Hoops HR

Hoops HR Build your winning team. Hire talent: Brand, Source, & Recruit
Scale talent: Plan, Retain, & Perform Simplify hiring. Amplify growth.

For growing companies, recruiting, hiring, and engaging top talent can feel overwhelming. It’s time-consuming, tedious, and often leaves leaders feeling unequipped to handle it all. At Hoops, we provide the expert teams and cutting-edge tools you need to find and keep the best talent. What sets us apart is our proprietary AI-powered solutions and automation—giving you a smarter, faster way to hire

. Our unique approach frees you to focus on what matters most: amplifying growth while we handle the details. Call us at 877-262-7358 to discover how Hoops can give you a competitive edge in building your dream team.

06/04/2026

"Don't run to get shot."

It's an old military... And honestly? It applies directly to hiring.

Mike Dixon hears all the time from employers: "I know I have a problem, but I just need a body in the seat as fast as possible."

And while that urgency is completely understandable, rushing a hire — especially for a critical, leadership, or hard-to-fill role — almost always costs more in the long run than taking the time to get it right the first time.

Think about it. If you fill a critical role in a panic and it doesn't work out three to six months in, you're right back where you started. Except now you've spent more time, more money, and you've disrupted the team in the process.

The smarter play is to take a step back, build a real strategy, and create a repeatable process that works.... so you're not starting from scratch every single time a key seat opens up.

🎙️ AI Growth Blueprint podcast hosted by Yacine Hacene
🎧 Spotify: https://bit.ly/4dYjXlH
🎧 Apple Podcasts: https://bit.ly/4fWyvoA
👤 Connect with Yacine: https://bit.ly/3RFxwPL

AI Growth Solutions

Five years ago, the average job posting attracted around 100 applications.Today that number is 242... and it's only clim...
06/03/2026

Five years ago, the average job posting attracted around 100 applications.

Today that number is 242... and it's only climbing.

It's not because the job market suddenly became more competitive overnight. It's that candidates figured out AI before most employers did.

74% of U.S. job seekers are now using AI in their application process, and nearly half are submitting more applications than they were just a year ago, specifically to get past automated filters.

If your hiring process hasn't changed since before any of this, it's worth asking whether it's actually keeping up.

In this week's blog, we talk about what's happening on the candidate side, where most hiring processes are falling short, and what the companies getting this right are doing differently when it comes to AI candidate screening.

👉 Read it here: https://bit.ly/4eiJXto

06/02/2026

"Just because you got the hire, that's just the beginning of the game."

The first 90 days are everything. They're when new hires decide whether they made the right call.

And when companies find out whether they're set up to retain anyone at all...

High turnover in that window isn't bad luck. It's a warning signal that something needs to change.

But now, with AI in the hands of candidates, the playing field has changed.

Watch this clip from the AI Growth Blueprint podcast hosted by Yacine Hacene to hear Mike Dixon break it down, and what Hoops does differently to make sure that first experience actually sticks:

🎧 Spotify: https://hubs.la/Q04j7jt00
🎧 Apple Podcasts: https://hubs.la/Q04j79jf0
👤 Connect with the host, Yacine: https://hubs.la/Q04j7r670

AI Growth Solutions

06/01/2026

🎉 Happy 4-Year Work Anniversary to Vea Empeño Ventenilla! 🎉

Four years in, and Vea continues to be one of the most dedicated, positive, and hard-working members of our team. She supports clients across the board, drives sourcing, assists with reporting, and manages her own client relationships... all with the kind of enthusiasm and warmth that makes working with her a genuine pleasure.

Vea, thank you for four years of commitment, professionalism, and care for our clients, our candidates, and this team. We're so glad to have you, and cheers to many more years together building winning teams. 🥂

05/28/2026

We've officially entered what Mike Dixon calls "the AI arms race."

Only a few short years ago, AI was a bonus for employers... allowing us to screen countless resumes in a fraction of the time.

