By HRNasty


Corporate life is a game.  Win it!


HRNasty.com is your corporate insider, revealing career strategies to help you land a job, advance your career, and avoid career limiting moves. In this blog, I unmask the rules of the game and expose what corporate referees think. These articles 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. It is often used as a phrase used to describe someone that who is good at something.  For example, “That pitcher has a nasty forkball,” is used when describing a skillful baseball player’s fastball.

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 was trained to deliver and facilitate classes on Public Speaking, Facilitative Leadership, Diversity, and intense 4-month training courses for managers, high performers, and executives to name a few. I was also leading classes on how to conduct interviews at all levels. I left the large corporate setting for a small technology start-up, where I could lead HR and Facilities and create 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.

After a decade of experience in Corporate America HR, Training and Development, and another decade in technology start-ups, I have the opportunity to share what I’ve learned in the process of recruiting and building corporate cultures. Naturally, working with HR, hiring managers, and leadership teams to successfully hire and retain entry-level to executive-level candidates has given me unique insight into the process.

In reality, the process of DECLINING and LETTING GO of the other 99% of candidates and employees allowed me to observe every interview and workplace mistake made on a daily basis. Most of these mistakes are unknown to the candidate / employee and they had no idea a sin was committed. This is what I share with you.

Today, I may be telling you from behind a mask, but I’m giving you the straight dope about what HR and managers think. You might think what you read is unfair or wrong, and may even disagree. Most companies won’t give you the full story in fear of being sued.  And many managers don’t have the 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 respect why the practices exist… and 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,


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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….