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Abby Roberts

Ace Your Interview with Prospex Recruiting’s Proven Tips

Abby Roberts · August 5, 2025 · Leave a Comment

Dear Abby: I’m interviewing with a company and trying my best to do my due diligence – what can I do to make sure this is the right next step for me?!

Never take a job “just to take it”; take it because you feel it is the right fit (culturally, current responsibilities, and long-term growth) for you. I want the excitement for the new opportunity to outweigh any anxiousness from starting a new position. Here are a few tips to make the best choice for your career!

Understand the Company Culture

Get a good read on the culture. Try and speak with more than one person if you can. I always like to ask why the interviewer enjoys working there and really listen to what they say—any red flags? Do they have passion behind what they’re saying?

If you’re doing an in-person interview, pay attention to the employees as you’re walking through the office. Are they happy overall, enjoying each other and enjoying being there, or are they looking at you with pleading eyes that seem to be saying, “Get out while you still can!!”

Define Your Top Priorities

Take some time before applying or interviewing for positions and really hone in on the top 3 most important things you’re looking for in a new opportunity: commute, hybrid, management, having a good mentor, being a good mentor, working under a CPA, culture, work/life balance, industry, gaining certain experience, etc.

Only you know what you want in your next position. Define those and be intentional in your job search to find the position that hits those main drivers.

Ace Your Interview with Prospex Recruiting

Use the Back Door Approach

Dial in on where you realistically want to be in the next 5-10 years. What does that look like? Back into where you are currently and what you are interviewing for. Does this new opportunity put you on the right path to get you where you want to go?

Ask Questions and Voice Concerns

Don’t be afraid to ask questions or express your concerns (tactfully) during the interview process. If a company has poor reviews, ask them about it. Give them the chance to speak to those.

If someone said something during an interview that didn’t resonate, ask them about it and get further clarity. Remember—you are interviewing them as much as they are you. Both parties (companies and candidates) want to find a good fit. It’s better to either flush this out or get reaffirmed during the interview process than to find out 3 weeks in that it’s not a good fit.

Trust Your Instincts

If something isn’t sitting right, there’s probably a reason. If you’re trying to convince yourself that it’s the right position, then it’s probably not.

“I mean, I can do the work… the position is fine… the people are nice…”—you aren’t excited about it. Wait and find something that aligns with your long-term goals! You want to feel so excited and confident that this is the right next step for you.

Partner with Prospex Recruiting Today!

There will always be some variability in a new position, but do what you can to feel as confident in the transition as possible. Grab a time with anyone at Prospex Recruiting to talk about your interviews and long-term goals more in-depth!

Reach out to us today or visit our website at https://www.hireprospex.com/ to explore our services and learn how we can help you.

HR Trends in Utah: Building a Future-Ready People Strategy

Abby Roberts · July 25, 2025 · Leave a Comment

Utah’s business landscape is transforming at a rapid pace, forcing HR professionals to rethink traditional approaches. Companies across the Beehive State recognize that outdated hiring practices fail to attract exceptional talent. Success demands strategic adaptation to emerging workforce trends and refined people operations. This is especially true for companies tackling the challenge of people ops hiring in Utah, where the competitive talent market requires innovative approaches.

At Prospex Recruiting, our team has guided over 200 clients nationwide through these critical transitions. We’ve witnessed firsthand how forward-thinking organizations outperform competitors by embracing modern HR recruiting methodologies. The future of HR belongs to companies willing to evolve their people strategies today.

DEI Initiatives Drive Meaningful Change

Diversity, equity, and inclusion (DEI) programs have evolved from corporate checkboxes into essential business drivers. Utah companies implementing robust DEI strategies report stronger innovation rates, enhanced decision-making capabilities, and improved employee engagement scores. Modern HR recruiting now prioritizes diverse talent pipelines and inclusive selection processes, a critical focus for successful people ops hiring in Utah.

Steps to Implement Effective DEI Strategies

  • Leadership Commitment: Successful DEI begins with authentic leadership commitment. Organizations must set measurable diversity objectives, eliminate biased language from job postings, and provide unconscious bias training for hiring managers.
  • Broadening Recruitment Channels: Companies should expand their recruitment efforts beyond conventional networks. Build partnerships with diverse professional associations, participate in multicultural career events, and use social media platforms to connect with underrepresented candidates.

The Importance of Progress Tracking

Progress tracking is equally crucial. Monitor diversity metrics throughout each hiring phase, from applications to final offers. Regular analysis helps identify bottlenecks and opportunities for improvement. Organizations that measure and adjust their DEI efforts consistently create equitable workplaces that attract values-driven candidates.

