The Tier4 Group Times: Volume 2, Issue 5
Tier4 Group
We’re the people you call when you want to find the right fit – the first time.
It's 2025, and We're Having to Say It: Diversity Still Matters
In a recent Gartner survey, D&I was reported as the top talent management priority for CEOs, and more than 800 CEOs have signed the CEO Action Pledge for Diversity and Inclusion. And yet, only 36% of DEI leaders reported that their organization has been effective at building a diverse workforce.
This disconnect is an opportunity.
It’s not the time to run from DEI, but to double down on it. Organizations that embrace inclusive hiring practices are better positioned to innovate, outperform, and retain top talent.
Despite progress, diversity remains unfinished business. Systemic gaps in representation, opportunity, and leadership remain, especially in the tech sector. And in 2025, when digital transformation and AI adoption are rewriting the future of work, diverse perspectives have never been more important.
Diversity is not just about who is at the table, it’s about everyone having a voice - creating environments where people from all backgrounds feel empowered to contribute, lead, and grow. When companies get this right, everyone wins - employees, customers, and the bottom line.
Diversity, equity, and inclusion (DEI) hiring practices play an important role in business success, bringing together diverse perspectives, stories, and backgrounds to fuel innovation and progress.
Here are five ways your organization can embrace inclusive hiring practices:
Audit Your Job Descriptions
Use clear, inclusive language that welcomes a wide range of applicants. Remove biased terms like "rockstar" and unnecessary experience requirements unless they are truly essential. Highlight your mission and the impact of the role, not just skills and credentials.
Measure and Share Progress
Track candidate demographics and hiring outcomes. For example, 43% of Tier4 Group’s tech placements in 2024 were women. Set internal DEI goals, review them regularly, celebrate progress, and be transparent about areas for improvement.
Rethink Where and How You Recruit
To reach underrepresented candidates, expand beyond traditional sourcing channels:
- Build partnerships with HBCUs.
- Support organizations like Women in Technology (WIT) .
- Engage communities for veterans, LGBTQ+ professionals, and people with disabilities.
Implement Structured Interviews
Use consistent questions and scoring rubrics to reduce bias. Train interviewers on inclusive practices and ensure diverse representation on panels to create a more welcoming and equitable experience.
Diversify Your Talent Pipelines
Tap into new talent sources, such as bootcamps, nontraditional schools, and community programs. Partnering with a diversity-certified firm like Tier4 Group can greatly expand access to a more diverse, qualified talent network.
For more insights and information on diverse hiring practices, follow us on LinkedIn!
Celebrating Pride Month
At Tier4 Group, Pride isn’t just another month on the calendar, it’s a celebration of authenticity, visibility, and the power of diverse voices in tech and beyond.
As a diversity-certified and woman-owned company, we take allyship seriously, knowing that innovation thrives when people feel safe being their full selves at work. That’s why we’re proud to support inclusive hiring, affirming workplaces, and leadership that reflects the world we live in.
To our LGBTQ+ colleagues, clients, candidates, and friends, this is a safe space. We see you, we celebrate you, and we’re better because of you. 🏳️🌈Let’s keep working together to build workplaces where everyone can thrive.
Let us know how you're organization is celebrating Pride!
Tier4 Group Expands Support of Women in Technology (WIT) as Strategic Partner to Help Shape the Future of Tech Talent
Women in Technology (WIT) proudly welcomes Tier4 Group, the 2025 Presenting Sponsor for all WIT Forums and Socials, as a Strategic Partner. This partnership reinforces a shared commitment to cultivating a robust and connected community of women in technology while highlighting Tier4 Group’s dedication to supporting meaningful career pathways for women and strengthening the tech talent pipeline across industries.
As a Strategic Partner, Tier4 Group will continue to engage deeply with WIT’s programs and initiatives, spanning over 60 annual events and digital platforms that connect women to career opportunities, mentorship, and professional development. The collaboration will also offer Tier4 Group premium brand visibility, access to exclusive events, and direct engagement with WIT’s thriving network of professionals and students.
“This expanded partnership with WIT is a natural extension of our mission to empower individuals and organizations to succeed through talent,” said Betsy Robinson, CEO of Tier4 Group and President of the WIT Board. “We’re honored to support a community that’s shaping the future of technology and innovation.”
