Let’s get real—giving feedback is hard. But avoiding it? That’s not leadership.

In this episode, Kim Frost shares why feedback—clear, direct, and honest—is one of the most underrated skills in leadership today. Whether you’re managing seasoned professionals or new Gen Z hires, knowing how to deliver constructive feedback is what separates supportive leaders from avoidant ones.

Kim breaks down why the compliment sandwich doesn’t work, how to stay grounded in tough conversations, and what it actually looks like to give feedback that lands and drives growth.

You’ll learn:

• Why sugarcoating dilutes your message and damages trust
• How to give direct feedback without being harsh or cold
• The difference between addressing behavior vs. judging character
• What to say when emotions rise—and when to pause the meeting
• Why follow-up matters more than you think

Bottom line: If you’re dancing around the truth, you’re not being kind—you’re just avoiding discomfort. And that’s not leadership.

💬 Connect with Kim: linkedin.com/in/frostkim

🌐 Learn more: frostconnections.com

Let’s call it out: ego kills great hires—quietly, subtly, and often without leaders even realizing it.

In this episode, Kim Frost pulls back the curtain on how ego shows up in the hiring process, from irrelevant “gotcha” interview questions to dismissing high-potential candidates just because they didn’t flatter you. If you’ve ever thought, “I’ll know the right candidate when I see them,”—this one’s for you.

Kim shares stories from the field, including one manager whose curveball beach math question nearly tanked their team—and another hire that almost didn’t happen because the candidate wasn’t “excited” enough (read: didn’t stroke someone’s ego).

In this episode:

• How ego subtly shows up in hiring decisions
• The difference between thoughtful standards vs. personal validation
• Why calm, quiet candidates can be your team’s greatest asset
• What hiring managers really mean when they say, “They didn’t wow me”
• Why strong leaders don’t hire for comfort—they hire for capability

Key reminder: If your interviews are built to make you feel good, you’re not hiring—you’re auditioning for fans. And top talent? They’ll see right through it.

💬 Connect with Kim on LinkedIn: linkedin.com/in/frostkim

🌐 Learn more at: frostconnections.com

Let’s get real—if an employee brings you another offer just to ask for more money, it’s probably already too late.

In this episode,I’m breaking down the hard truths about counteroffers, why they almost never work long-term, and what they really reveal about communication, leadership, and team trust.I've seen candidates accept counters and still leave within six months.

I’ve seen dream job opportunities lost because someone bluffed their way into a raise. And I’ve seen what that does to morale, credibility, and team culture.

In this episode:

• The difference between real growth moves vs. money grabs
• What counteroffers cost you—in time, money, and team trust
• Why over 80% of employees who accept a counter leave within 6–12 months
• The hidden message you're sending to the rest of your team
• How one counteroffer nearly destroyed a high-performing hire
• How strong leaders handle resignations—with clarity, not ego

Bottom line: If an opportunity is truly better and you can’t match it—support the move and protect your culture. But if someone’s using a competing offer to play negotiation games, ask yourself—is that really someone you want to keep?

💬 Connect with Kim on LinkedIn: linkedin.com/in/frostkim

🌐 Learn more: frostconnections.com

Let’s get honest—if your recruiter isn’t doing the first interview, they’re not recruiting. They’re just forwarding paper.

In this episode I’m breaking down exactly what you should expect from a great recruiter—whether they’re internal or third-party—and what it looks like when they’re just pushing resumes instead of driving results.

From end-to-end ownership to building trust with candidates, this is the truth about what real recruiting should look like—and why your business deserves better.

In this episode:

• Why your recruiter should be doing the first screen (not AI)
• The value of a strategic kickoff session before you even post the role
• What full lifecycle recruiting actually means—and why it matters
• The difference between researchers, sourcers, and recruiters
• Why recruiters should be the ones making the verbal offer
• How exceptional recruiters elevate the process (and your reputation)

Bottom line: A great recruiter doesn’t just send resumes. They help you hire smarter, faster, and more strategically—with insight, integrity, and actual accountability.

