Mariel Peralta, CRHA's Linkedin Analytics

77% of job seekers say they’ve been ghosted. I've seen it go both ways. - I’ve seen candidates ghost recruiters. - I’ve seen companies ghost final-round applicants. - I’ve even seen hiring managers go silent after making a verbal offer. Ghosting is a systems problem. - No structured follow-up process - No accountability for candidate experience - No clarity on who owns the communication Hiring isn’t just about who you choose. It’s about how you treat everyone along the way. People remember how you made them feel. Do better. Build trust, not confusion. Have you ever been ghosted in a hiring process?

Raw talent isn’t enough if no one sees it. I helped my friend fix that, and everything changed. He was incredible at sales. Warm, sharp, and magnetic with people. But when he wanted to move into tech, he was stuck. Because nothing in his profile told the story. So many things weren’t aligned: 1. His resume didn’t show what made him great. 2. His LinkedIn didn’t reflect who he wanted to become. 3. In interviews, he couldn’t explain the value he brought. We sat down and made a few strategic shifts: - We rewrote his LinkedIn headline to speak to his future. - Updated his resume to highlight real strengths and wins. - Listed the problems he could solve. - Practiced how to share that story in interviews. A few weeks later, the interviews came in. He didn’t just get interviews. He got the offer. What changed was how he told his story. You don’t need to become someone new. You need to show what’s already in you, with clarity. If you liked this content, ♻️ repost and follow Mariel Peralta, CRHA, for more career insights.

You don’t build culture with policies. You build it with how people feel on an average Tuesday. Most companies say they care about their people. But culture isn’t what’s written on the website. It’s what your team experiences every day. Here are 8 signs you’re building a people-first culture 👇 1. Leaders own their impact ↳ They admit mistakes and explain decisions transparently. 2. 1:1s go beyond updates ↳ Managers create space for growth, not just check-ins. 3. Speaking up is safe ↳ People can ask questions, challenge ideas,and behave without fear. 4. Career growth is proactive ↳ Development talks happen often, not just during annual reviews. 5. Feedback is normalized ↳ Everyone knows where they stan, and how to level up. 6. Recognition is built-in ↳ Appreciation isn’t saved for birthdays. It’s consistent and real. 7. Inclusion is practiced, not posted ↳ Belonging shows up in who’s heard, promoted, and trusted. 8. Systems serve people ↳ From onboarding to exits, every touchpoint feels intentional. Culture isn’t a campaign. It’s a commitment, felt every day. “It’s not about perfection, it’s about intention. What would you add to this list?”

AI won't replace you. It will expose weak leadership. AI is here to redefine what great leadership looks like. Especially in HR, where what matters most can’t be automated: People. Trust. Culture. Growth. AI can’t lead humans. That’s still your job. It can help you become: → More strategic → More focused → More effective The best leaders of 2025 aren’t fighting AI. They leverage it with: → Emotional intelligence → Strategic thinking → Human connection Here are 4 tools helping HR leaders work smarter, not harder: 1. Claude ▸ Brainstorm strategy ▸ Draft policies, feedback, and JDs ▸ Analyze complex HR scenarios 2. Notion AI ▸ Build handbooks + onboarding flows ▸ Turn meetings into action ▸ Centralize your HR knowledge 3. Napkin ▸ Capture ideas ▸ Structure thinking ▸ Map out decisions + frameworks 4. Slite ▸ Visual HR planning ▸ Document insights + processes ▸ Design scalable workshops + playbooks The future isn’t human vs AI. It’s human + AI. Those who learn to combine both will lead the future of work. 🔔 Follow me for more career & leadership insights

10 years ago, I defined success as: → A fancy car → The latest iPhone → An expensive handbag → Designer clothes Today, I define it as: → Picking my kids up from school → Living more → Doing work I enjoy → Free time We don’t outgrow ambition. We just redefine what’s worth chasing. Remember what really matters.

Employee: “What’s my growth path?” Manager: “Let’s touch base in your annual review.” Employee: “Any development plans in the meantime?” Manager: “We’ll see what comes up.” No plan = no retention. Top performers don’t stay where they feel stuck. They stay where they see a future. I’ve created a practical free guide for managers who want to lead real career conversations. If that’s you, send me a DM and I’ll share it with you.”

Keep dreaming big. Even when the path feels small. It’s easy to feel stuck when things are quiet. When the job search is hard. When you don’t see progress. You don’t need anyone’s permission to dream big. You need to believe in yourself. Growth is the space between where you are and want to be. Take one small step today. Even a little step matters.

8 AI tools that will change how you work (and save you hours each week) Most professionals waste 2–3 hours daily on tasks they could automate. It’s not about knowing AI exists. It’s about using it to solve real problems. Here’s how real professionals are already using AI today: 1/ Tango ↳ Turns every task you do into a visual step-by-step guide ↳ No more explaining things twice 2/ Otter.ai ↳ Joins your meetings, captures every word ↳ Search “next steps” later and actually find them 3/ Fireflies.ai ↳ Tags, timestamps, and transcribes all your calls ↳ Find decisions by keyword, not memory 4/ Notion AI ↳ Turns scattered notes into summaries and checklists ↳ Stays one step ahead of your brain 5/ TLDR This ↳ Summarizes articles, reports, and policies in seconds ↳ Read less, understand more 6/ Humata.ai ↳ Ask a document: “Where are the risks?” ↳ It gives answers, with citations 7/ Poised ↳ Gives feedback on how you sound in meetings ↳ Helps you show up with more clarity and confidence 8/ SaneBox ↳ Auto-sorts email so you only see what matters ↳ Inbox zero, finally within reach Here's how to start: Pick one recurring task this week Ask: “Could AI handle this part for me?” Try it Learn and adjust Most will save this post for later. The smart ones will pick one tool and try it today. Follow Mariel Peralta, CRHA for more career growth tips and actionable advice on productivity, leadership, and making your work work better.

How I grew my salary by 237% in 7 years, and the exact moves I made to do it. If you don’t feel seen at work If you’ve stopped growing If you know you’re underpaid but don’t know where to start This post is for you. Here’s the full breakdown, year by year: 📍Year 1: New Job (0% increase) • Moved to a new country • Focused on learning the system 🟢 Tip: Be a sponge. Learn the game before trying to beat it. 📍Year 2: New Job (8% increase) • Switched companies • Took full ownership of outcomes and showed results 🟢 Tip: Don’t just do the work. Make it undeniable. 📍Year 3: Same Job (1% increase) • Growth stalled • Took on cross-functional projects to stay visible • Mentored new hires to develop leadership skills 🟢 Tip: When growth stops, grow sideways. 📍Year 4: New job (33% increase) • Pivoted companies for alignment + comp • Interviewed like a consultant, solving real problems • Used market data to back up my salary ask 🟢 Tip: Don’t wait to be promoted. Sometimes you need to leave to level up. 📍Year 5: New Job (50% increase) • Stepped into leadership • Made impact measurable and visible to execs, showing numbers and data 🟢 Tip: Tie your work to business outcomes. Speak their language. 📍Year 6: Same Job (0% increase) • No raise, no title change — but big internal growth • Built systems, mentored, and clarified my leadership style 🟢 Tip: Some years, build your base. Stay intentional. 📍Year 7: New Job (50% increase) • Negotiated from results • Took a role that aligned with my values • Asked for what I had earned, with confidence 🟢 Tip: Don’t chase titles. Lead, then ask from strength. What I did differently: - Took stretch projects without waiting for permission - Asked for feedback monthly - Moved when my value outgrew my role - Used comp data - Focused on being valuable and visible Your next raise doesn’t start with a title. It starts with a strategy. Know your worth. Follow Mariel Peralta, CRHA, for real, proven career growth tactics.

