Why Choose Us
Why Choose Emphires services
Expert consultant
Leadership Training
Corporated Programs
Strategic Partners
People Cohesion
Improving Resource
Research Strategy
Who we are
We Choose a Human Resources Services
- Highly experienced Emphires employees
- In easy way to train employees for clients
- Our employees are expert and professional
Would you like to use it with your next project? Contact Us!
+42 -678 935 764
OUR TEAM
Emphires best Services employee's
James Whitehead
David Singh
Anthony Puelo
Karen Martinez
our testimonial
What employ say about
a human resources
Success Stories
Cources from human resource
Why Workers Are Holding Tight to Their Current Roles
For years, job-hopping was a common strategy for workers seeking higher pay and better opportunities. But a new trend is taking hold: job hugging—when employees stay put, not out of loyalty or satisfaction, but from fear of the unknown.
“Workers are literally holding onto their jobs for dear life,” Korn Ferry noted in a recent analysis of shifting workforce behaviors. “It’s not about growth right now. It’s about stability.”
What Is Job Hugging?
Job hugging is the opposite of job-hopping. Instead of actively seeking new opportunities, employees stay in their current roles despite dissatisfaction or lack of growth.
According to Investopedia, this trend reflects heightened concerns about layoffs, automation, and an uncertain labor market. Many workers are reluctant to risk a move when the benefits of switching jobs have diminished.
In fact, Axios recently reported that the U.S. quits rate—a key measure of voluntary turnover—has dropped to 2%, one of the lowest levels outside of the pandemic. This suggests workers are more hesitant to leave, even when better roles may be available.
Why It’s Happening
Several factors are driving this shift toward job hugging:
Economic and Labor Market Uncertainty
With the economy in flux, employees are prioritizing job security. Korn Ferry’s report highlights a strong “flight to stability,” where workers are choosing to stay put rather than gamble on a new opportunity.
“People are choosing to stay where they are rather than take a risk,” the report states.
Read the full analysis here.
Diminished Rewards for Moving
Historically, switching jobs meant a pay bump. But according to HR Executive, pay gains for job switchers are now roughly equal to those for employees who stay put. Without a financial incentive, there’s less reason to leave.
Fear of AI and Automation
Automation anxiety is also influencing behavior. The Courier-Mail reports that Gen Z workers, in particular, are concerned about AI disrupting traditional career paths. Many are “clinging tightly to the security of their current roles.”
The Hidden Costs for Employers
While job hugging may seem like a positive sign for employers—low turnover and steady teams—it can also mask serious issues.
“Lower quits rates don’t necessarily mean higher engagement,” warns HR Executive. Employees may stay in their roles physically but disengage mentally, leading to stagnant cultures and reduced innovation.
The Wall Street Journal highlights another concern: limited internal mobility. When employees stay put for extended periods, upward movement slows, restricting opportunities for others to grow and advance.
What Employers Can Do
Experts recommend several strategies for addressing job hugging and supporting long-term employee satisfaction:
Focus on Engagement, Not Just Retention
According to Guusto, employers should ensure employees stay because they’re valued—not because they feel they have no choice. Recognition programs, transparent goals, and open communication can help re-engage “stuck” employees.
Create Clear Growth Pathways
Providing mentorship, skill-building programs, and internal mobility opportunities can help employees grow within the company rather than look elsewhere, notes HR Executive.
Measure More Than Turnover
Low turnover alone isn’t enough. Leaders should also track engagement metrics, employee sentiment, and productivity to understand the real health of their workforce.
Green Key’s Perspective
Job hugging isn’t just a workforce trend—it’s a signal. Employees are staying because of uncertainty, not necessarily because they’re thriving.
At Green Key, we help companies build stronger talent strategies, ensuring teams are engaged, growing, and motivated for the right reasons—not just holding on for security.
Learn more about how Green Key supports employers and job seekers at greenkeyllc.com.
Expert Series: How Green Key’s Accounting & Finance Team Made 4 Direct Hires for 1 Firm in Just 1 Month
We’re kicking off our Expert Series—a behind-the-scenes look at standout stories from our recruiting teams—with a conversation featuring Antonia Piazza, CPA, a seasoned recruiter on our Accounting & Finance team.
In this feature, Antonia shares how her team successfully placed four tax professionals at a single public accounting firm in just one month—and how deep expertise, market insight, and relationship-building made it all possible.
“The client later told us that within five minutes of our first call, he could tell we understood the space better than any other firm he’d worked with,” Antonia shared. “We both quickly realized how mutually beneficial this relationship would be.”