Tier4 Group's Robert Bouchard Featured on the Now Hiring Podcast, Presented by Ceipal
On the latest episode of the Now Hiring! Podcast, presented by Ceipal, our very own Robert Bouchard, COO, joins the show to share how Tier4 Group has navigated a tech transformation without losing the human side of recruitment.
Key takeaways include:
- How to balance automation with a people-first culture.
- Why Tier4 says no to the wrong business, even in uncertain markets.
- The future of immigration and what it means for the talent economy.
- Why progress beats perfection in your tech stack.
- Plus, why “short-term losses” can lead to long-term wins.
200k Strong - Tier4 Group Reaches 200,000 Followers on LinkedIn
Tier4 Group has always been about connections - connecting top-tier tech talent with purpose-driven organizations, connecting clients to opportunity, and connecting people to careers that matter.
Today, we’re celebrating a major milestone: 200,000 LinkedIn followers. This number isn’t just a metric, it’s a reflection of 11+ years of meaningful relationships, trusted partnerships, and a growing community that shares our belief in the power of people.
To our clients, candidates, team members, and followers: Thank you. Your engagement, trust, and support have helped us grow into one of the most recognized names in tech staffing and recruitment.
We’re proud to be part of your network, and even prouder to be part of your journey. 🚀
The chase for 300,000 starts... now!
Tier4 Group welcomes Katelyn Byrne as the 2025 Summer Marketing and Communications Intern
Katelyn Byrne , a rising senior at the University of Tennessee, is joining us in Atlanta for the summer as our Marketing and Communications Intern. Katelyn will be helping drive our content, social media, and marketing strategy efforts alongside our dynamic team.
With a passion for communication, a creative spark, and a fresh perspective, we’re excited to watch her grow and make an impact in our fast-paced, people-first environment.
Welcome to Tier4 Group, Katelyn. We’re so glad to have you on this journey with us! 🚀
What's Happening at Tier4 Group:
📆 June 4: Tier4 Group was proud to sponsor Capitalize Wisconsin, an event hosted by i.c.stars |* Milwaukee , an organization dedicated to preparing change-driven, inner city future leaders to develop skills in business and technology for high-level careers in information technology (IT). Tier4 Group was well-represented by Betsy Robinson , Elle Hanson , and Carlie Jo Lavin .
📆 June 10th - 12th: Tier4 Founder & CEO Betsy Robinson and Retained.'s Tino Mantella will be hitting the strip in Vegas as panelists during Info-Tech Research Group Live 2025! During the event, Betsy and Tino will lend their expertise on the Talent Evolution and executive branding.
📆 June 12th (upcoming): Tier4 Group's own Robert Bouchard, COO, will be featured as a panelist during the Staffing & Talent Solutions Conference, hosted by TIARA Awards. Rob is also nominated for Staffing Leader of the Year and will be honored at the evening Awards Gala.
📆 June 18th (upcoming): Tier4 Group's Emmanuelle Kramer , Client Services Director, will be Swinging Into Action at TopGolf with #SIMCAC on June 18th. Attendees will have the opportunity to meet Emmanuelle as part of SIMCAC's new career-advancement initiative.
📆 June 18th-19th (upcoming): Tier4 Group's Kyle Rampy and Robert Bouchard, COO, will be attending the Elite Tech Showcase and Annual Golf Outing, hosted by nvisia at the beautiful Grand Geneva Resort & Spa in Illinois. Tier4 Group is proud to sponsor this event!
Featured Article:
Diversity in Hiring: Why It Starts Long Before the Interview
By Katelyn Byrne, Marketing & Communications Summer Intern
Diversity hiring has become a major focus for companies seeking to build stronger, more resilient teams. For many organizations, the road to a more inclusive workforce is still marked by reactive approaches and last-minute fixes. Experts agree that truly effective diversity hiring doesn’t begin with a job post; it begins with intentional, proactive design across the entire hiring process.
Far too often, companies attempt to “diversify the pipeline” only after it’s been narrowed by outdated sourcing methods, rigid job requirements, or unconscious bias. This late-stage approach is unlikely to create sustainable change. To build a truly inclusive hiring strategy, organizations need to embed diversity into the foundations of how they recruit, assess, and support talent.