The job market is harder now, and changing fast. - Hiring is down 6.6% compared to last year. - 45% more people are applying for the same jobs - Companies are pulling back due to tariffs and uncertainty Here’s what most people don’t know: Even when things slow down, opportunity doesn’t disappear. You just have to look for it differently. Here are 4 Ways to Stand Out in a changing job market: 1. Go where hiring is growing ↳ Industries like farming, education, and holding companies are still moving. ↳ Focus your search there. 2. Widen your job search ↳Hiring might be slow in your city, but not everywhere. ↳ Some regions are seeing stronger growth. Apply to remote-first roles across provinces. 3. Be seen, not just busy ↳If people don’t see your value, they can’t act on it. ↳Speak up. Share your work. Ask for feedback. 4. Don’t just apply. Connect. ↳Reach out. Talk to people. Ask questions. Most jobs come from relationships, not applications. It’s not about sending more resumes. It’s about showing up strategically and boldly. You don’t need to wait to be picked. You can stand out now. ♻️ Repost to help someone who’s struggling with job hunting. ➕ Follow Mariel Peralta, CRHA, for real, simple HR tips that get results.

Your team seems fine. Until someone quits. Or a complaint shows up. Or culture crashes. It happens fast. But the signs were always there. You just missed them. Here are 7 lies you've been told about “healthy” teams, and what to do instead: 1. “No one’s complaining, so we’re good.” ❌ No complaints usually means people don’t feel safe. ✅ Ask: “What’s something you’re dealing with that no one sees, and how can we improve that?" 2. “We’re too small to need structure.” ❌ Chaos now = burnout later. ✅ Set up the basics: roles, meetings, and how to talk. 3. “My team gets it.” ❌ Assuming is risky; even top performers need clarity. ✅ Define goals, and check in often. 4. “We’re like family.” ❌ Families let things slide. ✅ Teams need feedback, rules, and accountability. 5. “Everyone gets along, so it’s fine.” ❌ No conflict = people are holding back. ✅ Ask: “Are we solving real issues, or just avoiding them?” 6. “Culture will build itself.” ❌ Culture is what you allow, reward, and repeat. ✅ Ask your team what’s working, what’s not, and fix one thing fast. 7. “We’ll handle it when it becomes a problem.” ❌ That’s already too late. ✅ Have a simple plan for tough stuff: low performance, exits, conflicts. If you lead a team, read this again. If you’re in HR, send it to someone who needs it. Follow Mariel Peralta, CRHA for tactical, real-world leadership + culture guidance.

I led 3 layoffs in 3 years. In 2024, it was my name on the list. In 2022, I sat across from a team I cared about and delivered news that would change their lives. I held it together. Stayed composed. But inside, I broke a little. In 2023, it happened again. Only this time, I knew: Who just bought a house Who had a growing family Who was already job hunting That’s when I stopped seeing layoffs as HR events and started seeing them as human transitions. I changed how I showed up: - I said real goodbyes - I gave referrals, resume feedback, mock interviews, and the help I would want - I stayed honest, even when it hurt - I reminded them, this isn’t the end of your story Then came 2024. This time was my turn. But I wasn’t surprised. I was ready. ✅ I had a plan ✅ I knew where I was headed ✅ I had already accepted a new role and was quietly preparing for the pivot That experience taught me that every decision, every transition, every goodbye, touches a real life. If you lead a team, remember: You’re not just managing performance. You’re holding people’s livelihoods in your hands. Treat them like it.

