Rogue Recruitment

Rogue Recruitment Rogue Recruitment is a specialized staffing company that brings the focus of recruitment back to wha

09/29/2025

We’ve watched brilliant candidates talk themselves out of opportunities before they even apply.

They don’t hit 100% of the job description. They’ve been burned by rejection. They assume “someone better” is out there.

Meanwhile, less-qualified candidates throw their hat in the ring, and sometimes get the offer.

If you’re waiting until you’re “perfectly ready,” you’ll miss the window. Apply anyway. Have the conversation. Show them what you can do.

09/25/2025

You spend hours polishing a resume. You hit submit. And then…nothing.

Here’s the part no one tells you: many companies don’t even have the tools or processes to review every application fairly.
Good resumes get lost. Great candidates never get seen.

That’s not your fault. The system is broken.
Which is exactly why we advocate for candidates, not just their resumes.

09/24/2025

EOS, explained in plain English

In this Go Rogue clip, Nathan answers “What is EOS?” for first-timers: it is not new theory. It packages proven ideas (think Lencioni and Good to Great) into a simple, repeatable system of tools you use every week. If you implement it, it works.

The gist:

>> Six components: Vision, Data, People, Process, Issues, Traction
>>Core rhythms: weekly Level 10 meeting, quarterly Rocks, a simple Scorecard, and an Issues List you actually solve

Action items:

>> Vision: fill out a 2-page V/TO (Who we are, where we’re going, 10-year/3-year/1-year, marketing strategy, quarterly rocks).
>> Data: create a 5–15 metric Scorecard with weekly targets and owners.
>> People: build an Accountability Chart and check “Right Person, Right Seat.”
>> Process: document the top 20% of steps that drive 80% of results; confirm “followed by all.”
>> Issues: run IDS every week (Identify, Discuss, Solve) and assign one owner and due date.
>> Traction: hold a 90-minute weekly L10 with the same agenda and review Rocks every quarter.

🎙️ Listen to the Go Rogue Podcast:
Apple Podcasts: https://ow.ly/es1P50VxxtI
Spotify: https://ow.ly/MBCg50VxxtE
Amazon Music: https://ow.ly/3rk850Vxxtz

📺 Follow Us on YouTube:
YouTube: https://ow.ly/T7JY50VxxtA
🌐 Visit our website: https://ow.ly/A2o850VxxtG
✉️ Subscribe to our newsletter: https://ow.ly/kas250VxxtF

09/23/2025

Getting rejected doesn’t mean you’re not talented.
It means that role wasn’t the right match.

Don’t let a “no” convince you you’re not good enough. Your career is bigger than any single job posting.

09/22/2025

Build an accountability circle that tells you the truth.

In this Go Rogue clip, Nathan shares how surrounding yourself with like-minded, committed people who will challenge your ideas is the unlock. It’s abundance in practice: we win together when peers can say “that idea is terrible” because the mission matters more than ego. Robin echoes the need to get out of safe bubbles, and Brad frames the leader’s job: cast vision, resource the team, model the standard, and invite pushback.

Action items:

>> Form a 5–7 person council: cross-functional, values-aligned. Set rules: candor, confidentiality, mission first.
>> Schedule monthly think time together: bring top problems, pitch ideas, assign a red-team to challenge, pick one experiment.
>> Create a “permission to challenge” script: open meetings with “If I’m wrong, say it. Tell me why.”
>> Use the spaghetti test: define success criteria, run a two-week experiment, review data, keep or kill.
>> Clarify your role: you aim the vision and remove blockers; the circle brings evidence and alternatives.
>> Write decisions down: owner, next step, due date. Revisit results at the next session.

🎙️ Listen to the Go Rogue Podcast:
Apple Podcasts: https://ow.ly/es1P50VxxtI
Spotify: https://ow.ly/MBCg50VxxtE
Amazon Music: https://ow.ly/3rk850Vxxtz

📺 Follow Us on YouTube:
YouTube: https://ow.ly/T7JY50VxxtA
🌐 Visit our website: https://ow.ly/A2o850VxxtG
✉️ Subscribe to our newsletter: https://ow.ly/kas250VxxtF

09/19/2025

Spot talent fast with “employee baseball cards.” In this clip, Nathan Henson explains how his team builds simple profiles for every employee, then flips through that deck when opportunities pop. The result is quicker internal mobility, better fit, and people who feel seen.