Building a Strong Foundation for Diversity Hiring
A key part of that foundation is the sourcing strategy. Many hiring funnels draw from the same traditional talent pools, referrals, elite universities, or LinkedIn networks, which tend to reflect existing organizational demographics. If companies want to attract candidates from underrepresented backgrounds, they must go beyond conventional channels. That includes building relationships with historically Black colleges and universities (HBCUs), partnering with organizations that support women in tech like Women in Technology, and connecting with communities for veterans, LGBTQ+ professionals, and people with disabilities. Posting roles on inclusive job boards and partnering with local upskilling programs can introduce companies to a broader range of perspectives and capabilities.
Why Job Descriptions Matter
But it’s not just about where a role is posted; how it’s described matters too. Research shows that the language used in job descriptions can have a significant impact on who feels encouraged to apply. Words like “rockstar,” “aggressive,” or “expert” tend to be masculine-coded and may alienate women or nonbinary candidates. Similarly, extensive lists of requirements can discourage qualified applicants who may not check every box. Women, for example, are statistically less likely to apply for a job unless they meet 100% of the criteria, compared to men who typically apply when they meet about 60%.
To attract a more inclusive applicant pool, companies should use clear, welcoming language and focus on the outcomes expected in the role. Tools like Textio and Datapeople can help identify bias in job postings. Instead of insisting on a narrow set of credentials, hiring managers are encouraged to prioritize transferable skills and growth potential, particularly in roles where adaptability and learning agility matter more than past titles.
This reevaluation of candidate criteria is crucial. Companies that default to rigid definitions of experience, such as specific universities, company names, or ten years in a niche role, are likely to overlook high-potential talent from nontraditional backgrounds. Many professionals bring valuable problem-solving skills, leadership qualities, and technical knowledge from career paths that fall outside the standard mold. Shifting the focus from pedigree to capability allows companies to cast a wider net and build teams that think differently.
Structuring the Interview Process for Equity
Another critical area to examine is the structure of the interview process. When interview panels lack diversity, they may unintentionally reinforce existing biases or miss out on key candidate strengths. Including team members with varied backgrounds helps ensure a broader perspective during evaluations and creates a more welcoming environment for candidates. Structured interviews, using standardized questions and consistent scoring, also help reduce bias by creating a fairer, more measurable process.
Tracking outcomes is equally important. Companies that are serious about diversity must measure their progress. That means collecting and reviewing demographic data at every stage of the hiring funnel, from applicants to interviewees to final hires. This transparency allows leaders to identify gaps, evaluate what's working, and make informed adjustments. While diversity goals shouldn’t be treated as quotas, they provide meaningful benchmarks that signal commitment and drive accountability.
Diversity Hiring Doesn’t Stop at the Offer Letter
But inclusive hiring doesn’t end with the offer letter. One of the most overlooked aspects of diversity hiring is retention. It’s not enough to attract talent from different backgrounds, organizations must also ensure that those employees feel supported, valued, and empowered to grow. That involves investing in mentorship programs, creating pathways to leadership, and fostering a culture of psychological safety where employees are encouraged to share ideas and challenge assumptions without fear of exclusion.
This broader view of diversity hiring, one that encompasses sourcing, evaluation, onboarding, and long-term inclusion, is key to creating lasting change. Companies that commit to this full-picture approach often see not only stronger representation but also better performance across teams. Diverse groups bring a wider range of perspectives to problem-solving, decision-making, and innovation, advantages that directly impact business outcomes.
A Holistic Approach to Inclusive Talent Strategy
Effective diversity hiring means embedding equity into the DNA of your hiring process, from the first touchpoint to long-term engagement. At Tier4 Group, a woman-owned and diversity-certified recruitment firm, we’ve built our model around this philosophy. Rather than offering diversity as a quick solution, our team works with clients to examine their hiring systems from the ground up, auditing job descriptions, rethinking role requirements, and guiding bias mitigation and inclusive practices. Through our diverse talent network and robust recruitment tools, we match clients with candidates who might otherwise be overlooked by traditional sourcing methods.
