paid sick leave

I won’t lie to you. I’m just back from a conference where an esteemed and respected colleague of mine argued against paid sick leave for restaurant workers.

First of all, my associate believes that the business model of a restaurant can’t sustain a paid sick leave policy. She’s not wrong. About 80% of all restaurants in America are independent units. It’s a family who owns a diner. A small company that owns two donut franchises. Sick leave is costly to those small operators. Margins are tight. Taxes are high. Many can’t afford to employ people and offer benefits.

(I say that if you can’t treat your workers fairly and generate revenue while calculating the real cost of labor, you don’t have a business model.)

She also argued that restaurant workers who are “tipped” earn more than minimum wage. Approximately $12 per hour, in fact. If you offer sick leave to those employees, you would only offer the guaranteed minimum wage of $7.25 per hour. Sick people would still come to work because they would want to earn more money.

(So let’s continue to offer them nothing.)

Finally, she said that paid sick leave won’t prevent the spread of norovirus even though Chipotle is doubling-down on a new policy. You don’t know you have norovirus until you show the signs — nausea, vomiting, and diarrhea. People show up at work and then come down with the infection. Paid sick leave, in my colleague’s estimation, is pointless and doesn’t address health and safety issues.

(Paid sick leave might not entirely prevent the spread of the norovirus, but it wouldn’t hurt. And what about workers with other infections? How about colds and the flu? Don’t they deserve time off?)

I discussed my visceral reaction with another colleague who said, “Laurie, you know how it is. You give someone paid sick leave, and they take a day off for other reasons. Then they don’t have any sick time when they’re ill.”

(And you think I’m cynical? Ha!)

I spend a lot of time around smart people who are trying to raise morale, boost employee engagement and improve employer branding initiatives. So much money is spent on attracting and retaining talented workers as if we all work for NASA and we’re trying to get that guy back from Mars.

In truth, we run restaurants. Or we own consulting firms. Or we have an advertising agency with two dozen employees. We just want good people to stick around for a little while.

So, hey, this is crazy. Do you want less turnover? Want a workforce who believes in your mission, vision, and values? Maybe don’t make people come to work when they have watery diarrhea.

And please don’t act like a sick day will bankrupt your company and decimate an entire industry. Because if paid sick leave threatens a business model, the business model deserves to be disrupted.


financial wellness

I work with a lot of recruiters, and many of them are complaining about job seekers who have inflated and unrealistic salary expectations.

That’s not a new complaint. When people are in a position to negotiate for a new salary, they negotiate. If you don’t start strong, you end up weak. That’s just math. But recruiters and hiring managers don’t like pushy negotiators, and some people are even punished for negotiating at all.

Does it seem like job seekers can’t win?

Well, I think it’s important for recruiters and HR professionals to remember that people are worried about money now more than ever. America was hit hard by the Great Recession. Our savings rates are low. Student loan debt is high. We don’t contribute enough to retirement accounts. According to Prudential, nearly a quarter of employees say that personal finance issues are nagging at them while they work, and 39% spend three hours or more each week dealing with issues related to money.

I think one of the ways we can keep salary expectations in check is by offering our employees access to financial wellness programs.

So what’s included in a financial wellness program?

Financial literacy.

Some employers are offering courses and consultants who are available to answer basic financial questions.

What’s the difference between whole and term life insurance? What’s the difference between a 401(k) and a Roth IRA? Do you need long-term disability insurance? Do you have a living will? Should you put your assets in a trust? Should you open a CD or a savings account? How much interest will you pay on your student loan debt over the life of the loan?

Being an adult is hard, and most of us enter adulthood knowing more about celebrity gossip than finance. Want to help your employees and future employees understand how much money they need to earn and how to spend it? Start here.

Retirement planning.

It is a no-brainer. Most retirement sessions are boring and built for old people who are close to retirement. With five generations in the workforce, it’s time to work with a team that can help you make the case to your employees for saving and investing. It’s also important to fund your retirement plans. You can’t tell your employees to save for retirement if you’re not matching some part of their contributions.

Self-assessments and coaching.

Let’s face it. Some people survived the recession by taking on a ton of credit card debt. While Trump claimed bankruptcy a million times, job seekers and employees slogged through high-interest payments and tried to meet their financial obligations. But debt is debilitating. There are technology platforms and apps that can help an employee understand the holistic picture of her finances. If your company can’t offer any tech solutions, you can partner with a credit union to provide coaching and financial crisis management.

