The Talent Tango

In this episode of The Talent Tango, Amir Bormand is joined by Heather Cassar to unpack the nuances of giving and receiving feedback in the workplace. From real-time feedback practices to performance reviews, Heather shares practical tips on how to build trust, motivate teams, and make feedback a natural part of company culture—without making it awkward. Whether you're in HR, a people leader, or a manager navigating hybrid teams, this episode offers a human-centered approach to feedback that boosts both trust and performance.

In this episode, Amir sits down with Girish Mirchandani, Head of Talent at WestBridge Capital, to unpack the nuances of executive recruiting across stages and geographies. From Series A scrappiness to global scale-ups, they explore what makes a successful hire, how founders should engage in the process, and why hiring for today often trumps hiring for tomorrow. Girish also offers a behind-the-scenes look at managing cross-border buildouts and aligning stakeholders on both sides of the globe.

In this episode of The Talent Tango, Amir speaks with Allison DiDominick, Senior Technical Recruiting Manager at Flexport, about adopting AI interview tools to tackle inefficiencies in the hiring process. From delayed scorecards to inconsistent feedback, Allison walks us through the problem Flexport faced, the pilot implementation of BrightHire, and how AI tools are improving recruiter workflows and evidence-based hiring.

What does it take to thrive in talent—even when hiring freezes hit? In this episode, Amir talks with Frank Cebek about building a durable, impactful career in talent acquisition and people leadership. From surviving market downturns to translating business context into recruiting value, Frank shares his journey from consultant to senior people leader—and what skills made all the difference. This one's packed with practical advice for recruiters, HR leaders, and anyone in people ops navigating today's volatile job market.

In this episode, Amir sits down with Ashley Wines from Carta to dig into what it really means for talent teams to be proactive, not reactive. They unpack the need for talent leaders to embed themselves into the business earlier, how to build trust fast, the importance of internal product roadmaps, and how to handle stakeholder dynamics—especially when you're navigating complex matrix organizations. Whether you're an HRBP, TA leader, or people ops pro, this episode is your blueprint for becoming a strategic talent partner.

In this episode, Amir sits down with Michelle King, Head of People and Talent at Notable Health, to break down what it really means to have a strategic relationship with the CEO. From spotting red flags in the interview process to pushing back (with impact) once you're in the seat, Michelle shares lessons from the trenches—no fluff, all substance. This episode is a must-listen for anyone in a people/talent role looking to elevate their business partnership game and hold their own in the executive room.

In this episode, Amir Bormand is joined by Kate Esterman, Director of Global Talent Acquisition at Integral Ad Science. Together, they dive deep into the ever-evolving landscape of candidate experience, discussing how market shifts—from candidate-driven to client-driven—impact the way companies engage talent. Kate shares actionable strategies, real-world examples, and her perspective on balancing high-touch human interactions with the scalability of automation, all while maintaining a standout candidate journey. Whether you're scaling your TA team, facing hiring freezes, or juggling high-volume hiring demands, this conversation is packed with valuable insights for anyone passionate about elevating talent experiences. Key Takeaways: Consistency is Key: Regardless of market conditions, ensure candidates walk away wanting to work with your company—even if they don't get the job. Communication First: Regular, transparent communication can't be skipped. A simple follow-up message goes a long way, especially when bandwidth is tight. Leverage the Whole Organization: Activate your employees as brand ambassadors and referrers—especially valuable in tight-knit or small markets. Be Transparent Early: Set expectations around compensation, timelines, and processes upfront to minimize surprises and drive offer acceptances. Personalized Automation: Automation tools are helpful but should never feel robotic—infuse human touch into every automated message. Think Long-Term: Build your CRM and talent community today for tomorrow's hires. Candidate experiences linger far beyond the immediate role. Timestamped Highlights: [00:01:00] Kate introduces IAS and their work partnering with major platforms like TikTok & YouTube. [00:02:08] How market swings—from candidate-driven to surplus talent—impact candidate experience. [00:03:50] Resource constraints and bandwidth challenges: why both hiring booms and slowdowns affect communication gaps. [00:05:30] Creative solutions: How IAS doubled referral bonuses and engaged employees as recruiters in niche markets like Dublin. [00:08:00] Speed, flexibility, and upfront transparency: The pillars of a great candidate experience, regardless of market. [00:12:20] “Follow-Up Fridays”: Kate's simple yet powerful hack to prevent candidates from falling through the cracks. [00:14:00] Can GenAI and automation improve candidate experience? The fine line between efficiency and personal touch. [00:16:30] Why long-term thinking matters: Stories of candidates who declined offers but re-engaged years later. [00:22:30] How talent teams can think like marketers—keeping candidates warm through events, brand building, and community engagement. Quote Highlight: "No matter what market we're in, every candidate should walk away wanting to work for your company—whether they got the offer or not." – Kate Esterman Connect with Kate: LinkedIn: https://www.linkedin.com/in/recruitertech

In this episode, we dive into Brittany Rohde's unconventional journey into the HR and people space. With a background in mathematics and a love for admin, Brittany has successfully navigated the world of people operations, compensation, and leadership. We explore how she transitioned from a math degree into HR, her philosophy on taking opportunities, and why she believes every people team should have an engineering component. Key Takeaways

In this episode, Amir Bormand is joined by Cory Eustice, a seasoned talent leader, to dive into the importance of transparency in the hiring process. They explore how organizations can improve candidate experiences, hiring outcomes, and long-term retention by fostering open and honest conversations from the very start. Key Takeaways: Transparency in Hiring Matters – Candidates should be given a full, honest picture of the role, the company, and the challenges they might face. Hiring Managers Play a Role – Recruiters must work closely with hiring managers to ensure they openly discuss both the positives and challenges of a role. Quality Over Speed – Rushing to fill positions without clear alignment on expectations leads to mismatches and retention issues. Metrics That Matter – Effective hiring isn't just about speed; it's about tracking key indicators like offer acceptance rates, retention, and conversion rates. Retrospective Learning – Teams should evaluate both successful and unsuccessful hires to continuously refine their approach. Timestamped Highlights: [00:01:00] – Cory's perspective on how transparency helps candidates feel confident in their decisions. [00:03:00] – Amir shares a personal story about how a lack of transparency in his early career led to a short tenure. [00:07:00] – How hiring managers should approach transparency with candidates to set the right expectations. [00:12:00] – Why metrics like time-to-hire alone don't define success and what recruiters should really focus on. [00:17:00] – Cory's "building a great house" analogy to explain the balance between structure and flexibility in recruiting. [00:22:00] – How recruiters can fine-tune their processes by analyzing offer declines and retention data. [00:28:00] – The importance of looking at successful hires, not just failures, to understand what works. Quote from the Episode: "The best recruiters aren't just filling roles—they're career coaches, sales enablers, project managers, and therapists. Transparency is the foundation for all of that." – Cory Eustice Connect with Cory:

In this episode, Amir sits down with Meg Henry, Head of People & Talent at Companyon Ventures, to explore why onboarding deserves just as much attention as hiring. Meg shares practical insights on structuring an effective onboarding process, ensuring a smooth transition for new hires, and increasing business efficiency through thoughtful onboarding. If you're in a people or talent leadership role, this conversation is packed with valuable takeaways to refine your onboarding strategy. Key Takeaways ✅ Onboarding is often neglected – Companies spend months hiring but little time ensuring new hires succeed. ✅ Accessibility is key – Provide clear, organized resources to reduce new hire anxiety and unnecessary questions. ✅ Hybrid work adds complexity – Without casual office interactions, structured onboarding is more critical than ever. ✅ Onboarding should be role-specific – While company orientation is helpful, tailored onboarding plans drive success. ✅ A small time investment pays off – 2.5 hours spread over 90 days can significantly improve onboarding effectiveness. Timestamped Highlights

In this episode, we dive deep into Talent Acquisition (TA) playbooks—how recruiting leaders bring their experiences, frameworks, and best practices into new roles, and how they adapt them to different company environments. Henry shares his insights on onboarding into a new company, assessing existing hiring practices, and implementing change management strategies that actually stick. Key Takeaways:

