Sharp dispatches on candidate screening, async interviews, and what changes when every resume is AI-polished. Written by the team building Truffle.
Most "best RPO software" lists pick a side: providers or platforms. This one covers the full stack RPO teams actually run on — 15 tools across ATS, CRM, screening, and conversational AI, with honest takes on where each one falls short.
The only interview questions guide that tells you what to ask, how to score the answers, and which popular questions to stop using immediately.
TikTok made "personality hire" a meme. Here's why it keeps happening and how to screen for likability without skipping the part where you check if they can do the work.
Every offer letter template online sorts by the wrong thing — employment type. What actually changes the letter is the role. Three copy-paste templates, organized that way, plus the components reference most guides skip.
A side-by-side look at the 11 best staffing CRMs in 2026, with honest strengths, weaknesses, published pricing, and who each one fits.
Stop hiring freelancers based on polished proposals and borrowed portfolios. This is the 20-minute screening process that marketplace operators and agencies use to separate the real ones from the noise, without a single discovery call.
Step-by-step guide to setting up Claude Code for recruiting. Covers terminal setup, folder structure, prompts for sourcing and outreach, GitHub analysis, and integrations. No coding required.
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AI adoption in hiring is surging, but recruiter trust isn't. Learn where AI works, where it fails, and a better framework for using it.
AI powered recruiting is everywhere in vendor pitches. But most of the claims don't match reality. Here's an honest look at what AI can and can't do in your hiring process.
Most counter offers aren't about money. They're a bug report on the letter you sent, and the fix isn't better negotiation.
The classic playbook for soft skills assessment, behavioral questions and STAR, broke the moment ChatGPT could write a clean answer in seven seconds. Here's what's left: the methods that still hold up, a rubric that survives the handoff to a hiring manager, and prompts candidates have to perform in the moment instead of recite.
Zapier just published the most detailed AI fluency hiring rubric anyone's made public. We broke down what it gets right and turned it into a screening playbook any hiring team can use.
When you have to pull back an offer, the legal process is only half the problem. This guide covers both sides: how to rescind cleanly and how to screen so you rarely need to.
Your offer letter is hiding $20K to $40K behind the words "competitive benefits package," and candidates are comparing you on salary because that's the only number you showed them.
The Microsoft hiring process gets studied because it's structured, not because it's complicated. The principles behind it work at any company size.
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Most 9/80 articles read like HR policy documents. This one uses real candidate feedback to show what the schedule actually feels like, when it breaks down, and how it compares to the 4/10
I talk to recruiters constantly. I read what they post on Reddit. The gap between "recruitment marketing" as most teams practice it and recruitment marketing that produces hires is enormous. Here are the ideas that actually move the needle.
Most recruiter InMails fail for the same three reasons, and candidates can spot them in two seconds. We broke down three real examples of bad outreach and the five-part formula that actually earns replies.
Field Notes is written by the team building Truffle. Recruiters, founders, and operators with opinions on hiring.
Founder, Truffle
Sean began his career in leadership at Best Buy Canada before scaling SimpleTexting from $1MM to $40MM ARR. As COO at Sinch, he led 750+ people and $300MM ARR. A marathoner and sun-chaser, he thrives on big challenges.
Senior people and ops lead
Rachel is a senior people and operations leader who drives change through strategic HR, inclusive hiring, and conflict resolution.
Senior recruiter
Aliye is a people-first recruiter and team leader who supported $80M+ in revenue growth at Meta by guiding hiring and process improvements across emerging tech roles.
Recruiting was built around documents instead of people. The Talent Architect is where we redesign the foundation. Subscribe for new essays, interviews, and frameworks.
