Carolina Armstrong

Back by popular demand... 'Twas the night before survey submission, when all through the firm, Not an employee was stirring, no need for concern. The market pricings were hung by the comp team with care, In hopes that market equitable compensation soon would be there. The comp nerds were nestled all snug in their beds, While visions of merits danced in their heads. And HR in their office, and Finance in theirs, Had just settled down to review concepts like options or shares. When out in the market, there arose such a clatter, I sprang from my desk to see what was the matter. Away to the window, I flew like a flash, Tore open the blinds and threw up the sash. The moon on the breast of the new-fallen snow, Gave the luster of midday to objects below. When, what to my wondering eyes should appear, But a detailed report on market movement this year. With a meticulous v-lookup, so lively and quick, I knew in a moment, it must be St. Analytic. More rapid than eagles, the market data came, And he whistled and shouted and called them by name. "Now Mercer! Now, Radford! Now, Willis and Aon! On, Culpepper! On, Korn Ferry! On, every benchmark we've known! To the top of the range! To the 90th percentile! Now comp away! Comp away! Comp away all!" And then, in a twinkling, I heard in the report, The prancing and pawing of each peer data cohort. As I drew in my head and was turning around, Down the chimney, BetterComp came with a bound. It was dressed all in job family pricing, from the pivot table to the Google Sheet, And his clothes were all tarnished with Excel spreadsheets. A bundle of insights it had flung on his back, And he looked like a comp consultant opening its pack. It's UI —how it twinkled! His dropdowns, how merry! His cheeks were like outliers, his nose like glowed like Korn Ferry! The output of a BetterComp report he held tight in his teeth, And the insights it brought were quite a feat. The data encircled his head like a wreath, As he meticulously analyzed, bringing joy with each Google sheet. He spoke not a word but went straight to his year over year analysis work, Compiling data insights, where precision wouldn't shirk. And laying his finger aside of his nose, He nodded, for BetterComp's accuracy, it surely glows! With a spry little laugh, he reviewed each benchmark, Ensuring manager conversation would positively embark. He sprang to his sleigh, to his BetterComp team he gave a whistle, And away they all flew, ensuring market data's epistle. But I heard him exclaim, as he drove out of sight, "Happy Comping with BetterComp, and to all a good night!"

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🔻 PSA for all Creatives & Marketers: Be Found! 🫣 My KDA team of #BFFRecruiters and I know how to launch creatives. I’m Keva Dine, Recruiter, Talent Scout, and Advisor, and I’ve been placing top candidates in the creative and marketing industry for years - having generated well over $100m in salary growth! My KDA team of Recruiters & Talent Scouts connects talent with agencies, brands—you name it—nationwide. But here’s the deal: without a killer personal brand, the companies you want to work for might not even notice you! As for Recruiters? Sometimes we can’t even present you to our clients if your LinkedIn and personal brand are missing the mark!! That's right—we can’t pitch you if your brand doesn’t make sense for what our clients need. And if your LinkedIn profile sucks, you may not even be findable on this (love/hate) digital platform! From LinkedIn Tune-Ups to Portfolio Audits and Brand You Coaching Programs with yours truly ;) - we offer the insider tips and feedback you need to get noticed, level you up and get you the job you’ve been dreaming of. Our LinkedIn Tune-Ups are a game-changer. You’ll get a pre-recorded, personalized audit video that breaks down your profile in real-time. The outcome? Interviews, jobs, and the feedback you’ve been waiting for. 🎯 Ready to level up? Check out my website for coaching options. Link’s in the comments. 👇 Need to conduct a *confidential hire* and tap into the talent (outside your own network) that your company needs to drive business forward? That’s what we do all day long—often for your competition. So let’s connect.

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The problem is that many companies don’t afford you the opportunity to fully unplug. I’ve worked for companies where I worked massive amounts of unpaid OT (as a salaried employee) ahead of a vacation to position myself nicely for my return. Then, upon my return, I had to work massive amounts again to catch up—negating any positive effects of taking the vacation. I realize their are some positions where no one can cover your workload in your absence. But cross-training people could alleviate some of the bottlenecking during absences, in addition to continuing the workflow should someone abruptly leave or go out on short or long-term disability. It just makes sense from a business standpoint and could be part of a mentoring/development program which benefits the company and employer.

