Most startups don’t hire their first talent leader because they’re ready. They hire because they’re tired. Tired of interview scheduling chaos, tired of roles staying open forever, tired of founders spending half their week recruiting, tired of “we should really hire faster” becoming a recurring company-wide complaint.

But that’s the trap.

The 2026 job market feels unforgiving, but not for the reasons most people think. It’s not just about fewer roles, longer timelines, or more competition. Those things are real, but they’re not the core issue. What this market is really doing is exposing how many people have been navigating their careers without a clear understanding of their own personal brand. Not the Instagram version of a brand, not a polished headline or a clever bio, but a grounded sense of who they are at work, how they create value, and where they actually belong.

Welcome to Sarcasm and Substance.
This is where Do Better stands in 2026.

Do Better has evolved into a full advisory firm because the problems we see at work were never just about one thing. They show up in how people hire, how leaders make decisions, how careers get shaped, and how personal brands get built in a job market that rewards noise over clarity.

Today, our work spans career advisory, founder and startup advisory, and talent and people leader advisory. The common thread is judgment. Better decisions. Clearer systems. Stronger narratives that actually reflect how work gets done.

Sarcasm and Substance exists to challenge lazy thinking, call out broken hiring and leadership patterns, and offer grounded, honest perspectives on the future of work. No hype. No performance. Just clarity, accountability, and better outcomes.

If you’re here to question what’s been normalized and do better from the inside out, you’re in the right place.

In a polarized climate where DEI efforts face significant challenges, the role of organizational leaders has never been more critical. Despite federal rollbacks, championing diversity, equity, and inclusion is essential for innovation, employee engagement, and long-term economic stability. This article explores the undeniable business case for DEI, actionable strategies for advocacy, and the broader societal benefits of creating inclusive workplaces. Now is the time to reaffirm our commitment to building a more equitable future because DEI isn’t just good business; it is good humanity.

Discover how marketing can become a driving force for creating inclusive workplace cultures. This article explores the critical role of internal and external marketing in reflecting and amplifying DEIB values. Learn actionable strategies for authentic representation, transparent communication, and fostering belonging, all while avoiding common pitfalls like performative allyship. Whether you're shaping campaigns or building a culture, this piece provides the insights you need to align your marketing efforts with your organizational commitment to equity and inclusion.

As we step into 2025, the workplace continues to evolve, demanding a new breed of leadership that transcends traditional norms. Leaders are no longer just decision-makers or enforcers of company policy. They are architects of culture, champions of inclusivity, and stewards of innovation. But what does it take to lead an effective, inclusive team in 2025? Let’s explore the traits that will define the leaders who succeed in this ever-changing landscape.

A blog article about how leaders can help their team overcome manage and overcome burnout.

A blog article about what the election of Donald Trump in 2024 will mean for DEI initiatives.

TA leader looking stressed and confused