Learn more at: frostconnections.com

Connect with Kim: linkedin.com/in/frostkim

AI is everywhere—and yes, it’s changing how we hire. But are we moving too fast?

In this episode, I’m digging into the real-world pros and cons of AI in recruiting—from the tools that help you hire smarter to the ones that could quietly damage your brand.

At a recent family gathering, AI came up, and what struck me most was the frustration, especially from the candidate and customer side. That matters, because your hiring process is part of your brand.

In this episode:

• Where AI actually adds value (hint: it's not in the interview)
• What’s dangerous about using bots as your first impression
• Why AI can amplify bias, not eliminate it
• How to evaluate whether AI tools are helping—or just expensive distractions
• What it means to set real governance around AI in hiring
• The question every leader should ask: Who owns the decision—AI or you?

Bottom line: AI should support your hiring process, not replace your judgment.

Ready to hire smarter, with the right mix of tools and human connection? Let’s talk at frostconnections.com

Connect with Kim on LinkedIn: linkedin.com/in/frostkim

Hiring isn’t just about resumes and job descriptions—it’s about leadership. And sometimes, leadership means hearing the hard stuff.

In this episode, I’m breaking down the real, often uncomfortable truths about the hiring process that most leaders avoid—but absolutely need to hear.

From interview feedback to team alignment, lowball offers to bad interviewers—this episode is your full reality check. Whether you’re a CEO, VP, or hiring manager, if you want to attract top talent and actually keep them, this one’s for you.

In this episode:

• A behind-the-scenes story from a CEO who wanted the hard feedback
• Why over-interviewing and ghosting candidates damages your brand
• The difference between a great experience and a forgettable one
• What thoughtful hiring looks like in action
• The 10 hiring truths that most companies ignore—and shouldn’t

This episode is packed with practical takeaways, mindset shifts, and a reminder: how you hire is who you become.

Ready to hire differently?

Learn more at frostconnections.com

Connect with Kim on LinkedIn: linkedin.com/in/frostkim

When I tell people I run a retained search firm, I usually get the same confused look—like I just said I build time machines. Even my mom doesn’t totally get it (love you, Mom).

So in this episode of Hire Power, I’m breaking down the truth about retained search vs. contingency recruiting—what they are, how they’re different, what they cost, and why the one you choose really matters if you're serious about hiring the right person.

Spoiler alert: it's not about flooding your inbox with resumes. It’s about strategy, consistency, and outcomes.

In this episode:

• What retained search actually means
• Why contingency recruiting often becomes a resume race
• Common misconceptions around cost and exclusivity
• The real difference in candidate quality and process
• Why high-impact roles need a different level of support
• What your choice of search firm says about your brand

Bottom line: If you’re hiring someone critical to your business, culture, or growth—you can’t afford to get it wrong. Don’t just post and pray. Do it right from the beginning.

Ready to hire differently?

Learn more at frostconnections.com

Connect with Kim on LinkedIn: linkedin.com/in/frostkim

Right now, it’s an employer-driven market—and for hiring leaders, that might feel like a win. Candidates are more responsive, more flexible, and more willing to compromise. But here's the truth: this moment won’t last.

In this episode I’m delivering a reality check for leaders getting a little too comfortable with the current hiring landscape. The way you treat candidates today will define your reputation tomorrow.

From AI screenings to interview bloat and “been there, done that” mindsets, we’re unpacking the habits that might be costing you top talent—even if you don’t see it yet.

In this episode:

• Why dragging out the hiring process damages your brand
• What AI tools can’t replace (and why connection still matters)
• How one hiring manager changed a candidate’s entire experience
• The dangerous mindset behind “they’ve done this before”
• What real leadership looks like when the power flips

Bottom line: If you’re relying on leverage over leadership—you’re playing short-term games in a long-term world.

Ready to hire differently? Learn more at frostconnections.com

Connect with Kim on LinkedIn: linkedin.com/in/frostkim