Michael Miller

25+ years in talent acquisition. Senior level executives for startup to mid-sized organizations. Author of books on recruiting, interviewing, and job search.

[Michael Miller @MLMiller421]

They were on much worse teams. Pretty good job? And what will the excuse be this year? Jamarcus Russell had a higher QBR - you’re suggesting that it was because he got more reps. Josh Rosen? Zach Wilson? The point remains that it won’t take much to “come along way” from how he played last year - if you want to start planning an excuse for his performance this season, it would probably save you time later.

[Michael Miller @MLMiller421]

No I pointed out that the point you tried to make is irrelevant. My point was that Sanders can easily improve on such a bad season - you threw out the names of three HOF QB’s to compare to Sanders. All three of those HOF’s started on horrible teams that were rebuilding, Sanders was drafted by a Browns team that had made the playoffs the year before their QB1 and RB1 got injured. Although, I think it’s obvious that those HOF’s have WAY more talent (and likely work ethic) than Sanders, the only point I made was that it would be easy to improve upon last season… and you posted 3 guys who easily improved upon their poor starts 🙄 - but you meant to compare sanders to HOF’s - he’ll likely be remembered more like JaMarcus Russell.

[Michael Miller @MLMiller421]

@mims_framework @AdamSchefter @DanielOyefusi Hey @grok what were the passing ratings for JaMarcus Russell, Zach Wilson, and Josh Rosen’s passer ratings compared to Shedeur Sanders after 7 starts?

[Michael Miller @MLMiller421]

Responsibility is the foundation of leadership. If you cannot take responsibility, you are not a leader.

[Michael Miller @MLMiller421]

I certainly hope that this was just staged for comedy. Don’t ever be Luke. Second Date Update PODCAST: Luke and Antoinette | Push or Pull That Date https://t.co/ap0HH7nl6S via @YouTube

[Michael Miller @MLMiller421]

You can never capitulate your way into a collaborative relationship. If a hiring manager is unable to take responsibility for their mistakes or make any changes, they only thing they will do is waste your time. Taking you away from being successful with others.

[Adam Schefter @AdamSchefter]

Seahawks are bringing back WR Rashid Shaheed on a three-year, $51 million deal that includes $34.7 million guaranteed, per Drew Rosenhaus and Robert Bailey.

[Michael Miller @MLMiller421]

@stoolpresidente Wasn’t this you? Please post a poll on Barstool asking how many people think the SB would have been a better game if Bo Nix hadn’t gotten injured.

[Michael Miller @MLMiller421]

@AdamSchefter CLEARLY Nick Emmanwori had a better year: Wins, Superbowl, but also Tackles/game for his position.

[Michael Miller @MLMiller421]

@secnumbersguy Calculate the number of wins and loses the SEC has in bowl games and CFP this season. Maybe you should sit out the debate on who the frauds are.

[Michael Miller @MLMiller421]

@secnumbersguy The SEC is 4-10 in their bowl games and CFP this year - you should sit this one out.

[Michael Miller @MLMiller421]

Wishing you a very Merry Christmas filled with the warmth of loved ones, the comfort of home, and the quiet joy of the season.

[Michael Miller @MLMiller421]

@bgrisakTST Was it, or was it not a backwards pass? It was the correct call.

[Michael Miller @MLMiller421]

Hiring someone with all-or-nothing thinking is usually a mistake because they lack nuance, struggle with trade-offs, and see issues as total success or failure. This leads to rigid decisions, poor adaptability when plans change, and gridlock over imperfect but realistic options. They often divide teams into “with us or against us,” erode trust, and react to setbacks with extreme frustration or blame. Feedback is taken as attack and small issues escalate into crises. In most roles this mindset creates drama, delays, and turnover. Interview red flags: frequent absolutes (“always/never”), moralistic conflict stories, inability to name trade-offs, or defensiveness about gray areas. In 95% of jobs, black-and-white thinking is a serious liability.

[Michael Miller @MLMiller421]

@espn Notre Dame teaching young men that if life doesn���t go their way (which it often won’t) that they should take their ball and go home. What an embarrassment. Dealing with disappointment and challenges is one of the most important lessons these young men can learn.

[Michael Miller @MLMiller421]

Be very cautious when the person you are interviewing with displays enthusiasm that is over-the-top or performative, lacking authenticity or depth, self-centered, or disproportionate to the situation. This could be a sign of possible future drama, conflict, or manipulation in the workplace.

[Michael Miller @MLMiller421]

When an interviewer asked you to "Tell me about yourself", what they are really asking you is how much of a match are you to what they want to hire? This is a terrific opportunity to use your U.V.P. to highlight specific areas where your background matches the job requirements, such as your education, experience with specific software programs or languages, or other skills that are relevant to the position. If you can, try to connect a personal trait to the company culture or the job description.

[Michael Miller @MLMiller421]

If you’re interviewing for a job and the hiring manager displays passive-aggressive tactics like backhanded compliments or subtle put-downs, be very cautious about accepting the position. This behavior is an enormous red flag, and could be a sign of you entering a toxic work environment where your boss gives constant veiled criticisms or backhanded remarks in an attempt to make you second-guess yourself so they feel superior. They likely also would withhold information, act unreliable, or take credit indirectly for your work. This can foster distrust and low team morale for a job you thought you wanted.

[Michael Miller @MLMiller421]

Hiring employees who have a track record of overly dramatic, emotional, or erratic work behaviors - usually means hiring employees who lack impulse control, emotional regulation, and/or the ability to form positive relationships. These employees will almost always cause conflict in the workplace, and bring instability and mistrust to the company culture, resulting in high turnover.