Recruidos

Latest edition / 15 September 2026

Writing for people
who hire

Independent articles on the full employee lifecycle for HR professionals on both sides of the Atlantic.
No vendor pitches.

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Structuring cross-border physical asset retrieval during remote offboarding
10 min readPaul B.Offboarding

Structuring cross-border physical asset retrieval during remote offboarding

Remote employee departures leave organizations with distributed physical assets across multiple tax jurisdictions. When a two thousand dollar laptop is abandoned in Spain or Canada, the unreturned hardware becomes a taxable benefit and a statutory data risk under the General Data Protection Regulation. HR teams must rebuild their 30-day offboarding sequences to automate hardware retrieval, calculate write-off tax liabilities, and trigger remote device wiping before regional tax authorities mandate steep payroll penalties.

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Rebuilding passive sourcing infrastructure for strict data privacy enforcement
10 min readPaul B.Sourcing

Rebuilding passive sourcing infrastructure for strict data privacy enforcement

Sourcing teams rely on automated profile enrichment to build candidate pipelines. As European authorities enforce notification rules and US states enact strict data broker laws, recruiters must shift from unauthorized web scraping to opt-in proprietary communities over the next twenty four months to avoid compliance penalties.

Auditable engagement: Restructuring retention programs for statutory workforce disclosures
11 min readPaul B.Retention and engagement

Auditable engagement: Restructuring retention programs for statutory workforce disclosures

Engagement and turnover metrics are transitioning from internal HR dashboards to public financial filings. With the EU Corporate Sustainability Reporting Directive requiring detailed workforce disclosures for the 2024 financial year and the SEC preparing parallel rules, organizations have eighteen months to standardize how they measure retention across jurisdictions before the data faces formal audits.

Rebuilding remote onboarding protocols for zero-trust security mandates
10 min readPaul B.Onboarding

Rebuilding remote onboarding protocols for zero-trust security mandates

Tightening cyber insurance requirements and the EU NIS2 Directive mean the traditional first week of unstructured orientation is now a compliance liability. HR leaders must overhaul the first 72 hours of employment to prioritize device compliance, data sovereignty, and strict access controls before new hires access internal networks.

Restructuring the hiring process for algorithmic compliance
10 min readPaul B.Hiring process

Restructuring the hiring process for algorithmic compliance

The next 18 months will force organizations to overhaul how they screen candidates. With the EU Artificial Intelligence Act and North American local laws classifying employment algorithms as high risk, recruitment teams must redesign their hiring workflows today.

Shifting geographic headcount models to mitigate permanent establishment tax risks
10 min readPaul B.Workforce planning

Shifting geographic headcount models to mitigate permanent establishment tax risks

As pandemic-era tax leniency expires, revenue agencies are tracking exactly where remote employees trigger corporate tax liabilities. Talent leaders must integrate permanent establishment thresholds into their capacity planning systems now, limiting operations to authorized jurisdictions before they expose the broader business to unmodeled tax burdens in 2026.

Moving identity verification to the top of the hiring funnel
10 min readBrendan J.Hiring process

Moving identity verification to the top of the hiring funnel

Remote interview fraud is costing talent acquisition teams thousands of hours. HR leaders must redesign the hiring process to verify candidate identities immediately after the application stage, navigating strict biometric privacy laws in Illinois and the European Union.

Topics

All topics
  • Candidate experience

    How applying to a company feels from the outside, and the small operational choices that decide it.

  • Compensation and benefits

    Pay bands, equity, benefits design and the conversations that come with them.

  • Employer brand

    What candidates learn about you before they apply, on both sides of the Atlantic, and what to do about it.

  • Hiring process

    Structuring interviews, scorecards and decisions so the process holds up under pressure.

  • HR compliance

    Hiring law, pay transparency and data protection in day-to-day recruitment, in Europe and North America.

  • Internal mobility

    Promotions, lateral moves and building a talent market inside the company.

  • Offboarding

    Exits, redundancies, alumni networks and leaving people with their dignity intact.

  • Onboarding

    The first ninety days: ramp plans, buddy systems, paperwork and the handover from recruiting to the manager.

  • Performance and development

    Reviews, feedback, career frameworks and the training budget nobody spends well.

  • Retention and engagement

    Why people stay, why they quit, and what surveys will and will not tell you.

  • Sourcing

    Finding and approaching candidates who are not reading job boards.

  • Workforce planning

    Headcount, org design and forecasting: deciding what roles a company actually needs before anyone opens a req.

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