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Hyre helps growing companies build high-performing global teams by connecting them with vetted talent and giving both sides the clarity, systems, and support to succeed together long term.

10/15/2026

The resume said: From Latin America, grew up in the U.S., went to school in the U.S., now living back home in Latin America. Bilingual.

Our new talent acquisition manager is bilingual too.
Halfway through the interview, he switched to Spanish.

Silence.

They weren't who they said they were.
They weren't from where they said they were, either.

Some screening doesn't need software. It needs a human asking the question.

10/13/2026

Here's the part of the deepfake story nobody talks about.

We've spent the last few weeks learning how to catch candidates who aren't who they say they are. Avatars on video calls. Prompts hidden in resume footers. And the honest reaction on our team isn't outrage.

Most of us have been on the job seeker side. We get it. The market's been broken for years, and when the technology screening you out feels like a gate, you look for a way through. That's human nature.

But you know who we look for?

The actually good candidates. The ones applying in good faith, with a real resume and real experience, who get diluted and kicked to the bottom of the list because somebody else figured out how to look better with AI.

Every candidate looks excellent on paper now. That's what AI did to hiring. It didn't make the good ones easier to find. It made them harder.

So that's who our screening is for. Not to keep people out. To make sure the right people don't get lost.

10/12/2026

Every candidate who interviews with Hyre now gets one odd request.

Make a heart in front of your face. Or wave your hand across it.

An object between the camera and the face breaks a deepfake in real time. It's called occlusion.

Takes two seconds. Costs a real person nothing.

Most people laugh and do it. Some don't. More on them tomorrow.

10/12/2026

One of our recruiters ended an interview over a train station.

She was on a video call with a candidate who showed up like a typical candidate would. Good answers, calm delivery. But something about the mouth was off. The lips weren't forming English words. They were forming something else, and English was coming out.

Her read: a deepfake running a real-time translation tool. Someone answering in their own language, with an avatar doing the talking.

So she changed the interview. No more questions about skills. She asked where they got their experience, where they went to school, and then, because they said they lived in a province next to hers, what landmark they lived closest to.

"A train station in the village."

There's no train station in that village.

The avatar didn't flinch. That's the thing about them, they're built to be unflappable. It just drifted into tangents and stopped answering the question. She pressed a few more times, then ended the call.

That was the first one. We've caught two so far, and we're pretty sure it won't be the last.

We'll say more about what we do now in the next few posts. But the lesson from this one is simple: a resume can't tell you who's on the other side of the camera. A person who knows what to look for can.

10/07/2026

We can usually tell who's going to be a great placement before the first interview.

Not from the resume. From the follow-up.

Devy's contract ended in the spring. She applied with us, and when nothing matched her skill set right away, she didn't disappear. She checked in.

Professionally, persistently, until the right role opened up.

That energy is a green flag we've learned to trust. The people who are proactive in the search are proactive in the seat.

And when her interview finally came, she structured every answer around situation, task, action, result. Nobody told her to. It isn't even our standard format. The client noticed.

Some things are teachable. That isn't one of them. It's what we screen for, and it's why we present a shortlist of only the best.

Watch Devy introduce herself below, and you'll see what we mean about presence.

09/23/2026

A founder crossed a room at an event recently to thank our CEO, Derek Shaw, in person.

His company is two people. Him and his partner. They've built their consulting practice together carrying every client engagement on their own backs.

This year they made their first real hire, a project coordinator who now keeps the back office moving while they do the work only they can do.

That's what he wanted to say thank you for. Not the cost savings. Not the time back. The milestone. Because for a founder, your first hire isn't a transaction. It's the moment your company becomes a team.

He told Derek the process felt easy: strong candidates, a clear onboarding, confidence from day one. That's the part we're proud of.

First hires are scary. They shouldn't be lonely too.

To every founder still doing it all yourself: what's the first role you'd hand off?

09/21/2026

Onboarding a remote team member is not a checklist.

Logins, tool access, a task list. That's setup, not onboarding.

Real onboarding covers the things that actually sink placements: what "yes" means across cultures, how to delegate clearly, how to help someone prioritize, how a new person becomes part of the team instead of a vendor on the books.

Do the checklist version and you'll be redoing it in three months.

We're pros at doing it once.

09/18/2026

Most placements that struggle don't struggle because of skill.

When we dig into what went wrong, it's almost never the work itself. It's communication that quietly broke down weeks earlier, then rolled up into what looks like a performance problem.

So here's the one habit we ask every client to build from day one: a standing meeting at the start of the week. Thirty minutes. Set the priorities. Clear last week's blockers. Make sure both sides still know what winning looks like.

It sounds too simple to matter. But that weekly touchpoint is what makes a remote team member feel like part of the team instead of a name on an invoice. And the clients who keep it are the ones whose placements last.

If you manage remote talent: what does your weekly rhythm look like?

09/17/2026

A new client asked us for something unusual before their hire started: a week of nothing.

No tasks. No meetings. Just time.

They used it to write SOPs for the role. They built 30-day and 60-day success plans. They thought through who she'd report to and how they'd communicate.
Then they did something we didn't ask them to do. They paid for 10 hours of her time that week, before she'd done a single piece of work, just to keep her engaged while they got ready.

Think about what that tells a new team member. Before day one, she already knew the role was real, the expectations were clear, and the people she was joining were invested in her success.

Loyalty doesn't start at onboarding. It starts in the gap between "you're hired" and day one. Most companies treat that gap as dead time. The best ones treat it as the foundation.

What did your best employer do before your first day?

We love seeing what happens when the right person becomes a true part of the team. 💙https://youtube.com/shorts/pp4oiLwKY...
09/07/2026

We love seeing what happens when the right person becomes a true part of the team. 💙

https://youtube.com/shorts/pp4oiLwKYzs?feature=share

Carrie Stracy, Director of Community Outreach at Stockton & Kandt Law Firm, recently shared her experience working with Hyre and Stephen.

Like many businesses exploring virtual staffing for the first time, there was some uncertainty in the beginning. But Stephen quickly changed that.

He’s built a great rapport with the entire team, stays one step ahead, and has become such an integral part of their day-to-day that it feels like he’s right there in the office.

Carrie said it best: “We wouldn’t want to do this without him.”

That’s what we aim for at Hyre—not just filling a role, but finding people who become genuine extensions of your team.

Learn more at hyreup.com

Address

Kansas City, MO
64101-64102, 64105-64106, 64108-64114, 64116-64121, 64123-64134, 64136-64139, 64

Opening Hours

Monday 8am - 6pm
Tuesday 8am - 6pm
Wednesday 8am - 6pm
Thursday 8am - 6pm
Friday 8am - 6pm

Telephone

(844)4395438

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