Hiring the Best People Without Breaking Bank

Hiring the right person for a position can be daunting.  Whether you’re opening up your budget to create a new position for a growing company or simply filling a recently vacated job, the failure of a new hire can not only cost your sanity, but a lot of money.

In 2013, 41 percent of companies reported that a bad hiring decision cost them at least $25,000.   Another 25 percent said a bad hire cost them $50,000.  That’s a big pile of dough resting on a hiring manager’s ability to predict the future and hope their candidate is actually right for the job.  But how are these bad hires happening in the first place?  Obviously no one is setting out to make wrong decisions, but there’s always a chance that a person just isn’t going to work out long-term.  There is only so much you can learn about someone from a few pre-hire interactions.

Well, we need to find the money somewhere ...
Well, we need to find the money somewhere …

Still, 38 percent of companies said their bad hiring decisions were due to a position needing to get filled quickly, so less time went into the hiring process; 21 percent of companies didn’t test or research their bad hires’ skills enough, and 11 percent said they didn’t perform thorough reference checks.  While a person “just not working out” is one thing, these mistakes in the hiring process are easily avoidable and can save you a lot of money and frustration down the line.

There are awesome, qualified candidates out there for your vacancies and taking the time to make sure they’re actually A-players instead of playing you is worth it.  The first step to making a great hire is committing to making a great hire.  When you identify the need for a new hire, it’s natural to want that person working right away.  Maybe the vacant position is slowing down a department or stressing out a colleague with extra work.  But instead of running the hiring process as a sooner-the-better campaign, make it your goal to wait for the right person even if they don’t show up in your first round of interviews.  Delaying even that extra week or so could save you time, money, and headache down the line.

But how do you know they’re the right person?  The answer is easy: test them.  Benchmark assessments – a math/verbal test or personality test – can give you a measurable impression of a candidate that you won’t get from a resume or even an interview.  If you’re using an applicant tracking system like CareerPlug, you can build these in as part of your hiring process.  Consistently measuring your applicant pool for any position will give you better insight the more you hire.

Interviews are usually the make or break of hiring.  But are you going to remember how a candidate fared after doing three or four interviews in a row?  Utilizing a scorecard or feedback form during an interview can greatly increase your accuracy in ranking candidates against each other.  It gives you an immediate, measurable benchmark on which to rank candidates.  Because you know you are inevitably going to have 13 fires to put out before you sit down to craft that feedback e-mail to HR.

Reference checks are usually one of the last pieces of a hiring process and can be the most valuable.  However, they’re also frequently skipped.  Building this step into your hiring process is necessary for ensuring you are hiring the right fit to the job.  You don’t want to find out three months from now what their last boss could’ve told you in a five minute phone call.

Around 77 percent of companies are hiring in 2014.  Committing to hiring the right person, putting applicants to the test, and completing every step of the hiring process will help you make successful, lasting hiring decisions that bolster your organizations success and don’t break the bank.

For more hiring and recruiting tips, follow us on Twitter:  @careerplug


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Nicolle Gatlin

Manager of Partner Success

Kacie Sommers

Creative Design Manager

Kacie was born and raised in Houston, Texas, and graduated from The University of Texas at Austin in 2012 with a degree in Anthropology.

Kacie joined CareerPlug as an intern while still in college in 2012. Post-graduation, she joined the CareerPlug team full-time as a Talent Specialist on the Recruitment Services side of the business, eventually working her way up to be the Recruitment Services Manager. From there, she learned her passion for the internal processes of what makes the business tick and explored other roles at the company, including Internal Support, Implementation, and Quality Management, before eventually finding her home in Design. She is now building a Creative Design branch off of the Marketing team.

Outside of work, you can find Kacie walking her dogs Bixby & Bean along Buffalo Bayou, hanging out with friends (and their pets), and tending to her 40+ house plants.

Jenny Leman


Native to Texas, Jenny graduated from the University of Texas at Austin in 2004 and joined CareerPlug in 2017. She retired her first career path as a Registered Dietitian after 10 years, and has found her true belonging in business operations.

As CareerPlug’s President, Jenny leads all teams to an aligned effort toward achieving our vision. She works to build healthy and scalable internal systems to equip and empower the CareerPlug teams to bring their best for our clients. She loves contributing new ideas and rethinking the status quo. Jenny really connects with the company’s core values, but especially with our intent to “Keep Growing.”

In her non-work life, Jenny enjoys time with her family, playing drums and performing with the Austin Samba School, and finding excuses to be on the lake.

Chris Igou

Vice President of Sales

Chris accidentally started a 20-year career in franchising when he was 18 years old and took a job painting houses for College Pro Painters. That job turned into the ownership of his first franchise (a house painting franchise). While at Monmouth College in IL, he operated his business, played on the varsity football team, and studied to become a teacher.

The taste of entrepreneurship and desire to coach others led Chris deeper into franchising, working with a few franchise brands helping them grow their businesses. He lived in the Chicagoland area his entire life until recently moving his family to Austin, TX.

In his free time Chris coaches youth sports, especially youth football, and spends as much time as he can with his wife and 2 children.

Andrew Robinson III

Vice President of Product and Engineering

Natalie Morgan

Senior Director of People

Leslie Chamberlain

Senior Director of Client Experience

Brad Pilot

Director of Sales

Teresa Hall

Director of UX & Product Design

Canaan Davis

Director of Engineering

Ashley Garia

Director of Product Marketing

Desiree Echevarria

Senior Content Marketing Manager

Ashley Johnson

Implementation Manager

Originally from small town in central Texas, Ashley Johnson graduated from Texas State University in 2013 with a degree in Business Administration. She was hired by CareerPlug as a Talent Specialist in 2014, and moved up to ultimately lead the Recruitment Services team. From there, she pivoted to Implementation, and is now the Implementation Manager.

As the Implementation Manager, Ashley and 3 direct reports function as a transition between Sales and Partner Success in helping our clients get set up and established in our software. She spends her free time raising her 2 dogs, playing cornhole, and perfecting the art of charcuterie.

Tulay Solak

HR Manager

Aiden Kinney

Consultant Manager

Zach Garcia

Sales Operations Manager

Kirsten Penaloza

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Eric Morales

Manager of Account Executives

Brandy Lee

Operational Manager


Use our templates to create an attractive careers page and job posting. Then promote it through our job board partners, as well as directly with your employees, customers, and social network.



Use our notifications and automations to be the first to respond to qualified applicants. Send texts and emails from directly from CareerPlug to convert applicants to scheduled interviews.



Use our prescreen questions and assessments to identify the best applicants. Then use our interview questions and scorecards to evaluate for the right things consistently.



Once you think you have found the right person, use our reference and background check resources to verify them. Then, send an electronic offer letter from CareerPlug to close the deal!



Hiring is hard, but partnering with us makes it easier. From posting jobs to scheduling interviews, CareerPlug allows you to automate certain parts of the process to improve your results and save you time.


Polly Schandorf

Engineering Manager

Joe Lepis

Engineering Manager

Clint Smith

Founder & CEO

Clint founded CareerPlug in 2007 with the simple idea that there was a better way to help employers connect with quality applicants. Today Clint works every day to fulfill CareerPlug’s mission: Make Hiring Easier. Leading by example, Clint loves spending his time developing new ideas and teaching others.

After graduating from the University of Florida, Clint worked in investment banking and strategic marketing; both experiences influenced the development of CareerPlug. He also spent a year away from the business world teaching 5th grade in Boulder.

Clint is passionate about helping others succeed and is involved in numerous mentoring programs. He and his wife, Sarah, are also foster parents. Clint enjoys family time, beach volleyball, and outdoor adventures.