Four rounds of interviews and several pre-screens later, I'm still struggling to find a candidate that fits the bill. I suggested to my seniors that we need to reduce the number of rounds because it's going to burn out a lot of candidates. I wish instead there were a way you could filter for basic competence and emotional intelligence. Has anyone else figured out a way around this, instead of having to deal with multiple candidates who are all just barely making the mark?

Got a freelance gig for a new business pitch a week before the big presentation. This is not just a campaign, but it is about how we treat their entire social media. On Monday, I found out I am the only AD on the team, and I had to come up with new campaign ideas, including art direction, photography, lighting, typography, motion direction, product hero shots, stunt ideas, influencer collaborations, and examples of final posts/comp per i and platform. I am overwhelmed and don't know what to do!

I was so pro-McDermott/Schulte merger. As high on it as you can get. Take it all back. The stories I hear are absolutely shocking. Schulte “leadership” is boxed out. McDermott cutting costs everywhere - slashing Schulte compensation packages left and right. Heard about multiple 1st and 2nd year associates getting stealthed. You’d think Schulte IM would at least have some autonomy. Not even close. Good luck to anyone there.

With the first wave of primary elections already in progress, I can't help but relate it to what recruitment looks like, there are so many times that I apply for roles confidently in the healthcare industry and I end up unqualified and ghosted. Do you also think this is what recruitment actually looks like? Recruiters, what truly makes one candidate win over the other when everyone looks qualified on paper? How do you really make your final decision?

I betya there is no one who is as stuck as I am - ZERO scope for promotion - Politics to the level that, you will doubt if it is politics that I should navigate or work that I should get done. - any project that occurs - they don’t want project leaders they just want fall guys - bogus reporting, number hiding - even came to know that senior management receives under the table money from 3PL partners.

After years in private equity, I’m trying to pivot into corporate strategy, but every recruiter seems confused by the switch. I’ve led due diligence, modeled scenarios, presented to boards… the strategy piece is there, just under a different title. Still, I keep hearing “we’re looking for someone with direct corporate experience.” How do you make a clean pivot when your resume doesn’t tell the story they want to hear?

Is it normal that I get excluded from meetings about big campaigns? As a senior copywriter in the same agency, I could understand why I was expected to sit them out, but ever since being promoted, I was very much hoping and anticipating being part of these meetings. I wonder if this has anything to do with the fact that they still haven't shifted their view of me as their ex-copy person.

Recruiter Tip: Your 'Summary' section is prime real estate—stop wasting it on 'Hardworking professional seeking a challenge.' Tell me exactly what you’ve built and the $ or % impact it had. If I have to hunt for your wins, I’m already moving to the next profile. Candidates: what’s one win you’re proud of but haven't put on your resume yet?

Reynolds America donated $5M to trumps PAC and then a week later the FDA allows US sale of flavored vapes - a position that benefits Reynolds. Reports say that trump called Kennedy after the bribe (I mean donation) and told him to make the policy change. It’s shocking that such small bribes are all it takes to change policy.