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

In this episode of Who Hired This Person?, host Kaitlyn sits down with Cheryl Davidson, Talent Acquisition Partner at Carol Search Partner. With nearly two decades of experience recruiting for top accounting firms and consulting with hiring managers across the U.S., Cheryl brings deep expertise on what it really takes to match the right talent with the right culture. She opens up about avoiding “mini-me” hires, spotting integrity red flags, and why focus is a recruiter’s greatest tool.

Whether you’re hiring in specialized industries, competitive markets, or culture-driven teams, Cheryl shares stories and strategies that reveal how to hire smarter and with more confidence.

🔹 The Power of Focus in Recruiting:

Cheryl explains why recruiters must zero in on one role at a time to avoid spinning their wheels—and how she trains others to do the same.

🔹 Coaching Hiring Managers:

Even seasoned leaders can fall into the trap of hiring people “just like them.” Cheryl shares how she guides managers to look beyond surface-level similarities.

🔹 The Candidate Who Looked Perfect on Paper:

She recalls an interview with a Big Four candidate who wowed everyone in the room—but revealed integrity issues on the car ride back to the airport. That moment changed the hiring decision.

🔹 Giving Candidates a Second Chance:

Some of Cheryl’s best placements started with resumes that undersold their skills. She explains how reworking resumes and digging deeper uncovered hidden gems.

🔹 Culture Fit Is Everything:

Matching technical skills is only half the battle. Cheryl emphasizes that without culture alignment, hires won’t last—and neither side will be happy.

🔹 Creative Sourcing Beyond LinkedIn:

From attendee lists at industry conferences to specialized outreach, Cheryl reveals how she finds candidates outside the usual channels.

🔹 Setting Realistic Expectations:

She walks through how to have tough conversations with clients when the local talent pool just isn’t enough—and how to reframe the search.

✅ Focus and discipline in recruiting lead to better results.

✅ Don’t overlook red flags, even if a candidate looks perfect on paper.

✅ Resumes rarely tell the whole story—dig deeper.

✅ Culture fit is non-negotiable for long-term success.

✅ Recruiters must act as consultants, not just order-takers.

✅ Creative sourcing and setting client expectations are essential in competitive markets.

🔗 Connect with Cheryl Davidson on LinkedIn: https://www.linkedin.com/in/cheryldavidson/

🔗 Learn more about Carol Search Partners: https://www.carolsearch.com/

In this episode of Who Hired This Person?, host Kaitlyn sits down with Tarnesha Miller, Human Resources Manager at Bent Tree Bible Fellowship in Carrollton, Texas. With a background in performing arts and more than a decade of HR experience, Tarnesha brings a fresh and deeply human perspective to hiring. She opens up about learning to trust her gut, advocate for culture-first candidates, and why transparency is her secret weapon.

Whether you’re hiring in faith-based spaces, nonprofits, or high-trust teams, Tarnesha shares stories and insights that remind us how much HR can shape the soul of an organization.

🔹 From the Stage to HR:

Tarnesha didn’t set out to be in HR—but when an HR Director saw something in her, she leaned in, learned fast, and never looked back. Now, she advocates for people with purpose and leads hiring with compassion.

🔹 The Myth of “Most Qualified”:

Early in her career, Tarnesha believed the most polished resume always wins. Now, she knows better. Soft skills like emotional intelligence, humility, and adaptability often predict success more than credentials ever could.

🔹 Speak Up About Red Flags:

She shares a tough lesson about staying silent in a hiring decision despite sensing disrespectful behavior. When that hire later hurt team morale, she realized the cost of not trusting her instincts—and now speaks up every time.

🔹 When “Call Me Spirit” Sets the Tone:

In one unforgettable screening call, a candidate insisted on being called “Spirit” because their name was just something given by their parents. It was a moment that tested Tarnesha’s adaptability—and her poker face.

🔹 Hiring in Nonprofit & Faith-Based Environments:

Bent Tree isn’t just hiring for skills—it’s about alignment with mission, community, and purpose. Tarnesha looks for people who know their “why” and can roll with the many hats that nonprofit roles require.

🔹 Potential Over Perfection:

One of her proudest hires was a candidate with no traditional experience—but with passion, humility, and growth mindset. That person is now a leader. Tarnesha reminds us: potential is powerful.

🔹 Radical Transparency in Interviews:

She’s upfront with candidates—about red flags, expectations, and culture. If that honesty scares someone off, she believes, “What’s for you is for you.” The right people will lean in, not out.

🔹 The Fail Question Still Works:

Tarnesha stands by one of HR’s classic interview questions—“Tell me about a time you failed.” It’s how she uncovers self-awareness, accountability, and real growth.

✅ Don’t ignore your gut—especially when it comes to culture fit.

✅ Transparency builds trust from the very first call.

✅ Hiring for values and purpose creates long-term wins for mission-driven teams.

✅ A “perfect resume” doesn’t mean a perfect hire.

✅ You’re in your role for a reason—own it, speak up, and lead confidently.

🔗 Connect with Tarnesha Miller on LinkedIn: Tarnesha Miller

🔗 Explore opportunities at Bent Tree Bible Fellowship: www.benttree.org

In this episode of Who Hired This Person?, host Kaitlyn Randall chats with Nayeli Sevilla, Human Resources Manager at Stonebridge. With experience in hospitality hiring and a business mindset rooted in real-world empathy, Nayeli shares the human side of recruiting—what works, what doesn’t, and how learning from the “nice but wrong” hire helped her develop sharper instincts and better processes. From resume red flags to no-show interviews, this conversation is packed with practical insights for anyone involved in hiring.

