You’re getting applicants, but few have what the role requires.
We’ll get specific about what the person needs to do well from day one, what they can learn on the job, and what to look for before you invite someone to interview.
Recruiting · Build your team
Fill the role your team is counting on.
The work hasn’t slowed down because a position is open. Your team is picking up the slack, and you’re trying to find time to hire between everything else. You may have plenty of applications and still wonder who’s worth bringing in.
I help you get clear on who you need, find and screen candidates, and use your interview time to make a confident hiring decision.
Talk with Jennifer about your open role
The strain of an open role
Where is your search getting stuck?
Your managers are covering the vacancy and trying to hire at the same time.
I’ll handle the candidate search and initial screening so your managers can focus on the people who are worth a closer look.
You’re hiring for a role that’s changed as your business has grown.
We’ll start with what the team needs today and what you’ll expect the new hire to own. That gives us a clearer picture of who to look for and gives candidates a more honest picture of the job.
A more useful interview
Know why each candidate is worth your time
I’ll share how each candidate’s experience lines up with what you need and where it’s worth asking a few more questions. That way, you can use the interview to learn how they’d handle the work and compare candidates against the same priorities.
Know your numbers
The Empathy ROI Calculator
Poor leadership and mis-hires aren’t abstract problems. Move the sliders below to see what they’re actually costing your company in real dollars this year.
Tell us about your team
Three numbers. Adjust them to match your company.
WHAT TURNOVER COSTS YOU NOW
$162,500
Based on roughly 5 departures this year, at a conservative 50% of salary to replace each one.
WHAT YOU COULD SAVE
$32,500
Per year, if stronger leadership and hiring practices closed even part of that gap.
Where these numbers come from:
Replacement cost is calculated conservatively at 50% of annual salary — the low end of Gallup and SHRM's widely-cited 50–200% range. Employees in mentoring programs show measurably higher retention (MentorcliQ), and most employees say they'd stay longer with an empathetic organization (Businessolver). These figures are illustrative estimates, not guaranteed savings.
Start a conversation
Let’s talk about the role you need to fill
Tell me what the role needs to accomplish, what you’ve tried so far, and where the search is taking up the most time. We’ll talk through where Talent Bridge can take work off your plate and what would help you move the search forward.
Let’s talk about your hiring needs