DEI as a Competitive Advantage

Strategic DEI investment also strengthens employer branding. Top talent increasingly seeks organizations that demonstrate a genuine commitment to inclusion. Companies showcasing diverse leadership teams and inclusive cultures gain significant competitive advantages in talent acquisition.

HR Trends Utah: Future-Ready Strategy | Prospex Recruiting

Employee Retention Becomes Mission-Critical

Utah’s competitive employment market makes retention strategies essential. High turnover costs drain resources and disrupt team dynamics. Rather than simply replacing departing staff, smart organizations address the root causes of dissatisfaction as part of their people ops hiring efforts.

Key Retention Strategies

  1. Flexible Work Options: Offer remote or hybrid options, comprehensive benefits packages, and clear career progression pathways.
  2. Regular Feedback Sessions: Conduct stay interviews and feedback sessions to identify concerns before employees leave the organization.
  3. Mentorship and Development: Establish mentorship programs and provide professional development opportunities to demonstrate a commitment to employee growth.

Beyond Compensation

While compensation is necessary, employees also value recognition, meaningful work, and positive organizational culture. Conduct quarterly pulse surveys to uncover what matters most to your workforce. Partnering with agencies that focus on cultural alignment can further enhance retention strategies.

Innovative Retention Tools

Consider offering unique perks, such as:

  • Sabbatical programs
  • Continuing education stipends
  • Wellness initiatives

These tools demonstrate a commitment to employee well-being, leading to lower turnover and higher satisfaction rates.

Advanced HR technology platforms streamline recruitment processes and enhance the candidate experience. Applicant tracking systems with AI-powered screening capabilities help identify qualified candidates more efficiently. Video interviewing platforms enable broader geographic reach while reducing scheduling complications.

Remote HR Roles Reshape Operations

The shift to remote work has fundamentally transformed HR departments in the state of Utah. Remote HR positions provide access to larger talent pools, reduced overhead, and better work-life balance for professionals. However, managing dispersed teams requires updated strategies and technologies.

Tools for Effective Remote HR Management

  • Cloud-Based Systems: Use human resource information systems (HRIS) to centralize operations.
  • Digital Tools: Advanced video conferencing platforms and collaborative tools ensure team cohesion.
  • Virtual Processes: Implement virtual onboarding, online training, and digital performance management systems to maintain consistency.

These tools also generate analytics that inform strategic decisions.

Overcoming Remote Challenges

Remote HR management presents challenges such as preserving company culture, ensuring compliance across different jurisdictions, and fostering strong employee relationships. To address these issues:

  • Schedule regular virtual team gatherings.
  • Launch digital culture-building initiatives.
  • Establish clear communication protocols.

Skills for Remote HR Success

Remote HR success depends on hiring professionals skilled in virtual environments. Key traits include:

  • Exceptional digital communication skills.
  • Self-motivation and independence.
  • Technological proficiency.

The future of HR will increasingly rely on distributed teams working seamlessly across geographic boundaries.

Data Analytics

Data analytics tools offer valuable insights into recruitment funnel performance, enabling the optimization of hiring strategies. Predictive analytics can forecast turnover risks and identify high-potential employees for succession planning. Companies leveraging these technologies gain significant advantages in talent acquisition and retention.

Building Your Strategic Foundation

Utah’s evolving HR landscape demands proactive adaptation to these transformative trends. Organizations that embrace comprehensive DEI initiatives, prioritize strategic retention efforts, and leverage remote work capabilities consistently outperform their competitors in attracting exceptional talent. For companies focused on people ops hiring in Utah, these strategies are essential for staying ahead in a rapidly changing market.

Success requires partnering with experienced professionals who understand these complex dynamics. At Prospex Recruiting, our team brings over 30 years of combined expertise in connecting outstanding candidates with progressive organizations. We help clients navigate modern HR challenges while building sustainable competitive advantages.

Transform your hiring approach today. Contact Prospex Recruiting to discover how proven strategies can help you construct a truly future-ready workforce that drives long-term organizational success.

Why IT Talent Is So Hard to Find (And How We Can Help)

Abby Roberts · July 21, 2025 · Leave a Comment

Nevada businesses face a growing challenge that threatens their competitive edge. Open IT positions remain unfilled for months, while qualified software developers seem impossible to find. The tech hiring crisis has reached critical levels, affecting companies from emerging startups to established enterprises across the state.

The statistics paint a stark picture. Software development jobs are projected to grow 25% through 2031, yet the talent pool remains frustratingly shallow. Companies that once relied on traditional recruiting methods now find themselves competing in a candidate-driven market, where top professionals command premium salaries and receive multiple job offers.

