AI in HR in Canada is outpacing policy. As Ontario’s 2026 disclosure rules approach, hidden hiring risks are becoming easier to see.

Why Weak Ties and ‘Backability’ Matter If you spend any time job hunting, the volume of advice becomes noticeable quickly. Every scroll introduces another adjustment. Change the resume. Refine the pitch. Rework the interview answer. Much of it presents as

Starting January 2026, Ontario’s Working for Workers Four Act, 2024 requires companies with 25+ employees to list pay ranges (max $50K spread for jobs under $200K), disclose AI use in screening, ban “Canadian experience” requirements, clarify if a job is current

What Candidate Ghosting Often Reflects Inside the Hiring Process What it reveals about process design In most organizations, responsiveness to customers is structured and visible. Service levels are defined, follow-ups are expected, and lapses are addressed quickly because the impact

Ben Horowitz wrote in The Hard Thing About Hard Things that if you made the hire, you should be the one delivering the news on their last day. Not HR. The observation holds up because of how decisions are actually

Most hiring processes still include a moment where someone steps back and asks a simple question: “Would you work with this person?” It sounds reasonable. It often carries more weight than any prior assessment or structured data point. The decision