This consultative approach helps organizations move from intention to implementation, ensuring that diversity hiring is not just a moment but a movement within the company’s long-term strategy. Inclusion cannot be tacked on at the end; it must shape the culture, language, and values from the start.
Ultimately, companies that want to future-proof their workforce must recognize that diversity is not a checkbox; it’s a leadership imperative. In a world where talent, innovation, and agility are the keys to staying competitive, building inclusive teams is no longer optional. It’s essential.
Whether an organization is just beginning its journey toward inclusive hiring or looking to take existing efforts to the next level, the message is clear: the most successful teams are those that reflect the diversity of the world around them. And building those teams starts well before the first interview.
Check out more articles from Tier4 Group 👉 Read On
Retained Spotlight
What a Former Googler Taught Me About Growth
By Tino Mantella, President & Managing Partner, Retained
At Retained, we’re always looking for ways to grow, both individually and as a team. One of the best parts of LinkedIn is that you never stop learning from the voices that inspire and challenge us. Recently, I came across a keynote by Jade Bonacolta - author, speaker, and former Googler - and I found her seven career insights too good not to share.
These are the kind of lessons that make you pause and reflect, no matter what stage of your career you’re in. Here are the seven key takeaways, and my thoughts on each.
1. "No" Doesn’t Mean No. It Means “Not Yet.”
This one resonated deeply with me. Whether it’s sales, business development, or career growth, we often stop just short of the win. Dale Carnegie famously said it can take seven touchpoints to get a “yes.” Too many people give up at four or five. Whether you’re landing a client, securing a job, or pitching a big idea, perseverance matters. Timing is everything.
2. Your Network Is Your Net Worth, But You Have to Water It
This isn’t just about having a big LinkedIn following. It’s about tending to your relationships with care and consistency. Someone once told me, “If you get a gift at Christmas, then don’t speak to that person for a year, should you expect another gift?” The same applies to professional relationships. Building trust and reciprocity takes effort, but it’s worth it.
3. You Don’t Get What You Deserve. You Get What You Negotiate.
Hard work matters. But showcasing that work and articulating your value is just as important. Too often, people assume their contributions will speak for themselves. But visibility isn’t vanity. Advocating for yourself, sharing your wins, and negotiating for what you’re worth are critical for career advancement.
4. Showing Your Work Is as Important as Doing the Work
Related to point three, this lesson is about visibility. Whether you’re presenting results to leadership or sharing project outcomes with peers, communicating your impact helps others understand and recognize your value. Don’t bury your brilliance.
5. Side Hustles Aren’t Always Distractions
While I don’t fully agree with this one across the board, I do see the merit. Creative pursuits or passion projects outside of your 9-to-5 can be energizing. They can teach new skills, offer perspective, and reignite your enthusiasm. Just make sure your “side hustle” doesn’t overshadow your primary responsibilities.
6. The Most Dangerous Job Is the Comfortable One
Comfort often signals stagnation. Growth requires discomfort and pushes us to adapt, learn, and stretch beyond what we thought was possible. If your current role feels easy, it might be time to ask whether you’re still growing in it.
7. Your Dream Job Might Be a Stepping Stone
Even the roles we once saw as “the destination” can evolve into launchpads for something bigger. Stay open to the unexpected. That “dream job” could be the bridge to a purpose or passion you hadn’t yet imagined.
These seven lessons are simple yet powerful. They remind us that growth, connection, and visibility aren’t optional; they’re essential.
If you’re someone who’s thinking about your next move or trying to level up in your current role, I encourage you to reflect on these. And as always, stay connected with us here on LinkedIn, and don’t forget to subscribe to our YouTube channel at Retained for more insights like these.
Talks With Tino - Episode 69: What a Former Googler Taught Me About Growth
The CIO Corner | Featuring Kelly Solomon, VP of Enterprise Architecture
In this month’s edition of The CIO Corner, we’re thrilled to feature Kelly Solomon , VP Enterprise Architect, Vestis Corporation .
We asked Kelly what diverse hiring practices she was seeing from her organization and trends that she has seen in the marketplace.
Q: What diverse hiring practices are you seeing from your organization and/or in the marketplace?
