WAI Staff, Author at Whitman Associates, Inc.

How to Write a Cover Letter in 6 Easy Steps

September 29, 2026Last updated on September 29, 2026 WAI Staff

Hands typing out a cover letter on a laptop

Key Takeaways:

A quality cover letter is essential for making a good first impression.
When learning how to write a cover letter, it’s important to tailor it to the specific job you’re applying for rather than using a generic template.
The best tips on how to write a cover letter are also often the simplest. Personalize it, proofread it, and make adjustments each time you apply.

There’s no substitute for a good cover letter. Most recruiters expect them, and those who do will take the time to read them. This isn’t something to write off as unimportant.

Your cover letter is typically submitted alongside your resume when you apply for a job. It tells the recruiter or hiring manager why you’re interested in the role, what makes you a good fit, how your skills or background are beneficial to the company, and what kind of experience you have. It’s your chance to showcase your personality and experience.

We believe everyone should know how to write a cover letter, as it can mean the difference between making an exceptional first impression or getting lost in the potentially hundreds of applicants that most companies receive daily. That’s exactly why we created this guide.

How to Write a Cover Letter for Your Job Application

Writing a cover letter isn’t rocket science. We’ve broken it down into six simple steps that you can follow below.

1. Start With Your Header/Contact Information

Your header should include your contact information so the recruiter or hiring manager knows how to reach you. Make sure it’s accurate. You don’t want to miss an opportunity because your phone number had a typo. This includes making sure your voicemail is empty so a message can be left.

Example header:

Jane Doe

1707 L Street NW, Suite 650, Washington, D.C. 20036

(202) 659-2111

resumes@whitmanjobs.com

linkedin.com/in/janedoe

2. Personalize Your Greeting

If possible, address your cover letter to the person who’s going to receive your application. There’s a bit of extra effort involved, but that extra effort goes a long way. Not only is it more thoughtful, but it also shows the person you’re capable of doing research and going the extra mile.

Recommended greetings:

Dear Ms. Reynolds
Dear Daniel Kim
Dear Hiring Manager
Dear Hiring Team

Greetings to avoid:

To Whom It May Concern
Dear Sir or Madam
Hi or Hello

If you’ve scoured the company’s website and LinkedIn page twice over and still can’t find the name of the person you’re looking for, “Dear Hiring Manager” is the best choice.

3. Make the First Paragraph Count

One of the best tips on how to write a cover letter we can give you is to cut generic filler.

Instead, the opening paragraph should include a few things:

A quick explanation of the role you’re applying for.
How you found the role.
Why you’re interested in working with that company.

This is your chance to show you know the company you’re applying to. Keep it laser-focused and be specific.

4. Build a Strong Second Paragraph

The second paragraph should go into your background. Keep it relevant. The hiring manager likely doesn’t need to know about your part-time job as a barista in college.

This section usually includes:

One or two relevant responsibilities from your past roles
A measurable result or achievement
Your experience with software or tools related to the role
Natural keywords from the job description

Many large employers, particularly Fortune 500 companies, use applicant tracking systems (ATS) to review applications. It streamlines the process of reviewing thousands of applications, but it also means you have to put in a bit more effort to make sure your letter aligns with the role as closely as possible. Regardless of how a given employer uses their ATS, it’s important your information is clear and parsable.

We have an article about writing ATS-friendly resumes that has relevant crossover when it comes to crafting your cover letter.

Using relevant keywords is one of the most important aspects of how to write a cover letter for a modern job application.

5. End With a Closing Paragraph That Accentuates Your Resume

We’ve reviewed thousands of cover letters, and one thing we see often is those that feel like they run out of steam by the last paragraph. Too many applicants use this section to echo things they’ve already included in their resumes, which doesn’t do them any good.

Instead, take something from your resume, like a listed skill, achievement, or strength, and expand on it with an anecdote from your past job. If your resume says one of your skills is helping companies cut costs, this is your chance to give an example. How did you do it for them? Can you do it for the company you’re applying to?

Again, be brief. This isn’t a biography. However, an anecdote can show the person reading your resume how you apply your skills.

6. Finish With a Professional Close

Keep this part brief. Reaffirm your interest, thank the reader for their time, and let them know you look forward to hearing from them.

