Talent & Growth presented by The Animo Group

Is AI damaging candidate experience? How do we implement AI effectively and compliantly in our talent teams? Lots to discuss in today's episode with Jennifer Gabrielle-Chapman!

AI right? We love it. But how do we actually implement it effectively, efficiently and compliantly into our talent team and business? Sam Dhesi, CEO of Popp, fills us in.

The perception of DEI has changed dramatically since this show started. My perspective has changed my sentiments are pretty similar. Reece and I caught up to talk about what DEI means in 2025 and the opportunity it presents to businesses who are authentic about it.

The market is better, but it is still tough, and excellent people are still looking for work. That's why in this episode, Tony Payne and I give advice on what you can do to get an edge in your job search for your next Talent Acquisition job. Share this with somebody who needs a little help.

Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro? ApplyPro will read your CVs and provide a shortlist of relevant applications. Give it a try for FREE at ⁠⁠⁠applypro.co.uk/contact/⁠⁠⁠ and put talentandgrowth in the Message. ------------------------------------------------------------------- It's here. Episode 250. We are joined by the legend Hung Lee. Takeaways The emotional state of talent acquisition professionals is influenced by their sense of agency. Technology presents both opportunities and challenges in recruitment efficiency. AI is advancing rapidly, outpacing current responses to its impact on jobs. Political changes can have significant effects on the talent acquisition landscape. The number of recruiters may decrease as AI takes over traditional tasks. In-person connections remain valuable in a world increasingly dominated by AI. Candidates will continue to seek flexibility in their work arrangements. Companies that offer a balance of remote and in-office work will attract talent. Building a strong network is crucial for recruiters in the AI era. Personal branding will become increasingly important as AI-generated content saturates communication.

Today we welcome Fiona Allen, Head of People & Talent at Ethixbase360. Takeaways Bad onboarding creates panic and confusion for new hires. Effective onboarding improves retention and employee satisfaction. Clear communication is essential throughout the onboarding process. Personal touches in onboarding can enhance team connections. Managers play a crucial role in the onboarding experience. Using tools like Bamboo HR can streamline onboarding tasks. First impressions matter in the candidate experience. Onboarding should be tailored to different cultural contexts. Simplicity in onboarding processes is key to success. Regularly review and update onboarding practices.

Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro? ApplyPro will read your CVs and provide a shortlist of relevant applications. Give it a try for FREE at ⁠⁠⁠applypro.co.uk/contact/⁠⁠⁠ and put talentandgrowth in the Message. ------------------------------------------------------------------- Today we are joined by Jo Hoggarth, Head of People & Talent at Cloud Gateway. Takeaways Transparency in recruitment means being open and honest with candidates. Setting realistic expectations helps candidates understand the role better. Highlighting challenges can attract candidates who are excited about them. Authenticity in communication is crucial for effective recruitment. Job descriptions should include both responsibilities and potential challenges. Engaging hiring managers through storytelling can improve transparency. Structured onboarding reinforces the information shared during recruitment. Regular check-ins during onboarding help new hires settle in. Overselling roles can lead to high turnover rates. Feedback from candidates is essential for continuous improvement.

Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro? ApplyPro will read your CVs and provide a shortlist of relevant applications. Give it a try for FREE at ⁠⁠applypro.co.uk/contact/⁠⁠ and put talentandgrowth in the Message. --------------------------------------------------------------- Today we welcome Yakub Zolynski, VP People at XYZ Reality. Takeaways You need to have a hook in your pitch. Assessing cultural fit requires real examples from candidates. Headhunting is crucial for maintaining recruitment quality. Creating a unique candidate experience can lead to higher acceptance rates. Transparency in communication is key during tough times. Closing candidates requires ongoing communication and understanding. Indecision in hiring can lead to missed opportunities. AI is transforming the recruitment landscape. The talent pool is expanding with remote work options. Being open-minded about talent sources can give a competitive edge.

Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro? ApplyPro will read your CVs and provide a shortlist of relevant applications. Give it a try for FREE at ⁠applypro.co.uk/contact/⁠ and put talentandgrowth in the Message. --------------------------------------------------------------- Today we welcome Alana Fallis, Head of People at Quantum Metric. Takeaways The primary objective of the company is to ensure happy employees. A diverse and inclusive culture is essential for employee satisfaction. Alumni programs can strengthen relationships with former employees. Engagement in rewards programs can reach high levels of participation. Personalized recognition can enhance employee morale. Feedback from exiting employees is crucial for cultural improvement. Celebrating employee departures can foster positive alumni relations. Listening to employees helps in understanding and enhancing company culture. Engagement surveys remain a valuable tool for HR. Building strong relationships is key to employee retention.

Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro? ApplyPro will read your CVs and provide a shortlist of relevant applications. Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message. --------------------------------------------------------------- Today we are joined by Dan Staines, Talent Manager at Patchwork, who shares hints and tips from being a one person talent team and what makes him so effective. Takeaways A typical day involves regular contact with senior stakeholders. Balancing flexibility with non-negotiables is crucial. AI tools like MetaView NoteTaker save time and improve accuracy. Clear communication enhances candidate experience. Diversity in recruitment requires intentional strategies. Consistency in hiring processes ensures fairness. Building relationships with team members is essential. Seeking support is important for solo talent teams. Understanding team dynamics aids in effective recruitment. Continuous learning and refinement are key to success.

Today we are joined by Bill Grieco, CTO at Innventure. Takeaways Creating trust among team members is crucial for success. Consistency and transparency build trust within teams. Middle management faces unique challenges in team dynamics. Respect and understanding are key in leadership transitions. Innovation methodologies are similar across different industries. Empowering teams involves setting clear goals and context. Understanding individual team members' needs enhances collaboration. The legacy of a leader is the impact on their team. Hiring smart thinkers who embrace challenges is essential. Failure is a valuable learning opportunity in innovation.

