Charles Joseph

One of my favorite parts of my job is talking to candidates. Every conversation is a reminder that behind every resume is a unique story and a lot of hard work. Recently, I spoke with someone who felt uncertain about their next step. They had the skills, the experience, and the drive—but they were doubting if they were truly ready for the role they wanted. Here’s what I told them: Sometimes, it’s not about being ready. It’s about being willing to take the leap and grow into it. The best opportunities often come when we step outside our comfort zone and bet on ourselves. If you’re reading this and feeling unsure—remember, you’ve already come this far. The next step might just be the one that changes everything. What’s the best career advice you’ve ever received?

PTO isn’t just time off—it’s time on for yourself. Unplug, recharge, and come back stronger.

great talent deserves great pay.

Experience ≠ Entry-level pay. Period.

I recently spoke with a candidate who went through a marathon of interviews at another company.. It got me thinking—how many of us have experienced this, or worse, how many companies unknowingly put candidates through it? The candidate endured 5 rounds of interviews, each more intense than the last. By the end, they were drained, uncertain, and questioning if they even wanted the job anymore. Here’s the thing: An interview process should be a conversation, not an obstacle course. Here’s how companies can improve: Prioritize clarity. ↳ Let candidates know exactly what to expect at each step—no surprises. Keep it concise. ↳ The right fit can often be found in 2-3 rounds, not 5. Respect everyone’s time. Make it human. ↳ Focus on dialogue, not interrogation. You’re hiring a person, not just a resume. Now, I get that the level of the role can influence the process. More senior positions might require a few extra steps—but even then, clarity and respect for time should be front and center. A good interview process should leave candidates feeling excited about the opportunity, not questioning their interest. Thoughts?

nobody will remember: -your salary -how "busy" you were -how many hours you worked people will remember: -the staffing agency that found the perfect candidate -the recruiter who made the process effortless -the hires that truly made a difference. Charles Joseph ❤️

Posted a job and still waiting for that perfect candidate? Let me paint you a picture: You’ve had a job posted for weeks, maybe even months. You’ve sifted through countless resumes, sat through endless interviews, and yet, that perfect candidate still hasn’t appeared. But here’s the truth: The longer you search, the more it costs you. Finding someone who fits perfectly isn’t about waiting around; it’s about knowing where to look. That’s where staffing agencies like Charles Joseph come in! 😉 We specialize in connecting you with candidates who are not only qualified but ready to make an impact. Instead of searching endlessly, we do the heavy lifting to find someone who’s more than capable of getting the job done. Imagine this: Instead of spending another month combing through resumes, you have someone in place next week who’s already moving the needle. Using a specialized agency isn’t just about finding a good fit—it’s about finding the right fit, quickly and efficiently. Hiring sucks. Trust me, I get it. Let us handle the hard part #hiring

I knew a candidate who was rejected after being asked, "What’s your biggest weakness?" Their answer cost them the opportunity. Here’s what I’ve realized: That question was all wrong. In focusing on a clichéd, self-critical question, we missed the chance to understand what truly motivated them, what unique value they could bring to the team, and how they could grow with the company in ways we hadn’t even considered. I’ve come to see that the standard questions we often ask in hiring fail to uncover a candidate’s real potential. They box people in and prevent us from seeing what makes them different—what makes them valuable. The truth is: We need to rethink the questions we’re asking. Instead of sticking to the script, we should be digging deeper. Asking about real experiences, challenges, and how they’ve navigated uncertainty. It’s about understanding the person, not just the resume. Thoughts?

Here’s a question that’s been stirring up some debate in the hiring world: Are we too focused on finding the “perfect fit”? On one hand, hiring for cultural and role fit seems logical—it’s about finding someone who aligns with your company’s values and can hit the ground running. But on the other hand, this approach can sometimes narrow our focus too much. We might overlook candidates who bring diverse perspectives, challenge the status quo, or offer unconventional skills simply because they don’t check all the traditional boxes. The real question is: Should we prioritize fit, or should we be more open to difference? There’s no right or wrong answer, but it’s a conversation worth having. What’s your take?

The hiring struggle is real. It can be like finding a needle in a haystack. You post the job, sift through hundreds of resumes, set up interviews—and then, crickets. Or worse… You finally find the “perfect” candidate, and they ghost you. The market is crazy. Candidates have options, and you’re left scrambling, wondering: “Is it just me, or is finding good talent harder than ever?” Here’s some insight: →Good candidates are out there—but they’re picky. They know their worth, and they’re not settling for just any offer. →The “perfect fit” might not exist. Sometimes, it’s about finding someone with potential and investing in their growth. →Hiring is a marathon, not a sprint. The process can be long and frustrating, but patience pays off. If you’re in the trenches of recruiting and feeling the pain, you’re not alone. But That's why Charles Joseph exists 💖