Additional Cover Letter Dos and Don’ts

If you’re still working out how to write a cover letter that stands out, you can use these dos and don’ts as a checklist:

Do:

Differentiate your cover letter from your resume.
Personalize it with the hiring manager’s name if possible.
Adjust your letter for each job you apply to.
Close with a professional phrase, such as “Respectfully” or “Sincerely”.

Don’t:

Address it with a generic greeting, such as “To Whom It May Concern”.
Use incomplete sentences.
End on a weak note.
Forget to thank the reader.
Forget to sign your name on a hard copy.

Put Your Cover Letter to Work

Now that you know how to write a cover letter, the next step is putting it to use. However, if you want further guidance regarding your cover letter or any part of the application process, our team at Whitman Associates is happy to offer career advice.

When you’re ready to apply for jobs, explore some of our current job openings here in the D.C. metro area.

How to Write a Cover Letter in 6 Easy Steps

September 24, 2026Last updated on September 17, 2026 WAI Staff

Key Takeaways:

A quality cover letter is essential for making a good first impression.
When learning how to write a cover letter, it’s important to tailor it to the specific job you’re applying for rather than using a generic template.
The best tips on how to write a cover letter are also often the simplest. Personalize it, proofread it, and make adjustments each time you apply.

There’s no substitute for a good cover letter. Most recruiters expect them, and those who do will take the time to read them. This isn’t something to write off as unimportant.

How to Write a Cover Letter for Your Job Application

Writing a cover letter isn’t rocket science. We’ve broken it down into six simple steps that you can follow below.

1. Start With Your Header/Contact Information

Example header:

Jane Doe

1707 L Street NW, Suite 650, Washington, D.C. 20036

(202) 659-2111

resumes@whitmanjobs.com

linkedin.com/in/janedoe

2. Personalize Your Greeting

Recommended greetings:

Dear Ms. Reynolds
Dear Daniel Kim
Dear Hiring Manager
Dear Hiring Team

Greetings to avoid:

To Whom It May Concern
Dear Sir or Madam
Hi or Hello

If you’ve scoured the company’s website and LinkedIn page twice over and still can’t find the name of the person you’re looking for, “Dear Hiring Manager” is the best choice.

3. Make the First Paragraph Count

One of the best tips on how to write a cover letter we can give you is to cut generic filler.

Instead, the opening paragraph should include a few things:

A quick explanation of the role you’re applying for.
How you found the role.
Why you’re interested in working with that company.

This is your chance to show you know the company you’re applying to. Keep it laser-focused and be specific.

4. Build a Strong Second Paragraph

The second paragraph should go into your background. Keep it relevant. The hiring manager likely doesn’t need to know about your part-time job as a barista in college.

This section usually includes:

One or two relevant responsibilities from your past roles
A measurable result or achievement
Your experience with software or tools related to the role
Natural keywords from the job description

We have an article about writing ATS-friendly resumes that has relevant crossover when it comes to crafting your cover letter.

Using relevant keywords is one of the most important aspects of how to write a cover letter for a modern job application.

5. End With a Closing Paragraph That Accentuates Your Resume

Again, be brief. This isn’t a biography. However, an anecdote can show the person reading your resume how you apply your skills.

6. Finish With a Professional Close

Keep this part brief. Reaffirm your interest, thank the reader for their time, and let them know you look forward to hearing from them.

Additional Cover Letter Dos and Don’ts

If you’re still working out how to write a cover letter that stands out, you can use these dos and don’ts as a checklist:

Do:

Differentiate your cover letter from your resume.
Personalize it with the hiring manager’s name if possible.
Adjust your letter for each job you apply to.
Close with a professional phrase, such as “Respectfully” or “Sincerely”.

Don’t:

Address it with a generic greeting, such as “To Whom It May Concern”.
Use incomplete sentences.
End on a weak note.
Forget to thank the reader.
Forget to sign your name on a hard copy.

Put Your Cover Letter to Work

When you’re ready to apply for jobs, explore some of our current job openings here in the D.C. metro area.

Temporary vs. Permanent Hiring: Which Is Right for Your Business?

