I've spent nearly 20 years in hiring and HR, and the question I couldn't stop asking was simple: why do we treat the end of a job like a verdict?
In my field, I watched it happen constantly. A partner retires. Ten attorneys are suddenly looking for a new home. Smart, experienced, motivated people, the kind any firm would be lucky to have, suddenly scrambling on LinkedIn while hiring managers at other firms posted the same roles and waited for cold applications to roll in.
Both sides were losing. And nobody seemed to think there was another way.
Then I started thinking about how professional sports handles the same problem. When an NFL team can't keep a player on their roster, they don't just cut them and walk away. They put them on waivers. Other teams can claim that talent within a set window. The player lands somewhere new. The releasing team avoids dead cap space. Everyone moves forward.
It's elegant. It's efficient. And it's been working for decades.
So I asked the obvious question: why don't companies have the same option?
The Waiver Wire is my answer to that question. A marketplace that connects companies navigating workforce changes with companies that are actively hiring, before the announcement, before the severance checks, before LinkedIn knows anything.
We're early. But the problem is real, the model is proven, and the timing has never been better. If you're an HR leader, a hiring manager, or a CEO who's ever wished there was a smarter way to handle this, I'd love to talk.
The wire is open.