In this episode of The Talent Tango, Amir Bormand is joined by Alex Kim, Head of Talent at NewLimit, to discuss the nuances of expectations and requirements in talent acquisition. They dive into how talent professionals can better understand and serve domain experts, establish success criteria, and adapt to the unique challenges of niche and bleeding-edge industries like biotech. Whether you're an early-career recruiter or a seasoned talent leader, this conversation offers invaluable insights into building trust, setting realistic expectations, and aligning talent strategies with business objectives. Key Takeaways: Understanding the Stakeholders You Serve: Talent acquisition is a consultative function. By deeply understanding the organizational structure, team dynamics, and priorities, recruiters can align their strategies with business goals. Data-Driven Collaboration: Use talent mapping and market data to set clear expectations with hiring managers, especially for niche roles. Transparency is key to refining hiring criteria and finding creative solutions. Building Relationships Beyond the Job Post: Strong relationships with hiring managers aren't built overnight. Attend team meetings, listen actively, and invest in understanding technical priorities to foster trust and streamline collaboration. Navigating Challenges in Niche Hiring: Hiring for cutting-edge industries requires long-term thinking and creative sourcing strategies, such as engaging academic institutions and leveraging leaders' networks for outreach. Balancing Process with Agility: Processes should enable, not hinder, recruiting success. Adapt your approach based on organizational priorities and challenges, knowing when to tighten or loosen guardrails. Timestamped Highlights: [00:01:10] Alex defines what it means for talent professionals to serve domain experts. [00:03:07] The importance of understanding organizational design and team strengths before starting a search. [00:04:40] How to build trust with hiring managers and maintain relationships during lulls in hiring activity. [00:07:22] Alex on pushing back against unrealistic expectations with data and market insights. [00:12:45] The unique challenges of sourcing for bleeding-edge industries like biotech. [00:18:07] Redefining talent acquisition as a consultative role. [00:24:04] Balancing process efficiency with the need for agility in recruiting. Quote of the Episode: "Despite being domain experts, hiring managers rely on us as talent advisors—not order takers. Our job is to bring the market data, build relationships, and guide them toward the best talent solutions." — Alex Kim Resources and Links: Connect with Alex Kim on LinkedIn: Alex Kim Email Alex: alex.kim@newlimit.com Learn more about NewLimit: NewLimit Website Subscribe and Follow: Don't forget to like, subscribe, and leave a comment about what resonated with you from this episode. Follow The Talent Tango for more insights from leaders shaping the future of work.

In this episode, we dive deep into community building and the hiring challenges founders face with Michelle McHargue. As an early-stage investor, Michelle has a front-row seat to the pressure founders experience when hiring top talent. We explore why founders are so selective, how curated communities can impact hiring, and why hiring at early-stage startups is uniquely difficult. Key Takeaways ✅ Top Talent Is Subjective: Every startup defines “top talent” differently, making hiring a challenge. ✅ Early-Stage Hiring Is Cutthroat: Startups compete for the same small pool of talent, especially engineers. ✅ Startups Wait for the Right Fit: Unlike larger companies, startups won't settle—they wait for a “perfect” hire. ✅ Community Building Is a Long Game: Curated talent communities can be an invaluable resource for founders. ✅ Founders Can Be Too Fixated: Many are overly focused on specific skills, limiting their hiring pool. ✅ Hiring Pressure Is Real: Founders juggle hiring with investor expectations, product development, and growth. ✅ Interview Bias Exists: Many hiring processes are designed for a specific type of candidate, unintentionally narrowing the talent pool. ✅ Delegation Matters: Founders often struggle to let go but must delegate hiring to scale effectively. Timestamped Highlights ⏳ [00:01:24] - Defining "top talent" and why it's subjective at startups. ⏳ [00:02:40] - Why early-stage hiring is more competitive and challenging. ⏳ [00:05:00] - The role of curated talent communities in startup hiring. ⏳ [00:07:28] - Why talent curation is a long game, not a quick fix. ⏳ [00:10:39] - How founders can become too focused on specific skill sets. ⏳ [00:14:10] - Interview biases and why hiring processes can unintentionally exclude great talent. ⏳ [00:17:29] - When founders start to listen and seek hiring advice. ⏳ [00:19:13] - The overwhelming pressure of hiring while managing a startup. ⏳ [00:22:33] - When founders finally start delegating hiring decisions. Quote of the Episode

In this episode, Amir speaks with Tiffany Chandra, Director of People and Talent at Sapphire Ventures, about the intersection of program management and talent acquisition. Tiffany shares her journey into program management, the skills she cultivated, and how program management principles can transform talent functions in organizations of any size. Whether you're in a small company or a large organization, Tiffany's insights offer practical ways to enhance recruiting strategies and improve team alignment. Key Takeaways Program Management in Talent: Effective program management aligns multiple recruiting projects under shared goals, ensuring seamless workflows and outcomes. Stakeholder Alignment is Foundational: Building strong relationships and setting clear expectations with stakeholders ensures program success. Governance and Ownership: Defining clear roles and accountability for team members leads to more efficient talent processes. Embracing Ambiguity: Thriving in undefined roles and adapting to challenges fosters creativity and innovation. Feedback and Iteration: Actively seeking feedback from cross-functional teams helps refine processes and deliver better outcomes. Episode Highlights [00:00:00] Introduction: Meet Tiffany Chandra and learn about Sapphire Ventures' focus on growth-stage companies. [00:01:32] Defining Program Management in Talent: How program management differs from project management and applies to recruiting. [00:04:15] Stakeholder Alignment: Understanding the needs and priorities of stakeholders to drive results. [00:05:22] Governance Structures: Creating accountability and streamlining workflows in recruiting. [00:08:27] Recruiters as Project Managers: Why talent teams can benefit from adopting program and project management techniques. [00:11:31] Setting Expectations Early: Aligning with stakeholders upfront to avoid miscommunication and delays. [00:15:04] Enforcing Accountability: Managing matrixed teams to ensure consistent participation and delivery. [00:20:31] Transitioning to Program Management: Skills and mindset shifts needed to move from recruiting to program management roles. [00:24:00] Metrics in Program Management: How program metrics differ from traditional recruiting KPIs. [00:28:42] Thriving in Ambiguity: Learning to navigate undefined roles and leveraging feedback for continuous improvement. [00:30:30] Closing Thoughts: Tiffany shares advice for those considering a move into program management. This episode is a must-listen for talent professionals and recruiters looking to enhance their processes, adopt program management principles, and create more impactful hiring strategies.

In this episode, host Amir Bormand sits down with Meg Sahni, Senior Director of Talent at Radical Ventures, to explore the intricacies of hiring for early-stage AI companies. With AI's rapid growth, Meg shares valuable insights on navigating a highly competitive talent market, building effective early teams, and establishing a strong employer brand. Key Takeaways: AI Startup Talent Categories: Understanding the differences between "AI-first" companies building foundational models and "applied AI" companies leveraging existing models. Strategic Team Building: Recruiting top-tier talent across research, engineering, and product management to support AI-first and applied AI initiatives. Employer Branding: The importance of participating in conferences, publishing technical content, and engaging in hackathons to attract and retain AI talent. Candidate Motivations: Why aligning with candidates' motivations and clearly articulating company vision are crucial for securing top talent. Lean Team Dynamics: How small, experienced teams at the staff and principal levels outperform in early-stage startups. Highlights with Timestamps: [00:01:35] Breaking down AI-first vs. applied AI companies and their distinct talent needs. [00:03:30] Challenges in recruiting specialized roles like machine learning engineers and data infrastructure experts. [00:07:38] Competitive hiring strategies: Crafting compelling narratives and discussing compensation philosophy. [00:09:37] The role of employer branding in attracting high-caliber talent. [00:14:52] Candidate decision-making: Weighing compensation and stability against impact and innovation. [00:19:47] Best practices for early-stage hiring: Avoiding over-hiring and prioritizing high-impact roles. Engage with Meg Sahni: Connect with Meg on LinkedIn to continue the conversation about hiring strategies in AI startups and beyond: https://www.linkedin.com/in/meg-sahni/ Tune in to this episode for actionable advice on building successful teams in the fast-paced world of AI!  