At Prospex Recruiting, we’ve helped over 200 clients navigate these challenging waters since 2017. Our team has placed 600+ candidates and developed proven strategies to connect Nevada businesses with exceptional IT professionals. With 30+ years of combined recruiting experience, we understand what it takes to succeed in today’s competitive tech landscape—and why partnering with a tech staffing agency is increasingly essential.

Understanding the Tech Hiring Crisis

Several factors have converged to create this perfect storm in tech recruiting. First, the rapid pace of technological change means many existing professionals struggle to keep their skills current. Legacy developers may lack experience with cloud platforms, AI tools, or modern frameworks that businesses desperately need.

Demand Outpacing Supply

The pandemic accelerated digital transformation initiatives across all industries. Healthcare companies suddenly required robust telehealth platforms. Retailers scrambled to build e-commerce capabilities. Even traditional manufacturing firms needed sophisticated data analytics systems. This explosion in demand stretched the already limited talent pool even thinner, making it essential for employers to work with a trusted tech staffing agency to keep pace.

Geographic and Remote Work Challenges

Geographic limitations compound the problem. While remote work has opened new possibilities, many Nevada companies still prefer local talent for collaboration, security, or cultural reasons. This creates intense competition with Silicon Valley firms for the same candidates, often resulting in costly bidding wars.

Why IT Talent Is Hard to Find | Tech Staffing Agency in Nevada

Why IT Talent Remains Elusive

Beyond simple scarcity, hiring managers face numerous obstacles when recruiting IT professionals. Technical skills assessment presents the first major hurdle. How do you evaluate a candidate’s proficiency with specific programming languages, database systems, or cybersecurity protocols? Many HR teams lack the technical expertise to make informed decisions.

Candidate expectations have evolved dramatically. Today’s developers expect flexible work arrangements, cutting-edge technology stacks, and meaningful projects that drive innovation. They research company culture extensively and often reject offers from organizations with poor reviews or outdated development practices.

Competition for top performers is fierce. Elite software engineers frequently receive multiple offers within days of beginning their job search. Companies must move quickly while maintaining thorough evaluation processes, creating a delicate balancing act that many organizations struggle to manage effectively.

Furthermore, many qualified candidates aren’t actively job hunting. The best developers are often happily employed and only consider new opportunities when approached by skilled recruiters who understand their motivations and career aspirations.

How Prospex Recruiting Solves Tech Staffing Challenges

Our specialized approach to tech staffing addresses these challenges head-on. As a premier tech staffing agency, we maintain extensive networks of both active and passive candidates throughout Nevada and beyond. Our recruiters regularly engage with software developers, system administrators, cybersecurity specialists, and other IT professionals, building relationships that can be leveraged when immediate hiring needs arise.

Building a Strong Network of IT Talent

Technical evaluation represents another core strength. Our team works closely with your technical leadership to understand specific skill requirements, then conducts preliminary screenings to ensure candidates meet your standards. We can assess everything from coding abilities to architecture design skills, saving your team valuable time during the hiring process.

Commitment to Quality and Confidence in Every Placement

Our 100% contingency-based model aligns our success with yours. We only succeed when you hire the right candidate, ensuring our team remains motivated throughout the search process. Additionally, our 90-day replacement guarantee provides peace of mind, demonstrating our confidence in every placement we make.

Understanding Motivations in a Competitive Market

Perhaps most importantly, we understand what motivates today’s tech professionals. Our recruiters can effectively communicate your company’s value proposition, highlighting growth opportunities, technical challenges, and cultural benefits that resonate with IT talent in Nevada’s competitive market. If you’re searching for a tech staffing agency that truly understands your needs, Prospex Recruiting is ready to help.

The Prospex Advantage for Software Developer Hiring Nevada

Working with Prospex Recruiting provides access to a broader network of qualified candidates than traditional recruiting methods can reach. Our streamlined process focuses on accuracy and client satisfaction, significantly reducing time-to-hire while improving candidate quality.

Our flat 20% placement fee structure remains consistent regardless of market conditions, providing cost predictability during your hiring process. Unlike agencies that charge retainers, our contingency-based service means fees are only due upon successful placement of a candidate who meets your specific requirements.

The team at Prospex Recruiting brings proven expertise to every search. Our founders, Abby and Josh Roberts, have built the company through their commitment to exceptional service and results-driven recruiting practices.

Transform Your Tech Hiring Success

The tech talent shortage is unlikely to disappear anytime soon. Companies that wait for market conditions to improve will continue struggling with unfilled positions and missed opportunities. However, businesses that partner with an experienced tech staffing agency can successfully navigate these challenges and build strong development teams.

Don’t let the software developer hiring challenges in Nevada hold your business back. Schedule a consultation with Prospex Recruiting today and discover how our specialized approach can help you find the IT professionals your company needs to grow and thrive in a competitive environment.

