As companies quietly rebrand diversity, equity, and inclusion work under titles like Talent Strategy and People Operations, the responsibilities remain the same while the accountability often disappears. The problem was never the work itself—it was treating inclusion like a standalone initiative instead of a core principle of how business is done. When belonging is optional, engagement drops, trust erodes, and productivity follows. This piece explores why rebranding isn’t the solution, how leadership behavior truly drives retention, and what it looks like to embed inclusion into the systems that shape real employee experience.

Culture is often the first budget cut — not because it lacks value, but because its impact is harder to quantify. This piece explores why underinvesting in people systems creates hidden costs over time, and how organizations can rethink culture as essential infrastructure rather than discretionary spend.

The rush toward AI is loud, but the strategy behind it is looking a little… conceptual. Companies are scrambling to adopt new technology while overlooking the humans who make AI intelligent in the first place. This week, I break down what’s really happening in the market, why internal talent is being sidelined, and why the future of AI depends on people — not panic.

Hiring slows down at the end of the year, but it never stops. Companies are still interviewing, approving headcount, backfilling roles, and lining up talent for January starts. Whether you’re job searching or pivoting careers, this season can work in your favor if you know how to navigate it.

Most companies don’t have a talent shortage — they have a structure shortage. This post breaks down the real difference between building a pipeline vs. a pool, and why clarity here is the key to efficient, sustainable hiring.

At Hampton University, I didn’t just earn a degree, I learned how to move through life with confidence, community, and culture at my core. That’s the HBCU advantage.

Homecoming season reminds me that the Standard of Excellence didn’t end after graduation, it evolved. We were built for grit, designed for greatness, and every alum you see living their dream is proof that legacy isn’t a memory. It’s momentum.

It’s Career Fair SZN aka the Business Hunger Games.

Before you grab your resume and hit the gym floor, learn how to prep like a pro, pitch yourself naturally, and choose companies that deserve you just as much as you deserve them.

This isn’t about chasing free pens (even though career fairs have the best gadgets)…it’s about securing the bag!

The job market feels chaotic. Shutdowns, layoffs, hiring freezes. But the truth is , the system isn’t broken. It’s just built to serve the company, not the candidate. After years on the inside of corporate recruiting, I’m revealing what really happens behind closed doors and how you can navigate it on your own terms.

From understanding how roles get filled before they’re posted to reclaiming your leverage in interviews, this piece unpacks what companies don’t want you to know and how The Dezonie Collective is bridging the gap between schools and employers to make the process more transparent and equitable.

Too many organizations mistake chaos for culture. They reward the hero who “saves the day” instead of the architect who built the system that prevented disaster in the first place. When constant urgency becomes your operating model, you’re not agile, you’re disorganized.

At The Dezonie Collective, we help companies replace panic with process, designing structures that keep teams steady, scalable, and sane. So when the next fire comes, you’re equipped to put it out, not live in it.

We’re living in a world where there’s a platform for everything! But at some point, the tools start running the show. This post explores the hidden cost of tool overload, from clunky candidate experiences to wasted recruiter time.

Everyone loves to blame recruiters, but let’s be real… it’s rarely just the recruiter. From unclear job descriptions to constantly shifting expectations, it’s often the process that’s broken. In this post, I’m unpacking the real reasons great candidates fall through the cracks, how hiring managers play a bigger role than they think, and why it’s time to stop recruiting for vibes and start hiring with intention.