Boulo Solutions

The recent DEI changes will reveal which companies genuinely prioritize diversity, equity, and inclusion. Those that do will maintain a true commitment—fostering diverse perspectives, refining recruitment strategies to support it, and ensuring their values go beyond just a DEI label. This shift will push organizations to be more intentional and transparent about what they truly stand for. We’re curious—if these changes concern you, what’s your biggest worry?

Your schedule is already busy; why make it busier? Let Boulo help you find a candidate that "blows it out of the water" today. ??

Our client knew exactly what skills were missing in their company and what they needed to hit their business goals. The problem? They had no idea what role that translated to. That’s where Stacy Ball stepped in. She listened, guided them through defining the right job title and description, and ultimately found an amazing candidate—someone with the experience to deliver and the enthusiasm to hit the ground running. Not sure what role you need to hire for? No problem. We’ll help you figure it out and find the right person to fill it.

We helped you build your team—now we want to help you keep them. Hiring great talent is a start. Real magic happens when the systems are in place for your team to thrive long-term. To help you do that, we've launched our new Workforce Scaling & Optimization services—designed to strengthen the team you’ve already invested in. With this new service, Boulo helps you: ? Build structured onboarding that increases retention ? Implement performance feedback systems that drive clarity and growth ? Create scalable, compliant HR infrastructure ? Strengthen morale, culture, and team engagement Whether you're growing fast or just want to better support the amazing people already on your team, we can help. ?? DM us or connect with Katherine Littrell to learn more. #RetentionMatters #HRSupport #WorkforceOptimization #PeopleFirst #BouloSolutions #ScalingSmart #EmployeeEngagement

Lately, we’ve partnered with fast-growing businesses that know exactly what needs to be done and the required skills but struggle to translate that into a clear job role. What challenges have you faced when writing a job description? What tends to trip you up?

Hiring a talented candidate with a book of business is only half the battle. Keeping them? That’s where most companies drop the ball. Here’s what works: ? Ongoing mentorship—Not just during onboarding, but months after they start. ? Pay structures that grow with them—Especially if non-competes prevent them from bringing clients over immediately. ? A clear roadmap for growth—Most high performers don’t leave because of money. They leave because they don’t see what’s next. The best hires don’t just want a job—they want a trajectory. If you’re not providing it, someone else will. We break down the best retention strategies for top sales hires in our blog: https://lnkd.in/eVkpJBC3.

??♂? A fabricator?! Boulo Solutions places construction roles, too? Absolutely! This month alone, we not only placed a fabricator but also found four low-voltage installers for our clients. We’ve said it before: no role is too specific for Boulo—and we weren’t kidding. Whether niche, technical, or highly specialized, we know how to find the right talent. Need a hire that feels impossible? Try us. ??

Want to know what candidates remember most about your company? ?? How they were treated during the hiring process. Our process ensures that candidates feel valued, which makes them more likely to accept offers, speak highly of your brand, and even refer others.

A few months ago, we saw a candidate walk away from a high-paying role with a strong book of business—not because of money but because they felt stuck. ?? No clear growth path ?? No leadership opportunities ?? No real investment in their success They had built something incredible, but without the right support, it stopped feeling worth it. And here’s the kicker: ?? They were willing to leave their entire book of business behind because they saw no future in their old company. Even the best will start over—IF they believe your company gives them a better shot at success. In our latest blog, we dive into how leadership and growth impact retention. Read more here: https://lnkd.in/eVkpJBC3

A growing company in Biotechnology came to us needing a Director—someone to oversee projects from start to finish and eventually lead entire divisions. Sounds simple, right? Not exactly. ?? The challenge? Their budget didn’t match the level of experience they wanted. As a new, growing company, they couldn’t stretch it further, but they still needed someone with serious expertise. ?? The solution? We helped them rethink the role—not by settling, but by strategically refining what they actually needed. We found a high-potential candidate who had already led programs successfully but hadn’t yet managed an entire division. They had the expertise to execute and the ambition to grow into the larger vision. You don’t have to choose between dream talent and realistic budgets—you just need the right hiring strategy. If you’re struggling to find the right candidate, let us help you with the right job title and description to find the right person.?