Identity theft protection.

Identity theft is a nightmare. If you think your employees are wasting time at work on a typical day, try managing someone who is in the midst of a horrific experience like that. Identity theft insurance isn’t an expensive addition to your total rewards package. Combined with other financial wellness incentives, you can fulfill your employer branding commitments and meet the needs of your employees.

Financial wellness is trendy, right now.

I normally tell people not to jump on trends, but as American job seekers pull themselves out of debt, I think it’s important for employers to offer any assistance that’s available. Want to stop a 25-year-old kid from asking for $90,000 a year to be a social media manager? Maybe hire him at $50,000 and teach him how to manage his money.



Are you tired? Just about a month ago, I went to an all-day meeting with a bunch of people who are adults, parents and productive members of society. Everybody looked exhausted.

I scanned the room and saw nothing but droopy eyelids. The thirty-eight-year-old creative director was pounding Red Bull Total Zero®. Most of the women were drinking Diet Coke. The rest of the pack drank coffee and caffeinated diet ice tea.

I will not lecture you on the toxic waste that’s pumped into most energy drinks and sodas. However, here are other ways to increase your stamina and stay awake at meetings during the workday.

Get your heart rate up during the day.

Many of my friends started doing walking meetings in 2015 to accumulate steps on their FitBits. I made fun of the trend. A lot. In retrospect, those individuals never seem to complain about fatigue or exhaustion. Whether it is a “walking meeting” or briskly strolling around the perimeter of your building for 20 minutes, getting your heart rate up is essential to conquering your day. There’s a bonus: when you get your heart rate up regularly, you can overcome anxiety and be less freaked out when you hear bad news at work.

Improve the quality of your sleep the night before.

A tired mind and body will hold your career back more than you realize. If you cannot endure a 60-minute meeting without nodding off or looking at your phone to keep you awake, you are doomed on the job. A lack of sleep is killing you and nixing your chances for a promotion at work. Even if you cannot get to bed any earlier than the night before, you can start your bedtime process sooner and try to form better sleep habits. (And if you only get your heart rate up before bed while yelling at your kids, yell at them sooner and wind down earlier!)

Practice for the big day.

Nobody runs a marathon without ramping up for the big event. In that way, you can’t be expected to attend an all-day workshop or lead a lengthy and tactical meeting if you spend most of your day at your desk looking at the internet. Experiment with your endurance and stamina. Attend a meeting in another department. Talk to someone new at work and ask to learn about something technical and outside of your comfort zone. Try to pay attention to something for longer and longer periods of time. If you cannot endure listening to Judy from accounting talk about AP issues for more than five minutes, you are not ready for the big day.

Do everything differently.

At the last all-day session I attended, I saw people falling asleep in the back. I wasn’t in charge of the program, but only a masochist would go more than forty-five minutes without a bio break. After the meeting, I tried to be brave and constructive. I offered a few ideas for ways we could improve engagement and attention in future meetings. In my ideal world, my meetings are in brightly-lit rooms where people can come and go without maneuvering a heavy door that makes a lot of noise. That’s not always possible, but other modifications might work in your office. It is up to you to raise your voice and ask for changes to the venue, schedule or the flow of information. Chances are you’re the voice of the silent majority.

One more thing.

I sometimes forget what it’s like to balance the needs of your family, commute to work and sit through boring meetings with consultants. However, if you don’t have the stamina to endure your job, you probably aren’t contributing much in other areas of your life.

I also think your employer benefits when you’re exhausted. Of course, your boss doesn’t want you to come to work exhausted. However, improving leave policies and rethinking work routines would cost an organization a lot of money. It’s easier (and cheaper) to embrace the status quo. And when you lack stamina and endurance, you’re too tired to fight the good battles in life. Your organization benefits, consciously or not, when you are too fatigued to push for change and too exhausted to care.

So wake up, get your stamina up, and build your endurance. Your life will be better. Work will become more manageable. And your colleagues will benefit when you pay attention and feel engaged.



One of the most important facts you need to embrace in 2016 is that it will take you forever to fill a requisition.

There are a ton of reasons.

No matter what anybody tells you, the economy is healthy. It is better for the rich than poor. It is better for whites than people with brown skin. However, when the economy is doing well, companies are compelled to move away from a “policy of deflated wages” and pay something closer to the real cost of labor.

