Hiring without a plan is like starting a road trip with no map or destination and hoping for the best. You might get somewhere eventually, but you'll burn time, money, and patience.

In Automation Unplugged Episode #299, Sam Hodz, Director of Talent Acquisition Services at Amplify People, joined One Firefly CEO Ron Callis to discuss building a smart, strategic hiring plan in 2025. From candidate behavior and market trends to tactical advice on positioning your brand, Sam offers a clear roadmap for integrators looking to attract top talent—and keep them.

Whether you're planning to hire now or want to be ready when the time comes, this conversation provides a framework you can act on immediately.

Q1 Is Prime Time: Why You Need a Plan Now

"The real trend is everybody being open to discussions regarding what hiring looks like as we enter this new year," Sam explained. The beginning of the year isn't just a fresh start for businesses—it's also when many candidates begin reevaluating their careers.

"Candidates are reflecting on what went well, what didn't, and what they want next. That makes Q1 a powerful time to connect with people actively thinking about making a move," she said.

Even if your hiring needs aren't immediate, Q1 is your opportunity to start building relationships, developing a pipeline, and positioning your company as a place top talent wants to be.

"If you wait until you desperately need someone, you're already behind," added Ron. "You want a plan in place before that moment comes."

Define Your Culture Before You Recruit

When it comes to attracting great people, it's not just about pay or benefits. Culture matters—and you have to be able to articulate yours clearly.

"If you can articulate the purpose of your organization, the mission, what your core values are, you will be able to attract people looking to achieve those same goals," Sam said.

She emphasized that defining your mission, vision, and values is not a one-time exercise. These should be living, breathing ideas that evolve as your company grows.

Ron echoed this from his experience: "We went through a multi-month process to land on One Firefly's mission, vision, and values. Now, we revisit that language every year. It has to be real and representative of who we are—not just words on a website."

Companies that take the time to define and live by their values stand out in a crowded hiring landscape. Candidates today are looking for alignment and authenticity.

Your Website Is One of Your Most Powerful Hiring Tools

For many candidates, your website is their first impression—and a critical one.

"It's really important that your website is updated, growing with you, and accurately represents who you are," Sam said. "If someone is thinking about working with you, they'll look at your About Us page, your team, and your messaging. They want to know who you are and whether it feels like a fit."

Ron pointed out that many business owners overlook this: "You're thinking about clients when you build your site, but that same content matters to future employees too. It's not just about what services you offer—it's about what kind of team you're building."

Even if you don't have open roles, Sam recommends creating a Careers page with a general call for interest. "It shows you're growing and gives people a way to raise their hand."

Social Media and Reviews Matter More Than You Think

When Sam talks to candidates, one thing is clear: they do their homework.

"They're going to check your social media. They're going to read Glassdoor reviews. They'll look for evidence that what you say in your job ad is true," she explained.

Social media is an opportunity to show—not just tell—what it's like to work at your company. Highlighting your team, culture, wins, and values in real time builds trust and credibility.

"If your job ad says you do company BBQs and value team connection, but there's no sign of that anywhere online, candidates notice," she added. "They want to verify that your culture is real."

Positive reviews on Glassdoor and similar platforms can also be a key differentiator, especially in a competitive market. Sam encourages business owners to ask current team members to share their experiences. "Candidates read those reviews. They look for consistency, sincerity, and signs that your team feels supported."

Think Beyond the Job Boards

Posting a job description and waiting for applications isn't enough.

"Everybody's doing that," Sam said. "If you want better results, you have to think differently."

Her recommendations include:

• Reaching out to local schools and community colleges

• Developing relationships with career services departments

• Keeping an eye on layoffs in other industries to identify transferable talent

• Encouraging referrals from your existing team

"Some of your best hires will come from your best people," Ron added. "We offer referral bonuses at One Firefly, which've led to incredible hires."

The more you engage with your network, before you need something, the more options you'll have when the time comes.

Final Thoughts: Be Genuine, Be Prepared

When asked what she'd leave integrators with, Sam said this:

"Develop a plan. Follow the plan. And be authentic."

Hiring doesn't have to be reactive. With the right foundation in place—clear values, a modern web presence, strong network connections, and a proactive mindset—you can build a team that fills roles and moves your business forward.

Want to learn more? Check out the full episode of Automation Unplugged featuring Sam Hodz here:
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