Pulivarthi Group (PG)

Recruiters are still rewarded for speed. But in 2025, speed isn’t success — retention is. 📊 Data shows that 30% of “quick hires” quit within 12 months. Meanwhile, firms tracking Quality-of-Hire — retention, satisfaction, and performance — see 22% lower turnover and higher client trust. The message is simple: Stop measuring how fast you hire. Start measuring how well. Pulivarthi Group helps staffing leaders redefine recruiter KPIs — balancing speed with quality, and metrics with meaning. #RecruitmentMetrics #HRAnalytics #StaffingStrategy #QualityOfHire #RecruitmentExcellence #PulivarthiGroup #RecruiterPerformance #HiringStrategy

My team laughs more on Zoom than we ever did in an office. A comment was once made by a manager that “remote work kills team connection.” To challenge the idea, he was invited to join one of the team’s regular calls. For forty minutes, he stayed silent — just observing. Then a message was sent privately: “Wow, you all actually talk a lot.” It was true. The team chats, jokes, collaborates, and supports one another daily. None of it happens because people share the same building — it happens because trust and respect were built, not because air conditioning is shared. What’s being learned every day is simple: connection isn’t defined by location. It’s created by culture. ⸻ #RemoteWork #WorkCulture #Leadership #TeamBuilding #FutureOfWork

Fast hires don’t always mean smart hires. 30% of “quick placements” leave within 12 months — costing firms revenue, credibility, and time. Progressive leaders are redefining recruiter KPIs with quality-of-hire, not just time-to-fill. Because real success is measured in retention and satisfaction, not speed. 🔹 Pulivarthi Group: Smarter Staffing. Measurable Results. #RecruitmentStrategy #StaffingAnalytics #HRMetrics #RecruiterPerformance #QualityOfHire

I hate my job, but I can’t quit — and that’s the reality for more people than anyone admits. A job can be hated and still be needed. Bills don’t stop, families depend on paychecks, and opportunities don’t always appear when they’re most needed. Many people stay not because they want to, but because survival doesn’t leave room for choice. The days feel long, the work feels empty, and the exhaustion builds. Yet the laptop still opens each morning. Not because motivation exists — but because responsibility demands it. It’s easy to say “just find a better job,” but not everyone has a network, savings, or résumé that shines. For many, holding on is the only option left until something better arrives. And that’s okay. Staying isn’t weakness. It’s endurance — the kind that keeps life running when everything else feels heavy. ⸻ #MentalHealth #CareerStruggles #WorkLife #JobSearch #SurvivalMode

Better teamwork’ is the PR version. The real reason for RTO is money. Return-to-office policies have been promoted as efforts to rebuild collaboration, culture, and innovation. But behind the friendly messaging, another motive has quietly driven the shift — economics. When employees commute, money moves. Gas is purchased, coffee is bought, lunches are ordered, and after-work spending increases. That cycle fuels local businesses, boosts corporate profits, and keeps tax revenue flowing. Remote work disrupted that rhythm. Spending slowed, city centers quieted, and the economy felt the difference. The “teamwork” narrative was created to make the change easier to accept. It sounds inspiring — a return to connection and creativity — but the real goal was to restart the flow of daily economic activity. Even companies with fully distributed teams have been asked to return, proving this isn’t about proximity, but about movement. Collaboration was never the issue. The system simply needs people on the road, in offices, and spending again to keep itself running. ⸻ #FutureOfWork #ReturnToOffice #WorkCulture #Economics #RemoteWork

🤔 How can two clinics with the same staff deliver completely different outcomes? One behavioral health center doubles its recovery rates… while the other drowns in burnout. It’s not the treatment plans or patient loads — it’s the culture. Because when engagement falls, empathy fades… and so do results. 💬 Burnout and turnover now exceed 37% in behavioral health. But clinics that build trust, recognition, and leadership support see: 📈 23% higher treatment adherence 📉 31% fewer readmissions ⭐ 2× better patient satisfaction The secret? They hire for alignment, not just credentials. 👉 Swipe through to see how workplace engagement is quietly becoming the most powerful clinical outcome driver of this decade. #BehavioralHealth #HealthcareLeadership #EmployeeEngagement #WorkplaceCulture #PulivarthiGroup #HealthcareStaffing #FutureOfCare

When a medical team keeps disappearing, it’s hard not to wonder what’s happening to healthcare. Over the past year, several doctors were lost — a GP, an oncologist, and even a nurse practitioner. Care is now being managed alone, with hours of travel required just to find available providers. This experience is not unique. Across the U.S., physicians and clinicians are being driven out of the system in alarming numbers. Burnout has been intensified, reimbursements have been reduced, and administrative demands have been expanded to the point of exhaustion. Many professionals are being forced into early retirement, concierge models, or entirely new careers. The effects are being felt most by patients. Wait times are being extended, care continuity is being disrupted, and trust in the system is being eroded. When doctors are unable to remain in the profession they trained for, it becomes clear that the system — not the people — is what’s breaking down. Change must be demanded before “access to care” becomes a phrase remembered rather than experienced. ⸻ #Healthcare #PhysicianShortage #WorkCulture #PatientCare #FutureOfMedicine

Veterinary turnover now averages 25–30% annually — one of the highest in healthcare. But the real issue isn’t salary... it’s structural retention failure. Here’s what the data shows: 📊 Practices offering full CE credit reimbursement see 20% higher retention. 📊 Clinics that introduce ESOPs cut attrition by 30%. 📊 Comprehensive insurance — especially mental health coverage — is now a key differentiator. Forward-thinking hospitals are redesigning their benefit packages using these data-backed levers. Because in 2025, retention isn’t about pay raises — it’s about purpose, protection, and participation. Pulivarthi Group helps veterinary employers benchmark benefits that actually retain talent — not just attract it. #VeterinaryStaffing #EmployeeBenefits #RetentionStrategy #HealthcareHR #PulivarthiGroup

We talk a lot about candidate struggles. But how does it look from the recruiter’s side? Much of the job market conversation centers around job seekers — and rightfully so. Rejections, ghosting, low salaries, and confusing hiring processes are daily frustrations. But one side of the story is rarely heard: what’s happening on the recruiter and hiring manager side. Many of them are navigating outdated systems, overwhelming requisition loads, unclear leadership direction, and candidates who vanish mid-process. Understanding their challenges could help job seekers better plan, communicate, and align expectations depending on the industry. If you’re a recruiter or hiring manager, what are the biggest challenges you’re facing right now? What do you wish candidates understood about the process? Let’s open the floor — this perspective might help everyone navigate the market with more empathy and insight. ⸻ #Recruiting #Hiring #JobSearch #TalentAcquisition #CareerGrowth

If a company lies about salary in the job post, what else are they lying about? A recent interview looked promising — the posting listed a salary range of $90–100K, which seemed fair for the responsibilities described. But during the call, the hiring manager casually mentioned the pay was actually $60–65K. That’s roughly 40% less than what was advertised. The rest of the conversation went well. The manager even said I was exactly what they were looking for. But the damage was done — because once salary transparency is lost, so is trust. This isn’t just one company’s issue. It’s becoming a pattern across industries — inflated ranges, “negotiable” pay that mysteriously drops, or roles quietly reclassified after candidates apply. It wastes time for both sides and erodes credibility faster than any Glassdoor review ever could. If companies want great candidates, honesty should start with the job post. ⸻ #JobSearch #Hiring #SalaryTransparency #Recruiting #WorkCulture