When job seekers hear that the economy is better, they know they can ask for (and receive) better wages and working conditions. (They are asking, and rightly so. The housing crisis and recession that started under George Bush has wiped out the American middle class. It is time for job seekers to catch up.)

Here’s a simple truth: power has shifted in the job market, which makes hiring someone riskier and more expensive. And if there’s one thing that executives and managers hate, it is a risk. Uncertainty costs money, and an owner/operator/hiring manager would rather leave a position open rather than spend money on a bad hire.

If you are a leader, you know that it takes a lot to make a dollar. Why waste time and money on someone? Better to keep a requisition open and force other people to pick up the slack.

(Greater productivity never killed anyone, right? Except children, coal miners, factory workers, etc.)

Unfortunately, we’ve maxed out the productivity from our workforce. You can’t squeeze blood out of a turnip, and workers across the labor market have been doing more with less since 1995.

So until your executives and hiring managers feel extremely comfortable with a candidate, they will not hire anybody. It sucks for you if you work in HR and you need to fill that job as part of your goals and responsibilities. It sucks even more if you are a recruiter and compensated on filling that requisition.

How do you fill your requisitions faster?

Increase your salesmanship skills.

You might be a seasoned recruiter. You may think you know how to sell. Numbers do not lie. Take some time and explore multiple sales methodologies that might help you increase your skills and persuade your hiring managers to act on your advice. The trendiest system on the market is The Challenger Sale methodology, but anything will work. Check out Hubspot’s article on 6 Popular Sales Methodologies Summarized.

Use data.

Before you send over a resume, have a conversation with your hiring manager. Get her excited about the data you have on a resume. First, check your language. Create a standardized way of speaking where fact-based information is highlighted. Discuss the candidate’s strengths, but remove gender pronouns from your tongue. Don’t share graduation dates, and try not to use language that implies race or religion. Focus on how the attributes are a good match, and get some buy-in before the resume lands in the hands of a decision-maker.

If the hiring manager fails to move forward with the candidacy, you now have a fact-based conversation “on the record” to understand what is happening with this open requisition. Moreover, if what’s going on is related to the soft underbelly of racism or sexism, cloaked in the language of cultural fit, you can work to fight it.

Leverage panel interviews.

Panel interviews are the fastest way to screen candidates. When multiple decision-makers need to weigh in on the process — and let’s be honest, there are always multiple stakeholders — getting them all in the room at the same time is your secret weapon. It is also the best way not to waste the job seeker’s time.

Side note: prepare your interviewers with a structured questionnaire and have them convene ASAP to review the candidate’s response. The more time that passes between an interview and a meeting, the more likely bias will creep into the discussion.

Recruiting is tough stuff and takes some time.

There’s no easy way to fill a requisition. Whether you are hiring a nurse or a chemical engineer, you’ll face push-back from hiring managers who are caught up in the paradox of choice.

Use my tips to help fill your requisition faster. At the very least, it might help you work in a more efficient and peaceful way. Don’t gouge your eyes out when a hiring manager asks for resumes. Double-down on your salesmanship skills, and refer to the data. At the very least, get the right people in the room to make a decision as quickly as possible.

Good luck!



I’m a big believer that life is incomplete without pets. I’m known for rescuing cats, but I also grew up with a dog. If I ever hit it big on the lottery (which clearly has not happened), I will go all Jon Stewart on everybody and open a rescue sanctuary. We will have goats, chickens, horses, barn cats, and big dogs to keep away the awful breeders who want to sneak on the property and drop off litters of unwanted kittens without any accountability.

But until that happens, here are things I’ve learned from having a busy household with a lot of animals while trying to maintain a middle-class suburban lifestyle.

“Does this smell like pee?”

The answer is always yes. It smells like pee. Don’t ignore that.

“Did someone just puke.”

Yes, yes they did. You’ll find it by stepping in it.

“I haven’t seen the cat/dog for awhile.”

Probably locked outside or in a room somewhere.

“Why are you meowing/barking so much?”

Something is up. Get off your ass and have a look.

“Would you quit climbing on my face?!”

Probably hungry. Time to wake up and feed your pet.

“Yuck, is that diarrhea?”

It is unmistakably diarrhea, which is a common side effect of many medications. Not on any medications? Someone ate something.

