By HRNasty


Corporate life is a game. You don’t have to sell your soul to the man to win it!

Who is HRNasty?

HRNasty is your corporate insider. HRNasty reveals career strategies to help you land a job, advance your career, and avoid career limiting moves. In this blog, HRNasty explains the unspoken rules of the game and exposes what corporate referees (HR and management) think. These posts are your guide to acquiring “nasty interview and career strategies to help you beat the odds.

nasty (‘nas-tē)  adj.:  In the urban use of the term, nasty refers to an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired. Often used as a phrase used to describe someone who is good at something.  For example, “That pitcher has a nasty forkball,” is used when describing a skillful baseball pitcher’s forkball.

They don’t teach this stuff in school

What you read about on HRNasty.com is not taught in schools and not taught in corporate America. Yes, you may have had a session on interviewing in school, but can you really learn the nuance of interviewing in a single one hour session? I work in HR and I want to make employees stronger and more successful. I want to break the stigma of traditional HR and help the bottom line. You will read about what I have learned after watching 1000’s of requests for raises, new opportunities and interviews. I know how the decisions came about because I was in the room behind the closed door. These are the lessons I share with you.  

Commentator only. I usually don’t agree with traditional HR practices


I have a degree in Industrial/Organizational psychology and SPHR certification. Early in my career, I led Training and Development sessions for a 10,000+ employee, Fortune 300 company.  I have years of experience facilitating classes on Public Speaking, Facilitative Leadership, Diversity, and intense 4-month training courses for managers, high performers, and executives to name a few. Corporate America gave me the experience leading classes on how to conduct interviews at all levels. I left the large corporate setting for a small technology start-up. In this small start-up, I lead HR and Facilities where we created a culture of meritocracy, rewarding talent and achievement. We quickly scaled the company from the ground up to 300+ employees across 6 offices in 4 countries. Since then I have lead HR teams in many companies.

Interns to Executives

After a decade of experience in Corporate America HR, Training and Development, and close to 15 years in technology companies, I have the opportunity to share what I’ve learned in the process of recruiting, climbing the career ladder, and building corporate cultures. Working with HR, hiring managers, and leadership teams to successfully hire and retain entry-level to executive-level candidates has given me a unique insight into the process.

It was the process of DECLINING 99 % of candidates and releasing poor performers that allowed me to observe every interview and workplace mistake made on a daily basis. Most mistakes are unknown to the candidate / employee. 99% of the time, we have no idea a sin was committed. This is what I share with you.

I will tell you what your manager is afraid to

I may be talking to you from behind a mask, but I’m giving you the straight dope on what HR and managers think. Because I don’t worry about my identity, I can give you the unfiltered truth. You might think what you read here is unfair or wrong. Most companies will not provide the reasoning behind their action or lack of action for fear of being sued. Many managers lack the professional courage and / or experience to tell you what you need to hear to further your career. My goal is to provide the business logic to help you understand why certain practices exist and Nasty ways to overcome these unspoken rules. You may not like what you hear, but one of my goals is to explain the business logic so you can at least respect why the business practices exist. We probably won’t like the logic at a personal level, but I think you will be able to respect the business explanations.  Hopefully we’ll both have fun in the process!

If you have any questions or comments, please don’t hesitate to email me at Nasty@HRNasty.com.

See you at the after party,

nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball”.

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  • Lidi Medina

    I stumbled upon your sight today and can’t get enough. I love the “In your face” attitude and look forward to future blogs!

    • Hey there,
      glad you found us and appreciate the content. I am usually very rigorous about posting weekly but a lot going on at work has kept me away. I plan on getting back on track this week. Thank you for the nudge! Feel free to subscribe and if we can help out in the future, just let me know. Thanks again!

  • Lose-Lose

    Fake? Really?

    • Thank you Lose-Lose. Appreciate the support!

  • Dear Nasty

    I thank you for your advice and assistance. You’ve been invaluable.

    • hrnasty

      Thanks for stopping by and the encouragement to keep this little project going. Really appreciate you taking the time and the gesture.

    • Survivorfn
      Glad you are finding value and appreciate the support!

  • Kate

    Dear Nasty,
    I so agree with you on HR.  I even created a seminar on “Branding Your HR Department”…didn’t go over so big with the HR pros who attended it, since I started it with …STOP SAYING NO!

    • Kate,
      Thanks for stopping by. Always flattered to be visited by other HR folks. Sorry about your seminar, it sounds like a good one and more departments need to take your cue. Every other department in the org does it. Why not HR? One thing that I have found that helps is to try and get the audience to tell you what you want to tell them, instead of the facilitator telling them the idea in the opening line. Maybe next time start with something like: “why does HR have a bad rap in most companies? What is the stereotypical answer when HR is asked a question”. This way, the audience is telling you they have a bad rap for saying NO, and we can use that as a launching pad for discussion.

      “yes, HR has a bad wrap and one of the reasons we have heard from the room is that it is because HR says “NO” “. Now the room has said this and not the facilitator.

      This is probably something that has already been figured out, but “the knowledge is in the room”.

      Good luck, and please keep stopping by!


  • CF

    the fish knife holder on your chest gives away your true identity ninja nasty….