Today we are joined by Matthew Brunwasser, Head of People at Sauce. Takeaways Doing more with less in hiring is essential for startups. External recruiting can be more cost-effective than internal hiring. Manager training is crucial for effective recruitment processes. Building long-term relationships with external recruiters enhances hiring efficiency. Structured processes in recruitment can lead to better outcomes. A diverse workforce contributes positively to company culture. Hiring in multiple countries can save costs and enhance growth. Communication and clear expectations are vital in recruitment. Establishing regional hubs can improve talent acquisition efficiency. Understanding local markets is key to successful recruitment.

Today we are joined by Eleanor Ford, Chief People Officer at Zinc VC. Takeaways Zinc focuses on finding founders with the right qualities. Integrity of mission is crucial for impactful ventures. Grit and resourcefulness are essential for founders. Cultural fit is assessed through shared values and productivity. Zinc has a vast network to support talent acquisition. Founders need to align vision and commitment levels. Trust is the foundation of high-performing teams. Conflict should be productive to foster commitment. Continuous development is key for personal and team growth. Alignment between personal goals and business needs enhances performance.

Today we welcome Mark Harbottle, Head of Talent at Cronofy. Takeaways Candidates are increasingly prioritizing personalized interactions during hiring. Automation can streamline processes but must be balanced with human touch. Delays in hiring processes negatively affect candidates' mental health. Transparency in communication builds trust with candidates. Companies need to address ghosting to maintain a positive reputation. Automated scheduling is a key area for improvement in recruitment. AI has potential but must be implemented thoughtfully to enhance experiences. Recruitment processes should focus on efficiency without sacrificing quality. Future trends will likely see increased integration of AI in recruitment.

Today we welcome Rashaad Hutchinson Price, Head of People & Office Management at Nomo Fintech. Takeaways Communication and transparency are key to low turnover. Regular check-ins and feedback loops enhance employee satisfaction. Engagement initiatives should be driven by employee feedback. A supportive workplace culture fosters retention. Exit interviews provide valuable insights for improvement. Proactive measures are essential for addressing employee concerns. A strong tech stack attracts and retains talent. Employee well-being initiatives are crucial in high-stress environments. Learning and development opportunities need to be robust. Understanding the voice of the employee is vital for retention.

Today we are joined by Valentina Gissin, Chief People Officer at Garner Health. Takeaways A bespoke culture is designed specifically for a company's mission and goals. Garner Health's culture is centered around their audacious mission to transform the healthcare economy. Their cultural tenets include expecting extraordinary work, putting the mission first, practicing courageous communication, and fostering a supportive community. The hiring process at Garner Health focuses on auditions and case studies to assess candidates' fit with the culture. Leaders play a crucial role in embodying and championing the culture. Maintaining a strong culture requires ongoing effort and refinement. The long-term goal of a culture is to be a strategic differentiator for the company. Advice for creating a bold culture: start with the company's mission and identify the behaviors that will drive success, learn from high-performing individuals, and continuously refine the culture.

Flashback to our round-table we hosted with Carmen Cristina Tempesta (People Partner at Atom Learning), Nuria Requena (Talent Acquisition Manager at Spacelift) and Lauren Williams (Head of People & Culture at Phlo).

Scheduling issues this week so replaying a great roundtable from 2022 around scaling a business sensibly! Featuring Charlotte Lamb, (Head of People & Talent at Togather), Isabel McParland (Business Operations and Strategy Manager at BVNK) and Tony Payne (Founder of ApplyPro).

Today we are joined by Helen Tomlinson, Director of People & Talent at EV Energy. Takeaways Start with the business strategy and vision to determine skill needs. Take a top-down approach to avoid making assumptions and ensure alignment with the business. Review current roles and consider external comparisons when assessing skills. Utilize expertise from advisors and engage in transparent and empathetic communication when addressing skill gaps and restructuring. Consider retention and re-skilling options before making decisions about employees who are not the right fit. Understand legal responsibilities and maintain confidentiality throughout the process. Involve a group effort in decision-making and communicate decisions transparently to maintain morale and trust.

Today we are joined by Laura Probert, CPO at Egress. Takeaways Bonuses are not effective motivators of performance, as evidenced by research and studies. Removing bonuses from the compensation structure can lead to improved performance and a more engaged workforce. It is important to communicate the reasons for removing bonuses and address any concerns or objections from employees. Performance management mechanisms, such as clear goals and regular feedback, are crucial when bonuses are removed. Certain industries, like banking and finance, may be resistant to removing bonuses due to their ingrained bonus culture. Chapters 00:00 Introduction and Motivation 02:04 Implementing Change at Egress Software Technologies 05:50 Challenges and Obstacles in Removing Bonuses 08:18 Impact on Performance and Company Culture 09:33 Performance Management without Bonuses 11:30 Considerations for Different Industries 13:10 Lessons Learned and Implementation Tips

Today we are joined by Reece Batchelor, TA Lead at Photoroom. Takeaways Understand the why behind transitioning to an outbound sourcing strategy Identify and address blockers within the team Invest in team skills and tools, such as Ashby, for automation Define success metrics to track progress Use data to inform and improve the sourcing strategy A/B test messaging to improve response rates Integrate outbound sourcing with other recruitment methods through automation and efficiency Chapters 00:00 Transitioning to an Outbound Sourcing Strategy 03:29 Automating Outbound Sourcing with Ashby 08:48 Using Data to Inform and Improve Outbound Sourcing 12:28 Addressing Low Response Rates in Outbound Sourcing 14:47 Crafting the Perfect Outreach Message 18:28 Integrating Outbound Sourcing with Other Recruitment Methods

