After nearly a decade in the recruitment world, I’ve decided to take an exciting leap and start my own venture: Talent Stacked. My goal? To create a recruitment experience that’s as focused on relationships as it is on results.

I’ve spent my career helping businesses build exceptional teams and job seekers find opportunities where they can thrive. From sourcing top-tier talent in technical and non-technical spaces to managing hiring strategies, I’ve had the privilege of connecting incredible people with companies ready to grow.

Talent Stacked is my way of doubling down on what I love most helping businesses succeed by finding the right people. It’s about providing personalized recruitment solutions, being a trusted partner, and ensuring that both clients and candidates feel supported every step of the way.

I’m here to make recruitment human again, and I’d love to connect with anyone who shares that same passion.

I’m seeing the same patterns everywhere right now.

→ We paid X for this role last time.

→ Weeks of stalled decisions.

→ Hoping the market will cool instead of adjusting.

The problem is that the market didn’t pause just because budgets tightened.

When companies anchor salaries from 2-3 years ago, move slowly out of fear, and expect more skills for less pay, they don’t save money. They lose time, talent, and credibility.

Top candidates are still moving quickly.

They just won’t wait around for indecision or outdated ranges.

Caution is smart. Paralysis is expensive.

Hiring well in this economy means updating compensation expectations, streamlining decision-making, and being transparent about trade-offs.

The companies winning right now are decisive.

Amber Haag

It all starts with a conversation.

I am chatty - Like talk to anyone anywhere I go, chatty. This particular skill landed me in the restaurant industry at a young age. I had a desire to speak with customers about whatever would make them smile, and truthfully, I was always very good at that. I never fully knew what I wanted to do in my professional career but I knew I loved people, and bartending gave me opportunities to meet different people and opened my world to so many career options. My "chattiness" then developed into exceptional networking skills and eventually how I fell into recruiting.

Recruiting was not a career option on my radar but once I was in I quickly discovered how much I could thrive in this world. My abilities to network and create relationships are the backbones of my success. Through professional opportunities, my skills have expanded into full-cycle recruiting, inside sales, and strategic sourcing. I pride myself on the relationships I build within my community while helping job seekers find their fit and helping local businesses fix their labor problems.

I thrive in a fast paced environment, juggling different personality types all while meeting deadlines and keeping clients happy. If there are 100 things to complete I am the person you trust to get them done efficiently and effectively.

My drive comes from making clients happy and my passion is fulfilled in finding the right job for candidates.


Founder at Talent Stacked | Elevating Recruitment Through Relationships | Strategic Planning & Client Relationship Expert

Most companies don’t lack standards. They lack structure.

You can demand ownership, accountability, and excellence, but without systems, those words mean nothing.

High standards collapse when expectations live only in someone’s head. When feedback is inconsistent. When success isn’t clearly defined, and training is figuring it out as you go.

People don’t typically fail standards, they fail unclear systems.

Accountability requires documented expectations, measurable outcomes, consistent feedback loops, and support before consequences.

If performance feels subjective, the system is broken, not the people.

High standards only work when the infrastructure exists to support them.

How do you actually know when it’s time to hire?

“We’re getting by right now.” That phrase shows up right before burnout, missed deadlines, and quiet disengagement.

Hiring isn’t about panic. It’s about pressure points. 

Here are tangible signals it’s time to add headcount:

• Workload math doesn’t work anymore
If your team is consistently over capacity even after prioritization, this isn’t a performance issue, it’s a resourcing issue.

• Training bandwidth exists (or can be created)
If no one has time to train, hiring now will fail. If one person can absorb training with intentional workload relief, hiring can succeed.

• Revenue or risk is being delayed
When opportunities are stalled, clients are waiting, or quality is slipping, you’re already paying the cost of not hiring.

• The salary fits the plan, not just the budget
Affording a salary isn’t the same as sustaining it. Hiring should align with forecasted demand, not hope.

Hiring too early wastes money.

Hiring too late burns people out.

The goal isn’t getting by. It’s building a team that can win without breaking.

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