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If you've distilled all the challenges with this job market, down to "recruiters are cold and lack empathy" it's time for a head check. There are so many moving parts lending to the challenges right now. 🥨 Recruiters have been disproportionately impacted by layoffs. 🥨 Internal recruiter bandwidth is at an all time low. 🥨 Applicant volume is at an all time high. 🥨 New technologies (many very bad) are being introduced to the process (both sides.) Many of these are barely in Beta. 🥨 There is a plethora of mis and disinformation on this and other platforms. 🥨 There are people and industries benefiting from the state of the market exactly as it is right now. 🥨 Companies are leveraging layoffs to pad profits and stock value. 🥨 The economy is uncertain. 🥨 Supply / Demand in the job market is extremely out of balance If you consider all of that...and still chalk it all up to "recruiters are cold and lack empathy" I don't really know what to say. Pretzel Logic 🥨 🤷🏻‍♀️ #recruiters #jobseekers #jobmarket #empathy #GoldensNuggets

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Happy Friday! For me, this is the end of *Week 30* in my search and I’m very much still looking and completely OPEN TO WORK.   👉🏼 I am seeking Director/Senior Management level #EmployeeExperience / #Culture / #WorkplaceEngagement / #DEIB roles. 🌎 Remote or hybrid in Portland.   My work: ➡️ Spans 18+ years of progressive experience in all things talent lifecycle and culture; ➡️ Has comprised devising robust multi-year strategies and targeted short-term initiatives, dismantling and rebuilding more innovative processes, and constructing entire people & culture programs from the ground up; ➡️ Entailed working with a diverse assortment of leaders, a kaleidoscope of needs and opportunities, and everything from small early-growth B2B and nonprofit organizations to mid-size tech companies to large biotech/pharma groups; ➡️ Has succeeded through top-notch communication skills, building trust and effective partnerships, keen analysis and problem-solving, complex project management, and a deeply empathetic understanding of people and their needs — as well as expert proficiency in my field.   All I need now is a shot. If your team could use a creative, GSD, strategic and tenacious pro to achieve big for your people and your bottom line, let’s talk.   📌 My resume is available in the *Featured* section of my profile and via Linktree here: https://lnkd.in/gwJs5DbA   Engagement for reach is appreciated. Leads are appreciated. Referrals and introductions are deeply appreciated. (As is your understanding and forgiveness for sounding like a broken record.) Thank you! ❤️   #JobSearch #Workplace #Engagement #EmployeeEngagement #Change #ProgramManagement #Talent #Leadership #EmployeeLifecycle

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When people talk about pay, they're not just after a number. They're asking... ✅ Do you see my value?  ✅ Is this compensation fair, or am I just a cog in the machine? ✅ Does this pay reflect my impact? Here’s the thing - It’s about respect, growth, and meaningful contributions. Yet, many leaders still treat compensation like a simple transaction. Spoiler alert: That's outdated. If you’re still thinking pay is just a transactional exchange, you’re missing the point. Let me tell you… Employees today want answers. They want dialogue. They want to feel like they matter. And the truth? Compensation is a conversation - about value, about trust, about impact. So, as leaders, let’s stop avoiding these tough questions:  ➡️ Are we really listening when employees voice concerns about pay? ➡️ Are we brave enough to question old, rusty systems?  ➡️ Are we creating environments where pay is about more than just money? You don’t build loyalty with a paycheck. You build it with honesty, fairness, and a recognition of value. What’s your take? Tell me in the comments! #TotalRewards #CompensationStrategy #FairPay #EmployeeEngagement #Leadership

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How did Referoo prevent a bad actor from operating at a hospital?       1, You are a TA (Talent Acquisition) manager and come across two red flags in your Referoo account. Interesting, I’ll take a deeper look into this.     2, It seems like the candidate, referee 1 and referee 2 are all using the same computer and internet connection. That seems odd, wasn’t the 2nd referee supposed to be in (QLD).    3, Let us take a look at the reference questions from the referees, hmmmm surprisingly similar word count and terminology. But both references are glowing! Lets look deeper.    4, Linkedin please help,.... are these two referees even real people? Yes, they are, and they both worked at the same company as the candidate. Dates and timelines do seem to match.     5, Let's look at the data in Referoo and see if something stands out........Gotcha!!!!     On this instance the candidate had created fake email address for REAL people they did work with previously. Name.name@gmail.xxx.yyy    See what this person had done, created fake government email address and @gmail.xxx.yyy was the giveaway.     If anyone has had some similar issues in the past I would welcome the opportunity to present how Referoo can keep your business safe. Now here is a little bit of comedy to lighten the tone: https://lnkd.in/dwN2wZy9

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I recently read an article about a global company requiring all employees to return to the office five days a week starting in January 2025. What's concerning is that this includes employees initially hired with the understanding that their roles would be fully remote. While the company's name isn't important, I’ll link the article in the comments. What truly matters is how a mandate like this—paired with inadequate communication—affects employee morale, engagement, and trust within the employer-employee relationship. This is a clear example of why integrating Diversity, Equity, and Inclusion (DEI) practices benefits all employees, not just a select few. These practices can foster a more inclusive and supportive work environment where everyone's needs are considered. When companies prioritize transparency, overcommunicate, and convey genuine respect for their workforce, everyone wins. Although I don’t know all the details behind this company’s decision-making process, the article highlights the negative impact on staff—a reality leadership might accept. However, it's crucial to remember that employees have the option to seek out organizations that truly prioritize their health and well-being and support their diverse needs (parents, caregivers, those with diverse abilities, etc.). This is a testament to the value and care that should be at the heart of every employer-employee relationship. 

