In this episode of Who Hired This Person?, host Kaitlyn Randall sits down with Kristie, Human Resources Director at The City of Tomball. With a foundation in law and years of HR leadership in local government, Kristie offers a unique perspective on balancing compliance with compassion, navigating the modern workforce, and supporting leaders to make better hiring decisions.

She shares why today’s candidates value culture and balance just as much as salary, how her legal background shapes her HR approach, and the subtle red and green flags hiring managers often miss. Kristie also opens up about a hiring success story that reshaped her IT department and the one myth about HR she wishes more people understood.

Whether you’re an HR professional, a business leader, or simply curious about how hiring works behind the scenes, Kristie’s insights deliver practical strategies and real-world lessons.

🔹 The New Workforce Mindset: Why younger candidates are prioritizing flexibility, balance, and growth over traditional “long-term job” paths.

🔹 Compliance Meets People-First HR: How Kristie blends legal expertise with empathy to guide fair, effective HR decisions.

🔹 Red Flags in Hiring: Warning signs like short job tenures or sluggish onboarding that managers shouldn’t overlook.

🔹 Green Flags for Success: Traits like responsiveness, genuine communication, and confidence that usually predict a great hire.

🔹 Cultural Fit vs. Skills: Why people skills often matter more than technical qualifications in long-term success.

🔹 The HR Myth: Why HR doesn’t “always side with the employer” and how great HR leaders advocate for both employees and leadership.

✅ Candidates now weigh culture, balance, and growth as much as pay.

✅ HR leaders must walk the tightrope between compliance and compassion.

✅ Hiring red flags often show up before day one—pay attention to them.

✅ People skills and cultural fit often outweigh technical expertise.

✅ HR’s role is not one-sided—it’s about championing employees and supporting leadership.

🔗 Explore career opportunities at The City of Tomball

In this episode of Who Hired This Person?, host Kaitlyn Randall sits down with Jeremy English, PHR, Human Resources Business Partner at Bell Partners. With over 13 years in HR, Jeremy brings a thoughtful perspective on the balance between business needs, employee wellbeing, and leadership accountability.

He opens up about his journey into HR, how mental health became a central focus in his career, and why the post-pandemic workplace has forever changed how HR leaders approach hiring and retention. Jeremy also shares candid stories about interviewing red flags, what true leadership accountability looks like, and the one HR practice he wishes he could change immediately.

Whether you’re an HR professional, business leader, or someone passionate about workplace culture, Jeremy’s insights offer a fresh look at what it takes to build healthier, more sustainable organizations.

Key Lessons Covered in This Episode:

🔹 Finding Balance in HR:

Why HR professionals must advocate for employees and protect business interests at the same time.

🔹 The Mental Health Imperative:

How Jeremy is pushing past “buzzwords” to make mental health a real workplace priority.

🔹 Post-Pandemic Hiring Challenges:

Why the candidate landscape has shifted—and what HR needs to do differently.

🔹 Red & Green Flags in Interviews:

What Jeremy looks for beyond resumes to assess true culture fit.

🔹 Leadership Accountability:

Why retention and culture depend less on HR and more on the leaders employees report to.

🔹 A Practice He’d Change Tomorrow:

Jeremy shares one outdated HR approach he believes holds organizations back.

Key Takeaways:

✅ HR must serve as a bridge between organizational goals and employee needs.

✅ Post-pandemic hiring requires new strategies and more empathy.

✅ Mental health can’t just be talked about—it has to be prioritized through action.

✅ Leaders, not policies, have the biggest impact on retention.

✅ Interviews should go beyond skills to uncover mindset and alignment.

Links & Resources:

🔗 Explore career opportunities at Bell Partners Inc.

🔗 Connect with Jeremy on LinkedIn: Jeremy English, PHR

In this episode of Who Hired This Person?, host Kaitlyn Randall sits down with Alyssa Brown, Human Resources Manager at Twin Peaks. From starting as a server in 2016 to earning her master’s degree and rising into HR leadership, Alyssa brings firsthand insight into the unique hiring challenges of the restaurant industry.

She shares candid stories about balancing speed with culture fit, why attitude often matters more than experience, and the surprising moments when a “perfect” candidate didn’t quite work out. Alyssa also highlights how Twin Peaks uses assessments, training, and consistency to ensure every hire supports the guest-first culture.

Whether you’re hiring in hospitality, retail, or any high-turnover environment, Alyssa’s lessons reveal why relationships, energy, and resilience are at the core of building strong teams.

Key Lessons Covered in This Episode:

🔹 From Server to HR Leader:

Alyssa’s journey at Twin Peaks proves that internal growth and culture alignment can be just as important as outside experience.

🔹 Red Flags That Matter Most:

It’s not about the resume—it’s about enthusiasm for guest service and energy in the interview process.

🔹 Internal Promotions That Shine:

How two employees without traditional management backgrounds became some of Twin Peaks’ strongest leaders.

🔹 Speed vs. Fit:

Why Twin Peaks streamlines its hiring process to two interviews plus assessments—fast, but without cutting corners on culture fit.

🔹 When a Candidate Looks Perfect (But Isn’t):

The risks of “masked” interviews and why the first 90 days are critical to uncovering the real culture fit.

🔹 Consistency Across Locations:

How standardized assessments, interview guides, and manager training keep hiring aligned nationwide.

🔹 The Big Lesson Learned:

Skills can be taught. Attitude, work ethic, and team mindset cannot.

Key Takeaways:

✅ Hire for culture fit and attitude first—skills can follow.

✅ Streamlined processes reduce turnover without sacrificing quality.

✅ Internal growth can produce some of the best long-term hires.

✅ Watch for enthusiasm (or lack of it) during interviews—it’s a major predictor of fit.

✅ Standardization creates fairness and consistency across multiple locations.

✅ HR leaders must balance candidate experience with organizational needs.

Links & Resources:

🔗 Explore career opportunities at Twin Peaks: Twin Peaks Careers

🔗 Connect with Alyssa on LinkedIn: Alyssa Brown