In this insightful episode, Amir Bormand interviews Jim Conti, Talent Partner at Hyde Park Venture Partners, about redefining the value of people and talent functions. Jim shares strategies for evolving the role from being process-driven to a core strategic contributor, while highlighting the importance of aligning with business goals, automating admin tasks, and building impactful employee experiences. This episode is packed with practical advice for HR professionals, talent leaders, and anyone looking to amplify the value of their talent organization. Key Takeaways: Identify Your Org's People Function Priorities: The reporting structure and allocated budget reveal how much a company values its talent function. Evolve from Admin to Strategic: Focus on aligning talent initiatives with broader business goals and automate routine tasks to free up time for strategy. Build a Business Case for Talent Investments: Use data and ROI-driven arguments to gain leadership buy-in for new tools and initiatives. Set Boundaries Without People-Pleasing: Clarity and transparency in career development discussions create trust and empower employees without over-promising. Measure Talent Impact: Post-hiring surveys and bar-raiser metrics help show the business value of talent initiatives. Timestamped Highlights: [00:00:30] Introduction to the role of people and talent functions in organizations. [00:03:00] Key indicators of whether an organization views HR as strategic or process-driven. [00:05:14] Shifting the people function from admin-heavy to strategically aligned. [00:07:54] Building a business case for HR investments and gaining buy-in from leadership. [00:11:54] The importance of transparency and clarity in employee development conversations. [00:18:00] How talent leaders can demonstrate business value by engaging with stakeholders. [00:23:00] Questions to ask during the interview process to assess a company's strategic outlook on talent. [00:24:55] Matching organizational challenges to your personal career goals. If you're looking for actionable insights to elevate your talent organization, this episode is a must-listen.  Share it with your network to inspire more strategic thinking in the HR and talent space. Don't forget to like, comment, and subscribe to stay updated with the latest discussions in talent leadership! Jim Conti: https://www.linkedin.com/in/contijc/ Jim Conti is the Talent Partner at Hyde Park Venture Partners and has been with the firm since 2021. In this role, Jim provides strategic talent support and consulting to the firm's portfolio of companies. Prior to Hyde Park Venture Partners, Jim served as head of people at dscout and Sprout Social — both Chicago-based software startups. In these roles, Jim built, grew, and oversaw teams across recruitment, talent management, DEI, culture, HR, and benefits strategy. The impact of this work is seen in awards from Glassdoor, Chicago Tribune, Crain's Chicago, and Built in Chicago.

In this insightful episode, host Amir speaks with Tanaz Mody, Head of People Operations and Talent at Lerer Hippeau, to explore the unique challenges founders face in hiring and leadership. The conversation highlights the complexities of transitioning from founder to CEO, building trust, and making strategic hiring decisions in early-stage startups. Tanaz provides practical advice on delegation, setting expectations, and the evolving role of People Operations in supporting business growth. Episode Highlights Founders and Hiring Challenges The emotional attachment founders have to their business often makes hiring decisions difficult. Common pitfalls in hiring due to lack of alignment on company needs. Delegation and Trust The importance of founders learning to delegate effectively and trust their teams. Building safe spaces for transparent communication and collaboration. Strategic Decision-Making Setting milestones and frameworks to align hiring with business goals. How People Operations can facilitate smoother transitions during early-stage growth. From Founder to CEO The mindset shift required to evolve from a hands-on founder to a strategic CEO. Overcoming the challenges of scaling leadership and adapting to new roles. VC Talent Partners' Role Unique insights from VC-backed talent advisors to help startups scale efficiently. Support for founders in aligning business strategy with leadership growth. Key Takeaways Trust and Delegation are Non-Negotiable Founders must embrace delegation and trust their team to scale the business effectively. Strategic Hiring Requires Milestones Establish clear benchmarks to ensure hires align with the company's current and future needs. Transitioning to CEO Requires a Mindset Shift Founders need to focus on big-picture strategy rather than micromanaging daily tasks. People Operations is Key to Scaling A well-defined People Ops strategy ensures smoother transitions and long-term growth. Listen now for actionable insights on building a stronger team, scaling leadership, and navigating the founder-to-CEO journey! Don't forget to like, share, and subscribe for more engaging conversations with industry leaders. Guest:  Tanaz Mody is the Head of People Operations and Talent at Lerer Hippeau, where she drives strategic hiring and fosters high-performing teams. With extensive experience across industries, she specializes in innovative recruitment strategies, inclusive work environments, and aligning talent with organizational goals. LinkedIn:  https://www.linkedin.com/in/tanazmody/ ---- Thank you so much for checking out this episode of The Talent Tango. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this insightful episode, Amir engages with Dina Singleton, Chief HR Officer at Kajabi, to discuss the multifaceted challenges women encounter in the workplace. Topics include navigating the delicate balance of work and personal life, returning to work after childbirth or surgery, and the often-overlooked impact of menopause.  Dina emphasizes the importance of fostering supportive and inclusive environments, proactive communication, and self-advocacy. Through personal anecdotes and expert advice, this episode offers practical insights into how organizations and individuals can better support women's professional and personal journeys.  Highlights: 01:16 Challenges Women Face in the Workplace 01:54 Finding Your Voice and Performance Issues 06:00 Personal Story: Navigating Health Issues at Work 09:59 Return to Work and Remote Work Challenges 13:24 Navigating Work During COVID-19 14:35 Family Leave and Career Impact 17:13 Future-Proofing Your Career 18:47 Addressing Anxiety and Self-Improvement 19:56 Challenges of Menopause in the Workplace 25:00 Advocating for Yourself and Others Guest: Dena Singleton is the Chief People Officer at Kajabi, a leading platform empowering creators to build, market, and sell online courses and content. With a career spanning over two decades in human resources and organizational leadership, Dena excels in driving people-first strategies that align with business goals. Her expertise includes scaling teams, fostering inclusive cultures, and leading through transformational change. Dena is passionate about creating environments where employees thrive and businesses succeed, leveraging her deep knowledge of talent development, DEI initiatives, and strategic workforce planning. LinkedIn: https://www.linkedin.com/in/hellofromdena/ ---- Thank you so much for checking out this episode of The Talent Tango. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Amir Bormand interviews Loren Boyce, VP of Talent Acquisition at M13, about the importance of storytelling in recruitment. They discuss how storytelling can enhance job descriptions, align teams, and truly convey the essence and impact of a role within a company. Loren shares insights on how founders and hiring managers can improve their recruitment strategies by focusing on the 'why' behind the job and the narrative that attracts top talent. Moreover, they explore the difference between sales-driven and authentic, holistic recruiting approaches. Loren also provides practical advice on how to elegantly address job challenges and the importance of having meaningful conversations with candidates. Highlights 01:37 The Importance of Storytelling in Recruiting 03:22 Aligning Recruitment with Company Goals 06:11 Crafting Effective Job Descriptions 09:04 Challenges and Best Practices in Recruitment Guest: Loren Boyce is a recruiter and talent acquisition leader who has helped companies like VMware, DigitalOcean, and Toast build and scale their teams in preparation for their IPOs. In 2020, she joined M13, an LA + NY-based venture capital firm, as VP of Talent Acquisition. Loren works with M13 portfolio company founders and their teams to help them build their dream teams. Her approach offers a simple structure and a customizable process for driving alignment and making better hiring decisions. LinkedIn: https://www.linkedin.com/in/lorenboyce/ ---- Thank you so much for checking out this episode of The Talent Tango. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amir talks with Hilliary Turnipseed, Senior Director of Talent at Kapor Capital, about the importance of consciously inclusive hiring. Hilliary discusses how businesses can diversify their talent pool and avoid biases in the hiring process. We explore Kapor Capital's investment philosophy focused on closing gaps in access for low-income and communities of color, and how Hilliary's role involves providing founders with tools to build diverse teams. The episode offers practical advice for founders and TA professionals about de-risking hiring decisions, inclusive hiring practices, and the benefits of expanding networks beyond traditional pools. Additionally, Hilliary shares details about Kapor's talent network and her partnerships with organizations like Diversify Tech and Black Code Collective. Highlights: 01:56 Consciously Inclusive Hiring Explained 03:18 Challenges and Solutions in Hiring 05:41 Expanding Networks and Talent Pools 09:06 Building a Fair and Equitable Talent Network 12:20 Navigating the Current Job Market 16:43 Advice for Candidates and Recruiters Guest: Hilliary Turnipseed is the Senior Director of Talent at Kapor Capital, where she focuses on building diverse, inclusive teams across Kapor's portfolio companies. With a deep commitment to equity and belonging in the workplace, Hilliary works closely with founders to embed inclusive hiring practices and de-risk hiring decisions. She has extensive experience in talent acquisition, diversity and inclusion, and has collaborated with organizations like Diversify Tech and Black Code Collective. Through her work, Hilliary empowers companies to broaden their talent pools, avoid biases, and create fair, equitable opportunities in hiring. LinkedIn: https://www.linkedin.com/in/hilliaryturnipseed/ ---- Thank you so much for checking out this episode of The Tech Trek. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, we feature Kelsey Lang, the Global Head of Talent at Techstars. The discussion centers around 'super agility' in talent management. Kelsey shares insights on blending startup flexibility with foundational process stability, understanding corporate cultural nuances, and maintaining agile strategies within fast-paced environments. The conversation also explores project management methodologies like Scrum and Kanban and their potential application in the talent space to enhance adaptability and efficiency. Kelsey highlights the importance of stakeholders and offers practical advice for balancing flexibility with structure in growing organizations. Highlights: 01:24 Defining Agility in Talent Management 03:37 Skills Needed for Flexibility in Talent 07:03 Challenges and Strategies in Talent Management 13:25 Implementing Agile Methodologies in Talent Guest: Kelsey Lang is a talent and people leader with over 20 years of experience building, scaling and transforming. She has worked with small, early stage startups, large, publicly-traded organizations and other orgs in between. Kelsey is passionate about building and designing talent systems that are aligned to the business to drive outcomes and cultivating cultures of high engagement and inclusion. LinkedIn: https://www.linkedin.com/in/kelseylang1/   ---- Thank you so much for checking out this episode of The Tech Trek. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amir Bormand interviews Laura Hilton, the Head of Executive Talent at Bain Capital Ventures, about the often-overlooked 'little things' that significantly impact talent management. Laura shares insights on why doing these small tasks well, such as follow-ups and maintaining relationships, is crucial for hiring the best talent. They also discuss how these practices differentiate successful companies, and explore ways to manage follow-ups effectively, leveraging technology and personal discipline. Laura emphasizes that strong candidate experience and consistent communication can set a company apart in the competitive talent landscape. Highlights 01:38 The Importance of Little Things in Talent Management 01:56 Differences in Executive Talent Management 04:24 Key Little Things in Talent Management 08:02 Challenges and Best Practices in Follow-Ups 14:06 The Role of Technology in Talent Management 16:40 Managerial and Personal Responsibility in Follow-Ups Guest Laura Hilton has over a decade of experience in talent, scaling organizations through rapid growth. At BCV Laura is focused on collaborating with founders on their executive talent strategy while also playing a key role in expanding and strengthening their talent ecosystem. Before BCV, Laura spent 5 years at Stripe as a founding member of the executive recruiting team, helping the organization from 700-7000. Before Stripe, she led the Global Talent function at AppDirect, helping scale the company across the US, Canada, Brazil, and India. LinkedIn: https://www.linkedin.com/in/laurahilton10/   ---- Thank you so much for checking out this episode of The Tech Trek. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Cassie Chao Leemans, Vice President of Talent at Craft Ventures, discusses key strategies for effective recruiting with host Amir. Topics include the importance of a solid recruiting framework, the concept of interview debt, and preparing for scalable growth. Cassie shares insights on aligning team competencies, interviewer training, and dealing with biases in the recruiting process. She also highlights the significance of founders' involvement in early-stage hiring and how to avoid common pitfalls. Listeners will gain valuable advice on structuring their recruiting processes for future success. Highlights: 01:25 Understanding Foundational Recruiting 06:41 Defining Competencies and Roles 09:41 The Importance of Interviewer Training 11:59 Avoiding Interview Debt 17:35 Balancing High Standards and Biases 21:55 Scaling Your Hiring Process Guest: Cassie Leemans is the VP Talent at Craft Ventures, where she plays a pivotal role in building high-performing teams and shaping talent acquisition strategies. With a rich background in recruitment and talent management, Cassie excels at integrating agile methodologies and fostering team flexibility. Her experience spans various sectors, where she has successfully aligned talent initiatives with business growth goals, enabling companies to scale effectively. Cassie is passionate about enhancing recruitment processes through innovation and collaboration, making her a dynamic leader in the talent space. https://www.linkedin.com/in/cassieleemans/ ---- Thank you so much for checking out this episode of The Tech Trek. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