Today we are joined by Jennifer Longden, Head of HR at Pollinate International. Takeaways Getting the employee experience right from the start is crucial for organizations as it ensures that new hires are up to speed and able to deliver value. Line managers play a key role in the onboarding process and need to set expectations, keep people accountable, and bring them into the company culture. Understanding company culture can be done through Glassdoor reviews, exit interviews, and conversations with team leads and culture champions. Improving employee experience doesn't necessarily require a lot of resources or money, and feedback from new employees can be gathered through check-ins and business partner relationships. Chapters 00:00 The Importance of Getting Employee Experience Right from the Start 04:42 Understanding and Shaping Company Culture 09:35 Tailoring Onboarding Programs to Different Roles and Levels 13:17 The Role of Company Leaders in Shaping and Maintaining a Positive Culture 15:17 Gathering Feedback and Continuous Improvement in Onboarding 17:05 The Future of Employee Experience and Onboarding

Today we welcome Jim Clarke, Talent Acquisition Director at ITG who runs a high performing TA Team, focusing on data, metrics and KPIs. Takeaways Data metrics and KPIs are crucial for running an effective talent acquisition team. Tracking and analyzing key metrics and KPIs help optimize the performance of the TA team. Balancing the quantity and quality of candidates in the recruitment funnel is essential. Measuring and optimizing time to hire, cost per hire, and quality of hire are important for efficient talent acquisition. Tracking the quality of missed candidates provides insights for continuous improvement. Implementing a data-driven approach requires buy-in from the team and open discussions. Chapters 00:00 The Importance of Data Metrics and KPIs 03:11 Data-Driven Approach from Agency Recruitment 05:12 Measuring and Optimizing TA Team Performance 07:45 Balancing Quantity and Quality in the Recruitment Funnel 09:30 Measuring and Optimizing Time to Hire and Cost per Hire 11:51 Tracking the Quality of Missed Candidates 14:51 Measuring and Optimizing Quality of Hire 18:53 Implementing a Data-Driven Approach

Today we are joined by Craig Turner, Head of Talent at Benefex. Takeaways Implementing an applicant tracking system (ATS) can streamline the hiring process and provide a single source of truth. Securing buy-in and sponsorship from key stakeholders is crucial for the success of the talent acquisition (TA) function. Linking TA metrics to business outcomes, such as revenue generation or cost savings, can demonstrate the value of the TA function. Designing a consistent and effective interview process, including online assessments and task-based interviews, can lead to improved interview-to-hire ratios and higher quality hires. Prioritizing candidate experience by providing clarity, transparency, efficiency, and empathy throughout the hiring process can enhance the employer brand. Monitoring metrics such as time to hire, Net Promoter Scores (NPS), and quality of hire can help track the effectiveness of the TA function. Future plans may include developing a competency framework, focusing on diversity and inclusion (D&I), and enhancing employer branding through engaging content and organic promotion by teams. Chapters 00:00 Building a TA Function from Scratch 02:46 Implementing an ATS and Creating a Single Source of Truth 04:54 Linking Talent and TA Metrics to Business Outcomes 08:55 Improving Interview to Hire Ratio and Quality of Hire 09:41 Prioritizing Candidate Experience with NPS Scores 16:41 Future Focus: Competency Frameworks, Diversity and Inclusion, and Employer Branding

Today we are joined by Prentiss Sorrells II, Head of HR at Advantive to discuss how they have built and maintain such a high performing culture. Takeaways A high-performance culture is aligned, engaged, and working together to achieve the common goal. Goal setting, alignment, and accountability are key characteristics of a high-performance team. Establishing alignment and accountability are the initial steps to building a high-performance culture. Progressive discipline and coaching can address underperformance without demotivating employees. Tools like weekly tactical meetings, daily check-ins, and goal-setting tools support a high-performance culture. Future plans for enhancing a high-performance culture include continuous performance management and career mapping. Transparency, alignment, and pouring into employees are important for creating a high-performance culture. Chapters 00:00 Introduction 02:07 Steps to Building a High-Performance Culture 04:21 Addressing Underperformance with Progressive Discipline 08:18 Tools and Resources for Supporting a High-Performance Culture 14:59 Future Plans for Enhancing a High-Performance Culture 16:28 Advice for HR Leaders on Creating a High-Performance Culture

Today we are joined by Leah Sharma to talk Fractional TA. Takeaways Fractional TA services can benefit any company, but they are particularly popular among early-stage businesses. Engaging with a fractional TA professional provides quick ramp-up, fast results, and experienced advice. Essential skills for a fractional TA role include having a toolbox of experience, the ability to quickly digest information and build understanding, and effective communication and partnership-building skills. Managing boundaries and setting clear expectations with clients can be challenging in a fractional role. Word of mouth and networking are key for marketing oneself as a fractional TA professional. Fractional TA is here to stay and more companies are realizing the benefits of this approach. Chapters 00:00 Introduction to Fractional TA Services 02:20 Benefits of Fractional TA for Early-Stage Companies 04:06 Essential Skills for Success in a Fractional TA Role 06:33 Challenges of Managing Boundaries in a Fractional TA Role 13:33 Marketing Yourself as a Fractional TA Professional 18:33 The Future of Fractional TA

Today we are joined by Natalia Escobar Ribeiro, to chat DEIB . Takeaways DEI is not limited to gender, sexual orientation, and culture; it also includes disabilities and ageism. Ageism and disabilities are often overlooked in DEI discussions, but they are important issues that need to be addressed. Misconceptions about DEI include viewing it as a political issue and fearing conflict. Implementing DEI initiatives can lead to higher employee engagement, innovation, and revenue. Companies can take tangible actions by listening to marginalized groups, educating employees, and investing in DEI. DEI is a progressive movement that can lead to a more innovative and successful company. Chapters 00:00 The Impact of DEI: Personal Stories of Success 04:02 Why Ageism and Disabilities are Overlooked in DEI 08:02 Misconceptions and Challenges of DEI 13:45 The Commercial Benefits of Implementing DEI 16:28 Tangible Actions for Implementing DEI

