Corporate Life is a Game. HRNasty stacks the odds to help you win it!


HRNasty is our fly on the wall. He’s the man behind the closed-door. He’s the hero we need, but not the one we deserve. He reveals strategies to help us land jobs, advance our careers, and avoid CLM’s (career-limiting moves). HRNasty explains the unspoken rules of the game and exposes what HR and management really think. He is our guide to acquiring Nasty interview and career tactics to help us stack the odds. 


Early in his career, he led Training and Development sessions for a 10,000+ employee, Fortune 300 company. Since then he has led HR teams in many companies. He made the best place to work lists eight times including top two place finishes. After over a decade of experience in Corporate America HR and another decade in technology companies, he is no longer keeping his lips sealed. Why? Because 99% of the time, candidates don’t know why they weren’t hired, they don’t know how they f**ked up. Chances are, you have been declined for a job without the recruiter taking a mere second glance at your mediocre resume. Now through his expert experience, he’s going to help you reach enlightenment.


What you read about on is not taught in schools or Corporate America. Yes, you may have had a session on interviewing in school, but those professors don’t work in Corporate America, do they? HRNasty wants you to be successful. He wants to break the stigma of traditional HR. From interns to Executives, HRNasty has heard thousands of requests for job interviews, raises, new opportunities, and promotions.  He knows why they weren’t granted. Those lessons, he now shares with you.




He may talk to you from behind a mask, but it’s only because the beats he is dropping are so salacious, he has to protect himself. Because his identity isn’t in the mix, he can afford to give you 100% of the truth and if you’re lucky, the extra 10% as well. Most companies will not provide the reasoning behind their action or lack of action for fear of being sued and many managers lack the professional courage and/or experience to tell you what you need to hear to further your career. His goal is to provide the business logic to help you understand why certain practices exist and Nasty ways to overcome these unspoken rules. You might think what you read here is unfair or wrong. Cry about it. Accept the truth. Start advancing your career with Nasty moves.

If you have any questions or comments, please don’t hesitate to email me at

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….