September 17, 2026Last updated on September 17, 2026 WAI Staff

Hiring manager shaking hands with candidate during an office interview

Key Takeaways:

When deciding between temporary vs. permanent hiring, there are several things to consider, including budgetary restrictions, urgency, training demands, workload and more.
If you need quick support or want to assess someone’s fit before making a commitment, it might make sense to hire a temporary employee first.
If you have a role that requires continuity or will likely be tied to long-term operations, there may be bigger advantages to hiring permanent employees.

Timing is one of the biggest factors in the temporary vs. permanent hiring debate. Your team might need an extra set of hands right away, but you may not be sure whether that role has a long-term scope. Or in other cases, the role may already be a central part of your operations, and if you wait too long to fill it searching for the perfect candidate, that can be costly on its own.

In this guide, we take a look at hiring permanent and temporary employees and the major differences between the two.

A Side-By-Side Look at Temporary vs. Permanent Staffing

Employers who compare temporary vs. permanent staffing should start by asking themselves four questions:

How quickly do we need coverage?
Is the role we’re filling a temporary need, or do we think it will continue?
How much training will this role require?
How much would it cost the company if the hire wasn’t the right fit?

Factor	Temporary Hiring	Permanent Hiring
Speed to fill	Typically faster	Typically slower
Flexibility	High	Low
Upfront commitment	Limited	High
Long-term continuity	Less built-in	High
Best fit	Short-term roles	Ongoing core need

We also recommend that those weighing temporary vs. permanent hiring look at the role itself. If there is long-term operational responsibility built into the role, it may make more sense to take on a permanent hire.

When Temporary Hiring Is the Better Choice

Sometimes it makes more sense to hire a temporary employee rather than commit to a permanent offer. If an employee is out on leave with the intention to come back, if there’s a big project that is creating too much pressure for your small team or if your business needs support right away while management restructures, a temp is a good solution.

One of the best arguments in favor of temporary staffing is flexibility. You can bring in a temporary employee quickly and keep operations moving while your team evaluates the role further. It also wins out in the temporary vs. permanent hiring debate when it comes to trial periods. You may want to see how a person operates in your office before you offer them a permanent position.

If any of the above scenarios sound right for your situation, it may make sense to hire a temporary employee from a staffing partner.

Advantages of Temporary Hiring

Faster coverage for gaps in staffing.
More flexibility for a changing workload.
A chance to evaluate a person in real time.
Less pressure to make a permanent commitment.

The Main Drawback of Temporary Hiring

One of the main drawbacks of hiring a temporary employee is that it’s more difficult to create continuity, particularly on a long-term project. However, if you can set clear expectations early on and define the role with set review points along the way, you can mend those continuity gaps.

Whitman Associates has temporary staffing services, perfect for companies that need quick coverage and a pool of carefully vetted candidates to choose from.

When Permanent Hiring Is the Better Choice

The advantages of hiring permanent employees often outweigh those of temporary hires when you have a role that’s essential to your long-term operations. It can be helpful to have a familiar face for client relationships or an employee you trust with sensitive internal knowledge. If the role has a steep learning curve, it may make more sense to invest the time and energy into training a single person rather than rely on several temporary solutions over time.

In the temporary vs. permanent hiring debate, the latter typically wins based on the need for continuity.

Advantages of Hiring Permanent Employees

Better retention.
Higher ROI on training.
Greater loyalty to the business.
Time to absorb and integrate with company culture.

The Main Drawback of Permanent Hiring

Permanent hiring often takes longer. There’s also a much bigger commitment. The cost of a bad hire can be expensive as well.

The best way to make sure you hire a top-tier employee is by being diligent and thorough with your job description, reference checking and in depth interview process.

If you’re ultimately unsure about hiring a permanent employee, the temp-to-perm route might be the right option. Whitman Associates offers permanent staffing services for employers who already know they want long-term support.

Converting a Temporary Employee Into a Permanent Hire

For many employers looking at temporary vs. permanent hiring, the fact is that it doesn’t have to be one or the other. It’s a staged process. You may want to hire a temporary employee right off the bat. If they’re a strong fit, they can be converted into a permanent employee.

When deciding between a contract vs. direct hire, we often recommend using a temporary period if possible to assess whether your temporary hire is reliable, communicates well and learns quickly.

Before you convert a temp, you can ask yourself a few questions:

Have they been consistent?
Are they adapting to your systems without constant oversight or follow-up?
Does management trust their judgment?
Are they in line with the cultural aspect of your company?
Have they fulfilled the obligations of your well-defined role?