Today I welcome Chantelle Anderson, Head of Talent at First Central. The conversation discusses the challenges faced in the business and strategies implemented to increase gender diversity and give women more voice within the company. The success of these initiatives has led to recognition and awards for First Central as a great place for women to work. Takeaways Collecting mandatory data and recruiting a DIB lead were key steps in addressing the challenges of increasing gender diversity. Building communities focused on different areas of diversity helped create a supportive environment. Setting targets for increasing the representation of women in leadership roles provided a clear goal for the company. The Women in Leadership Network supported the development of women and promoted the company's culture externally. The success of these initiatives has led to recognition and awards for First Central as a great place for women to work. Chapters 00:00 Challenges in Increasing Gender Diversity 04:14 Building Communities and Setting Targets 08:44 Empowering Women through the Women in Leadership Network 10:22 Creating an Inclusive Culture for Success

Today I welcome Martin Nicholson, Director of ProAction HR to discuss how companies can get it right with hiring. The common mistakes businesses make during the hiring process include rushing the recruitment process, not spending enough time getting the process right, and not clearly defining the job description and candidate requirements. Martin helps us understand how to fix these issues. Takeaways Common mistakes in the hiring process include rushing the recruitment process and not spending enough time getting it right. Clearly define the job description and candidate requirements before starting the recruitment process. Focus on the key dimensions and skills needed for the role rather than seeking a perfect candidate. A structured interview process with open-ended questions and active listening can help avoid bias. Standardize the onboarding process and gather feedback from new hires to continuously improve it. Building social connections and personal relationships within the company is crucial for successful onboarding. Employee feedback, both from new hires and those leaving the organization, is valuable for refining the hiring strategy. There is no magic formula for quality of hire, as it depends on the organization's objectives at the time

Summary Jo Wickramasinghe, Chief Product and Technology Officer at BPP, discusses the major digital transformation the company underwent after 50 years in business. BPP, known for its professional qualifications in accountancy and law, expanded into other areas such as management, technology, and healthcare. However, the fragmented experience and outdated systems hindered scalability. Jo was brought in to drive a digital transformation and faced challenges in change fatigue and cultural shift. She built a team focused on making an impact, simplicity, ownership, driving value, learning culture, and speed. The team structure and processes prioritize collaboration and customer-centricity. Quick wins and evidence of impact have been the most satisfying part of the journey so far. Takeaways BPP, a provider of professional qualifications, underwent a major digital transformation to address scalability issues and fragmented experience. The challenges in driving the transformation included change fatigue and cultural shift. The team structure and processes prioritize collaboration and customer-centricity. Quick wins and evidence of impact have been the most satisfying part of the journey so far. Chapters 00:00 Introduction and Background 02:55 The Need for Digital Transformation 06:06 Challenges in Driving the Transformation 08:48 Building a Collaborative and Customer-Centric Team 11:53 Team Values and Culture 14:50 Structuring Teams and Processes 21:07 Future Plans and Innovations

Summary Robin Reshwan, VP of Talent at Enable, discusses the role of talent teams in organizations and how they can have a bigger impact beyond just hiring. She emphasizes the importance of strategic thinking and understanding the business goals when it comes to talent acquisition. Reshwan also highlights the significance of effective communication within the organization and how talent teams can enhance it. Additionally, she discusses the use of data and insights to influence the wider organization and shares strategies for talent teams to expand their influence. She advises talent leaders to be intentional, focus on the North Star, and have regular conversations with leadership. Takeaways Talent teams should focus on strategic thinking and understanding the business goals to have a bigger impact on organizations. Effective communication within the organization is crucial, and talent teams can play a pivotal role in enhancing it. Data and insights should be used to influence the wider organization, going beyond just hiring metrics. Talent teams can expand their influence by being intentional, focusing on the North Star, and having regular conversations with leadership. Chapters 00:00 Introduction and Background 02:40 The Role of Talent Teams in Organizations 05:05 Enhancing Communication within the Organization 08:29 Using Data and Insights to Influence the Wider Organization 15:02 Strategies for Talent Teams to Expand Their Influence 21:13 Conclusion

Tom, a talent acquisition expert, shares his experiences and insights on building scalable talent functions. He emphasizes the importance of pragmatism and adaptability in fast-growing companies. Tom also discusses the challenges of defining and measuring quality of hire and the role of data analytics in talent acquisition. He highlights the essential tools and technologies for supporting scalable talent acquisition, including ATS, sourcing platforms, and AI-powered solutions. Tom also mentions the potential of AI in sourcing and screening candidates, although he acknowledges the need to balance automation with human interaction. Takeaways Pragmatism and adaptability are crucial in building scalable talent functions in fast-growing companies. Defining and measuring quality of hire is a complex challenge that requires a nuanced understanding of the company's goals and context. Data analytics plays a fundamental role in talent acquisition, providing insights and backing up assumptions with evidence. Essential tools and technologies for supporting scalable talent acquisition include ATS, sourcing platforms, and AI-powered solutions. AI has the potential to revolutionize sourcing and screening processes, but the balance between automation and human interaction needs to be carefully considered. Chapters 00:00 Introduction and Background 02:07 Key Experiences Shaping Talent Acquisition Approach 06:40 Common Challenges in Building Scalable Talent Functions 10:04 The Role of Data Analytics in Talent Acquisition 15:16 Essential Tools and Technologies for Scalable Talent Acquisition 24:33 Key Takeaways and Closing Remarks

Doug Thomson, Head of Technology at Clearbank, shares his approach to people management and team development. He emphasizes the importance of helping team members identify and build the skills they need to achieve their dream job, while also creating an environment that encourages them to stay. Doug discusses the process of identifying career goals, breaking them down into actionable steps, and providing guidance and support along the way. He also highlights the importance of nurturing a culture of learning and giving employees the freedom to challenge and contribute to the team's goals. Doug's approach to leadership focuses on challenging and developing individuals while providing guidance and support based on his own experiences. Takeaways Helping team members identify and build the skills they need for their dream job is crucial for their career growth and satisfaction. Creating an environment that supports learning and development is key to retaining employees. A structured approach to career development, including setting goals and breaking them down into actionable steps, can help individuals progress in their careers. Balancing high performance expectations with a supportive and enjoyable work environment requires giving employees freedom and guidance. Challenging individuals and providing coaching and support based on personal experiences can lead to better outcomes and growth. Chapters 00:00 Introduction and Background 03:10 Building Skills for the Dream Job 07:15 A Structured Approach to Career Development 09:56 Creating a Nurturing Culture of Learning 11:30 Balancing High Performance and Supportive Environment 13:59 Challenging and Developing Individuals 15:19 Guidance and Support Based on Experience