A: It is essential for organizations to make their diverse culture visible to build trust with candidates and ensure alignment. This is key to driving future growth and opportunity for those hired. Employees are the most powerful brand ambassadors, showcasing culture through social media, speaking engagements, and networking. Supporting employees who engage with diverse organizations creates partnerships that can fundamentally diversify the organization's ecosystem. It is an opportunity for the company to demonstrate that they walk the walk and that their culture is real, active, and vibrant.
Kelly emphasizes a people-first approach, recognizing that employees are your brand's greatest strength and that fostering a diverse and inclusive organization culture is fundamental.
👉 Explore more CIO insights at retained.com/the-cio-corner
Check Out Our Hottest May Jobs!
📍 Location: Phoenix, AZ
🕒 Employment Type: Full-Time | Direct Hire
💼 Style: Hybrid
An established and growing organization in Phoenix is seeking a hands-on IT Manager to take ownership of its technology infrastructure, vendor relationships, and internal IT operations. This is a high-impact role ideal for a proactive professional who enjoys blending strategy with execution and thrives in a fast-paced, professional environment.
Want to be the go-to person for all things tech and shape the future of our client's internal systems and tools? Contact Anna Fischer for more information or apply directly via LinkedIn!
📍 Location: United States
🕒 Employment Type: Contract
💼 Style: 100% Remote (U.S. Only)
Our client is looking for an experienced Python Developer to lead the migration of their Robotic Process Automation (RPA) solutions from UiPath to Python-based scripts. This is a hands-on, high-impact role focused on redesigning and optimizing automated workflows to improve functionality and performance across the business.
Contact Kim Kilgoar for more information or apply directly via LinkedIn!
📍 Location: Lincoln, NE
🕒 Employment Type: Long-term Contract
💼 Style: Hybrid
Are you an experienced Full Stack Developer with a strong .NET and AWS background? Our client is looking for a Senior Developer to help modernize a legacy desktop application and migrate it to the cloud using Blazor and AWS.
Become part of a high-impact modernization effort that is rebuilding critical infrastructure for a large-scale system supporting thousands of end users. You'll work with a tight-knit and collaborative team solving real-world business problems.
Are you ready? Contact Crystal Rehling for more information or apply directly via LinkedIn!
📍 Location: Atlanta, GA
🕒 Employment Type: Full-Time | Direct Hire
💼 Style: Hybrid
Are you a tech maestro with a passion for orchestrating infrastructure like a symphony?
Our client is on the lookout for a Site Reliability Engineer (or an Automation Engineer) to join their dynamic crew. Join a tech-savvy team crafting a brand new GCP environment through Infrastructure as Code (IaC). As a Site Reliability Engineer, you’ll play a crucial role in building, automating, and optimizing our applications and services.
Contact Lexi Dolby for more information or apply directly via LinkedIn!
📍 Location: Irving, TX
🕒 Employment Type: Full-Time | Direct Hire
💼 Style: Onsite
Are you a seasoned network professional ready to take the lead in a dynamic, multi-site environment?
Our client is seeking a Lead Network Engineer to drive critical infrastructure initiatives and ensure secure, high-performance network operations across our enterprise. This role offers the opportunity to design, implement, and manage cutting-edge network and voice solutions while playing a key role in mentoring the broader IT team.
Bring your expertise and leadership to a team that values innovation, collaboration, and continuous improvement. Let’s build the future of IT infrastructure together.
Contact Amanda Singleton for more information or apply directly via LinkedIn!
📍 Location: Atlanta, GA
🕒 Employment Type: Contract
💼 Style: Onsite
Our client is embarking on a major digital transformation, migrating from JD Edwards to Oracle Fusion Cloud. As part of this initiative, we are seeking an experienced Oracle Integration Cloud (OIC) Consultant to join the team at the post-design phase. You will be instrumental in building, testing, deploying, and troubleshooting integrations as the new Oracle Fusion environment is set up from scratch. This is a hands-on contract role with the potential for extension as the project progresses.
Contact Meghan Lusty for more information or apply directly via LinkedIn!
Want to explore our available opportunities? View a full list of open roles here!
📞 770-807-0583