Retained.

Landing your first job isn’t as straightforward as it used to be. There’s more competition, higher expectations, and a process that often feels harder to navigate than ever before. And while it’s easy to think the answer is simply applying more, that approach doesn’t always lead to better results. What’s making the difference today is being intentional:  • Getting clear on what you actually want to do  • Identifying the companies where your skills truly align  • Building relationships that lead to real opportunities It’s a shift from just putting yourself out there to positioning yourself the right way. What helped you land your first job? 

Growth requires evolution, and today, we’re proud to share an important step in Tier4 Group’s next chapter. We’re excited to welcome Matthew Marini as our new Chief Operating Officer and announce Robert Bouchard’s transition into the role of Chief Digital Officer. This leadership evolution reflects our commitment to scaling intentionally, strengthening how we operate, and continuing to innovate in ways that create greater impact for our clients, candidates, and team. As Chief Operating Officer, Matthew will help align and accelerate our core business functions with a people-first, execution-driven approach that supports our long-term growth strategy. As Chief Digital Officer, Robert will focus on advancing our digital infrastructure, AI capabilities, and technology strategy, continuing the innovation that helps differentiate Tier4 Group in the market. As our Founder and CEO Betsy Robinson shared, this isn't about org charts. It’s about: ✅The right people ✅In the right roles ✅At the right time We never built this business to be traditional. We’re uncommon on purpose, and this is another example of how we’re evolving to move faster, operate smarter, and deliver even better outcomes for our clients, candidates, and teams. Read the full story in the comments below 👇

“Never let them see you sweat.” It’s something a lot of us were taught early on. Stay composed, strong, and never show your weakness. But in leadership, that mindset can do more harm than good. We often assume that being a strong leader means having all the answers, staying unshaken, and keeping emotions out of it. In reality, that can create distance. Instead, teams connect with authenticity, not perfection. I’ve seen and experienced moments where a leader shows genuine emotion, and instead of losing respect, they gain it. Because it shows they are present and care. Vulnerability doesn’t mean a lack of strength, it means being confident enough to be real when it matters most. Do you think showing vulnerability makes a leader stronger or weaker? 

Your top performer isn’t always your next leader. It’s one of the most common mistakes organizations make. Someone excels in their role, delivers results, and naturally becomes the next choice for leadership. But the skills that drive individual success don’t always translate to leading a team. I’ve seen situations where someone is great at what they do, but stepping into leadership puts them in a role that doesn’t align with their strengths. Not because they aren’t capable, but because the expectations are completely different. The best leadership decisions aren’t based on who performs the best today, but who can lead others tomorrow. What do you think matters more when promoting someone: performance or leadership potential? 

The volume game is over. For years, success in talent acquisition was simple: ➡️ More reqs ➡️ More candidates ➡️ More activity But today? That model isn’t just outdated... It’s slowing teams down. Scale without structure is no longer a growth strategy, but a bottleneck. As Robert Bouchard puts it: “Today’s recruiters aren’t resisting change, they’re surviving complexity.” Between disconnected systems, constant context-switching, and growing administrative demands, even the best teams are hitting limits. So what comes next? In this month’s newsletter, we break down what this all really means for talent & recruiting firms, and how forward-thinking organizations are building smarter, more scalable models for growth. Inside this issue: • Paddle Battle Atlanta 2026 Recap • 7 Key Insights from the SIA Executive Forum • Tier4 Tech Talks: The Volume Game is Over • Market Expansion Powered by 3 Strategic Hires • Launch of The Next Tier Podcast (ft. Jennifer Baker) • Meet the Pets of Tier4 Group • Community Highlights + Events • April’s Hottest Jobs Don't miss out! Happy reading, from all of us at Tier4 Group.

Most meetings don’t have a participation problem, but rather a voice imbalance problem. The loudest voices shape the outcome, while many of the best ideas often stay unspoken, and most leaders don’t even realize it’s happening. This is a clip I shared back in October, but it’s worth bringing back because this challenge hasn’t gone anywhere. If anything, it’s more relevant than ever. When I was running boards as a CEO, I saw it firsthand. A few people would dominate, while others held back, not because they didn’t have value to add, but because the environment didn’t make space for it. So, I changed the structure:  → Smaller breakout discussions  → Directly inviting quieter voices in  → Creating space where speaking up felt natural, not forced  The result is better conversations, better decisions, stronger teams, and stronger organizations. What’s one thing you do to bring quieter voices into the conversation?  

Your past doesn’t have to decide your future. I recently attended an event where the keynote speaker shared her story of growing up in an abusive family, pushing through college, and later overcoming another difficult chapter in her life. What stayed with me most wasn’t just what she went through, but how she chose to respond. The biggest takeaway is that the way you approach your problems becomes the way you approach your life. At some point, you have to decide whether you will let your past define what happens next. Do you think mindset matters more than circumstances?