Practical guides for hiring, onboarding, and retaining great people in Armenia.
Write listings that attract qualified candidates and filter out the wrong fit.
1 articleEvaluate candidates fairly and accurately - get past polished CVs.
1 articleSet new hires up to be productive in their first weeks, not their first quarter.
1 articleKeep your strongest employees engaged before a competitor's recruiter calls.
1 articleCompensation, branding, and long-term workforce planning for Armenian companies.
1 articleStay compliant with Armenian labour law and protect your company from costly mistakes.
1 articleMost job postings in Armenia are repetitive and standardized texts where only the company names change. The best candidates often take a quick look and move on to the next one. Here is how you can write a posting that attracts exactly those people who truly have options to choose from.
7 min readMost interviews try to find out whether a candidate can perform under one hour of pressure. But real work lasts for years. Below are questions that reveal stable behavioral patterns rather than one-time results.
8 min readMost companies spend three months bringing a new employee up to a productive level. Some achieve the same result in three weeks. The difference is not in the new employee; it lies in whether the company itself was prepared.
7 min readCompensation matters, but it is rarely the actual reason strong employees leave. The real reasons are quieter and harder to fix - which is why companies that handle them well keep their best people for years.
7 min readThe right compensation strategy is not about paying the highest salaries. It is about an approach that reflects your values, retains the right people, and remains sustainable as the company grows. Here is how to think about it in the context of the 2026 market conditions.
8 min readArmenia’s labor legislation is not as complex as it is sometimes presented, but it is the key provisions that often catch new employers by surprise. A practical overview of obligations, common mistakes, and the costs of correcting legal issues.
9 min readBe transparent about compensation - Include the salary range in job postings to attract qualified candidates and save everyone’s time.
Respond to applications quickly - Keep candidates engaged by replying within 48 hours, even if it’s just a simple message.
Simplify your hiring process - Reduce the time to hire by having a clear and efficient process from application to offer.
Showcase your company’s uniqueness - Use your profile to highlight what makes your workplace distinctive and attractive.
Invest in employer branding - Build a strong reputation as a desirable employer by communicating with and supporting your employees.