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New Episode Drop! The latest trendy noise like ditching managers and/or DEI, scrapping 1:1s, and asking all people to return to office... They’re shallow, short-sighted, and they’re going to cost you. Tune in as Anne-Marie Andric and I dive into some data, exposing why these misguided trends are setting your organisation up for failure. Don’t fall for the hype—get the facts instead. #HRRD #pod #VOD #HR #IdemoDalje

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“18% of HR professionals and 25% of VP and c-suite executives hoped for some level of voluntary turnover because of a tougher RTO mandate.” What were your hopes & dreams, Saratoga Union School District? The #neglect I endured when I reached out to #humanresources (#hr) about what I referred to as a #workplace #mentalhealth issue & included #discrimination & #harassment adds to the evidence that shows that I was on that #hitlist. https://lnkd.in/gEZfzPA5

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It's always exciting when I see someone I know featured in HR Brew ™️! I had the absolute pleasure of meeting Marissa Morrison, VP of People ZipRecruiter at Transform this year at a round table session. Her take on AI and point solutions really hit home for me. Building Symba, we've had countless advisors, mentors, and experts tell us to focus on a single point and be the best at it. But we believed our platform had to be much more. We needed to develop a variety of tools and strategy to truly empower our customers managing cross-functional activities. Adoption and integration are the real game-changers. Think of point solutions as the hare and integrated platforms as the tortoise. The hare might start fast, but the thoughtful, well-designed platform always wins the race! 🐢🏆 Marrissa nailed it: "Single-point HR tech solutions? Not so much. It's all about making life easier for employees. Integrated, sophisticated solutions are the way forward." 👏 👏 👏 What do you think? Are you Team Hare or Team Tortoise? 🤔 https://lnkd.in/gBRGU6ty #HRBrew #TransformHR #Symba #HRTalks #InnovationInHR #TechInHR #HRInsights #WorkplaceSolutions #EmployeeExperience #IntegratedHR #HRTech #FutureOfWork #AIInHR #HRCommunity #TeamTortoise

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🚨 Job Scam Alert 🚨 I’m beyond frustrated and furious that someone out there is impersonating me and Fleetio to scam job seekers. These people are sending fake interview invites, trying to impersonate me, conducting “chat-only” interviews, and, in some cases, issuing fraudulent offer letters—all designed to steal personal information from hardworking, honest individuals. First, I want to apologize to anyone who has had their time wasted or been hurt by these awful tactics. It makes me sick to think of the stress this might be causing you, and I’m so sorry that my name is being used in this way. Here’s what you need to know to protect yourself: 1️⃣ Official Communication: Any legitimate job-related emails from me or my team will always come from my work email: lhurley@fleetio.com. If you receive something from another address—even if it looks convincing—it’s not from me. 2️⃣ Verification: If something feels off, trust your gut. You can verify any communication by reaching out to me directly here. 3️⃣ Stay Vigilant: Never, ever share personal information like Social Security numbers, bank details, or other sensitive data without verifying the source. These scammers are incredibly sneaky, and I hate that anyone might fall victim to their schemes. To those being scammed: I’m so sorry this is happening, and please know we are doing everything we can to make it stop. And to the absolute jerks behind this—know that we’re onto you, and I’m taking steps to shut this down. Please share this post to help spread the word. Let’s make sure nobody else falls for this garbage. If you have questions or need help verifying something, please DM me.

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Sourcing for diverse candidates isn't about meeting diversity quotas. If you approach the process with this mentality, new hires aren't likely to stick around for very long. Working in a diverse, but not inclusive or equitable culture can be extremely draining and disheartening, and most diverse employees will just end up leaving. Instead, try taking a strategic approach to skills gap analysis that goes beyond surface-level assessments. It's best to find the balance between looking at technical skills while also considering the unique experiences, perspectives, and capabilities that diverse candidates bring to the table. Don't focus solely on diversity, but don't focus solely on technical skills either. This will lead to higher employee engagement, retention, and overall well-being. #DiversityAndInclusion #DiverseCandidates #HRInsight