“Why did you pee outta the box?”

Urinary tract infection is the most common culprit. Call the vet. Don’t wait. It’s painful.

“Did you eat my eggs?”

Damn right someone ate your eggs. That’s what you get for leaving them on the counter.

“Your breath smells like trench warfare.”

Time for a kitty/doggy dental.

So many people get a pet and think that it’s just a dumb animal, which is sorta true. Pets are not people. But as a person who has a choice about whether or not to have a pet, you bear the additional responsibility of making good choices on behalf of your dumb animal. And, yes, they are trying to tell you something. Don’t want to form a relationship and meet its needs? Don’t get a pet.

(And please don’t have kids. But that’s another post.)

Nobody is a perfect pet owner. I just locked my cat Roxy in a dark laundry room for two hours because she’s black, the lights were off, and I can’t see anything. But if you see something, or your pet is trying to say something, it’s not because your dog or cat is annoying.

It’s because something is up.

Go have a look.


blogHere’s the model for monetizing your blog in 2016.

First, you need to write. Under your name. With the dot com. Anything else is a waste of time. If your domain isn’t available, bribe the hell out of the person who owns it.

Then you write. A lot. Like it’s your job.

Then you ask people to give you their email addresses so you can create a “newsletter strategy,” which is a method to spam people but in a professional mode. Your content in the newsletter should be different than content on your blog. It should hook readers into spamming their friends with your newsletter, and if you’re lucky, those friends will read your stuff and become evangelical zealots for you. (I use MailChimp.)

Then you need to do the other social stuff, which must link back to your blog. You can auto-post your blog feed to your branded Facebook page, your personal Facebook page, Twitter, your LinkedIn profile and a LinkedIn company page that you created because your blog is a corporation. (I use Sprout Social.)

You also need an Instagram account because everybody is on the instas. You might also open Vine, Periscope, and Snapchat accounts even if you never use them. Oh, and you should have a SlideShare account.

Don’t forget you should be writing on your blog every day. And you’ve probably not made any money, yet, but that’s okay.

Now you should insert Amazon ads and maybe a Taboola footer to make a little cash. You might earn $7/month. If someone asks you to include paid links on your site, look at the vendor and product. Ask yourself if this seems fishy. If it does, say no.

Okay, so your primary blog is up and running. Now you should create an offer of some kind for a “free download.” What’s a free download? Anything you want people to download that seems exclusive. Use the email addresses from your newsletter to create a good email pitch that offers people something for free. Send your readers to a private page on your website, but please note that the destination should be sorta exclusive while simultaneously encouraging these VIP readers to forward that link to their friends. And while you are at it, ask people to give you their email addresses before they download your offer.

You might have to pay a graphic designer for the marketing asset/offer and a web designer to help you with your site. I hope you’re earning more than $7/month.

Okay, so now you have a blog and a newsletter and a special offer. Jesus, you’ve been busy. When the offer is 25 days old, open it up to everyone by blogging about it. That will feed to your basic social profiles, and people will share it. That will drum up some traffic, too.

(Oh, sheesh, I forgot about the webinar/podcast/YouTube/Google Hangout/Google AdSense strategy. And I forgot about Twitter chats, conferences and local meet-ups. Well, that’s phase two of striking it rich.)

So back to phase one of making money: you’ve generated traffic on your site. Is the traffic robust? Do you even know how to benchmark any of this? Well, you can create a Google Analytics account to determine whether or not you’re reaching your target audience on the blog.

Is your traffic okay? You’re now ready to sell a product to your audience. What’s a product? Well, it’s not your blog. Your blog is a vehicle to sell stuff.

Disappointing, I know.

Write an e-book and work with an independent publisher to put it on various book sites. Open an Etsy store and sell your art. Put up a calendaring system and sell your time. Write about your consulting services.

All of this is just to say that you probably won’t make much money from your primary blog, and it’s easier to do many other things in life. I would rather have a discussion with a bunch of cranky HR ladies than send out a newsletter to my readers. I would rather talk to a room full of condescending CEOs than write a sponsored post for a few thousand bucks.

(Honestly, real work pays more than blogging.)

Does this discourage you from writing? I hope not. Start a blog because you love writing and telling stories. Make it a hobby, and if you are any good ad it, the money might follow.


Everybody is saying that 2016 is the year of the candidate experience. It means recruiters will treat people like human beings and will give feedback on resumes and after interviews.