In this podcast episode, Amir interviews Erin Peterson, Head of Talent at Great Hill Partners, to explore the transformative impact of AI on talent acquisition. They discuss the potential for AI and generative AI solutions to automate and optimize the talent recruitment process, improve productivity, and enhance the candidate experience. Erin shares insights on the evolving roles within recruitment, the importance of balancing automation with human touch, and the need for new skill sets and metrics to successfully integrate AI. They also touch on the importance of humility, continuous learning, and leadership in navigating these technological advancements. Highlights: 01:41 AI's Potential in Talent Acquisition 04:16 Automation and Efficiency in Recruitment 11:58 Personalization and Competitive Advantage 19:39 Future Roles and Skills in AI-Driven Recruitment 26:16 Leadership and Change Management in AI Guest: Erin Peterson is a seasoned leader in the talent acquisition space, with extensive experience across industries, particularly in high-growth environments. As a Global Talent Acquisition Leader, she has a strong track record in building high-performing teams and implementing effective recruitment strategies to drive organizational success. With expertise spanning from executive search to operational talent management, Erin is passionate about leveraging data-driven insights and innovative technologies like AI to optimize hiring processes. She is currently the Head of Talent at Great Hill Partners, where she leads talent acquisition strategies across the portfolio. LinkedIn: https://www.linkedin.com/in/erinpeterson/ ---- Thank you so much for checking out this episode of The Tech Trek. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