Final Thoughts

There are no one-size-fits-all answers to temporary vs. permanent hiring. Even if you decide to hire a temporary employee first, you can still hire them on as a permanent employee down the line.

If you need help evaluating your role and picking the right staffing solution, get in touch with our team at Whitman Associates or fill out a Staffing Request Form.

Temp of the Month for September 2026: Tracy Needham

September 1, 2026Last updated on September 1, 2026 WAI Staff

Tracy Needham has worked with Whitman Associates for more than a year, supporting area organizations across events and general support. She has more than ten years of experience in market research, membership, and communications, and brings that experience to a wide range of temp assignments.

A native of Pennsylvania, Tracy moved to D.C. for graduate school and has called the area home ever since. Outside of work, she enjoys traveling with her daughter, catching the newest Netflix releases, and family game nights.

How to Find a Job in a Nonprofit Organization

August 17, 2026Last updated on August 18, 2026 WAI Staff

Job candidate typing application on laptop while searching for nonprofit roles

Key Takeaways:

To find a job in a nonprofit organization, the first thing to think about is what you can bring to the table.
Knowing how nonprofit organizations go about hiring can give you a competitive edge.
Many paid nonprofit jobs start off as temporary roles.

You might have degrees, experience and great references. You apply, you interview and then… nothing. Many job seekers think that learning how to find a job in a nonprofit organization is as simple as submitting applications through job boards. However, nonprofits are unique. The process isn’t the same as applying for a corporate gig.

In this guide, we’ll look at how to position yourself and what steps you can take if you’re trying to find a job at a nonprofit organization.

Start With a Self-Assessment

Before you send out your resume, assess yourself.

Global nonprofit Bridgespan Group writes extensively about the importance of honest self-assessment when applying for nonprofit roles. These can be things that motivate you, like your strengths or your experience (or lack thereof). It can be what kinds of roles you think you’d excel in.

Are there problems you want to solve? Skills you’ve spent the past years honing and now want to translate into mission-driven work?

For example, if a legal assistant were looking for work in the nonprofit sector, they could potentially take their compliance experience and pivot into program operations instead of applying to broader roles.

Specificity is key when trying to find a job in a nonprofit organization.

Consider How Nonprofit Hiring Differs

Nonprofits don’t always have the luxury of hiring on their own timeline, like many organizations. Funding has to come through, boards have to sign off, and where things land at the end of the fiscal year can have a big impact on whether a company looks for new employees.

Nonprofit organizations, on average, employ more than 12.8 million workers in the U.S. However, growth and hiring trends can fluctuate based on funding streams.

Here’s what that means for you:

Most nonprofit organizations begin hiring when they get grant approvals
New budget cycles at the start of Q1 typically trigger a wave of open positions
Smaller nonprofits typically need more time to get hiring approved
Board members can sometimes influence senior-level hires

Think about timing. If you’re trying to figure out how to find a job in a nonprofit organization, pay attention to fiscal calendars and funding announcements. Job boards aren’t enough.

Build the Right Connections

Online applications alone rarely land interviews.

It’s targeted networking that makes all the difference. Find the nonprofit you want to work for and see who its decision-makers are:

Executive Director
Development Director
Program Manager
Board Members

Skip the generic outreach. Send a message and try to be personable and specific:

“Hi. I’m actively looking for open roles in program coordination. I was hoping to pick your brain about how you and your team approach it. Would you happen to have some free time to hop on a quick call and share your perspective? Thanks.”

That’s how you move from applicant to contender.

Many nonprofit organizations that hire for paid positions publicly post only a fraction of their open roles. The rest come from outreach. Most small organizations rely heavily on referrals or networks they trust.

If you’re serious about learning how to find a job in a nonprofit organization, your strategy has to include relationship-building.

Use Interim Roles to Get Inside

One thing many candidates overlook is the fact that temporary and contract roles can be powerful entry points.

Organizations often hire project-based staff during:

Events and conferences
Seasonal campaigns
Grant-funded initiatives
Leadership transitions

These roles may begin as short-term assignments but can often transition into paid nonprofit positions as the organization observes your performance.

Temporary placements are great for building internal references and gaining exposure to leadership. Even if you don’t continue working in your temp role, you can learn new organizational systems hands-on and bring that experience elsewhere.

Prepare for Nonprofit Interview Questions

Hiring manager holding and reviewing resume during nonprofit job interview

Prep for your interview with your skills in mind, of course. But also consider the actual work and what draws you to it. Nonprofit managers want to see that you’re passionate about what they’re doing.

If you’re trying to find a job in a nonprofit organization, be ready to discuss:

Why the mission matters to you.
How you’ve handled resource constraints in the past.
How you’ve worked cross-functionally.
What you know about their funding model.

Nonprofits are unique in that they deal with different regulatory and governance pressures. If you come in already aware of how the landscape works, you’ll be in much better standing for a role.

Work With Recruiters Who Know the Sector

Many nonprofits don’t have large HR departments. When they’re looking for new employees, they partner with trusted intermediaries.

Nonprofit recruiters often know about nonprofit organizations hiring before the public does. They know the territory:

What to expect in terms of compensation.
How board structures work.
What’s expected of an administrative or executive support role.

By working with a recruiter, you can get feedback on your resume and get connected with organizations aligned with your experience.

If you’re seeking stable, paid nonprofit jobs, or even something as simple as job search advice, a reliable staffing agency can be helpful.

Take the First Step

If you’re serious about learning how to find a job in a nonprofit organization, Whitman Associates can help you refine your approach.

Our team has over 50 years of experience working with nonprofits and mission-driven organizations throughout the D.C. area. Not only do we keep our finger on the pulse of who is hiring, but how they hire.

Nonprofit work can be deeply meaningful. But getting into the space requires smart positioning. Don’t go that path alone. Take the next step with Whitman Associates.

Contact us today

4 Qualities of a Good Worker

August 10, 2026Last updated on August 12, 2026 WAI Staff

Employees discussing work while sitting at a desk

Key Takeaways:

Initiative, ability to prioritize, communication and reliability are the four qualities of a good employee that typically stand out to employers.
As a job seeker, it’s important to showcase these qualities in real examples from your past work.
Whitman Associates helps job seekers in the D.C. metropolitan area identify and present these qualities during their job search.

In today’s competitive job market, standing out as a potential candidate requires more than just the right qualifications. While experience and skills are essential, certain qualities of a good employee can make a significant difference in your professional journey.

Whether you’re crafting your resume or preparing for a job interview, highlighting your unique qualities with examples of positive results will give you a clear advantage over the competition. When describing the responsibilities in your previous positions, make sure you include evidence of your most marketable traits. Additionally, if you are a hiring manager, consider looking out for these four qualities of a good employee while identifying exceptional candidates for your team.

1. Initiative – Going Beyond Expectations

One of the most valuable qualities of an excellent employee is the willingness to take initiative and go beyond the defined scope of their role. While competence in completing assignments is crucial, employers seek individuals who proactively contribute and exceed expectations.

As a prospective candidate, it’s important to demonstrate instances where you have led projects and contributed innovative ideas and solutions. Emphasize your passion for a specific project or role and explain how you went above and beyond to show your sense of initiative, especially if the new role you’re seeking is directly related to that passion.

This desirable quality of a good worker and team player will immediately set you apart from the competition.

2. Prioritization – Efficiently Managing Responsibilities

The ability to prioritize responsibilities effectively sets outstanding employees apart from others.

Employers seek individuals who can balance multiple priorities and recognize the most critical and time-sensitive tasks. Being able to share examples of how you have efficiently prioritized your workload and delivered measurable results demonstrates the qualities of a good employee.

Employee standing at the whiteboard showcasing organizational skills

3. Communication – The Key to Professional Success

Strong communication skills are universally valuable in any career. Speaking professionally, clearly and politely significantly enhances your professional image. Additionally, proficient writing skills are equally essential qualities of an excellent employee.

Highlight your ability to convey ideas clearly and provide instructions effectively, as these traits are highly sought after by employers when reviewing resumes.

Additionally, consider the times you’ve experienced miscommunications at work and the steps you took to avoid them in the future. Nobody is perfect, but employees who can learn from experience to become even better are the most attractive hires.

Employees sitting around a table with laptops, chatting and laughing

4. Reliability – A Pillar of Trust

Employers seek employees they can rely on when needed the most. Punctuality and a solid attendance record exemplify the qualities of a good employee. When an employer needs extra help, a trustworthy team member takes the initiative to assist when and where the situation demands it, without waiting for explicit instructions.

By emphasizing these critical qualities of an excellent employee on your resume and during interviews, you will stand out and leave a lasting impression on prospective employers.

Take a moment to reflect on your experiences and identify areas where you can further enhance your initiative, prioritization, communication or reliability. Which areas can you identify for improvement?

If you need expert job hunting assistance, our team at Whitman Associates can help you demonstrate the qualities of an excellent employee.

About Whitman Associates

With over fifty years of experience providing expert staffing services to the Washington, D.C. metropolitan area, Whitman Associates proudly offers personalized employment services to our community of talented candidates. Our staffing professionals offer coaching and development to help you succeed in interviews and throughout your career. Through temporary and permanent positions, you can tailor your resume to reflect your long-term goals.

Find Your Next Role

Navigating the ever-changing professional landscape of the greater D.C. area can be overwhelming. Instead of braving it alone, work with Whitman Associates for guidance on the qualities you should highlight as a good employee. We will provide unwavering support throughout your job search process, from updating your resume to making a great impression by demonstrating the qualities of a good team member and co-worker in your new role.

Our office is conveniently located in downtown Washington, D.C., making us easily accessible via Metro from the Farragut North or Farragut West stations. Email your resume to resumes@whitmanjobs.com so we can get a better idea of who you are and your professional experience.

What Is the Best Time for Hiring New Employees?

August 3, 2026Last updated on August 3, 2026 WAI Staff

Hiring manager shaking hands with job candidate during interview

Key Takeaways:

Look at new hire time-to-productivity when hiring and subtract from that point to figure out your best time for hiring.
The true best time to hire new employees is when your company has the bandwidth to support them with onboarding.
Partnering with a staffing agency can take hiring pressure off your HR staff.

Employers often ask us, “What’s the best time for hiring?” Most of the information out there says January (or the first two months of the year). It’s the beginning of the season and much better to find people before work starts picking up. Some say September, during the so-called ‘September Surge’.

But hiring isn’t seasonal shopping. It’s operational. It can take weeks, or even months, of planning before interviews actually start.

While it may not be a direct answer, the true best time to hire new employees is when your organization is actually ready to take them on. That means your managers have extra bandwidth to train, or there are just enough gaps in the workflow to ease a new person into the assembly line without derailing the whole operation.

The most important period with a new hire is from the start date to time-to-productivity, and in this guide, we’ll look at how to approach each strategically.

First, Consider Time-to-Productivity

Time-to-fill measures how fast you can make an offer, whereas time-to-productivity measures when the hire actually starts delivering value.

In some cases, new employees only become fully productive in their new roles after around 12 months. That can be shorter or longer depending on whether the role is entry-level, mid-level, or senior.

The problem is that even during the “best time for hiring” periods, onboarding delays and lack of manager bandwidth can significantly slow productivity output.

The real question isn’t “When should we post the job?”

It’s “When do we need results, and how long will it take to get there?”

The Timing Equation

The best time for hiring often comes down to backward planning.

Start with your “need date.” This is the moment when performance must be fully operational.

Then subtract:

Recruiting window (typically 2-6 weeks depending on role)
Candidate notice period (2-4 weeks is typical)
Background checks or compliance requirements
Onboarding and ramp time

This is where new hire time-to-productivity can make things a bit murky.

For example:

An executive assistant may need 30-60 days to understand leadership preferences and the office’s communication cadence fully.
A receptionist must learn traffic flow, vendor relationships and visitor protocols.
A project coordinator may require weeks to understand how systems and cross-functional reporting work.

Each role is different. Sometimes, the best way to gauge time-to-productivity is by looking at your past hires in those roles.

The moral here, however, is that there may not be a “best time to hire new employees” if you need someone fully productive by a certain date. If that date is October 1, the best time for hiring may actually be early July.

How Hiring Patterns Change Throughout the Year

Hiring typically follows patterns. Most companies hire when their budgets reset and business is good. BLS data shows hiring spikes and dips throughout the year, though it usually lines up with fiscal calendars and how confident companies feel about jobs and the economy. This also aligns with Federal Reserve labor market data.

When the economy shifts, so does employee hiring behavior.

There are certain timing trends that ring true year-over-year:

Q1: When new budgets are approved, hiring typically ramps up.
Late Summer/Early Fall: Back-to-business planning (more project-based hiring).
Late December: Lower competition for in-demand talent.

However, just because these are generally the best times to hire doesn’t mean they always work. The best time is more about when:

Decision makers are available
Budgets are secured
Managers have onboarding capacity

If your team is too overloaded to train, even the “perfect” hiring month won’t help.

The Best Time for Hiring Administrative and Executive Support Roles

Employer reviewing hiring plan on laptop with coffee

If you’re part of an organization that leans heavily on admin infrastructure like those in the greater D.C. area, timing is one of the most important factors. Certain roles keep companies moving forward:

Administrative assistants
Executive assistants
Receptionists
HR coordinators
Office managers

When a company is short on admin support, work slows down everywhere.

The best time for hiring support roles is typically:

Before there are leader transitions.
Prior to conference or board seasons.
Ahead of the fiscal year-end close.
Before anticipated workload surges.

In these environments, it’s better to take a preventative approach when looking at the best time to hire new employees. Onboarding under stress can be overwhelming.

When It Isn’t the Best Time for Hiring

Sometimes, it’s best to look at it from the opposite angle.

The answer might be “not yet.” So, why would that be?

Maybe:

Managers can’t commit to weekly onboarding check-ins.
Internal systems access typically takes weeks.
Interview panels are repeatedly rescheduled.

In these cases, rushing recruitment may actually increase new hire time-to-productivity.

Instead, consider getting temp-to-hire staffing coverage or project-based placements.

This allows teams to stabilize their workflow while they evaluate their long-term needs without having to commit prematurely.

How Whitman Associates Helps You Hire at the Right Time

Choosing the best time for hiring is easier when you’re not managing the entire recruitment cycle internally.

Whitman Associates supports D.C.-area employers with:

Strategic role evaluation and honing.
Skills-based screening.
Pre-qualified candidate pipelines.
Temporary, temp-to-hire and direct hire options.
Local labor market insight.

Let us help you figure out the best time to hire new employees for your company and lessen your recruiting timelines while getting the best possible candidates in the door.

Get in touch with us or fill out a staffing request form to learn more.

Temp of the Month for August 2026: Harriett Lee

July 31, 2026 WAI Staff

Harriett Lee is currently temping as a receptionist with a D.C. area advocacy organization. She has 25+ years of administrative experience working for the Federal Government, District Government and private corporations.

Harriett is a native Washingtonian and currently resides in Maryland. She enjoys spending time with family and friends, listening to music and reading biographies.

Temp of the Month for July 2026: Mike Greene

July 1, 2026Last updated on July 1, 2026 WAI Staff

Michael (Mike) Greene is a senior federal regulatory and public policy consultant with 20+ years of experience at the intersection of government, industry, and emerging policy. He now consults independently on a variety of legislative, communications and regulatory issues.

In addition to his work at Whitman, Mike runs Greene Public Affairs Strategies, where he helps organizations — associations, advocacy groups, mission-driven teams — make sense of the regulatory and policy landscapes that shape their work. The difference? He’s been inside the process, not just watching it from the outside.

A proud Florida State alum (Go ‘Noles), Mike is based in Northern Virginia. He really enjoys going into the office but is equally comfortable working remotely. He’s available for part-time, on-call, and project-based assignments.

When not working, Mike is an avid painter and photographer. He’s also in the process of writing his first science fiction novel (more to come) and is an avid fan of World War II and Roman history.

Temp of the Month for June 2026: Karissa Grant

June 2, 2026Last updated on June 2, 2026 WAI Staff

Karissa J. Grant brings more than 15 years of communications and relationship-building experience, with a passion for connecting and creating positive experiences wherever she works.

Most recently, she has enjoyed working as a substitute teacher, where her calm energy and ability to connect with students quickly earned her the nickname “the kid whisperer.”

Outside of work, Karissa loves cooking, music, fitness, and traveling. She recently explored Europe and is looking forward to visiting Egypt next year. She enjoys experiencing new cultures, trying new foods, and making meaningful connections along the way.