9 Red Flags Top Performers are Destroying Your Culture. I’ve seen this happen too many times in HR. A top performer is celebrated at the top. While the team quietly falls apart around them. Here’s what to watch for before the culture collapses: 🚩 1. You avoid giving them feedback They argue, ignore it, or push back. ➡️ If you can’t coach them, they’re a risk. 🚩2. People don’t want to work with them You keep hearing quiet requests to switch teams. ➡️ That’s not a coincidence. 🚩3. They dismiss company values They call it “fluff”, and no one corrects them. ➡️ If top people don’t believe in it, no one will. 🚩4. They create more problems than they solve They finish their work, but others pay the price. ➡️ That’s not teamwork, it’s cleanup duty. 🚩5. They talk over everyone in meetings It’s always their way. No one else gets a word in. ➡️ Loud voices kill quiet ideas.. 🚩6. Execs love them, but the team doesn’t They’re praised at the top, but feared below. ➡️ That’s a culture problem hiding in plain sight. 🚩7. People quit around them You’ve seen the pattern. ➡️ It’s time to name the real issue. 🚩8. They don’t share knowledge They keep info to themselves to stay in control. ➡️ That’s not expertise, that’s power hoarding. 🚩9. They treat junior staff poorly They’re sharp, but not kind. ➡️ High standards need high respect. Culture isn’t what you say. It’s what you allow. Seen this before? Drop your red flag in the comments. 🔁 Save this to share with your leadership team.

Return to office mandates are back. So is the regret. In 2025, companies are doubling down on RTO: → Amazon: 5 days/week → RBC: 4 days/week → Dell: 5 days/week This means that: 66% of employees are job hunting 84% of Gen Z and 79% of millennials want more flexibility Meanwhile: → Dropbox thrives with Virtual First → Buffer remains fully remote → Atlassian continues to scale with distributed teams I’ve sat across from top performers in exit interviews. The story is always the same: “I just can’t go back to being micromanaged in a building." I’ve seen great people leave because leadership couldn't adapt. Flexibility isn’t a perk. It’s how you keep your best people. What’s your company doing? Doubling down—or evolving? Drop it in the comments.

What 7 years of intentional moves and quiet resilience look like in a new country. My base salary progression over the years: Year 1: 0% increase (New job – Recruiter) Year 2: 8% increase (New job – HR Coordinator) Year 3: 1% increase (Same job) Year 4: 33% increase (New job – HR Business Partner) Year 5: 50% increase (New job – HR Manager) Year 6: 0% increase (Same job) Year 7: 50% increase (New job – Head of HR) Every move was intentional. Every jump was backed by growth. I never made a move just for money, but I made sure growth was rewarded. Invest in yourself. Know your worth. And make sure your compensation reflects it.

25 harsh career truths I wish I knew at 25 At the start of my career, I wish someone had told me this to help me avoid mistakes and grow faster. If I could talk to my younger self, I’d say: Trust the process, learn from every turn, and keep showing up. If you want to accelerate your career, read these: 1. You won’t know everything right away. ↳ Growth is a journey, not a race. 2. Feedback is your best friend. ↳ Seek it to improve actively. 3. Saying no is necessary. ↳ Protect your time and energy. 4. Networking beats just applying online. ↳ Build real relationships, not contacts. 5. Your first job isn’t your forever job. ↳ Be open to change and new paths. 6. Mistakes don’t define you. ↳ Learn and move forward confidently. 7. Soft skills matter as much as hard skills. ↳ Communication and empathy open doors. 8. Your manager’s support changes everything. ↳ Invest in that relationship. 9. Always be learning something new. ↳ Stay relevant and grow your value. 10. Promotions aren’t just about time served. ↳ Show impact, not just presence. 11. Your salary can be negotiated. ↳ Don’t be afraid to ask. 12. Burnout is real — rest is essential. ↳ Balance fuels long-term success. 13. Personal brand matters — even offline. ↳ How you show up counts. 14. Impostor syndrome hits everyone sometimes. ↳ Keep going despite self-doubt. 15. Don’t wait for permission to lead. ↳ Take initiative and own your role. 16. Your career isn’t a straight line. ↳ Embrace twists and turns. 17. Asking for help shows strength. ↳ Collaboration beats isolation. 18. Your health impacts your work. ↳ Prioritize self-care daily. 19. It’s okay to change industries. ↳ Transferable skills are powerful. 20. Set goals but stay flexible. ↳ Adapt as opportunities arise. 21. Celebrate small wins often. ↳ Momentum builds confidence. 22. Culture fit affects your happiness. ↳ Choose environments where you thrive. 23. Quiet work is just as valuable as loud success. ↳ Value your own style. 24. Mentors can accelerate your growth. ↳ Find and learn from them. 25. Your career is YOUR story. ↳ Write it with intention and courage. You are your best investment. Learn. Adapt. Grow. Repeat 🔔✨ Follow me for more career & leadership insights

