company, review the job description, reflect on their accomplishments, and think through examples that demonstrate their impact.

Confidence isn't usually a secret ingredient.

The secret ingredient is YOU. Without preparation you’re doing yourself an injustice and wasting your own time.

There’s no time for small time. Do the work and prep!

Before your next interview, spend 30 minutes gathering your ingredients:
💫 Research the company
💫 Review the role
💫 Prepare STAR examples
💫 Bring thoughtful questions

Preparation doesn’t guarantee an offer.
But showing up unprepared is a recipe for missed opportunity.

🦸🏻‍♀️ The STAR METHOD for behavioral interview questions isn’t just for Tech. It’s a method that can help you answer questions fully and thoughtfully.

Learn more here: https://capd.mit.edu/resources/the-star-method-for-behavioral-interviews/