Christy DeAngelo is the Senior Digital Marketing Manager at Profiles, where she excels in driving employer branding and candidate relationship management. With a strong focus on automation and technology, she streamlines processes and enhances brand engagement across various platforms. Passionate about innovative digital solutions, Christy consistently delivers impactful marketing strategies.
Time to read: 5 mins
Summary:
– EAA Overview and Legal Requirements: The European Accessibility Act (EAA), effective June 28, 2025, mandates digital accessibility for U.S. companies operating in Europe or serving European customers. Non-compliance can result in fines, legal action, and reputational damage.
– WCAG Standards as the Global Benchmark: Web Content Accessibility Guidelines (WCAG), developed by the W3C, provide universal standards for improving web accessibility. U.S. companies that serve international markets must adopt WCAG to avoid potential legal issues and meet growing accessibility expectations.
– Considerations for U.S. Companies: U.S. businesses must navigate the complexities of aligning U.S. and European accessibility standards, address the shortage of accessibility design talent, and take proactive steps like audits, compliance planning, and hiring accessibility professionals to ensure EAA compliance.
Time to read: 5mins
Summary:
– Specialized Skills are Essential: Healthcare marketing requires professionals who deeply understand compliance, patient trust, and the complexities of regulated messaging.
– Digital Transformation Raising the Bar: The rise of telehealth, patient-facing platforms, and AI-driven tools has made UX, content strategy, and digital marketing more critical and more competitive to hire for.
– The Right Staffing Partner: Working with an agency that specializes in healthcare marketing, creative, and tech talent leads to faster, smarter hiring and stronger long-term results.
Profiles announces Best of Staffing Client and Talent 5 Year Diamond Award win for providing superior service to their clients and candidates for at least five (5) consecutive years.
Time to Read: 5 mins
Summary:
– The Value of Embedded Teams: Businesses are leveraging embedded teams to bring specialized expertise, enhance innovation, and drive key objectives, making it essential to select the right partner.
– Key Considerations for Choosing a Vendor: Asking the right questions ensures an embedded team aligns with your company’s goals and remains flexible while delivering measurable success.
– Critical Questions to Ask: Evaluate an embedded team’s industry experience, skills, communication style, flexibility, cost structure, and problem-solving approach to ensure a productive and results-driven partnership.
Time to read: 6 mins
Summary:
– Embedded Teams Overview: Seamlessly integrated professionals who align with your culture and workflows to deliver dedicated focus, scalability, and real-time collaboration.
– Key Advantages: Outperform traditional outsourcing with better communication, cultural fit, flexibility, and tailored solutions, driving impactful results for dynamic projects.
– Long-Term Value: Embedded teams ensure sustained success by retaining institutional knowledge, improving processes, and adapting to evolving business needs.
Time to read: 7 minutes
Summary:
– Defining a Data Scientist Role: Start by understanding the specific needs of your organization and the industry – whether you need a generalist or a specialist – and craft a detailed job description that aligns with the needs. This clarity ensures you attract the right talent with both technical and strategic expertise.
– Sourcing Top Talent: Utilize diverse sourcing strategies, including specialized platforms, professional networks, and staffing agencies, to tap into both active and passive candidates. This broad approach helps you access a wider pool of qualified data science professionals.
– Assess Technical and Cultural Fit: Design a comprehensive interview process that balances technical assessments with behavioral interviews, ensuring candidates possess the necessary skills while aligning with your company’s culture and values. This will set the stage for long-term success and retention.
Time to read: 4 min
Recruiting for a Culture of Innovation Summary:
– Innovation requires a balance between encouraging experimentation and maintaining discipline.
– A genuine culture of innovation goes beyond superficial perks and requires creating environments where candid conversations, accountability, and diversity are prioritized and actively practiced.
– By aligning company values with candidate expectations, organizations can ensure that innovation thrives from the inside out.
Time to Read: 5 minutes
Asking for Feedback After Job Rejection Summary:
– Understand that job rejection is not a direction reflection on you or your skillset, and in fact, asking for feedback after being rejected from a job is a big career growth move.
– Responding and asking for feedback after job rejection is often an overlooked step in the job search/interview process.
– A lay out of the key points to include in addition to a job rejection email template to produce an effective and thoughtful follow-up.
Time to Read: 4 min
How to Handle Job Rejection Summary:
– Rejection stinks.
– Redirecting your mindset towards job rejection goes a long way.
– We explore three questions to ask yourself to help guide you in how to handle job rejection.
Time to Read: 6 mins
– We asked some Profiles recruiters what tips they want job seekers to know.
– Being prepared for interviews, asking questions, and showcasing your personality will help recruiters find you a suitable job fit.
– Put trust in your recruiters because they are your biggest advocates and want you to succeed.
