H2B Consulting

08/11/2026

Exciting news for H2B! We’re officially an Inc. 5000 company. 🎉

H2B Consulting ranked No. 1350 on the 2026 Inc. 5000 list of the fastest-growing private companies in America, and No. 41 in the Human Resources industry.

We’re incredibly proud of how much we’ve grown these past few years, but even more proud of the people who made it possible.

To our team who shows up every day for our clients, to our clients who trust us to be an extension of their own teams and to every single candidate and partner who has been part of our story: thank you. 🧡💙

Here’s the full announcement: https://bit.ly/4qa32ST

05/01/2026

There’s a different level of connection that happens when you get people in the same room.

Last month, we were in New York at the invitation of one of our clients, whose full team was in town for a team session. It created space to connect across sourcing, hiring and leadership in a way that rarely happens in day-to-day operations.

The first evening was spent with client-side partners. The conversations went beyond reqs, timelines and process. We talked about what’s actually working, where things feel heavy, and what success really looks like across the business.

While in town, we also hosted a small H2B luncheon with our consulting team. Time to compare notes, share what’s happening inside the client environment, and connect on the things that don’t show up on a status call.

This is a part of the work that often gets overlooked.

Strong teams aren’t built in dashboards or email threads. They’re built in moments like this, where people have the space to connect, align and be real with each other.

Sometimes the most important thing we can do is simply create the table.

04/22/2026

Organizations are struggling to find candidates with the “right” experience, while at the same time raising the bar for what qualifies as entry-level.

The result is a growing gap between what employers expect and what the market can realistically deliver.

Here's how that dynamic is playing out across industries and why “years of experience” is often a poor proxy for what companies actually need:

How can organizations bridge the skills gap and focus on the kind of employee development that helps workers gain the experience the organization needs?