That’s a lie, of course.

Giving feedback is hard. Conflict is difficult. Even people who say they don’t mind having uncomfortable conversations are liars. Most people would rather just let things die on the vine than have an awkward or disappointing discussion.

That’s not just a recruiter’s problem. That’s society’s problem.

I recently stumbled upon the Relationship Accountability Spectrum, which was created by Esther Perel. She’s a noted expert on relationships and intimacy. As you’ll see below, she’s outlined the unhealthy ways in which people avoid conflict when a relationship ends.


The best and most succinct way to end a relationship that’s going nowhere is through the “Power Parting,” but that’s difficult for many people and takes courage. But emotional ambiguity is killing many Americans out there, and I think it’s killing a lot of job seekers, too.

When a recruiter ghosts on a job seeker, the recruiter exercises a scary amount of power and creates chaos and turbulence in a job seeker’s life. It’s unfair and, honestly, a little unethical. Your job as a recruiter is to keep your applicants and candidates informed. When you ghost, you create a ripple of cynicism and confusion in the job market. It’s unfair to everybody.

When a recruiter ices a candidate and is vague about what’s going on behind the scenes, that’s equally cruel. Nobody’s calling for radical transparency, but if you know something, say something. Why would you make somebody’s job search so stressful?

When you engage in simmering, you treat a candidate like a commodity instead of a human being. Don’t lead job seekers along only to disappoint them in the end. If there might be an opportunity in the future but you’re not sure, it’s your job as a recruiter to get sure.

Perel offers the “Power Parting” model to achieve clarity and move forward in relationships, and I think that works with candidates, too. She suggests you use the following prompts for a final conversation.

– Thank you for what I’ve experienced with you.
– This is what I take with me, from you.
– This is what I want you to take with you, from me.
– This is what I wish for you, henceforward.

I think it’s more than suitable to thank job seekers for applying, and let them know that they’re not qualified. I think you should clarify why they aren’t qualified, too. (That’s tough to do if it’s amorphous and vague. It’s your job as recruiters to make sure it’s not questionable or problematic, by the way.) And you should let job seekers know how they can contact you in the future.

That’s it.

One conversation. Because it matters. Because it’s your job. And, most of all, because it’s the right thing to do.

The recruiter accountability spectrum, much like the relationship accountability spectrum, might be difficult to master at first. I simply believe it pays emotional dividends down the road.


Listening is such an important skill. Nothing worse than taking the time to offer constructive feedback only to have an employee ignore it or disregard it.

(No, actually, I enjoy talking to myself. I like the sound of my voice.)

Here are ways to manage people who aren’t picking up what you’re putting down.

Say it again, but in writing.

They say you need to say something important seven times and in seven different ways. The most efficient way to say something is to say it in writing from HR. When you are at the end of your rope, it’s time to call your local HR business partner and ask for some help. You don’t want to issue a legal brief, but you do want to light a fire.

Say it slowly.

In stressful situations, employees hear every third word if you’re lucky. It’s worse when adrenaline is high, and the shame spiral is in full effect. Your direct reports will hone in on negative words, fill in the blanks, and jump to crazy conclusions. When you speak, speak slowly and softly. Breathe. Help your employee hear you by using a deliberate, contemplative tone.

Say it differently.

Here’s a crazy idea. Avoid sports metaphors, buzzwords, and conclude your conversation by saying, “At the end of the day.” At the end of the day, you’re not clear. Want better outcomes? Choose your words wisely and avoid clichés that don’t motivate anybody.

Say less.

When I’m anxious, I get chatty. That’s when I lose power. It’s amazing how fewer words make all the difference. Drop the filler, be concise, and avoid babbling and explaining yourself. If you explain a decision, you undermine it.

Finally, hold your employees accountable for not listening.

I once watched a plant supervisor look a line operator in the eye and ask, “I know you hear me. You don’t seem to understand me. Are you stupid or slow? Which one?” I’m still not sure if I understand the difference between stupid and slow, but I guess there’s no right answer. You don’t have to insult your employees, but you can ask why someone is checked-the-hell out and not listening or accepting feedback.

Sometimes all you can do is wait for someone to quit. I’m not the first HR lady to suggest that turnover is good. At the end of the day, you have two choices with employees who aren’t listening: you can put up with it, or you can fire ’em.