In this episode, Chris Fahey, SVP of Talent and HR at Volition Capital, discusses the often-overlooked value of org charts for growing companies. He discusses how they can pinpoint hiring gaps and the importance of focusing on roles, not just people. Chris also highlights the importance of aligning your company's strategy with its structure and regularly revisiting this alignment for smoother scaling. Great tips for founders and businesses aiming for efficient growth! Highlights: 01:47 The Importance of Org Charts in Business 02:59 Challenges and Benefits of Creating Org Charts 04:56 Aligning Org Charts with Business Strategy 10:09 Defining Success Criteria for Hiring 13:24 Iterating and Reassessing Org Charts 15:19 Advice for Founders on Organizational Alignment 18:12 Frequency of Re-examining Org Charts Guest: Chris Fahey is the Senior Vice President of Talent and Human Resources at Volition Capital. With extensive experience in talent acquisition and HR leadership, Chris deeply understands organizational strategy and scaling businesses. He focuses on aligning a company's talent needs with its broader strategic goals, helping growing businesses optimize their organizational structure and enhance hiring processes. Chris is passionate about building high-performing teams and fostering company cultures that drive success, especially in high-growth environments. https://www.linkedin.com/in/fahey02 ---- Thank you so much for checking out this episode of The Tech Trek. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amir interviews Keryn Koch, the Global Chief Human Resource Officer at Numerix, to discuss the M&A process from an HR perspective. They dive into the role of HR in mergers and acquisitions, the importance of culture, operational compliance, and effective communication. Keryn shares her experiences, strategies for integrating diverse company cultures, and emphasizes the importance of early HR involvement for a successful merger. She also provides a detailed look into managing HR technology post-acquisition. This episode is filled with insights and advice for anyone involved in M&As. Highlights: 01:33 HR's Role in Mergers and Acquisitions 02:31 Early Involvement of HR in M&A 03:35 Cultural Integration in M&A 04:37 Personal Anecdote: First M&A Experience 06:24 Creating a New Culture Post-M&A 08:10 Identifying Cultural Ambassadors 11:47 Balancing Company Cultures 16:02 Advocating for Early HR Involvement 19:25 HR Technology in M&A Guest: Keryn Koch is the Global Chief Human Resources Officer at Numerix, where she leads the company's HR strategy and operations. With extensive experience in mergers and acquisitions, talent management, and organizational development, Keryn aligns HR practices with business goals to drive growth and transformation. Her expertise includes navigating complex integrations, fostering strong company cultures, and implementing HR technologies that enhance workforce efficiency. Keryn is known for her strategic leadership in building high-performing teams and her focus on creating impactful, people-centric organizational strategies. LinkedIn: https://www.linkedin.com/in/keryn-koch/ ----- Thank you so much for checking out this episode of The Talent Tango, and I would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amir hosts Jonathan Meyrowitz, Vice President of Talent and People at UP.Labs, to discuss the intricacies of hiring CEOs for early stage companies. They delve into topics such as the importance of deal dependency, the balance between hiring for the present versus future needs, and the unique context of venture studio operations at UP.Labs. Jonathan shares his experiences and insights, explaining their approach to finding the right CEO talent, including the importance of curiosity, responsiveness, and alignment with the company's ethos. The episode highlights the nuances and challenges in CEO recruitment, providing valuable takeaways for anyone involved in hiring at the C-level. Highlights: 01:44 Hiring CEOs for Early Stage Companies 02:10 Deal Dependency and CEO Selection 03:03 Hiring for Now vs. Later 08:21 The Importance of Culture and Ethos 09:59 Storytelling in CEO Recruitment 15:12 Best Practices for CEO Hiring Guest: Jonathan Meyrowitz is the Vice President of Talent and People at UP.Labs, where he focuses on building high-performance teams and driving talent strategies for early-stage companies. With a background in executive search and recruitment, Jonathan has deep expertise in hiring top leadership and aligning talent with organizational goals. His experience spans across multiple industries, and he is known for his strategic approach to scaling teams in venture-backed startups. Jonathan is passionate about fostering growth and supporting founders through talent acquisition and leadership development. LinkedIn: https://www.linkedin.com/in/jonathanmeyrowitz/ ----- Thank you so much for checking out this episode of The Talent Tango, and I would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, we welcome Margaret Gabriel, Head of Talent at CoinFund, to explore the intricacies of the people function within venture capital (VC) firms. We delve into the impact of delaying hiring a people leader, the unique challenges of leadership development within VC environments, and the differences between hiring internal VC staff and portfolio companies. Margaret shares insights from her extensive background in the crypto space and her roles at Gemini and CoinFund, highlighting the importance of proper organizational design and the role of VC talent advisors in supporting startups. Tune in for an enlightening discussion on building high-performing teams and avoiding organizational debt. Highlights 02:16 Margaret's Background and Role 04:49 Challenges of Delaying People Leader Hires 09:43 Impact of Organizational Debt 18:25 Importance of Early People Function Guest: Margaret Gabriel is the Head of Talent at CoinFund, where she leads talent acquisition and strategy for the firm. With extensive experience in recruitment and organizational development, Margaret is known for her ability to align talent initiatives with business goals, helping companies scale and thrive. She has a strong background in venture capital and high-growth environments, where she excels at building high-performing teams and fostering inclusive workplace cultures. Margaret's expertise lies in identifying top talent and driving innovative talent strategies to support CoinFund's growth. LinkedIn: https://www.linkedin.com/in/margaret-galiani/ ----- Thank you so much for checking out this episode of The Talent Tango, and I would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amir welcomes Matt Birnbaum, Partner at Pear VC, to discuss the intricacies of structuring equity in early-stage startups. They delve into factors that go into managing an option pool, the importance of setting aside the right amount of equity, and the nuanced calculations behind compensation packages. Matt shares insights from a blog article he authored, which provides a practical calculator to help founders plan equity distribution. They also explore common pitfalls, discuss the balance between attracting crucial hires and maintaining flexibility, and offer advice for having transparent equity conversations with early-stage employees. The episode aims to equip founders and potential candidates with tools and frameworks to make informed decisions about startup equity. Highlights: 02:15 Importance of Structuring Startup Equity 05:51 Equity Spend and Flexibility for Founders 09:45 Balancing Equity for Early Hires 14:19 Presenting Equity Offers to Candidates 20:43 Nuances in Equity Allocation Guest: Matt Birnbaum is Partner at Pear VC, where he focuses on investing in and guiding early-stage startups. With extensive experience in talent acquisition and leadership, Matt has previously led talent functions at companies like Instacart and Optimizely. He specializes in scaling teams and building effective hiring strategies for high-growth companies. At Pear VC, Matt leverages his background to support founders in assembling world-class teams that drive innovation and success. He is passionate about helping startups navigate the complexities of growth and talent development. LinkedIn: linkedin.com/in/birnbing Blog article: https://pear.vc/how-to-structure-startup-equity-for-early-hires/ ----- Thank you so much for checking out this episode of The Talent Tango, and I would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Erica Waichman, Head of Talent and Community at Canvas Ventures, discusses the intricacies and expectations of a talent role in a venture capital firm. The conversation covers various topics, including Erica's background, the unique challenges of transitioning from agency and in-house recruitment to venture capital, and valuable lessons learned. Erica also shares insights on her day-to-day responsibilities, which involve supporting portfolio companies, managing advisor networks, and defining talent strategies. The episode provides a comprehensive look at the dynamic and multifaceted nature of talent roles in the venture capital space. Highlights: 01:15 Erica's Career Journey and Transition to Venture Capital 03:46 Due Diligence and Networking for a Venture Role 09:48 Day-to-Day Responsibilities in a Venture Talent Role 14:39 Challenges and Lessons Learned in Venture Talent 16:54 Advice for Aspiring Venture Talent Professionals Guest: Erica Waichman is an accomplished Executive with extensive experience in leading people and talent functions across multiple industries. She currently serves as the Director of Talent and Community at Canvas Ventures. Her leadership has been instrumental in building high-performing teams and enhancing employee engagement on a global scale. LinkedIn: https://www.linkedin.com/in/erica-waichman-964bab10/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Jennifer JR) Rettig, Chief People Officer at Pendo.io, discusses the nuances of leadership hiring, focusing on stakeholder and management expectations, C-suite succession planning, and reducing subjectivity in evaluating leadership qualities. The conversation emphasizes the importance of a tailored approach to leadership based on company size and stage, maintaining an open candidate funnel, and introducing a scientific approach through scoring and rubrics to balance subjectivity. Practical tips on managing expectations and acceptance criteria during the hiring process are also shared. Highlights: 00:45 Defining Successful Leadership 03:16 Stakeholder and Expectation Management 05:40 Balancing Objectivity and Subjectivity in Leadership Hiring 07:21 Incorporating Science into the Hiring Process 10:17 Challenges and Strategies in Executive Searches 16:06 The Project Management Triangle in Recruiting Guest: JR Rettig is the Chief People Officer at Pendo.io, where she leads the company's talent strategy and organizational development. With a deep background in human resources and talent acquisition, Jen is skilled at aligning people strategies with business objectives to drive growth and innovation. She has extensive experience in building high-performance teams and fostering a culture of collaboration and inclusion. Known for her strategic vision and leadership, Jen plays a key role in shaping the company's overall direction and success. LinkedIn: https://www.linkedin.com/in/jenrettig/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Carolyn Carpaneti, a Talent Partner at Peterson Partners, discusses the complex subject of replacing a startup founder with a new CEO. The conversation covers the emotional and practical challenges founders face, the importance of recognizing different skill sets for company growth, and the criteria for successful leadership transitions. Carolyn also explains the types of companies Peterson Partners invests in, emphasizing the role of supportive investor relationships and transparent communication within teams during such transitions. She provides valuable advice for both founders and prospective CEOs on navigating these delicate changes. Highlights: 01:56 Challenges of Replacing a Founder 03:29 Emotional Impact on Founders 10:05 Transitioning from Founder to CEO 14:36 The Role of the New CEO 23:17 Final Thoughts and Contact Information Guest: Carolyn Carpeneti is a Talent Partner at Peterson Partners, where she leverages her extensive experience in venture capital and private equity to specialize in talent acquisition, leadership development, and organizational strategy. Known for her ability to identify and cultivate top-tier talent, Carolyn plays a crucial role in helping companies build strong, effective leadership teams. Her expertise spans various industries, and she is skilled at aligning talent strategies with business goals to drive growth and innovation within organizations. LinkedIn: https://www.linkedin.com/in/carolyncarpeneti/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode of the podcast, Amir is joined by Jesse Sacks, the Head of Talent and People at Starshot Ventures. Jesse shares his experiences and insights on the operational aspects of managing talent, including reporting structures, building effective processes, navigating employment contracts, and legal alignments. He also provides valuable advice on achieving operational efficiency, understanding equity, and integrating deeper into the business to drive significant impact. This episode offers practical guidance for both emerging companies and professionals in the talent and people sector. Highlights: 01:33 Early Stage Startups and Talent Reporting Structure 03:21 Balancing Structure and Process in Talent Management 04:51 Operational Efficiency in Early Stage Companies 06:42 Understanding the Business for Talent Leaders 09:56 The Role of Chief People Officers 12:42 Legal Aspects in Talent Management 16:31 Equity in Startups: A Deep Dive Guest: Jesse Sacks is the Head of Talent and People at Starshot Ventures, where he oversees talent management, operational efficiency, and legal alignments. With a deep understanding of equity, reporting structures, and process building, Jesse is focused on integrating talent strategies into the broader business framework to drive significant impact. He brings valuable experience in managing the operational aspects of talent across early-stage startups and is dedicated to fostering effective processes that align with company goals. LinkedIn: https://www.linkedin.com/in/jessesacks/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, the host interviews Jen Kodner, a Talent Partner at Threshold Ventures and DFJ Growth, to discuss best practices and challenges in leadership hiring for startups. They explore the importance of finding the right leadership fit for different growth phases, professionalizing key functions, and balancing the hands-on approach required at early stages. Jen shares insights on the dynamics of player-coach roles, setting appropriate expectations for new hires, and the intricacies of delegating responsibilities from founders to new leaders. The conversation provides valuable advice for founders and those involved in talent acquisition at growing startups. Highlights: 02:56 Challenges in Leadership Hiring for Startups 03:54 Professionalizing Functions in Early-Stage Companies 04:45 The Role of Sales Leaders in Startups 06:31 Navigating Founder Expectations and Leadership Roles 17:29 Traits of Successful Leadership Hires Guests: Jen Kodner is the Talent Partner at Threshold Ventures and DFJ Growth, where she advises portfolio companies on strategies to identify, attract, and retain top talent. Before joining these firms in 2018, Jen was a Talent Partner at Box, where she also led recruiting efforts. With extensive experience in talent acquisition, Jen plays a crucial role in helping companies build world-class teams. LinkedIn: https://www.linkedin.com/in/jenkodner/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amir talks with Nathan Fabian, Managing Director and Head of Talent at WestCap, about the essential qualities of great leaders. They explore the complexities of hiring leadership, assessing unique attributes, and balancing speed with thoroughness in the recruitment process. Nathan shares WestCap's approach, focusing on five key attributes—principles, curiosity, decisiveness, team management, and vision—that predict leadership success. They also discuss culture fit, leveraging networks, and building and retaining a diverse, high-performing leadership team. Highlights: 01:48 Defining Leadership and Key Attributes 03:12 The Five Archetypes of Founders 05:37 Assessing Leadership Attributes 12:37 Balancing Speed and Thoroughness in Hiring 16:39 Onboarding and Integrating New Leaders 18:57 Hiring for Now vs. Future Potential 21:13 Focusing on Strengths vs. Weaknesses Nathan's LinkedIn: https://www.linkedin.com/in/nathanfabian/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amanda Poole, Vice President of Talent at DVx Ventures, discusses the intricacies of handling early-stage talent acquisition. Amanda explains the importance of being a strategic doer, asking the right questions before accepting a job, and understanding talent budgets. She also shares insights on the nuances of hiring at startups, balancing multiple roles, and managing tech debt in the talent function. The conversation delves into making impactful decisions with limited resources, leveraging technical terms for better communication, and the challenges of creating manageable processes in high-paced environments. Highlights: 01:36 Challenges of Early Stage Talent Acquisition 04:06 Balancing Execution and Strategy 06:05 Adopting Technical and Project Management Terms 07:34 Managing Technical Debt in Talent Acquisition 10:41 Creating and Managing Talent Budgets 12:19 Questions to Ask Before Joining a Startup 16:43 Planning for Future Growth in Startups 21:42 Advice for Founders on Hiring Talent Guest LinkedIn: https://www.linkedin.com/in/amandanaulty/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Cecelia McElearney, Head of People at Instabase, talks about the importance of recruiting champions and the role of partnerships in talent acquisition. She explains that recruiting is a team effort requiring collaboration across the organization. Cecelia shares insights on ownership in HR processes, emphasizing clear communication and transparency. She discusses project management, stakeholder management, and empowering HR and recruiting teams. This episode offers valuable strategies for building successful relationships to attract and retain top talent. Highlights: 01:48 The Importance of Recruiting Champions 03:48 Managing People Processes and Ownership 07:44 Project Planning and Execution 13:36 Empowering Teams and Building Relationships 19:12 Communication and Succession Planning Guest: Cecelia McElearney | Head of People | Instabase: Currently serving as the Head of People at Instabase, Cecelia brings a wealth of expertise in shaping dynamic and inclusive work cultures. With prior roles in HR at Block, Remix, and Carta, Cecelia has ensured that People initiatives ranging from employee relations to talent acquisition to compensation and benefits align with core business objectives.   LinkedIn: https://www.linkedin.com/in/ceceliamcelearney/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

