The Dark Web of EMPLOYER References

It goes both ways of course; candidates seek information on a prospective employer AND companies search for nuggets of digestible content on a new hire.

LinkedIn profiles are examined and mined not only for information but also for contacts, connections and leads. Various and assorted chrome extensions are added to the recruiters’ toolkit and every nugget of publicly available information is dissected and served up on the new-hire-prospectus. Facebook? Twitter? Snapchat? Who are the candidate’s friends and what, if anything, can we see about what s/he posted, liked, or retweeted?

Fancy and techy and useful…sure. But sweet baby Moses if we’ve sat through one presentation or demo on this sort of stuff…we’ve sat through 100. We get it; tech is our savior and time saver. We can source and search and seek intel all day long.


… now, here’s a guy.

He’s a friend and former co-worker who got recruited for a job. He’s been phone interviewing and in-person interviewing. He’s been researching and calling people. He’s been immersed in the voir dire phase with a bunch of know-nothings as he attempts to find out “who knows who and what and when and how did they know it?” He’s been navigating this discovery for a role, and an industry, where people are not online. Glassdoor and Indeed feedback is minimal. (I know ya’ll find that hard to believe. But it’s true.)

His personal research has revealed data-less LinkedIn profiles (if they have one at all) for all the big players. The gig is in an Amish-style industry (who said incestuous? not me?!) where outsiders are rare. Still, at the same time, previous employees and his own personal industry contacts, once known, have fallen off the grid.

Phone calls? Unanswered.

Google searches? In vain.

How, one asks, can he find any meat about that prospective employer when the only food being served is pablum? There are only slim morsels available; lovingly and expensively regurgitated on the company career page. (#EmployeeBranding!! #JazzHands!!)

“Time,” said I, “to head to the Dark Web.”

And then we giggled. Because neither one of us have any freaking idea how to actually ‘get’ to the Dark Web.

BUT… how cool would that be? A secret bitcoin/botnet place where candidates could find info – the real deal! – about their prospective employer.


(not Collinsworth-less) 

The Power of Many. The Power of ONE.

Every now and again I dig into the archives. Here’s a post from 2012. Still true. 


Last week, in the manner that these things occur, there was a picture making the rounds on Facebook that poked fun (in an amusing way with just a dash of profanity) of the old cliché “there’s no ‘I’ in team.”

Which reminded me how much I’ve always truly disliked that saying.


It goes without saying that assembling a group of individuals with unique talents that compliment each other can unleash all sorts of things – idea generation, innovation, a little-bit-of-friction (in a good way).  The collective group could quite possibly get more done in a shorter period of time and accomplish things that an individual could not achieve on their own.

But you know what I’ve always found to be the undeniable truth?

That team is made up of a bunch of ‘I’s – as in INDIVIDUALS.

And each of those individuals must make a purposeful and conscious decision to bring themselves into the group. Each person must be committed, engaged and invested in moving the work of the team forward.

I daresay that if any one person belongs to a team and believes that the power of the group trumps their own INDIVIDUAL power, then that team is doomed. The team may not fail – but I may not hit its full collective potential if all the individual members check their ‘I’s at the door.

There’s a great deal of potential and ability in many.

There’s a LOT of capability and power … in one.

If You Can’t Stand the HR Heat…Stay Out of the Kitchen

There’s always fascinating stuff going on where I live but this story has consumed me since I am (1) an HR lady (2) a lover-of-good-food (3) an observer of culturally-significant-moments, and (4) a Louisianian.

In between all the Harvey Weinstein and James Toback and David O. Russell and Bill Cosby and Travis Kalanick and Robert Scoble news…there’s more. Closer to home.

John Besh, native son and famed celebrity chef, has not only been caught with his pants reputation as a business leader/owner down around his ankles, but he’s simultaneously living the nightmare of being sucked into the HR/legal quicksand of EEOC complaints, horrendous Glassdoor reviews, and, more than likely, lawsuits. This story, which broke last Friday with (I’m telling you!) Pulitzer Prize reporting by Brett Anderson, is a gajillion times more relevant to the average American worker than the Weinstein stuff.

Besh is a great chef with numerous restaurants in New Orleans; I’ve dined at 4 and tried a 5th without a reservation so yeah, that meal that didn’t happen. He’s also, apparently, not the most astute business owner.

His restaurant group has been in business for twelve years, has 1,200+ employees, and, until exactly 13 days ago (October 11th), had no HR Department. Not a single HR lady. Not a ONE. You know that’s some BS when the Times-Picayune writes an actual article entitled “Lack of HR in John Besh restaurants seems an anomaly for New Orleans food companies its size.”

Lack of HR is “an anomaly.”  Yeah.

I call it a damn travesty.

Look…I work in the hospitality industry; we’re cost-conscious and our managers “run the show;” often because we have minimal HR/FTE ratios. Plus, let’s be real, the restaurant/F&B industry is a totally different animal; all you HR gals who work in tech or hospitals or insurance companies have no idea. No fucking idea at all.

Don’t clutch your pearls ladies; the ‘F word’ flows smoothly, just as it did in that sentence, from employee to manager to CEO. It’s the perfect adjective uttered by Executive Chefs and Sous Chefs and Dishwashers and Servers. Seriously – read Kitchen Confidential by Anthony Bourdain. (Who, by the way, I love!)

But salty language and curse words are one thing; demanding blow jobs and grabbing genitals and coercing people into threesomes for a promotion (“quid pro quo” for those of you studying for the PHR) are quite another.

Lack of HR? Yeah.


I’ve looked up the new HR Director of the BRG on LinkedIn and I’ve sent her an invite to connect; I want to take her out for a drink.

I predict by day 30 she’s going to need one.