In this episode, Tony Payne discusses the importance of hiring for potential over experience. He explains that hiring for potential can lead to faster, cheaper, and more diverse hiring, as well as increased sustainability for the business. Tony compares hiring potential to gardening, where you focus on the plant before it blooms and get more longevity out of it. He also shares strategies for scoping a job to prioritize potential, identifying and evaluating alternative routes to traditional degrees, and supporting employees with high potential. Tony emphasizes the need to overcome bias in hiring practices and predicts that hiring for potential will become more common in the future. Takeaways Hiring for potential can lead to faster, cheaper, and more diverse hiring. Scoping a job to prioritize potential involves focusing on skills requirements and conducting job workshops with the whole team. Alternative routes to traditional degrees, such as internships and apprenticeships, can be effective in identifying potential candidates. Support systems, including coaching and training, are essential for developing employees with high potential. Overcoming bias in hiring practices that favor experience over potential is crucial for increasing diversity. The future of hiring is likely to involve a shift towards prioritizing potential over experience, with more companies adopting this approach. Chapters 00:00 Introduction and Background 03:42 The Mindset Shift: Potential over Experience 06:24 Scoping Jobs Based on Skills Requirements 10:44 Exploring Alternative Routes to Traditional Degrees 12:26 Nurturing Employees with High Potential 15:05 Methods for Evaluating Candidate Potential 21:19 Conclusion and Contact Information

Varun Mohan, co-founder of Codeium, shares the journey of his company from being a GPU virtualization company to building an end-to-end application for code AI. They made a hard pivot when they realized that transformers were going to become popular and decided to build a product around it. Codeium now has over 600,000 users and processes over 100 billion tokens of code every day. Varun emphasizes the importance of maintaining a lean company and constantly questioning the value of each decision. They prioritize trust, accountability, and realism in their culture and give away their Legos to encourage reinvention. They also focus on attracting top talent by fostering a culture of achievement and showcasing their massive vision and breakneck speed of execution. As the company grows, they aim to maintain their culture of innovation and scalability. Takeaways Codeium made a hard pivot from being a GPU virtualization company to building an end-to-end application for code AI. They prioritize maintaining a lean company and constantly questioning the value of each decision. Trust, accountability, and realism are key cultural principles at Codeium. They give away their Legos and encourage reinvention to foster a culture of innovation. Attracting top talent is achieved by showcasing their massive vision and breakneck speed of execution. As the company grows, they aim to maintain their culture of innovation and scalability. Chapters 00:00 Introduction 05:12 The Challenges and Benefits of Making a Hard Pivot 11:10 Trust, Accountability, and Innovation in a High-Performance Culture 13:55 Attracting Top Talent: Achievement, Vision, and Impact 18:22 Managing Burnout: Focusing on the Most Important Tasks 22:50 The Key to Startup Success: Irrational Optimism and Uncompromising Realism

Liz Dowling, Chief People Officer at Viooh, shares insights on building a people workflow and the role of AI and automation in HR. She emphasizes the importance of having a solutions mindset, being adaptable, and getting things done. Liz highlights the need to align the people workflow with the company's strategy and prioritize programs accordingly. She also discusses the challenges faced in building a people workflow and the metrics used to measure its effectiveness. Liz cautions against relying solely on AI and automation, emphasizing the importance of human empathy and values in HR. She suggests leveraging existing technology and collaborating with subject matter experts to optimize workflows. Takeaways Having a solutions mindset and being adaptable are key in building a people workflow. Align the people workflow with the company's strategy and prioritize programs accordingly. Metrics such as employee net promoter score, time to hire, turnover, and engagement can measure the effectiveness of the people workflow. AI and automation can make an impact in areas such as note-taking, policy creation, and workflow efficiency. However, AI should not be seen as a solution to everything and should be used in conjunction with human empathy and values. Collaborate with subject matter experts and leverage existing technology to optimize workflows. Chapters 00:00 Introduction and Background 03:31 Lessons from Large Organizations and Start-ups 05:00 Setting Up a People Workflow 09:59 Challenges and Overcoming Them 14:30 Measuring the Effectiveness of People Workflows 25:30 AI's Impact and Shortcomings in HR 29:12 Final Advice and Conclusion

Justin Megawarne, co-founder of Megaslice, discusses their hiring philosophy and how they attract the right candidates for their company. They focus on being transparent about the challenges and realities of working at Megaslice, filtering out those who are not a good fit. They emphasize resilience, adaptability, and a willingness to embrace chaos as key traits they look for in candidates. Their hiring philosophy has evolved to prioritize attitude over specific skills. Once hired, they treat employees like adults, being honest and transparent about the company's situation and involving them in decision-making. Takeaways Be transparent about the challenges and realities of working at your company to filter out candidates who are not a good fit. Prioritize resilience, adaptability, and a willingness to embrace chaos when hiring for demanding roles. Treat employees like adults and be honest and transparent about the company's situation. Involve employees in decision-making and provide opportunities for growth and learning. Chapters 00:00 Introduction and Background 01:21 The Hiring Philosophy: Telling the Truth 07:54 Interviewing for Attitude 10:11 Filtering for Resilience and Adaptability 13:05 Balancing Honesty and Attraction 15:37 The Hell Yes or No Approach 20:34 Extending the Philosophy to Leadership and Culture 22:58 Conclusion and Final Thoughts