n this episode, Amir interviews Dana Dillard, Director of Recruiting and Talent at Collective Health. They dive into the unique challenges of recruiting in large companies versus startups. Dana sheds light on common misconceptions about recruiters' roles in big tech firms like Apple, Amazon, and Meta, and highlights the skills needed to excel in different environments. She also offers strategic advice on tailoring resumes, dealing with interview biases, and navigating career transitions between large corporations and smaller startups. Highlights: - 02:15 Challenges of Recruiting at Large vs. Small Companies - 03:34 Strategies for Recruiting Without a Big Brand - 05:33 Skills and Processes  - 15:03 Advice for Transitioning Between Company Sizes - 18:40 Customizing Resumes for Different Audiences Guest: Dana Dillard is a seasoned global talent acquisition leader with extensive experience in financial services and technology industries. She excels in designing and executing talent strategies that support business goals and promote diversity and inclusion. Dana has managed large teams and partnered with cross-functional teams on workforce planning and complex hiring decisions. She is skilled in implementing sourcing programs, increasing candidate pipelines, and driving efficiencies. Currently, Dana leads recruiting and talent at Collective Health, the leading health benefits platform focused on improving employee health outcomes and controlling costs. https://www.linkedin.com/in/danadillard/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Amir interviews Kulwinder Verma Scott, the Global VP of Talent Acquisition at The Trade Desk. They discuss the importance of moving beyond the traditional talent acquisition process to focus more on business impact. Kulwinder emphasizes the need to understand the company's story, ask insightful questions, and build partnerships with hiring managers. They also cover how the Talent Acquisition (TA) team can overcome the perception of being merely process-oriented and be viewed as valuable business partners and solution providers. Key takeaways include peer learning, proactive engagement, and the importance of a strong relationship with the people team. The conversation aims to shift the old stigma of TA as a process function towards a consultative, business-centric role. Highlights 01:48 The Importance of Process in Talent Acquisition 03:05 Balancing Process and Business Impact 06:53 Building Strong Relationships with Hiring Managers 13:45 Collaboration with the People Team 16:24 Handling Disagreements and Finding Solutions 20:43 Changing the Stigma Around Talent Acquisition Guest: Kully Verma, originally from the UK, has been in the US for nearly 20 years and currently resides in Oakland, California, after spending time in New York City. As the Global VP of Talent Acquisition at The Trade Desk, Kully began her career in the recruitment agency world in the UK and then the US, before transitioning to in-house leadership roles at companies such as Equinox, Bloomberg, and Meta. She joined The Trade Desk in 2023, where she is responsible for Global Talent Acquisition, Executive Recruiting, University Recruiting, and Talent Acquisition Operations, supporting a 3,200-person organization. https://www.linkedin.com/in/kulwinder-verma-scott-024ba3/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