🎙️ Listen to the Go Rogue Podcast:
Apple Podcasts: https://ow.ly/es1P50VxxtI
Spotify: https://ow.ly/MBCg50VxxtE
Amazon Music: https://ow.ly/3rk850Vxxtz

📺 Follow Us on YouTube:
YouTube: https://ow.ly/T7JY50VxxtA
🌐 Visit our website: https://ow.ly/A2o850VxxtG
✉️ Subscribe to our newsletter: https://ow.ly/kas250VxxtF

09/18/2025

A bad hire doesn’t just cost salary.
It costs morale.
It costs time.
It costs your best people, who end up picking up the slack until they burn out.

At growth stage, one wrong hire can set an entire team back months.
That’s why we push our clients to slow down enough to get it right the first time, without dragging their process into oblivion.

09/17/2025

Stuck doing work you don’t enjoy and can’t delegate yet? Create space, then get scrappy.

Nathan Henson shares a playbook for lean teams who can’t hand things off. Step out of the weeds for real think time, capture notes, and come back to prioritize the big rocks first. Progress comes from clarity plus grit, using guerrilla tactics to bridge the gap between vision and capacity.

🎙️ Listen to the Go Rogue Podcast:
Apple Podcasts: https://ow.ly/es1P50VxxtI
Spotify: https://ow.ly/MBCg50VxxtE
Amazon Music: https://ow.ly/3rk850Vxxtz

📺 Follow Us on YouTube:
YouTube: https://ow.ly/T7JY50VxxtA
🌐 Visit our website: https://ow.ly/A2o850VxxtG
✉️ Subscribe to our newsletter: https://ow.ly/kas250VxxtF

09/16/2025

When a role stays open too long, the easy excuse is “there aren’t enough good candidates.”
But 9 times out of 10, the real issue isn’t the pipeline, it’s the process.

>> Unclear role definition
>> Too many interview rounds
>> Slow feedback loops
>> Hiring managers not aligned

Before you throw more money at sourcing, fix the leaks in your system. Otherwise, you’re just pouring water into a bucket full of holes.

09/15/2025

Define the “good life” and design work to match.

In this Go Rogue clip, Nathan connects his “good life” vision to EOS Life’s five pillars: do what you love, with people you love, make a huge difference, be compensated fairly, and protect time for other passions.

The punchline: the good life is personal, so leaders should build systems that let each person define it and pursue it at work.

🎙️ Listen to the Go Rogue Podcast:
Apple Podcasts: https://ow.ly/es1P50VxxtI
Spotify: https://ow.ly/MBCg50VxxtE
Amazon Music: https://ow.ly/3rk850Vxxtz

📺 Follow Us on YouTube:
YouTube: https://ow.ly/T7JY50VxxtA
🌐 Visit our website: https://ow.ly/A2o850VxxtG
✉️ Subscribe to our newsletter: https://ow.ly/kas250VxxtF

09/12/2025

Issues mean you’re in business. Handle them right. The difference is cadence: name issues fast, work a clear process, and “solve them forever” so they stop stealing momentum.

🎙️ Listen to the Go Rogue Podcast:
Apple Podcasts: https://ow.ly/es1P50VxxtI
Spotify: https://ow.ly/MBCg50VxxtE
Amazon Music: https://ow.ly/3rk850Vxxtz

📺 Follow Us on YouTube:
YouTube: https://ow.ly/T7JY50VxxtA
🌐 Visit our website: https://ow.ly/A2o850VxxtG
✉️ Subscribe to our newsletter: https://ow.ly/kas250VxxtF

09/11/2025

Many people think the goal is to “ace” the interview. Smile, say the right things, hit the checklist.

But here’s the trap: interviews often measure interview skills, not job skills.
That’s why some incredible candidates get overlooked, and why some “perfect interviewers” flop once hired.

If you’ve ever walked out of an interview thinking, “I know I can do this job, but I didn’t get to show it”…you’re not alone.

Our job is to help you bridge that gap and own your impact.

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1207 S. Lewis Avenue
Tulsa, OK
74104

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