Dave Cook, Chief Technology Officer, discusses the shortcomings of traditional training and coaching programs and the importance of a prolonged duration for effective learning. He emphasizes the need for personalized and adaptive training that is relevant to the individual and their specific business context. Dave also highlights the importance of follow-up and continuous learning to ensure that new skills are applied and retained. He shares his approach of collaborative learning, regular check-ins, and aligning training to real-world projects. Dave emphasizes the need for buy-in from company leadership and suggests using metrics such as employee engagement and project outcomes to demonstrate the value of training. He also discusses the role of peer learning and community building in reinforcing lessons and solving problems together. Dave provides a how-to guide for setting up training coaching programs in the workplace. Check Dave's guide here - https://www.lifelong-learning.club/setting-up-training-coaching-programme Takeaways Traditional training and coaching programs are often one-size-fits-all and not adaptive to individual needs and business contexts. Follow-up and continuous learning are crucial for retaining and applying new skills. A prolonged duration allows for in-depth learning, tailored training, and the development of lifelong learning habits. Aligning training to real-world projects and goals increases engagement and relevance. Metrics such as employee engagement and project outcomes can demonstrate the value of training. Peer learning and community building enhance the learning experience and problem-solving capabilities. A how-to guide is available for setting up training coaching programs in the workplace. Chapters 00:00 Introduction and Background of Dave Cook 04:04 The Importance of a Year-Long Coaching Approach 07:32 Engagement and Buy-In for Long-Term Training Programs 09:33 Gaining Buy-In from Company Leadership 11:21 Measuring the ROI of Training Programs 13:29 Tailoring Curriculums and Coaching to Individual Needs 15:15 Peer Learning and Community Building in Coaching 17:22 Guide to Setting Up Training Coaching Programs

Crina Pupaza is an accomplished Human Capital leader with a wealth of experience in both large, established corporations and nimble startups, building and managing People and Culture teams and successfully scaling organizations from 50 to 500+ employees. With a Masters degree in Organizational Psychology from Columbia University and 15+ years as an HR leader, Crina brings deep behavioral insight, knowledge, and experience to help organizations source and leverage talent for growing businesses. Throughout her career, Crina has held leadership and advisory roles in various disciplines within HR and Internal Communications at established organizations and startups, including Nymbus (SaaS, Fintech, Series D), eMarketer/Insider Intelligence (subscription-based market research company), OppenheimerFunds (global asset management $220B+ in AUM), the Guggenheim Museum (non for profit), and SquarePeg (SaaS, HR Tech, Series A). In addition to her work as Chief People Officer at Nymbus, Crina is recognized as a thought leader and a Top Culture Change Voice on LinkedIn, where she shares insights on scaling organizations, founder enablement, productivity, and leveraging high performance. Crina is a trusted coach and advisor to business leaders and individual contributors alike, empowering them to navigate complex situations and make strategic decisions that shape the future of their companies and position them for professional success. She is especially passionate about enabling founders, CEOs and managers to be exceptional leaders, knowing that their effect on talent and power to inspire growth can be both exceptional and exponential. Born in Cluj, Romania, Crina has started her education in Psychology at Babeș-Bolyai University. She has completed her education and received advanced degrees and certifications in the United States where she built her career to enable companies to navigate mergers and acquisitions, as well as enhance culture and motivate and drive talent to succeed. After more than 20 years of living in the New York area, Crina and her family opted for a new life adventure in Cary, North Carolina where she is sharing her knowledge with the local business community.

Summary The conversation explores the current state of AI adoption in the recruitment and HR tech space, the challenges and opportunities, and the impact of AI on bias and diversity in the hiring process. It also delves into the phases of technology uptake and the innovative use of AI in business development. The conversation explores the challenges and potential of AI, the need for time investment in understanding AI, the future of work, and the role of AI in human interactions. Siadhal from Metaview shares insights on the impact of AI on recruiting, the importance of experimentation, customization, and reporting in AI products, and the potential of AI in enhancing human productivity. The conversation also delves into the concept of human-AI interaction and the efficiency of AI in replicating human conversations. Takeaways AI adoption in recruitment and HR tech is rapidly growing, but there are still challenges and resistance to adoption. Unstructured data is now useful due to AI's ability to extract insights, leading to significant changes in business processes. AI is being leveraged effectively in sourcing and application sorting, addressing the challenges of candidate differentiation and applicant heavy markets. AI has the potential to mitigate bias by providing more accurate and comprehensive data, but there are still challenges in fully understanding and addressing bias in decision-making processes. The phases of technology uptake, from innovators to laggards, provide insight into the adoption of AI and other new technologies. Innovative use of AI in business development, such as market mapping and chat GPT, is reducing the time and effort required for these processes. Understanding AI requires time and experimentation Customization and reporting are crucial in AI products AI has the potential to enhance human productivity Efficiency in human-AI interaction is a key consideration for AI adoption Chapters 00:00 The State of AI Adoption in Recruitment and HR Tech 08:39 Unstructured Data and AI: A Game Changer in Business Processes 16:16 Addressing Bias and Diversity with AI in Hiring Processes 21:32 The Impact of AI on Recruiting and the Future of Work 26:57 Customization and Reporting in AI Products 36:16 Enhancing Human Productivity with AI 39:49 Efficiency in Human-AI Interaction

Adam Jackson, Co-Founder of Braintrust Network, discusses their unique talent network and the introduction of BrainTrust Air, an AI-powered talent acquisition tool. The conversation covers the benefits, impact on candidate experience, and the ethical use of AI in recruitment. Adam also shares insights on the future of talent acquisition and the evolution of AI in the hiring process. Takeaways BrainTrust is a unique talent network owned and controlled by the talent that makes their living on it. BrainTrust Air is an AI-powered talent acquisition tool that streamlines the hiring process, providing benefits for both candidates and talent acquisition professionals. The ethical use of AI in recruitment is a key consideration, and BrainTrust Air is designed to ignore biases and evaluate candidates based solely on their abilities and experience. The future of talent acquisition will see AI replacing legacy HR tech software, improving efficiency, and providing better output. The integration of AI in the hiring process will free up time for talent acquisition professionals to focus on creative solutions and other aspects of HR management.