In this podcast episode, Michelle Pal, Manager of People and Culture at Tonal, discusses her career shift from Talent Acquisition (TA) to Human Resources (HR). The conversation highlights the challenges and adjustments in expanding her role, from acquiring talent to managing broader HR functions. Michelle shares her experience, including stakeholder engagement changes, prioritization of tasks, and the significance of data-driven strategies. She also offers insights on maintaining organization, building relationships, and learning to handle increased responsibilities. This episode is a valuable resource for anyone considering or navigating the transition from TA to HR. Highlights 04:17 Transitioning from TA to HR 05:58 Stakeholder Engagement and Long-term Planning 08:06 Managing Broader HR Responsibilities 11:01 Prioritization and Organization in HR 18:23 Building and Maintaining Relationships in HR Guest: Michelle Pal has expertise in various HR functions, including talent acquisition, employee relations, performance management, training and development, and HR compliance. She has a proven track record of implementing strategic HR and talent acquisition initiatives that align with organizational goals and drive employee engagement and retention. Currently, she leads People & Culture at Tonal. https://www.linkedin.com/in/michellepal/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

In this podcast episode, Amir Bormand interviews Carla Foster, the VP of Global Talent Acquisition at DataStax, to explore how talent acquisition leaders can add more value and better align with the needs of their organizations. Carla shares her insights on moving beyond mere process management to truly understanding the business functions they support, ensuring candidate quality, and building trusted relationships with hiring managers. She emphasizes the importance of communication, adapting to the team's cadence, and the strategic use of 'uncomfortable nos' in decision-making. The conversation also touches on the challenges of aligning talent acquisition practices with engineering and other departmental processes, the significance of visibility into recruitment activities, and the impact of showcasing value through metrics and direct involvement of hiring managers in the recruitment process. Carla advocates for openness and collaboration and for leveraging her extensive experience to navigate the complexities of talent acquisition and contribute significantly to organizational success. Highlights 01:37 The Core of Talent Acquisition: Adding Value and Alignment 02:13 Deep Dive into Talent Acquisition Strategies 03:30 Challenges and Solutions in Talent Acquisition 05:08 Building Relationships and Trust in Talent Acquisition 08:57 The Importance of Asking the Right Questions 12:12 Adapting Talent Acquisition to Engineering Teams 13:50 The Power of Communication and Feedback Guest connect: https://www.linkedin.com/in/carla-croghan-foster-82a126/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Lauren Newton, VP of People at Sanity, discusses adopting an agile approach to human resources and talent management. By treating aspects of people operations as experiments, Lauren's team at Sanity seeks to innovate within the traditional HR space, focusing on flexibility and risk-taking to improve outcomes. The conversation covers the importance of defining clear goals for these experiments, the balance between innovation and compliance, and methods for implementing and evaluating new HR initiatives. Lauren emphasizes the significance of stakeholder input and collaboration in driving change and improving employee experiences through targeted projects like automating the onboarding process. Additionally, she highlights strategies for prioritizing work, managing stakeholder relationships, and ensuring team adoption of new processes. The episode offers insights into modern HR practices and the value of a collaborative, experimental approach to enhancing people operations. Highlights 01:53 The Philosophy of Agile and Experimentation in HR 03:56 Navigating Challenges and Opportunities in HR Innovation 07:11 Detailed Process of Implementing Changes in HR 25:04 Stakeholder Engagement and Change Management Guest connect - Lauren Netwon: https://www.linkedin.com/in/lanewton22/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

In this podcast episode, Amir Bormand speaks with Meg Pittman, VP of People at dbt Labs, about transforming the people and talent function into a role of enablement rather than gatekeeping. They discuss the importance of authentic leadership, the shift from being risk-averse to becoming enablers, and how leaders can empower their teams to make impactful decisions. Meg shares her insights on breaking away from traditional HR strategies focused on mitigation and compliance toward fostering a culture of problem-solving and risk-taking. She illustrates these concepts with personal stories from her career and the innovative steps dbt Labs has taken to redefine its performance management system. The conversation also covers the critical role of vulnerability and creating safe spaces for employees to be authentic, which Meg argues is vital for personal and organizational growth. The episode emphasizes that effective talent and people leadership begin with authenticity and the courage to embrace change and take calculated risks. Highlights 00:22 Exploring the Role of Authentic Leadership 00:54 The Journey to Empowerment and Transformation 05:17 Creating Safe Spaces and Fostering Vulnerability 13:33 Embracing Risk and Innovation in HR Guest - Meg Pittman: https://www.linkedin.com/in/meg-pittman-13ba14144/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, we dive into the nuances of how founders can effectively hire go-to-market leaders with Atli Thorkelsson, VP of Talent Network at Redpoint Ventures. The conversation covers the challenges founders face in these roles, the timing and dynamics of such hires, and the importance of founder-led sales in the early stages. Atli emphasizes the need for candidates who can execute immediately while having the potential to grow with the company. The discussion also explores the intricacies of hiring outside a founder's skill set, the significance of setting up for holistic success, and the critical aspect of surrounding oneself with knowledgeable people. Atli provides insights into what to look for in candidates, highlighting the importance of long-term thinking, cultural fit, and the ability to scale with the company. The episode is rich in advice for founders on navigating the hiring process, from the initial job definition to engaging with potential candidates for long-term roles. Highlights 00:50 The Challenge of Hiring Go-to-Market Leaders 01:23 When to Hire Go-to-Market Leaders: Insights from Atli 02:32 The Importance of Hiring for Now and Future Growth 03:07 Navigating the Hiring Process: Strategies and Challenges 08:35 Identifying the Right Sales Leadership Qualities 16:57 Advice for Founders on Hiring and Onboarding Guest: https://www.linkedin.com/in/atlit/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

In this podcast episode, Amir Bormand interviews Blake Williams, the Head of Talent at Nuro, a startup focused on enhancing daily life through robotics, notably with their self-driving delivery vehicles. They delve into the challenges and strategies of managing talent transition, particularly in a high-skill environment like Nuro, which specializes in computer vision technologies and robotics. Williams emphasizes the importance of preparing for inevitable departures by ensuring individuals leave as better ambassadors and how Nuro engages in proactive succession planning, involving internships and new graduate programs to maintain a pipeline of talent. Additionally, the conversation touches on Williams' transition from the Marine Corps to the talent acquisition field, reflecting on the valuable, transferable skills veterans bring to the corporate world. The episode concludes with insights into creating a talent-friendly culture and the benefits of intentional hiring and development strategies. Highlights 00:16 The Inevitability of Employee Departures 00:55 Introducing Nuro and Its Mission 01:36 Challenges in Replacing Specialized Talent 02:34 Embracing the Reality of Employee Turnover 04:50 Proactive Succession Planning and Talent Development 06:14 Internships and New Graduates: A Strategy for Talent Acquisition 07:53 Creating Talent Ambassadors for the Future 10:08 The Process of Onboarding and Knowledge Transfer 11:57 Rethinking Replacement and Hiring Strategies 14:05 The Importance of Internships and Cognitive Diversity 18:09 The Role of the Talent Team in Shaping Company Culture 20:15 Transitioning from the Marine Corps to Corporate America Guest: Blake Williams: https://www.linkedin.com/in/bwillia/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