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I have a gay, cis-male friend who once tried to access his company's fertility benefits and was told “you’re not eligible.” If you offer fertility benefits, make sure they aren’t discriminatory. 〰 Ensure fertility benefits are inclusive of all sexual orientations and family structures, avoiding heteronormative assumptions. 〰 Offer fertility benefits that are inclusive of all genders, including coverage for both egg and sperm freezing, hormone therapy, and other relevant treatments. 〰 Provide fertility benefits that support single employees who may wish to become parents through IVF, surrogacy, or adoption. 〰 Remove age-related restrictions on fertility benefits to support employees of all ages in their family planning efforts. 〰 Provide alternatives to treatments like IVF for employees whose cultural or religious beliefs might prevent them from pursuing certain fertility options. 〰 Ensure that fertility benefits are accessible to employees in all locations, or provide support for those who need to travel for treatment. 〰 Provide flexibility in when employees can access fertility treatments, accommodating those who may need to delay for medical, financial, or personal reasons. Fertility benefits are a great perk! Just make sure they are inclusive, equitable, and accessible to all employees, regardless of their sexual orientation, gender identity, family structure, or personal circumstances.

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I see posts loving or hating Social Media as a platform to attract talent almost daily. Search firms can bring massive value from their 'rolodex' but I am still a believer in platforms like LinkedIn to attract quality talent. Even with the potential for massive candidate volume, our process screens for fit in a unique way to uncover top candidates TRAITS Tools. Let's chat about a different way to hire!

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Today is National Coming Out Day, and I want to unpack something that doesn’t get discussed enough—how to respond when someone makes a "casual disclosure" about being LGBTQIA+ 🏳️‍🌈🏳️‍⚧️: Many people think that coming out always has to be this big, defining moment - and while that’s true for some,  there are many situations where someone might take a more subtle approach - what I describe as a  “casual disclosure”. This is when someone hints at being LGBTQIA+ without making an explicit announcement. For example, your new colleague might mention they went on a date with someone of the same gender or someone at an event could casually share that they used to run the LGBTQIA+ society at their university. These are examples of casual disclosures—they’re signaling something about their identity without making it the focus of the conversation. In these moments, it can be tempting to jump into allyship overdrive, but it’s important to pause and consider what’s actually needed. There are many reasons someone might opt for a casual disclosure—maybe they’re testing the waters, or they just don’t want their identity to be the focus right then. As allies, we need to be mindful of this, especially because coming out is often a burden that falls disproportionately on LGBTQIA+ people. In a just world, no one would have to "come out" unless they wanted to. So our goal should be to create spaces where people feel free to navigate sharing their identity on their own terms. When someone casually discloses their identity, your response should show interest and support without making it the center of attention. Asking questions like, "Wait, are you gay?" or "So, you’re part of the community?", even if your intentions are supportive, can feel pressuring and might make the person feel like they have to explain or justify themselves. Instead, you could say something like, "Oh, cool! How did the date go?" or "What kind of events did you organise for the society?" This shows that you’re supportive without putting their identity under a spotlight. The key is to let the person share at their own pace. Express interest in a way that makes them feel safe, and let them decide how much they want to share and when. #nationalcomingoutday #inclusion #inclusionmatters #lgbtq #lgbtqia #comingout

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Sticking to a four-year-old job description? You’re risking a misfit. 🛑 Pandemic, remote work, restructuring, and tech shifts have completely reshaped hiring. Let’s pause, rethink, and get intentional. Who do you REALLY need on your team today? I’m here to help you reimagine the role, adapt to the now, and hire wisely. It pays off – I promise. #entrepreneur #kevadineagency #BFFRecruiters

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There isn't a need to be shy: Talent brand roles don't come by Near often enough Do you have the stuff? Survey says: You should apply Qualtrics is on the hunt for an Employer Brand Program Manager to head up EB ops and ops and supercharge employee advocacy efforts. In one of the most down-to-earth job ads I've seen, you'll see how Qualtrics is looking for a channel owner to help tout EVP messaging, develop a creative approach to engage candidates, and get your hands dirty with chatbot and video work. An intriguing opportunity, hopefully right for you or someone in your network! Job link in comments. #JobAlertPoem #TalentMarketingBoard #EBJobs #Qualtrics

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I was laughing with a creative director the other day at something that will never happen....it's pretty common for me to admonish, scold, and challenge recruiters, recruiting agencies and hiring managers to uphold certain standards around the recruiting function...mainly the need for transparency, to communicate and close the loop for candidates, to deliver the hard news, to treat people as humans and not just profiles. We laughed at the notion that one day all the recruiters are going to reach out at once and say "we're sorry Steve! We'll do better!!" Ha. Real change is going to come from the customer. Ask recruiters what their process is. Ask how feedback will be given, if at all. Companies hiring recruitment firms? Grill them on their process. Ask about the candidate experience. You all can be the change. My soapbox is only so tall.

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