Emma Cooper, Chief People Officer at System1Group, discusses the importance of aligning individual growth with organisational development. She shares how they have implemented departmental and organization-wide frameworks to clarify expectations and behaviours. Emma also highlights the use of the Extraordinary Leader program and the Clifton Strengths Assessment to identify and nurture talent within the organisation. She emphasises the need for continuous learning and growth, and the role of leaders in promoting and role-modeling this mindset. Emma also discusses fostering a sense of belonging and understanding of growth opportunities across all levels of the organization. Finally, she addresses the trends and challenges facing people development professionals, such as longevity, AI, and economic and political changes. Takeaways Align individual growth with organisational development through clear expectations and behaviours. Use tools like the Extraordinary Leader program and the Clifton Strengths Assessment to identify and nurture talent. Promote a culture of continuous learning and growth by recruiting and developing people interested in personal development. Role model a growth mindset as a leader by actively seeking feedback, participating in development activities, and sharing personal learning experiences. Foster a sense of belonging and understanding of growth opportunities by providing autonomy, development plans, and opportunities for collaboration and learning. Be prepared for trends and challenges in people development, such as longevity, AI, economic and political changes, and have a clear strategy to address them. Chapters 00:00 Introduction and Background 04:11 Aligning Individual Growth with Organizational Development 10:28 Measuring the Success of People Development Efforts 13:47 Fostering Belonging and Understanding of Growth Opportunities 15:31 Trends and Challenges in People Development 17:40 Conclusion and Contact Information

In this episode, Paul interviews Garry Clarke-Strange, a specialist in inclusion and diversity. They discuss the current state of diversity, equity, and inclusion (DEI) efforts in organizations and the challenges they face. Garry emphasizes the importance of making DEI a part of an organization's DNA and not just a trend. They also discuss the need to include everyone in the conversation and avoid alienating any group. Garry highlights the commercial benefits of inclusion and the impact it can have on attracting and retaining top talent. They also talk about the role of authenticity and humanizing inclusion strategies. Garry envisions a future where the conversation around inclusion is no longer necessary because it is deeply embedded in organizational culture. Takeaways DEI efforts are facing challenges and a softening of focus, but it is crucial to make it a part of an organization's DNA. Including everyone in the conversation and avoiding alienation is important for sustainable change. Inclusion has commercial benefits and can improve the overall performance of a business. Authenticity and humanizing inclusion strategies are key to engaging people and creating a positive culture. The ultimate goal is to reach a point where the conversation around inclusion is no longer necessary because it is deeply embedded in organizational culture. Chapters 00:00 Introduction and Background 02:47 The Importance of Including Everyone 06:18 The Narrative Around DEI and Alienation 10:30 The Commercial Benefits of Inclusion 12:33 Using Inclusion to Attract and Retain Top Talent 15:16 The Impact of Not Focusing on DEI 21:48 The Future of the Inclusion Conversation

Luke Eaton, a talent acquisition leader, shares insights on how to do more with less in talent acquisition. He emphasises the importance of measuring and tracking key data points, such as volume, conversion rates, and capacity, to identify areas for improvement. By optimising processes and focusing on bottlenecks, recruiters can increase efficiency and make more hires with the same level of effort. Luke also highlights the role of technology and automation in streamlining recruitment processes and reducing administrative tasks. He provides examples of how companies have successfully navigated challenging periods by implementing these strategies. Takeaways Measure and track key data points to identify areas for improvement in talent acquisition processes. Focus on optimising processes and addressing bottlenecks to increase efficiency and make more hires with the same level of effort. Leverage technology and automation to streamline recruitment processes and reduce administrative tasks. Empower individual recruiters by providing them with data and tools to improve their performance. Prioritize time management and personal well-being to maintain productivity and avoid burnout.

Roger Philby, Founder of Chemistry and Managing Partner at New Street Consulting Group, discusses the importance of data-driven decision-making in talent management. He highlights the problem of using flawed data to make decisions about hiring, promoting, and developing employees, and emphasizes the need to focus on contextual fit rather than relying solely on previous experience and qualifications. Filby introduces the five-box model, which includes intellect, personality, motivation, behaviour, and experience/skills, as a framework for assessing and predicting performance. He also emphasizes the importance of developing employees and meeting their evolving needs and expectations. Takeaways Flawed data is often used to make decisions about hiring, promoting, and developing employees, leading to poor outcomes. Contextual fit is more important than previous experience and qualifications when assessing and predicting performance. The five-box model (intellect, personality, motivation, behaviour, experience/skills) can be used to assess and predict performance. Developing employees and meeting their evolving needs and expectations is crucial for talent retention and engagement. Talent scarcity is a myth, and all individuals have talent that can be harnessed in the right context.

Today we welcome Melanie Naranjo, VP of People at Ethena. From discussing the current state of HR to exploring the evolving role of performance management in remote work environments, Melanie shares invaluable insights on how HR professionals can thrive amidst change. We explore the importance of taking HR off autopilot and crafting a strategic approach that aligns with broader business objectives. Melanie sheds light on the significance of building strong partnerships with senior leadership, emphasising the need for HR professionals to speak the right commercial language to drive success. Drawing from Melanie's extensive experience, we uncover real-world examples of successful HR initiatives that have made a tangible impact on employee engagement and performance. Additionally, we dive into the realm of data and analytics, exploring how HR professionals can leverage data-driven insights to inform decision-making and drive organizational success. Throughout the conversation, Melanie offers practical tips for HR professionals on building resilience, adaptability, and making a positive impact in their organisations. Whether you're a seasoned HR professional or an aspiring one, this episode provides valuable insights to elevate your HR practice and drive meaningful change in your workplace.