Some people just won’t listen, and it’s just not worth the time to figure out if they are stupid or slow.


Bill Clinton
I started my career back when Bill Clinton was president, and Linda Tripp was the worst co-worker in the history of Corporate America.

(Seriously, people, your colleagues are not your friends.)

Back in those days, HR departments regularly approved signing bonuses. It was essential. The economy was sound in the mid-to-late 1990s, talented people were hard to find, and exceptional candidates were still digging out of debt caused by the recession under the George H.W. Bush administration.

(Wow, seem familiar?)

When the stakes are high, signing bonuses are one-time payments that can motivate candidates to take the plunge and join your company.

Should you use signing bonuses? Maybe.

Do you hire recent graduates?

Private student loan debt is at an all-time high, and in my opinion, college administrators and lending company executives are crooks for pushing kids under 21 to sign contracts that are harder to change or break than your standard mortgage. If you hire college graduates (especially those who have recently completed an MBA program), a sign-on bonus can wipe away some of that debt.

I have hired marketing, finance and scientific professionals from top-tier schools. Since we benefitted from that education, my company used signing bonuses as a tool to show our candidates that their debt wasn’t incurred in vain.

Do you hire executives?

Many executives expect a golden hello as well as a golden parachute. Those candidates are dicks. Avoid them. But depending on a candidate’s previous employer, she might be leaving a big total rewards package to join your organization for a different reason. That being said, mama’s gotta eat, and she likes champagne.

Even if you can’t make a candidate whole, a signing bonus can make the most skittish executive feel that she’s joined your company with some compensation congruity.

Do you hire STEM workers?

Of course you do. Everybody hires STEM workers. My favorite line is when people tell me, “We’re not an [insert industry] company. We’re a technology company.”

Okay, okay. You’re a technology company. Start thinking like a tech recruiter and put your money where your mouth is.

Do your benefits packages need some work?

There are companies in America, right now, that don’t have very good health insurance plans. Some don’t match an employee’s contribution to the 401(k). Some organizations have vacation policies that can only be described as weak sauce.

If your company falls into any of those categories, and your HR team doesn’t have the power to address your non-cash incentive plans, a sign-on bonus can abate any concerns that you’re not interested in the financial well-being of candidates and employees. Offer some cash upfront so that you don’t look as cheap at other points in the employee lifecycle.

You may wonder if candidates expect sign-on bonuses.

I think the word “expect” is strong, but if a candidate or third-party recruiter asks you to consider a signing bonus, don’t be offended.

Signing bonuses are here. They’re back. And for the most talented and privileged candidates among us, they never went away.

I guess what they say is true. Everything old is new again.


hustleHello, my friends.

It’s my birthday. I’m 41 years old.

Since 2013, I’ve come to you on my birthday and asked for donations to Hustle Up the Hancock. Each year more than 4,000 people climb to the top of John Hancock Center to raise funds for lung disease research, advocacy and education.

It’s nearly 100 floors. And it’s tough. But I do this because the stakes are high.

Just this past year, a dear friend of mine from my childhood was diagnosed with lung cancer out of the blue. She’s one of the healthiest and most pragmatic women I’ve ever met. And now her whole family is sucked into the vortex of cancer.

I’m mad as hell about it. I don’t know what to offer. So I’m trying to respect her privacy and support her family while climbing that huge skyscraper in her honor.

I will also Hustle Up the Hancock for my sister and sister-in-law who still smoke. Quitting smoking is harder than quitting heroin. That’s a fact that I read on the internet, and it sounds real. Also, my brother sometimes still smokes. Instead of judging them, I’m trying to help researchers find a way to make smoking cessation a little easier.

So please donate to my fight against lung cancer and lung disease, this year. Please help my family stop smoking. And please know that I’m also running for adults and children with pulmonary diseases, asthma, and breathing issues related to pollution.

And because I’m serious as hell about this, I will embrace donations of all sizes with special recognition on my blog. But if your company makes a donation of $1,000 or larger, I will personally fly myself to your office and meet with you and your HR or marketing team for the entire day.

That’s right. I’ll come to you for a donation of $1,000 or more. If you work in HR, we can talk about HR, recruiting, talent acquisition strategies, or even social media. If you work in marketing, we can take a look at your content strategies and how you support your sales teams.

I’m giving everything I have to hustling up this building, again. I hope you can give, too.


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