But now, with AI in the hands of candidates, the playing field has changed.

Candidates can leverage AI to create picture-perfect resumes and apply at rates like never before.

If you're an employer not utilizing AI effectively right now, don't wait any longer. There are great, low-cost tools that will save you more time and money as you navigate this new landscape.

Watch the full AI Growth Blueprint podcast episode hosted by Yacine Hacene below:

🎧 Spotify: https://bit.ly/4tYjQfS
🎧 Apple Podcasts: https://bit.ly/430HU6Z
👤 Connect with the host, Yacine: https://bit.ly/43yWMcY

Nearly half of all senior hires fail within their first 18 months.And before you think "not us"... the research says oth...
05/27/2026

Nearly half of all senior hires fail within their first 18 months.

And before you think "not us"... the research says otherwise.

The surprising part? Only 11% of the time is it actually a skills problem.

The other 89% comes down to how well someone fit the environment they walked into. Which means most of the time, it's not necessarily always the wrong person. It's the wrong process around them.

In this week's blog, we break down the four most common reasons senior hires fail and what growing companies can actually do about it before the next one walks out the door.

👉 Read it here: https://bit.ly/4v4jTrI

05/26/2026

"Effort takes no talent."

That's Mike's take on The Automated Advantage Podcast with Greg Clarke, and honestly, it's something we think a lot of candidates overlook when interviewing.

As AI takes over more of the technical, hard-skills side of work, the things that actually separate candidates are the basics. Showing up on time. Being prepared. Sending a thank you note after an interview (yes, really... managers notice this one).

Soft skills have always mattered... but we're heading into a period where they're going to matter even more, because they're going to be harder and harder to find.

🎙️ https://bit.ly/3Rl93z6
📺 YouTube:
👤 Connect with Greg: https://bit.ly/4wWGYOS

Thank you for your sacrifice so that we may never know the cost...As a veteran-employing organization, this day holds a ...
05/25/2026

Thank you for your sacrifice so that we may never know the cost...

As a veteran-employing organization, this day holds a special place in our hearts at Hoops.

We are able to do the work we do, build the company we're building, and show up for our clients and candidates every day because of the men and women who gave everything so that we could. That's not something we take lightly, especially today.

To those who have served, to the families who have sacrificed alongside them, and to those we've lost...

We see you, we honor you, and we are deeply, deeply grateful.

Wishing everyone a meaningful Memorial Day. 🇺🇸

05/22/2026

With AI making it easier than ever for candidates to polish up a resume or prep for an interview... how do you actually know if someone can do the job?

Mike Dixon shared some really practical advice on The Automated Advantage Podcast with Greg Clarke on this exact problem.

Mike's take: slow down in the interview process and find ways to have candidates actually demonstrate the skills you need in real time. A work sample, a live exercise, an in-person interview where they can’t have a second screen running with AI coaching them through it.

And honestly? In-person interviews are making a comeback for exactly that reason...

If they’ve got the skills, they can show you. And we’re finding more and more that a degree matters a lot less than that.

🎙️ https://bit.ly/4wGoTEx
📺 YouTube:
👤 Connect with Greg: https://bit.ly/4fxxZgv

05/21/2026

Hiring volume is a real problem right now.

Candidates are using AI to apply faster and in higher volume than ever before, which means recruiters and hiring managers are getting buried in applicants... and a lot of them aren't qualified (or serious).

It's created this dynamic where you almost need technology just to keep up with the technology on the other side.

Mike Dixon calls it an "AI arms race" on the Growth Shift Podcast with Jennifer, and frankly, that's exactly what it is.

The good news is that the solution isn't complicated: get the right software systems in place on the front end to manage volume, and keep real humans involved at the hiring touchpoints that really matter.

Worth a watch 👇
🎙️ https://bit.ly/4uvJVo0

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75024

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https://www.linkedin.com/company/hoops/

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