Employee: I’d love to take on more. I’m ready for the next step. Manager: Let’s revisit that next quarter. Employee: I just accepted a leadership role somewhere else. Manager: Wait… what? This happens all the time. Top talent asks to grow. Leaders delay. They leave. The company then hires someone external, for more money, to do the job it could’ve promoted internally. People don't always leave because of salary. They go for growth and recognition. Develop your people. Before they outgrow you.

Tough leaders don’t avoid hard conversations. They lead them with kindness. Kindness isn’t soft. It’s a skill. And it takes more strength than silence. Most people think “kind” means: • being liked • sugarcoating feedback • avoiding friction But in reality, kindness looks like: ✅ Telling the truth, clearly and directly ✅ Giving feedback early, not just when it’s urgent ✅ Making hard decisions with respect, not regret ✅ Saying no, and explaining why Here’s how to lead with both backbone and heart: 🔹 1. Say it sooner. Waiting to give feedback doesn’t protect people. It delays their growth. 🔹 2. Use their name when delivering hard news. It creates presence. It signals care. It humanizes the moment. 🔹 3. Show your work. Explain the why behind your decision. Kindness is transparency, not avoidance. 🔹 4. Check in after the moment. Real leadership doesn’t stop when the meeting ends. If you lead a team, remember: You can train anyone to do a job. But you can’t train them to care. That part starts with you. Visual inspired by Gary Travis, credit for the inspiration. What’s one hard conversation you’ve led with kindness? I’d love to learn from how you handled it. Follow Mariel Peralta, CRHA, for tactical leadership content, built for real people, not perfect ones.

You saved $5K on raises, and lost $50K in output. When top talent leaves, you’re not just losing a person. You’re losing: • Institutional memory that takes years to rebuild • Team morale that sinks when the best walk out • Momentum on projects that stall without leadership • Customers who trusted the face of your company Replacing them is not just hiring a body. It’s 6–9 months of salary in lost productivity. 3–6 months of ramp time. To avoid this, start here: ↳ Audit salaries annually, not when someone threatens to leave ↳ Ask top talent: “What would make you stay another year?” ↳ Don’t assume quiet = content The ROI on retention is undeniable. Pay people what they’re worth. Because if you don’t, someone else will. Have you seen this play out firsthand? Drop a comment or share what helped you keep great people. 🔔 Follow Mariel Peralta, CRHA, for real-world insights on retention, leadership, and building teams people want to stay on.

5 years ago, my boss pulled me aside after a big meeting. She was easily one of the best bosses I’ve ever had. She said: “You’re doing great here, but I need you to start building your reputation outside these walls.” At first, I didn’t get it. I thought being great internally was enough. But she pushed me: - To present at external events - To mentor others - To say yes to leadership programs I didn’t think I was ready for It was uncomfortable. But it changed everything. She told me, “I want people to know who you are, not just what your title is.” That one conversation shifted how I approached my career. And that’s the kind of leadership I pay forward. The kind that sees who you are today and who you’re capable of becoming Great bosses don’t keep you small. They make sure the world sees your potential, too. If you’re in HR or a people leadership role, let this be your reminder: The best support isn’t comfort. It’s challenge.