Meeting Demand with Market Insight
The client—a tax-only public accounting firm—was in search of tax generalists with experience across individual, corporate, and partnership returns. Their offering of fully remote flexibility allowed the Green Key team to widen the search and tap into qualified CPAs in lower-cost cities without sacrificing quality.
“Because they were open to remote candidates, we had access to a larger talent pool,” Antonia said. “We could focus on skillset and experience without a need to emphasize geographic logistics.”
Why These Roles Stood Out
Beyond remote work, the opportunity itself was a standout. The firm doesn’t impose billable hour requirements and offers work-life balance, which can be rare in the accounting space. Candidates also appreciated the chance to work on strategic consulting projects outside of busy season.
These factors, paired with Green Key’s deep understanding of the firm’s needs and vast network, allowed the team to present well-matched candidates quickly and effectively. Green Key had existing relationships with relevant candidates and also reached out to new prospective candidates to meet the client’s needs.
The Rise of the Tax Generalist
According to Antonia, demand for tax generalists is growing—especially among small to mid-sized firms.
“Most of our clients want candidates who have experience with a variety of tax forms, client industries, and revenues because of the nature of their books of business” she explained.
This versatility allows generalists to move between industries, client types, and even firm sizes more easily making them especially valuable in today’s job market.
Advice for Candidates and Clients
Antonia’s advice for job seekers in the tax realm:
- On your resume, list the specific tax forms you’ve worked on (1065, 1120, 1040, etc.) as well as the industries of clients you’ve worked on.
- Pursue the CPA! And once you have it, make sure you list it on your resume and after your name. As you’re pursuing it, list the parts you’ve passed to show your progress.
- Be intentional about your next step—employers value clarity in your goals.
For hiring managers, she says the key is differentiation. “Accounting firms know how to market their firm to clients—but are they doing the same with candidates? Whether it’s flexibility, engaging work, or great benefits, know what sets your firm apart from the other firms and lead with that.”
Stay tuned for more insights from our recruiting experts across Green Key. Next up: we’ll be diving into top trends in healthcare hiring and how our team is navigating evolving talent demands.
#WeAreGreenKey: Spotlight on Rob Kaatz
Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting teams.
With nearly 10 years of healthcare recruiting, Rob Kaatz has built a career on strong relationships, market knowledge, and a passion for helping people find the right fit. Six months ago, he brought that expertise to Green Key to launch and lead the Healthcare Portland division. Since then, he’s been focused on growing a high-performing team, earning trust in a new market, and delivering tailored hiring solutions to clients and candidates alike. In this feature, Rob shares his path to recruitment, what drives his leadership style, and how he’s building something meaningful for healthcare organizations across the country—one placement at a time.
What was your vision for the team when you first stepped into this role?
I wanted to bring together proven Recruiters and Account Managers that I trusted and felt confident in preparing for future leadership roles within Green Key.
What keeps you excited about your work every day?
I enjoy the candidate stories! Each candidate is unique and has their own story. Those stories are what I enjoy most while helping candidates find their next job in healthcare.
How has the healthcare leadership market responded to Green Key’s presence?
The response has been positive with some resistance, as we are a new face in a very competitive field. Each of our team members has been able to build key relationships within their territory in a short amount of time. We look forward to seeing those relationships grow in the future.
How would you describe the culture you’re building within the Portland division?
Our culture is based on accountability. We are refreshed to know that each of our team members is a proven performer—we truly have no weak links! We can confidently go to each other seeking feedback and support and know we are getting support from an experienced healthcare Recruiter or Sales Professional.
What qualities do you look for when building out your team?
I look for team members that focus on what they can control and have a positive outlook on life. Our job is difficult, and we can only control so much. It’s important to keep your attention on matters that we can influence and not get bogged down by what we cannot.
Where do you see the greatest opportunities for growth in the healthcare space?
Opportunities for growth continue to be seen in outpatient care areas. For our team, the focus will be on building relationships with ambulatory surgery centers and associated ASC management companies.
Are there any healthcare trends you’re seeing that are shaping client demands or hiring priorities?
The need continues to be strongest for staff level and middle management recruitment (Nurse Manager and Nurse Director level). As organizational charts are being reviewed, more healthcare companies are going to regional VP and C-Suite leadership models which reduces the number of high-level leadership openings; however, day-to-day management and direct patient care is still a need.
What advice would you give a healthcare organization considering a partnership with Green Key for the first time?
I recommend giving us a shot at tackling any niche, thorn in your side, opening. Our team is composed of experienced Recruiters with a combined 40+ years of experience in healthcare recruitment specifically. We are confident that you’ll be impressed with the quality of candidates you receive from our focused team!