Summary Lubomila founded Plan A in 2016, a software as a service platform that supports corporates in decarbonizing, managing ESG reporting, and optimizing their value chains for sustainable growth. The journey has been complex, but sustainability has become a key decision-making element in boardrooms. Lubomila's personal motivation for starting the business came from a serendipitous moment in Morocco where she cleaned beaches from plastic. She saw an opportunity to create a business case for sustainability and combine it with her learnings from the financial system. Plan A focuses on being an empathetic leader and creating a supportive work culture. Takeaways Sustainability has become a crucial element in boardroom decision-making. Lubomila's personal motivation for starting Plan A came from a serendipitous moment in Morocco. Plan A focuses on being an empathetic leader and creating a supportive work culture. The company provides growth opportunities through programs like MyPlan A and encourages employees to go beyond their job descriptions. Education is a core part of Plan A's mission, both internally and externally. The company values cross-cultural management and encourages employees to bring their unique perspectives and reshape the company culture. Leaders building a globally applicable business should understand and adapt to different cultures and mindsets. Chapters 00:00 Introduction and Background 02:28 Opportunity and Journey of Plan A 06:29 Company Growth and Leadership 07:19 Empathy and Employee Engagement 09:09 Employee Motivation and Development 11:00 Employee Education and Upskilling 12:39 Going Beyond Job Descriptions 14:14 Personal Connection with Employees 17:54 Aligning Company Goals and Personal Aspirations

Summary In this conversation, Trent Cotton discusses the traits and strategies that contribute to high-performance recruiting teams. He emphasizes the importance of being goal-oriented, gritty, adaptable, curious, and open to respectful conflict. Trent also introduces the concept of sprint recruiting, which applies agile methodology to the recruiting process. He explains how sprint recruiting can improve efficiency, establish accountability, and provide measurable progress. Takeaways High-performance recruiting teams are goal-oriented and measure their success against specific targets. Grit and tenacity are essential traits in recruiting teams, but leaders must also help balance their focus and prevent burnout. Adaptability is crucial in today's ever-changing business landscape, and recruiting teams can foster it by creating a playground for innovation and experimentation. Intellectual curiosity drives high-performance recruiting teams, as it leads to a deeper understanding of the recruiting process and better candidate engagement. Respectful conflict is necessary for growth and improvement in recruiting teams, as it allows for diverse perspectives and better solutions. Accountability is established by setting clear goals and holding team members responsible for their actions and outcomes. Sprint recruiting applies agile methodology to the recruiting process, improving efficiency, establishing accountability, and providing measurable progress. Recruiting professionals can improve their team's performance by adopting agile methodologies like sprint recruiting and focusing on metrics and continuous improvement. Trent Cotton recommends his books, 'Sprint Recruiting' and 'High Performance Recruiting,' as resources for further exploration of these topics. Chapters 00:00 Introduction and Background 01:32 Goal-Oriented Recruiting Teams 05:25 Adaptability in Recruiting Teams 08:52 Curiosity in Recruiting Teams 10:55 Respectful Conflict in Recruiting Teams 15:22 Accountability in Recruiting Teams 24:06 Implementing Agile Methodologies in Recruiting 25:26 Book Recommendations

Today we are joined by Abigail Ansaah Nuer, Group HR Manager at Atlantic International Holding in Ghana. Today we cover: - Learn how to adapt global HR policies to local contexts effectively. - Discover practical strategies for building and scaling an HR department. - Gain insights into fostering employee engagement, recognition, and development. - Explore tips for setting up a workforce in a new country and managing cross-country interactions. - Get actionable advice on identifying and nurturing local talent. - Hear a step-by-step plan for setting up an HR function in a developing country. Don't miss out on valuable insights to enhance your HR management skills!

Dara Henry, a biotech professional and COO of Prokarium, discusses the importance of a people-centric approach in talent management and growth. He emphasises the qualities of a good manager, such as liking to work with and mentor people. Dara also highlights the value of people in companies, particularly in the biotech industry, where great science and great people are essential for success. He discusses the challenges of finding and retaining talent in the competitive biotech market and the significance of one-on-one dialogues between employees and management. Takeaways A good manager likes working with and mentoring people, while a great manager also has a vested interest in helping others' careers. In the biotech industry, people are just as valuable to a company as the drugs they develop. Smaller companies are often better at investing in and developing their employees compared to larger companies. Regular one-on-one dialogues between employees and management are crucial for meaningful communication and engagement. Companies should invest in their employees and develop tailored career development plans to retain and develop talent. Chapters 00:00 Introduction and Career Background 03:43 Defining a Good Manager 05:04 The Value of People in Companies 07:35 People-Centric Approach in Business Operations 09:02 Talent Acquisition in Biotech Industry 10:16 Challenges in Finding and Retaining Talent 12:01 Importance of One-on-One Dialogues 14:14 Planning Career Goals with Employees 16:09 Developing a People-Centric Approach 19:11 Promoting from Within 20:25 Conclusion

Abigail discusses the need to change HR language and introduces the eight superpowers that define great HR professionals. These superpowers include the magician, influencer, pioneer, meaning maker, storyteller, product designer, marketeer, and community leader. Takeaways - HR language needs to change to be more accessible and reflective of the work HR professionals do. - The eight superpowers of HR professionals are the magician, influencer, pioneer, meaning maker, storyteller, product designer, marketeer, and community leader. - These superpowers encompass the ability to see into the health of the organisation, influence others, take risks and bring new ideas, create meaning and purpose, tell compelling stories, design HR initiatives like products, market HR initiatives effectively, and build communities within the organisation. - HR professionals should focus on developing these superpowers to have a greater impact in their roles. Chapters 00:00 Introduction and Background 03:17 The Need to Change HR Language 08:02 The Eight Superpowers of HR Professionals 08:28 The Magician 13:38 The Influencer 16:31 The Pioneer 21:24 The Storyteller 22:23 The Product Designer 29:43 The Marketeer 31:17 The Community Leader Follow People Flow - https://www.linkedin.com/company/wearepeopleflow/ Attend the community launch in London - https://lnkd.in/eYqdis8P