Navigate Counteroffers: Expert Advice from Prospex Recruiting

Abby Roberts · July 20, 2025 · Leave a Comment

Dear Abby: I have an offer on the table but my company is doing a HARD PRESS to keep me! I owe it to them to entertain it, right?!

Why Counteroffers Deserve Caution

I could hit on this subject for probably 6 posts but I’ll try and keep it brief (although brevity has never been my strength). I never want to get into a counter offer situation for 2 main reasons:

  1. I want to make sure the position you get an offer from is one you are so excited for and feel like it is the right match that you aren’t even interested in a counteroffer – you are making an OPPORTUNITY move not just a MONEY move (yes – money is important but it shouldn’t be your only deciding factor).
  2. If at any point you would entertain a counteroffer, try and have those conversations with your manager before another offer is even on the table. You can do this in a very non-threatening way: “I enjoy working here and am excited for my long-term progression and growth – I really want to get to [pay, responsibilities, job title, etc.], what do you feel I can do to get there and what can we put in place for me to continue my growth here?”

If your employer does something at that point to get you what you want – great! Stay there for a few years and start your search when it makes sense in the future. If they don’t do anything about it – you’ve essentially given them the chance to counter before you have something on the table and you know where you stand. They should do what it takes to keep you there prior to having an offer and not just react because they’re trying to cover themselves from losing you in the position.

Expertly Navigate Counteroffers | Prospex Recruiting

Consider the Employer’s Perspective

On a side note – as an employer, if you continuously counter-offer when your team has a different offer, what message are you sending to the rest of the team? Make sure to have the regular conversations with your team, do what you can to provide the right environment for openness, learning and growth and if it’s time for someone to make the move, you know you’ve provided a great home while they’re there!

Connect with Prospex Recruiting Today!

What has your experience been with a counter offer? Love hearing from you!

Reach out to anyone on our Prospex Recruiting team to walk through your situation!

  • Whitney Jaques
  • Zach Truman
  • Maria Battista Foxley
  • Talisha Jones
  • Lauren Hedin
  • Nicole Ehlers
  • Bracken Higginson
  • Amelia Graviet
  • Maloree Johnson
  • Josh Roberts

Interview Prep Made Easy with Prospex Recruiting’s Insights

Abby Roberts · July 19, 2025 · Leave a Comment

DEAR ABBY: I haven’t interviewed in awhile. HELP! -OR- I’m getting interviews but not getting to the next round. HELP!

At Prospex Recruiting, we’re here to support you, whether it’s providing tips to ace an interview or helping you find your next career opportunity. Here are some great tips to help you prepare for an interview!

Research and Preparation Are Key

  • Good research on the company and the job description to prepare relevant responses that highlight your skillset.
  • Expand on answers – never give just a “yes” or “no” response – follow up with examples or experiences that relate to the question.
  • Have examples about your experience prepared so that you can work them into your responses.
  • Feel free to ask additional questions to clarify before responding so that you can provide an applicable response.

Focus on Presentation and Communication

  • Wear proper dress attire for in person or virtual. If virtual, make sure they are in a well-lit area free from distractions.
  • Feel free to ask additional questions to clarify before responding so you can provide thoughtful, relevant answers.
Interview Preparation Tips | Prospex Recruiting

Questions to Ask the Interviewer

Good questions to ask:

  • What are some key things you are looking for in this hire?
  • What are your expectations for this position to accomplish in the first 3-6 months?
  • What do you feel will make the person coming into the role most successful?

Sell Yourself Effectively

  • Be assumptive using the words: us, we, the team, being a part of the company, etc.
  • Always bring your responses back to how your experience will benefit the company and how what they are doing is something you are excited to learn. Don’t focus on the negative or uncomfortable too much – focus on what you can contribute.

Address Gaps and Close Strong

  • If you fall short in an area, it is OK to respond with “I don’t have that experience, however at ABC Company I didn’t have experience doing SKILL but took extra time to self-study and figure it out and became the company expert on it. I am willing to learn whatever I need in order to become the best asset to the team.”
  • At the end, ask if they have any hesitations, reservations, or concerns about their candidacy. This will help you to address and clarify anything that you can – last-ditch sales effort!
  • If you are sincerely interested – ask for the position. “Thank you for your time today and I’m very impressed with you and the company. I would love the opportunity to come and work for you. What is your timeframe like on making your decision?”

Connect With Prospex Recruiting

Need more help? Reach out to anyone at Prospex Recruiting to talk through your interviews!

  • Whitney Jaques
  • Zach Truman
  • Maria Battista Foxley
  • Talisha Jones
  • Lauren Hedin
  • Nicole Ehlers
  • Amelia Graviet
  • Maloree Johnson
  • Josh Roberts
  • Bracken Higginson
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