This podcast episode features a discussion with Ashley Core, Head of TA at SoFi, focusing on engagement strategies for high performing teams within talent acquisition (TA). They delve into maintaining team engagement during busy periods and downtimes, addressing the impact of layoffs on mental health, and strategies for personal and team productivity. Ashley shares insights from her experience, emphasizing the importance of rest, wellness, and meaningful projects to maintain performance levels. The conversation also covers the challenges of the current hiring landscape and the value of vulnerability and empathy in leadership. Additionally, Ashley and the host discuss the transient nature of the talent industry and strategies for long-term career fulfillment. Highlights 00:45 Defining High Performing Teams and Engagement Strategies 01:39 The Importance of Balance: Performance, Mental Health, and Well-being 02:27 Leadership Lessons: Navigating Highs and Lows in Talent Acquisition 04:51 Maintaining Engagement During Slow Hiring Periods 10:48 Addressing Mental Health and Leading with Vulnerability 18:13 Career Longevity in Talent Acquisition: Passion and Resilience Ashley: https://www.linkedin.com/in/ashleycore/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, the host interviews James Lafferty, Vice President of Global Talent Acquisition at Epicor, to discuss the shift from transactional to transformational recruiting. Lafferty shares insights on focusing on business outcomes, refining hiring requirements, and using data in recruiting strategies. He explains the differences between transactional and transformational recruiting, emphasizing proactive engagement in business decisions, and discusses Epicor's global presence and talent acquisition strategies. The episode explores the significance of engaging with hiring managers early in the recruitment process, akin to cybersecurity's 'shifting left' principle, to align talent acquisition with business goals better. Lafferty also delves into managing hiring manager expectations, the role of data in supporting recruitment decisions, and fostering a culture of recruitment within organizations. The discussion includes strategies for communicating effectively with hiring managers and empowering recruitment teams to be more independent and strategic. Highlights: 01:36 The Journey from Transactional to Transformational Recruiting 05:42 Shifting Left: Engaging Early in the Business Process 17:01 The Hiring Manager Maturity Model: A Guide to Effective Recruitment 20:06 Leveraging Data in Recruitment: Strategies and Challenges 22:53 Empowering Recruiters: Coaching for Confidence and Independence Guest: James Lafferty is originally from the UK and now lives in Austin, Texas having moved in 2015. James is the VP of Global Talent Acquisition at Epicor Software, a 4,600-person Software company. James is responsible for the strategy and operations of Epicor's talent acquisition teams. The position oversees global Talent Acquisition, Executive Recruiting, Talent Operations, Employer Branding, Global Mobility, and University Recruiting Teams worldwide.   LinkedIn: https://www.linkedin.com/in/jameslafferty/ ------ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Amir Bormand is joined by Kristen Duckett, the SVP of People and Talent at Cavnue, to discuss the intricacies of defining success in talent and people management. Kristen shares insights into the importance of clarity, persistence, and a consultative approach in HR. The episode delves into Cavnue's mission to innovate roadways for safer, more efficient transportation, underscoring the challenges and strategies in talent acquisition and management. Kristen emphasizes understanding business needs, setting realistic expectations, and the critical role of metrics in evaluating success and guiding HR practices. She also discusses the importance of listening, communication, and developing solutions-oriented approaches to effectively manage expectations and challenges in the HR field. Highlights 02:33 Defining Success in Talent and People Management 04:38 Metrics for Measuring Success in HR 08:24 Navigating Ownership and Decision-Making in HR 11:41 Effective Talent Acquisition Strategies 16:38 The Importance of Clear Communication and Feedback Guest:  Kristen Duckett is a seasoned HR leader with over 20 years of experience in both established companies and high-growth startups. Currently serving as the SVP, People & Talent at a Series A tech startup, she has a strong track record in leadership coaching, talent management, and building HR functions from scratch. Her career includes notable roles at Capital One, Hilton, and Fannie Mae, where she developed and executed comprehensive HR strategies. Kristen joined Cavnue in 2021 as the first People & Talent hire, driving the development and execution of strategies that foster business and organizational success. Prior to Cavnue, Kristen held significant HR leadership positions, including VP roles at Fannie Mae and Hilton, where she supported top executives and led talent initiatives for large divisions. Her expertise spans talent acquisition, performance management, and workforce planning, with a focus on cultivating inclusive cultures and high-performing teams. Kristen lives in Clifton, Virginia, with her husband and daughters, Paige, Emma, and Alexa. She holds a B.A. in English from the University of Pennsylvania and actively participates in the Northern Virginia chapter of the National Charity League. LinkedIn: https://www.linkedin.com/in/kristen-duckett ------ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

This episode features Lubna Khaleeli, Director of Talent Acquisition at Coupa, discussing the intricate aspects of partnerships and stakeholder management within the realm of talent acquisition. She emphasizes the importance of establishing trusted relationships, harnessing data and authenticity to provide strategic hiring solutions, and prioritizing business outcomes. Lubna shares insights into the challenges of aligning with hiring managers and navigating the complexities of different stakeholder expectations. Through examples from her career, she highlights the impact of advocating for candidates and the necessity of a solution-oriented approach to problem-solving in talent acquisition. The discussion encapsulates the vital role of talent acquisition specialists in benefiting the businesses they serve and fostering a transformative environment through strategic and thoughtful engagement with candidates and hiring managers. Highlights 01:59 The Art of Building Trusted Partnerships in Talent Acquisition 05:16 Defining Success in Talent Acquisition Beyond Hires 07:22 Navigating Challenges and Advocating for Candidates 18:04 Empowering Talent Teams and Stakeholder Management ------ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Amir welcomes Amie Ernst, Director of Talent Acquisition at Pinecone, to discuss the crucial role of talent acquisition in understanding and influencing the rhythm of a business. Amie shares her insights on how talent acquisition is more than just monitoring and managing processes; it's about being an integral part of the business growth by knowing when and how to inject talent effectively. She highlights Pinecone's approach to building generative AI applications and the importance of strategic talent placement in startup environments. The conversation also explores the concept of influencing without authority, the significance of building trust with leadership, and the impact of talent acquisition on business goals. Amie stresses the importance of collaboration between recruiters and department leaders to ensure talent meets the immediate and future needs of the business. Furthermore, she discusses the challenges of influencing business leaders and the importance of strategic thinking and flexibility in talent acquisition to drive company success. Highlights 01:29 The Art of Talent Acquisition and Business Influence 02:16 Understanding the Rhythm of Business 04:43 Influencing Without Authority: A Talent Acquisition Strategy 08:13 Operational Challenges and Strategic Solutions in Talent Acquisition 10:37 Building Trust and Influence in Talent Acquisition 12:57 Navigating the Tech Bubble: A Reset for Talent Acquisition 21:01 Stakeholder Engagement and Setting Expectations ------ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

In this podcast episode, Steve Cadigan, LinkedIn's first Chief HR Officer and expert on the future of work, discusses the evolving landscape of human resources and talent strategy. Topics covered include the importance of accountability, defining success, stakeholder engagement, and the dynamics between hiring managers and talent HR. Steve delves into the challenges the HR industry faces, particularly the complexities around hiring, onboarding, and aligning talent strategies with company values. He emphasizes the need for organizations to adapt to rapid changes in job requirements, skills, and workplace culture. The conversation also touches on the potential impacts of AI on HR practices, advocating for AI to complement talent strategies by enhancing personal job satisfaction and organizational fit rather than focusing on cost savings. Steve shares insights from his extensive experience and suggests ways to improve recruitment processes and talent management for a more engaged and productive workforce. Highlights 00:31 Defining Accountability and Success in HR 02:08 The Complex Role of HR in Balancing Growth and Compliance 05:35 Challenges in Talent Acquisition and the Evolving Job Market 26:24 The Future of Work: AI, Automation, and the Talent Landscape ------ Guest: Steve Cadigan is a true luminary in the world of talent. His expertise is regularly sought after by some of the most prestigious organizations on the planet, including dynamic organizations like Google, Manchester United, The Royal Bank of Scotland, the City of Lisbon Portugal, and the BBC. Not only that, but he's also a trusted advisor to top-tier venture capital and consulting firms like Sequoia, and McKinsey & Co.. Steve may be best known for being LinkedIn's first Chief HR Officer helping design what many consider to be the gold standard of company culture. Throughout his illustrious career, Steve has consistently demonstrated his ability to build teams, shape cultures, and transform organizations into nothing less than "world-class" performers. His remarkable achievements have garnered accolades from esteemed publications such as the Wall Street Journal and Fortune magazine, solidifying his reputation as a true industry visionary.  In recognition of his outstanding contributions, Steve Cadigan was rightfully named one of the top 200 Global Thought Leaders in the realm of People and Talent in 2021 and again in 2023. In 2021 Steve published his first book on the future of work titled “Workquake” which immediately was recognized as a “Hot New Release” on Amazon.com. https://www.linkedin.com/in/cadigan/ ------ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)