🔹 HR with Room to Grow

Nayeli joined Stonebridge for the national scale and growth potential—but also discovered a deeply personal hiring culture, where HR leadership stays hands-on and candidates get individualized attention.

🔹 Why She Chose HR Over Operations

Inspired by leaders she admired but unwilling to sacrifice time with her daughter, Nayeli pivoted into HR. It became her way of using business strategy to elevate people—not just processes.

🔹 The Interview That Raised Every Red Flag

Early in her career, Nayeli walked into an interview and was immediately asked about her marital status and children. That experience helped her develop a sharp radar for inappropriate (and illegal) interview tactics—and a firm resolve to protect candidates.

🔹 Funny Doesn’t Always Mean Fit

After hiring a charming, relatable candidate who tugged at everyone’s heartstrings, Nayeli and her team quickly realized he wasn’t professionally aligned with the role. That experience taught her to prioritize facts over feelings and dig deeper into job-relevant skills.

🔹 What Red Flags Really Look Like

Changing answers to repeated questions? That’s a sign something’s off. Nayeli explains how inconsistent answers in interviews are a subtle but reliable red flag.

🔹 Creative Strategies That Actually Work

Nayeli relies on two things: strong resumes and tenure. In the fast-turnover world of hospitality, she looks for candidates with a history of staying power and a polished, formal presence in interviews.

🔹 When Hiring Managers Stall

If polite reminders don’t work, Nayeli shows up at their office. Her approach is clear and direct: “We loved this candidate—are we going to lose them or make the offer?” That urgency often breaks through indecision.

🔹 Details That Make a Lasting Impression

What makes a candidate memorable? Specifics. Nayeli loves when candidates walk her through real-life work scenarios—from wine pairings to five-star service techniques.

🔹 Resume First, Then the Interview

Don't tell her you have the experience if it’s not on your resume. Nayeli emphasizes how crucial it is for job seekers to document their value clearly—and show up formally prepared.

🔹 Brutally Honest Advice for Job Seekers

Craft a strong, structured resume. Follow up with a thank you note. Even if it’s not her personal dealbreaker, she knows many hiring pros who treat it as one.

🔹 Growth Through Grace

Early in her HR journey, Nayeli had little patience for no-shows. Now, she leads with more empathy and is willing to give people the benefit of the doubt—once.

✅ A strong resume is the starting line—not a bonus.

✅ Interviews should verify facts, not just feel good.

✅ One bad hire can reshape your whole approach—for the better.

✅ HR is at its best when it blends structure with empathy.

✅ Candidates who follow through with professionalism stand out.

🔗 Connect with Nayeli Sevilla on LinkedIn:

In this episode of Who Hired This Person?, host Kaitlyn Randall sits down with Merrie Ellis, HR Compliance Manager at Vensure Employer Solutions. With a background spanning HR business partnering, benefits leadership, and compliance strategy, Merrie shares how HR becomes most powerful when it works behind the scenes—quietly building trust, ensuring legal alignment, and helping teams thrive. From bad onboarding to cross-state hiring pitfalls, Merrie delivers practical, human-centered advice for getting it right from day one.

🔹 From Psychology to Compliance: A Human-Centered Pivot

Merrie’s career began in psychology but quickly evolved into HR after recognizing how much of our lives are spent at work. Her studies, leadership roles, and eventual focus on compliance allowed her to build a career that balances structure with empathy.

🔹 The Strategic Role of Compliance in HR

Rather than seeing compliance as a barrier, Merrie reframes it as a map—a set of tools designed to protect both the business and its people. She shares how her compliance mindset strengthens culture, credibility, and consistency.

🔹 A Hard Lesson on Onboarding

A past experience with misaligned onboarding revealed the hidden gaps between HR, IT, and leadership. Merrie stepped up to improve communication, lead benefits orientations, and foster tighter cross-functional collaboration.

🔹 Mentorship That Builds Confidence and Capability

After guiding an intern into a full-time role, Merrie reflects on the power of trust, shared knowledge, and backing off when it’s time to let someone grow. That intern is now a go-to team member—a testament to thoughtful mentorship.

🔹 Multi-State Hiring: Don’t Assume One-Size-Fits-All

Many companies mistakenly rely on corporate HQ policies or default to California’s rules. Merrie breaks down why that approach risks non-compliance—and how HR needs to tailor hiring and onboarding practices to each employee’s work location.

🔹 The Misclassification Minefield

Misunderstanding the difference between exempt and non-exempt employees can be costly. Merrie explains how duties tests, job descriptions, and salary thresholds all play into proper classification—and why it’s safer to default to non-exempt when in doubt.

🔹 Proactive Compliance = Prevented Problems

From travel time pay to overtime eligibility, Merrie shares how spotting risks early has helped Vensure’s clients avoid penalties and protect employees. Her “compliance lens” never turns off—and that’s a good thing.

🔹 When HR Really Works

For Merrie, great HR happens in the small moments: when someone raises a concern, when consistency is upheld, and when advocacy outweighs convenience. It’s not about checking boxes—it’s about showing up with integrity.

🔹 Advice for New HR & Compliance Pros

Stay curious, keep learning, and stay connected. Merrie urges HR professionals to treat life experience as education—and lean into the collaborative nature of the HR community to keep growing.

✅ Compliance isn’t the opposite of empathy—it’s what builds trust.

✅ Onboarding success comes from collaboration, not checklists.

✅ Multi-state hiring demands state-specific attention and adaptation.

✅ Mentorship is about guidance, trust, and eventually stepping back.

✅ Preventing risk is far easier (and cheaper) than correcting it later.

🔗 Connect with Merrie Ellis on LinkedIn: Merrie Ellis

🔗 Learn more about Vensure Employer Solutions: