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4 Essential Steps to Repair Your Online Reputation

SEO experts tell how to appear favorably in the king of search engines

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By Andrea Williams
@AndreaWillWrite
Andrea Williams is an author, journalist, and columnist for The Tennessean with over 16 years of experience in journalism and 20 years in copywriting and communications strategy. Her work spans national outlets and high-traffic digital brands.
5 min read • Originally published January 25, 2016 / Updated April 17, 2026
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By Andrea Williams
@AndreaWillWrite
Andrea Williams is an author, journalist, and columnist for The Tennessean with over 16 years of experience in journalism and 20 years in copywriting and communications strategy. Her work spans national outlets and high-traffic digital brands.
5 min read • Originally published January 25, 2016 / Updated April 17, 2026

Here’s a hard truth: You’ve been Googled. It’s a paradox of sorts, this notion that we want to be recognizable and known, but that we only want the most favorable aspects of our lives divulged. So when every ill-advised photo or insensitive slip of the post has potentially far-reaching ramifications, and when having no online presence can also be just as damaging to career aspirations, it’s important that we all learn how to give good Google. How do you ensure that every result for your name is the best one possible? Read on. Here are 4 things you can do right now to fix your online reputation.

1. Build a Website and Optimize It

Lists like these usually don’t start with the most important tip in first place, but we will because it’s just that crucial to getting favorable search results. In fact, let’s just italicize it, so you get the point: If your domain is YourFullName.com, Google will rank it higher when people search for you.

Now, to the fine print: Just because you build a website doesn’t mean people will automatically visit it. SEO (search engine optimization) may sound like a dirty word to the tech adverse, but it’s a fairly straightforward concept that, when leveraged, can help Google find your online home and bump it up in search results.

“It really boils down to keywords for the homepage optimization,” says Collin Jarman, SEO technician at Click Optimize, LLC, a North Carolina-based Web design and Internet marketing firm. “So, in this instance, your keyword is going to be your own name because that’s what you want to rank for.”

Jarman suggests using your name as your domain, but if that’s not possible it’s not a total deal breaker. Just be liberal in putting your name everywhere else: in page titles, in the About page copy and even in little blurbs at the bottom of every blog post. In this case, humility gets you nowhere. “You need to talk about yourself because, at the end of the day, if your website doesn’t use your name, then Google’s not going to see it when it gets called, and it won’t rank for your own name,” cautions Jarman.

2. Create Plenty of Content, Regularly

If a person builds a website, but never posts any content, does it really make a sound? Of course not. So, now that YourFullName.com is firing on all cylinders, it’s time to get crazy with blogs and video to really fly up the Google rankings fast.

“One of the many things that Google considers within its algorithm, everyone believes, is fresh and updated content,” says Nick Barron, social media manager at Fannie Mae.

“So, if you publish a website and you don’t update it and a year goes by, Google’s going to view that as not-so-fresh content. If someone with your name or with similar spelling of your name comes behind and has a blog or has a fresher website, then they’re likely to rank more highly on Google than you would, because your content is just sort of stagnant.”

Creating sticky content that lots of people link back to is important, as well. “What you want to do is publish content that you think other people would be interested in reading or linking to from their blogs or their social media websites, because that linking in to your content can really help your content rank well in Google,” adds Barron.

3. Get Social Media Savvy

Social media also provides an excellent way to build an online platform quickly and easily, but all networks are not created equally. While Facebook might reign supreme for sharing pics from last night’s happy hour soiree, LinkedIn is the unofficial boss when it comes to landing atop search results with 100 percent user-controlled content.

So, if you’re concerned that news about your leading a protest in 2015 is hurting your chances for job interviews, get a LinkedIn page—now. Employers are much more likely to dig there for info on you.

“The way that the Google algorithms work is a website that is as strong as LinkedIn is much more likely to show up towards the top of a name search, because Google obviously trusts that it’s really a strong website,” explains John Leo Weber, SEO specialist at Geek Powered Studios, LLC. “LinkedIn acts as a person’s digital resume, so it’s very important that people take time filling out [their profiles] and replicating their real life connections on LinkedIn.”

And, again, if your name is John Smith or something equally common, being active on social media is imperative. “[If] you join Twitter but you don’t tweet for a year, Google’s going to say, ‘Well, if this person’s even still alive, I wouldn’t know it based on the fact that they’re not tweeting,'” adds Barron. “And if you have a common name, it just increases the likelihood that someone else with your name is going to [be tweeting]. It’s just a competition.”

When it comes to Facebook, Weber encourages users to spend time filtering through the site’s ever-changing security settings to ensure that unfavorable content stays hidden during searches. Or, even better: Use a nickname or pseudonym to be certain that said happy hour photos never see the light of day.

4. Build Your Personal Brand

Certainly, getting a basic grasp of SEO concepts and learning how Google’s algorithm works will help improve your personal search results, but according to Jay Jessup, brand strategist with Platform Strategy Branding and Publicity and author of Fame 101: Powerful Personal Branding & Publicity for Amazing Success, there’s a better, more effective way.

“I don’t want to call it gaming the system, [but] too many people are focused on just getting their name out rather than doing something that will enhance their brand—the result of which will be to get their name out,” he says.

Jessup recommends that individuals, regardless of industry, write a book and/or try their hand at public speaking. Besides generating additional revenue streams, these offline efforts create buzz (and perhaps regional or national publicity) that is sure to populate search results—no tech training necessary.

“Sure you should have a LinkedIn, Facebook, et cetera, but that isn’t much,” adds Jessup. “It doesn’t get your reputation out; it doesn’t get the thing that’s going to help you in your career out. So, instead, you do some other things that Google and the other search engines will reward you for that you ought to be doing anyway to help your career.”

If you’d like to improve your social media profile even more, consider getting the help of a pro. Mediabistro’s Career Services offer everything from a LinkedIn rewrite to several sessions of career counseling to tackle your cover letter, networking skills, career transition and more.

Topics:

Get Hired, Job Search
media-news

Evercast Launches Presenter, First Plugin for 4K, Stutter-Free Video Sharing on Zoom, Meet, and Teams

By Media News
3 min read • Published April 16, 2026
By Media News
3 min read • Published April 16, 2026

For meetings that matter – Presenter is a first-of-its-kind plugin that lets professionals share high-impact presentations with unmatched quality and security, all within the video conferencing tools they already use.

LOS ANGELES, CA / ACCESS Newswire / April 16, 2026 / Evercast, the gold standard in Hollywood for real-time collaborative review, today announced the launch of Evercast Presenter, a new plugin that brings their award-winning streaming technology to Zoom, Google Meet, and Microsoft Teams. To be showcased at NAB Show 2026 in Las Vegas, Evercast Presenter enables professionals across industries to share stutter-free, 4K video and high-impact presentations with unparalleled clarity, near-zero latency, and advanced security – all within the conferencing tools they already use.

"We built Presenter for anyone who’s felt frustrated when their screen share starts stuttering or pixelating," said Tram Le-Jones, General Manager at Evercast. "Standard screen share wasn’t designed for high-quality content, especially video. Lag, compression, and dropped frames don’t just waste time, they dilute the message. With Presenter, we’re raising the bar for everyday video conferencing and presentations."

Evercast Presenter is built on the same technology that powers Evercast Studio, the industry-leading platform used by top film and television productions, advertising agencies, and game developers for real-time collaborative review. Presenter brings this proven tech into an accessible plugin format for the broader professional market.

Key features

  • Compatibility with Zoom, Google Meet, and Microsoft Teams

  • Up to 4K resolution at 60 frames per second with less than 100ms average latency

  • Support for any video file or 100+ apps and cloud integrations

  • Watermarking and permissions controls for secure content sharing

  • Built-in adaptive bandwidth to ensure reliability on any connection speed

  • Adjustable settings for resolution, frame rate, and bit rate

  • Collaborative draw tool with a unique color per user

  • Simple setup (only the person presenting needs to install the plugin)

Evercast Presenter is designed for teams who cannot afford for their content to look anything less than its best. Use cases include pitches, town halls, creative sessions, trainings, clinical consultations, and any other high-stakes situation where quality and security really count.

Availability

Evercast Presenter is available starting today at presenter.evercast.com, with a 30-day free trial. Attendees at the 2026 NAB Show can see a live demo at Evercast’s booth, N2861 (North Hall), from April 19-22, 2026 in Las Vegas. To schedule an in-person demo at NAB Show, visit https://calendly.com/d/ctwc-4hb-d2z/evercast-presenter-nab-2026?month=2026-04

About Evercast

Evercast solutions combine secure video conferencing and studio-grade content streaming, powering collaborative work and review sessions with unparalleled quality and airtight security. Known for having built the first cloud-based, real-time collaboration tool made for creative professionals, Evercast continues to enable teams across industries to collaborate efficiently, regardless of their physical location. Trusted by every major Hollywood studio, as well as top advertising agencies, game developers, and more, Evercast sets the standard for meetings that matter. For more information, visit evercast.com or presenter.evercast.com.

Media contact
Jessica Cyrell
Marketing & Communications
Evercast
press@evercast.com
(310) 634-0663

###

SOURCE: Evercast

View the original press release on ACCESS Newswire

Topics:

media-news
media-news

Publishers Are Turning AI Into Ad Revenue. Everyone Else Is Fighting to Survive.

Major outlets are monetizing chatbots. Local news is missing payroll. The media business is splitting in two.

By Mediabistro Team
5 min read • Published April 16, 2026
By Mediabistro Team
5 min read • Published April 16, 2026

The media industry’s AI moment just split into two paths. Major publishers are installing ad-funded chatbots on their sites and calling it a revenue strategy. A legacy metro daily nearly shut down because it couldn’t make payroll.

Both happened in the same week.

This isn’t about digital transformation roadmaps. It’s about which organizations have the resources to experiment and which ones are rationing printer paper. The gap is getting wider.

The AI Revenue Play Publishers Have Been Waiting For

Taboola launched an ad-supported AI chatbot for publishers, and Reach (owner of the Mirror, Express, and dozens of regional titles) plus The Independent signed on immediately. The Press Gazette breakdown positions this as conversational AI that keeps users on-site longer while serving ads based on query intent.

Smart move. Instead of worrying about ChatGPT or Perplexity “siphoning search queries”, these publishers are embedding the experience directly into their own properties and monetizing it.

The chatbot doesn’t replace articles. It sits alongside them, answering follow-up questions and generating additional pageviews while ad tech does what ad tech does best: targeting.

Career Implication: Ad product managers who understand answer engine optimization and conversational interfaces will be in demand at publishers trying to replicate this. Revenue strategists who can pitch advertisers on intent-based placements inside AI experiences have a new vertical opening up.

This is an offensive bet that publishers can own the AI search experience for their audiences instead of ceding it to platforms. Only if you have the engineering resources, the advertiser relationships, and the traffic scale to make it work.

Local News Is Still on Life Support

The Pittsburgh Post-Gazette came within hours of shutting down permanently. Poynter’s account describes a last-minute financial intervention that kept the paper operating.

This is a 238-year-old newsroom serving 2.3 million people, and it nearly went dark because the money ran out.

Survival isn’t the same as success, though. Indianapolis proves it.

A public editor analysis examined local coverage of two Asian ICE detainees who died in Indiana facilities and found systemic failures. The deaths went largely unreported. The context, the accountability, the community impact reporting? Missing or minimal.

These two stories together tell you where local journalism’s crisis actually sits. Pittsburgh is about economics: can a legacy institution generate enough revenue to keep paying reporters? Indianapolis is about capacity: even when outlets exist, are they covering everyone, or just the audiences advertisers care about?

The professionals navigating this are making brutal tradeoffs. Take a reporting job at an understaffed metro that might fold, or pivot to corporate comms where the paychecks clear?

Prioritize beat coverage serving underrepresented communities, or chase the traffic that keeps the lights on?

Netflix Proves Again That More Isn’t Better

Netflix turned “Beef” into an anthology series. Variety’s review of Season 2 calls it “overcrowded and unfocused.”

That’s what happens when a platform extends IP past its natural endpoint because the algorithm demands more content.

The original “Beef” was a standalone story. It worked because it knew what it was. Season 2 has new characters, new conflicts, new settings, and no compelling reason to exist beyond franchise logic. Make another one because the first one performed. Whether the creative justifies it is secondary.

Every streamer does this. Turn limited series into multi-season anthologies (“The White Lotus,” “True Detective”). Extend successful shows past their creative expiration date because subscriber retention models reward familiar IP over risky originals.

The people stuck in this system know the tensions. You want to make great work. The platform wants tentpole franchises that justify the licensing spend and keep churn low. Sometimes those goals align. Often they don’t. And when “Beef” Season 2 lands with a critical thud, everyone involved knows exactly why.

Live Is Where the Money Is (With Caveats)

The Pollstar Awards confirmed what the touring business already knew: live entertainment is printing money. Variety’s coverage spotlights Oasis’s reunion tour winning Major Tour of the Year, alongside honors for Kendrick Lamar, SZA, Benson Boone, and the Weeknd.

Legacy reunions and contemporary superstars both generating massive revenue. Live remains the most reliable growth engine in music.

Film wants in on that energy. Amazon MGM Studios used CinemaCon to preview Henry Cavill in a new “Highlander” reboot, with Russell Crowe as his mentor. Deadline’s first-look report emphasizes the theatrical ambition, the star power, the IP nostalgia bet. Same formula that works in live music: familiar property, expensive casting, the event itself as the draw.

But live’s “boom times” come with hard constraints.

Kanye West postponed his Marseille concert after the French government signaled it was exploring options to ban the event outright, citing his antisemitic statements and pro-Nazi declarations. Deadline reports that West announced the postponement on X following days of public pressure from French officials and community groups.

The Reality: Touring revenue depends on access to venues, cities, and institutional cooperation. When governments decide a performer’s presence is a public safety or political liability, the economics hit a wall. Doesn’t matter how many tickets you could theoretically sell.

What This Means

The media business is sorting itself into tiers, and the strategies available at each level look nothing alike.

If you’re Reach or The Independent, you can pilot ad-funded AI chatbots as an R&D expense. If you’re a smaller publication like the Pittsburgh Post-Gazette, you might be more focused on fighting to make next week’s payroll.

For professionals, the playbook depends on which tier you’re in. AI integration and ad tech roles are opening at well-capitalized publishers. Local news reporters are deciding whether to stay in an industry that can’t reliably pay them. Content strategists in streaming are managing the tension between creative integrity and franchise logic. Live entertainment professionals are watching venue access and government relations become as important as ticket sales and routing.

If you’re looking for your next move, browse open roles on Mediabistro. And if you’re hiring for roles at these pressure points (AI product strategy, local accountability reporting, content development under franchise pressure) post a job on Mediabistro to reach professionals who already understand the tradeoffs.


This media news roundup is automatically curated (yes, we know, it’s not ideal, but it actually works pretty well) to keep our community up to date on interesting happenings in the creative, media, and publishing professions. It may contain factual errors and should be read for general and informational purposes only. Please refer to the original source of each news item for specific inquiries.

Topics:

media-news
Hot Jobs

Multicultural Marketing and B2B Editorial Jobs Hiring Today

Culture-forward agencies, mission-driven nonprofits, and niche B2B publishers are all looking for senior talent with crossover skills.

mediabistro hot jobs
Mediabistro icon
By Mediabistro
The Mediabistro editorial team draws on 25 years of media industry expertise to cover jobs, careers, and trends shaping the industry.
5 min read • Published April 16, 2026
Mediabistro icon
By Mediabistro
The Mediabistro editorial team draws on 25 years of media industry expertise to cover jobs, careers, and trends shaping the industry.
5 min read • Published April 16, 2026

The Crossover Skill Set Is the New Hiring Currency

Something worth watching in today’s listings: the most compelling roles all ask candidates to operate across traditionally separate disciplines. The multicultural account lead, who also guides creative. The editorial director who runs live events alongside print production. The brand marketer who blends data analytics with cause-driven storytelling. Clean specialization is fading. Employers want people who can translate between worlds.

This shift is especially visible at smaller, culture-focused organizations. Two of today’s featured companies have fewer than 200 employees, yet they’re hiring for roles with the strategic scope you’d expect at agencies five times their size. That’s a signal.

Growing organizations with ambitious mandates are compressing their org charts, which means the people they hire get broader authority and faster career acceleration.

If you’ve spent your career building expertise across multiple channels or audiences, today’s market is rewarding that range more than it has in years.

Today’s Hot Jobs

Senior Account Executive at IW Group

Why This Role Matters: IW Group was named Ad Age’s 2025 Multicultural Agency of the Year, and this San Francisco role puts you at the center of campaigns that connect national brands with multicultural media and community organizations. The position blends PR strategy, creative guidance, and media outreach in a single seat. You’ll also manage a direct report, making it a genuine leadership opportunity at a recognized agency.

What They Need From You:

  • 4+ years of experience in PR, marketing, or communications (multicultural focus preferred)
  • Proven ability to develop campaign strategies and draft press materials
  • Experience managing media events and community outreach programs
  • Comfort leading cross-functional teams and managing direct reports

Apply to the Senior Account Executive position at IW Group

Editorial Director (B2B Media Portfolio)

The Opportunity Here: This is a rare chance to run editorial across three B2B media brands spanning print, digital, and live events. The role demands someone who can build annual editorial calendars, manage freelance writers and industry contributors, and oversee WordPress-based daily publishing, all while producing content aimed at senior-level executives. It’s the kind of position where your fingerprints end up on everything from magazine issues to conference programming.

The Ideal Candidate Brings:

  • Experience developing and executing editorial calendars across print and digital platforms
  • Production oversight skills for managing four print issues per year end-to-end
  • CMS proficiency (WordPress) for daily publishing and long-form content
  • Ability to manage a mix of freelance writers, industry contributors, and production workflows

Apply to the Editorial Director position

Senior Director, Brand Marketing at Common Sense Media

What Sets This Apart: Common Sense Media reaches over 150 million users globally and more than 100,000 schools, making this one of the highest-visibility brand marketing roles in the nonprofit media space. Reporting to the CMO, you’ll translate brand strategy into integrated campaigns and lead a team focused on reaching a new generation of parents. The salary range of $140,000 to $166,250 reflects the seniority and scope. If you’ve been looking to apply commercial brand-building chops to a mission-driven organization, this is the one.

Core Requirements:

  • Proven track record in brand strategy and integrated campaign development
  • Experience managing brand positioning, tone, and messaging across all channels
  • Data-driven approach with demonstrable success in campaign execution
  • Ability to blend creative marketing strategies with mission-driven storytelling

Apply to the Senior Director of Brand Marketing position at Common Sense Media

Customer Marketing Manager at Row 7 Seed Company

Why This One Caught Our Eye: Row 7 was co-founded by Chef Dan Barber to reinvent how vegetables get bred, grown, and sold. The company just launched a ready-to-eat vegetable line in early 2026, and this $90,000 to $105,000 remote role is all about bridging brand story and retail execution. You’ll build shopper marketing strategies, optimize paid media plans, and activate in-store promotions. It’s a genuine crossover position for marketers who think equally about brand narrative and shelf presence. If you’re curious about building a career at the intersection of digital marketing and brand strategy, this role is a strong model for where that path leads.

Key Qualifications:

  • Experience developing and owning annual customer marketing and shopper marketing strategies
  • Comfort building retailer sell-in decks and managing paid media plans
  • Willingness to travel up to 30% for in-store activations and retail partner meetings
  • Ability to work across brand, sales, and product teams in a growing startup environment

Apply to the Customer Marketing Manager position at Row 7 Seed Company

Professional Takeaways

Today’s strongest listings share a common thread: they all reward candidates who refuse to stay in one lane. The account executive who can guide creative. The editorial director comfortable running events. The brand marketer who reads a spreadsheet as fluently as a creative brief.

If your resume reads like a series of neatly siloed roles, consider reframing it around the cross-functional problems you’ve solved. Hiring managers at growing organizations are less interested in your title history than in your ability to connect strategy to execution across multiple formats and audiences. Lead with that range.

Also on the Web

Beyond Mediabistro, content strategy continues to be one of the most active hiring categories across the industry. Here are a few roles making waves right now.

Content Strategist (Remote US) at Directive

Directive is a performance marketing agency known for its work with B2B tech brands. This fully remote role offers $75,000 to $95,000 and focuses on developing content strategies that tie directly to revenue, a useful signal that content strategy is increasingly expected to prove its ROI.

Apply to the Content Strategist role at Directive

Content Strategist (12-Month Contract) at Google

Google’s Boulder, CO office is hiring a contract content strategist at $141,000 to $204,000 annually. The compensation reflects enterprise-level expectations, and contract roles at major tech companies often convert to full-time for strong performers.

Apply to the Content Strategist contract at Google

Senior Digital Strategist, Content Strategy and Operations at Adobe

Adobe is looking for a senior-level strategist to lead content operations across multiple locations including Austin, TX. For anyone building a career in content operations at scale, Adobe’s internal tools ecosystem makes this a particularly rich learning environment.

Apply to the Senior Digital Strategist role at Adobe

Topics:

Hot Jobs
media-news

New to The Street's KITON Interview Series Surpasses 1 Million Views Across All Segments

By Media News
3 min read • Published April 15, 2026
By Media News
3 min read • Published April 15, 2026

Outdoor Billboard Campaigns Continue to Amplify Brand Visibility Across Iconic Times Square

NEW YORK CITY, NY / ACCESS Newswire / April 15, 2026 / New to The Street, the premier business television and digital media platform, today announced that its exclusive interview series featuring luxury fashion house KITON has achieved a major milestone, with all interviews in the series surpassing 1 million views across its distribution ecosystem.

The multi-part series, broadcast nationally as sponsored programming on Bloomberg Television and Fox Business Network, and amplified across New to The Street’s 4.5+ million subscriber YouTube channel, underscores the platform’s ability to deliver high-impact, measurable audience engagement at scale.

In parallel, KITON’s campaign continues to benefit from strategic outdoor dominance in Times Square, with high-frequency billboard placements reinforcing brand visibility in one of the most influential advertising markets globally.

The KITON series joins a growing portfolio of viral interview milestones, including:

  • Ford Motor Company (NYSE:F) – 3.2M+ views
    https://youtu.be/b0AWGf5YhzU

  • Goldman Sachs (NYSE:GS) – 1.5M+ views
    https://youtu.be/oFzQfZwMFrg

  • IMG Academy – 1.3M+ views
    https://youtu.be/k2YSY802cXk

  • 1-800-Flowers.com (NASDAQ:FLWS) – 1M+ views

  • KITON – 1M+ views and growing
    https://youtu.be/fRB9jTCmyNA

These results reinforce New to The Street’s ability to consistently produce institutional-grade content that achieves mass-market reach and engagement.

"This is exactly what we look for in a media partner-real reach, real engagement, and consistent global visibility," said Antonio Paone, President of KITON. "The results we’ve seen with New to The Street have exceeded expectations. The combination of national television, digital scale, and iconic outdoor exposure has significantly elevated our brand and connected us with a highly engaged global audience."

Vince Caruso, Co-Founder and CEO of New to The Street, added:

"The data tells the story-when you combine national television, a 4.5 million subscriber digital audience, and iconic outdoor media, you don’t just produce content-you create market visibility at scale. Our clients aren’t looking for impressions on paper; they’re looking for real audience engagement, and that’s why our interviews consistently cross the million-view threshold. In today’s market, distribution is everything-and New to The Street owns that distribution."

New to The Street’s fully integrated media model-combining long-form interviews, national television broadcasts, digital amplification, earned media, and outdoor advertising-continues to differentiate it from traditional PR and IR firms by delivering predictable, repeatable visibility for its clients.

About New to The Street

New to The Street is one of the longest-running U.S. and international sponsored business television brands, broadcasting weekly as sponsored programming on Bloomberg Television and Fox Business Network. With over 743 shows produced, the platform features in-depth interviews with public and private company executives across its national and global distribution channels.

The brand’s rapidly expanding digital footprint includes a YouTube audience of more than 4.5 million subscribers, positioning it among the largest financial media channels globally. Through its proprietary "equity for media" model, New to The Street aligns its success with the companies it features, offering a unique combination of national TV exposure, global digital distribution, earned media, and iconic outdoor advertising across Times Square and the New York Financial District.

By integrating television, digital, social, and outdoor media into a single platform, New to The Street provides companies with unmatched visibility, credibility, and scale-transforming content into measurable market awareness.

About KITON

Founded in Naples, Italy, KITON is one of the world’s most prestigious luxury menswear and lifestyle brands, renowned for its commitment to craftsmanship, quality, and exclusivity. The company specializes in handmade garments produced by highly skilled artisans using the finest materials sourced globally.

With a philosophy rooted in "the best of the best +1," KITON has built a global reputation for excellence, serving an elite clientele through its network of flagship boutiques and select retail partners worldwide. The brand continues to expand its presence across key international markets while maintaining its dedication to traditional Italian tailoring and innovation in luxury fashion.

Media Contact

Monica Brennan
New to The Street
Monica@NewtoTheStreet.com

SOURCE: New to The Street

View the original press release on ACCESS Newswire

Topics:

media-news
NYC

Most dominant seasons in New York Knicks history

Most dominant seasons in New York Knicks history
By Stacker Feed
1 min read • Published April 15, 2026
By Stacker Feed
1 min read • Published April 15, 2026

Cristian Storto // Shutterstock

Most dominant seasons in New York Knicks history

While championships often define legacy, regular-season dominance can reveal just as much about a team’s peak performance. From record-setting win totals to historically efficient offenses and suffocating defenses, these seasons represent the highest sustained levels of excellence each franchise has reached.

Stacker compiled a list of the most dominant seasons in New York Knicks history using data from Stathead. Seasons are ranked by Simple Rating System (SRS), which measures point differential adjusted for strength of schedule. Developed by Sports Reference, SRS measures a team’s average point differential while adjusting for strength of schedule, making it one of the clearest ways to compare teams across eras.

Here’s a look at the five most dominant seasons in team history.

#5. 1992-93 Season
– Record: 60-22
– SRS: 5.87 (#154 all-time SRS rank)
– Head Coach: Pat Riley
– Leading Scorer: Patrick Ewing (24.2 PPG)

#4. 2025-26 Season
– Record: 53-29
– SRS: 5.98 (#148 all-time SRS rank)
– Head Coach: Mike Brown
– Leading Scorer: Jalen Brunson (26.0 PPG)

#3. 1972-73 Season
– Record: 57-25
– SRS: 6.07 (#142 all-time SRS rank)
– Head Coach: Red Holzman
– Leading Scorer: Walt Frazier (21.1 PPG)

#2. 1993-94 Season
– Record: 57-25
– SRS: 6.48 (#110 all-time SRS rank)
– Head Coach: Pat Riley
– Leading Scorer: Patrick Ewing (24.5 PPG)

#1. 1969-70 Season
– Record: 60-22
– SRS: 8.42 (#27 all-time SRS rank)
– Head Coach: Red Holzman
– Leading Scorer: Willis Reed (21.7 PPG)

Topics:

NYC
LA

Most dominant seasons in Los Angeles Clippers history

Most dominant seasons in Los Angeles Clippers history
By Stacker Feed
1 min read • Published April 15, 2026
By Stacker Feed
1 min read • Published April 15, 2026

Cristian Storto // Shutterstock

Most dominant seasons in Los Angeles Clippers history

While championships often define legacy, regular-season dominance can reveal just as much about a team’s peak performance. From record-setting win totals to historically efficient offenses and suffocating defenses, these seasons represent the highest sustained levels of excellence each franchise has reached.

Stacker compiled a list of the most dominant seasons in Los Angeles Clippers history using data from Stathead. Seasons are ranked by Simple Rating System (SRS), which measures point differential adjusted for strength of schedule. Developed by Sports Reference, SRS measures a team’s average point differential while adjusting for strength of schedule, making it one of the clearest ways to compare teams across eras.

Here’s a look at the five most dominant seasons in team history.

#5. 2020-21 Season
– Record: 47-25
– SRS: 6.02 (#145 all-time SRS rank)
– Head Coach: Tyronn Lue
– Leading Scorer: Kawhi Leonard (24.8 PPG)

#4. 2012-13 Season
– Record: 56-26
– SRS: 6.43 (#118 all-time SRS rank)
– Head Coach: Vinny Del Negro
– Leading Scorer: Blake Griffin (18.0 PPG)

#3. 2019-20 Season
– Record: 49-23
– SRS: 6.66 (#105 all-time SRS rank)
– Head Coach: Doc Rivers
– Leading Scorer: Kawhi Leonard (27.1 PPG)

#2. 2014-15 Season
– Record: 56-26
– SRS: 6.8 (#93 all-time SRS rank)
– Head Coach: Doc Rivers
– Leading Scorer: Blake Griffin (21.9 PPG)

#1. 2013-14 Season
– Record: 57-25
– SRS: 7.27 (#70 all-time SRS rank)
– Head Coach: Doc Rivers
– Leading Scorer: Blake Griffin (24.1 PPG)

Topics:

LA
LA

Most dominant seasons in Golden State Warriors history

Most dominant seasons in Golden State Warriors history
By Stacker Feed
1 min read • Published April 15, 2026
By Stacker Feed
1 min read • Published April 15, 2026

HNvisual // Shutterstock

Most dominant seasons in Golden State Warriors history

While championships often define legacy, regular-season dominance can reveal just as much about a team’s peak performance. From record-setting win totals to historically efficient offenses and suffocating defenses, these seasons represent the highest sustained levels of excellence each franchise has reached.

Stacker compiled a list of the most dominant seasons in Golden State Warriors history using data from Stathead. Seasons are ranked by Simple Rating System (SRS), which measures point differential adjusted for strength of schedule. Developed by Sports Reference, SRS measures a team’s average point differential while adjusting for strength of schedule, making it one of the clearest ways to compare teams across eras.

Here’s a look at the five most dominant seasons in team history.

#5. 1975-76 Season
– Record: 59-23
– SRS: 6.23 (#137 all-time SRS rank)
– Head Coach: Al Attles
– Leading Scorer: Rick Barry (21.0 PPG)

#4. 2018-19 Season
– Record: 57-25
– SRS: 6.42 (#120 all-time SRS rank)
– Head Coach: Steve Kerr
– Leading Scorer: Stephen Curry (27.3 PPG)

#3. 2014-15 Season
– Record: 67-15
– SRS: 10.01 (#13 all-time SRS rank)
– Head Coach: Steve Kerr
– Leading Scorer: Stephen Curry (23.8 PPG)

#2. 2015-16 Season
– Record: 73-9
– SRS: 10.38 (#10 all-time SRS rank)
– Head Coach: Steve Kerr
– Leading Scorer: Stephen Curry (30.1 PPG)

#1. 2016-17 Season
– Record: 67-15
– SRS: 11.35 (#6 all-time SRS rank)
– Head Coach: Steve Kerr
– Leading Scorer: Stephen Curry (25.3 PPG)

Topics:

LA
NYC

Most dominant seasons in Brooklyn Nets history

Most dominant seasons in Brooklyn Nets history
By Stacker Feed
1 min read • Published April 15, 2026
By Stacker Feed
1 min read • Published April 15, 2026

Cristian Storto // Shutterstock

Most dominant seasons in Brooklyn Nets history

While championships often define legacy, regular-season dominance can reveal just as much about a team’s peak performance. From record-setting win totals to historically efficient offenses and suffocating defenses, these seasons represent the highest sustained levels of excellence each franchise has reached.

Stacker compiled a list of the most dominant seasons in Brooklyn Nets history using data from Stathead. Seasons are ranked by Simple Rating System (SRS), which measures point differential adjusted for strength of schedule. Developed by Sports Reference, SRS measures a team’s average point differential while adjusting for strength of schedule, making it one of the clearest ways to compare teams across eras.

Here’s a look at the five most dominant seasons in team history.

#5. 2018-19 Season
– Record: 42-40
– SRS: -0.4 (#961 all-time SRS rank)
– Head Coach: Kenny Atkinson
– Leading Scorer: D’Angelo Russell (21.1 PPG)

#4. 2021-22 Season
– Record: 44-38
– SRS: 0.82 (#773 all-time SRS rank)
– Head Coach: Steve Nash
– Leading Scorer: Kevin Durant (29.9 PPG)

#3. 2022-23 Season
– Record: 45-37
– SRS: 1.03 (#743 all-time SRS rank)
– Head Coach: Steve Nash
– Leading Scorer: Kevin Durant (29.7 PPG)

#2. 2012-13 Season
– Record: 49-33
– SRS: 1.25 (#711 all-time SRS rank)
– Head Coach: Avery Johnson
– Leading Scorer: Brook Lopez (19.4 PPG)

#1. 2020-21 Season
– Record: 48-24
– SRS: 4.24 (#293 all-time SRS rank)
– Head Coach: Steve Nash
– Leading Scorer: Kyrie Irving (26.9 PPG)

Topics:

NYC
Careers & Education

Multi-state hiring compliance is blocking business growth

Multi-state hiring compliance is blocking business growth
By Nathan Kappel for FoxHire
5 min read • Published April 15, 2026
By Nathan Kappel for FoxHire
5 min read • Published April 15, 2026

Recruiters review candidates' resumes.

Studio Romantic // Shutterstock

Multi-state hiring compliance is blocking business growth

A candidate completes a successful interview process and receives an offer, only for HR to determine that hiring is not possible because the candidate resides in a state that does not allow hiring.

If that sounds absurd, it shouldn’t. It’s happening at half of the companies hiring across state lines right now.

A recent FoxHire study surveyed 1,000 HR, payroll, staffing, and business professionals to assess the operational impact of hiring across multiple U.S. states. The findings indicate that, although multi-state hiring is widespread, compliance requirements have become increasingly complex, creating challenges for both employers and workers.

Table listing statistical findings of FoxHire's survey of 1,000 HR professionals to assess operational impact of hiring across multiple U.S. states.

FoxHire

Half of Employers Have Rejected a Candidate Over Compliance

Fifty percent of surveyed employers reported informing qualified candidates that they could not be hired due to state-specific compliance concerns.

These discussions typically occur late in the hiring process, often during final interviews or offer negotiations, after both parties have invested significant time and effort. Despite mutual interest, regulatory requirements in certain states prevent the hire.

Additionally, 43.7% of employers admitted to deciding against hiring candidates in certain states due to perceived compliance risks, without informing the candidates. As a result, candidates are often unaware of the true reason for the lost opportunity.

Together, these findings indicate that compliance-related hiring exclusions are widespread and represent a significant structural challenge within the hiring process.

California and New York Are in a League of Their Own

When asked which states present the greatest compliance challenges, respondents identified California (36.40%) and New York (32.80%) as the most difficult. New Jersey ranked third at 11.40%, significantly lower than the top two states.

Perceptions of compliance difficulty vary by role. HR and people operations professionals rated California as the most challenging state at 41.72%, the highest rating in the survey. This aligns with California’s strict worker classification rules and the Private Attorneys General Act (PAGA), which allows employees to initiate enforcement actions on behalf of the state. For policy and legal teams, California presents significant concerns.

For recruiters, benefits administrators, and payroll teams, New York was identified as the most challenging state. Payroll professionals, in particular, selected New York at 35.44%, compared to 29.11% for California. New York’s compliance requirements include pay transparency laws before offers are made, paid family leave mandates upon hiring, and complex local tax jurisdictions that impact payroll. Additional New York City ordinances further increase compliance obligations.

In summary, California and New York create organizational challenges for different reasons. Consistent concerns across departments highlight a significant operational issue.

80% of Employers Hit at Least One Compliance-Related Hiring Setback Last Year

In the past 12 months, only 20.1% of respondents reported no adverse hiring outcomes related to state-by-state compliance. Consequently, 79.9% experienced at least one negative compliance event.

Negative outcomes included delayed start dates (20.9%), restricting remote hiring to a limited number of states (18.5%), and requiring candidates to relocate for eligibility (17.6%). Additionally, 9.6% of employers reduced pay offers to offset compliance costs.

Financial risks are significant. In the past two years, 25% of employers have paid penalties, interest, or fines related to multi-state compliance. Additionally, 23.8% missed a registration, filing, or reporting deadline, and 24.7% issued back pay or wage corrections. Given these risks, 48% of employers have delayed hiring or expansion due to uncertainty about compliance requirements.

In a competitive labor market, nearly half of companies are delaying hiring, not due to a lack of talent, but because regulatory uncertainty prevents them from proceeding with confidence.

The Patchwork Is Growing, and Workers Are Caught in the Middle

State employment laws serve important policy objectives, such as pay transparency, classification protections, and local wage standards. The challenge arises from the cumulative effect of overlapping regulations.

When asked about the impact of increasing state regulations, only 18.6% of employers said the rules are mostly beneficial to workers. The most common response (32.7%) was that the regulations help and hurt equally. Meanwhile, 25.4% believe the patchwork of rules primarily harms workers by limiting hiring options, and 11.1% feel the regulations favor large companies over smaller ones. Collectively, more than one-third of respondents view the net effect of increased state-level regulation as negative for those it aims to protect.

FoxHire’s analysis of Bureau of Labor Statistics data supports these findings. States identified as most challenging for compliance, such as California, New York, New Jersey, and Illinois, experienced slower employment growth from 2019 to 2024. For example, California’s employment grew by 3.0% and New York’s by 0.8%, compared to 10.3% in Texas and 8.1% in Tennessee.

While regulations serve important purposes, stronger protections in some states often result in fewer employers willing to hire there. This tradeoff warrants careful consideration, as it is reflected in the states where companies choose to operate.

Where This Leaves Employers (and Candidates)

While hiring has become national, compliance infrastructure has not kept pace. Companies expanding into new states and hiring remote talent often require up to a month to ensure compliance with local regulations. During this period, positions remain unfilled and candidates may not receive timely responses.

The national job market is expanding, but compliance processes have not kept up. Companies often avoid certain states due to regulatory complexity and uncertainty. Without improvements in compliance, these challenges will continue to restrict hiring opportunities.

How the Study Was Conducted

The Multi-State Hiring Compliance Burden Index is based on a national survey of HR, payroll, staffing, and business professionals who employ or place workers across multiple U.S. states, conducted via Pollfish. The survey gathered responses from 1,000 professionals and asked them about expansion activity, compliance friction, hiring delays, penalties, and their experiences managing employment law across state lines. FoxHire also paired the survey data with a Bureau of Labor Statistics analysis of nonfarm employment growth from 2019 to 2024 to show how compliance difficulty correlates with actual job growth at the state level.

This story was produced by FoxHire and reviewed and distributed by Stacker.

Topics:

Careers & Education

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