Melissa Barker explains why economic uncertainty is driving employees to prioritize job security over flexibility, and how HR leaders can respond with thoughtful policies, role-based expectations and a stronger in-office experience.

As competition for talent intensifies, Kathleen breaks down why shifting from employer-driven hiring to a candidate-first mindset is critical to attracting and retaining the high-impact leaders needed to drive long-term business success. 

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As traditional hiring models face increasing complexity, Duffy Group CEO Kathleen Duffy outlines the emergence of Informed Search — a research-led “third model” that prioritizes market intelligence over transactional placement to reduce leadership risk.

Practice Leader Kristin Pozen shares practical strategies for recruiting and retaining high-impact leaders, offering insights on how organizations can address today’s widening leadership skills gap.

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Senior Recruiter Ines Hayouna shares expert perspective on evaluating resumes, helping organizations better assess candidates and make more informed hiring decisions.

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CEO Kathleen Duffy explores how executive leadership and HR teams can better align on hiring strategies, leveraging AI while maintaining a focus on talent quality, culture and long-term business impact.

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Kathleen’s career in executive search reflects a relationship-driven approach to identifying transformative leadership. The profile explores her journey from discovering a knack for recruiting in college to building Duffy Group into a nationally respected firm.

Colleen Neese joins the AZ Big Podcast to examine Arizona’s evolving labor market, leadership shortages and how organizations can better hire, vet and develop talent in […]

As pay transparency legislation expands and candidate expectations evolve, Kathleen Duffy explores how employers can move beyond salary disclosure and use transparency as part of a broader total rewards strategy that supports smarter recruiting and […]

As organizations struggle to fill leadership roles, Sharon examines why traditional hiring methods fall short, and how more intentional vetting and development can help companies identify leaders with true strategic judgment.