Podcasts about ATS

 Tuberculosis is a difficult, infectious respiratory disease, and patients often have a low quality of life. Organizations like the ATS and the International Union Against Tuberculosis and Lung Disease (The Union) are looking to combat health inequities and support patient communities. However, due to recent funding cuts, future research on tuberculosis and other respiratory diseases are in jeopardy. Host Patti Tripathi and Executive Director of The Union Cassandra Kelly-Cirino, PhD, discuss the effect of these funding cuts and what it will take to continue supporting research and patients alike. 

The AI Recruiting Summit 2026 is happening now with free live sessions. Grab your spot: https://ai-recruiting-summit-2026.heysummit.com/ This episode is brought to you in partnership with SourceWhale. Most recruiters will send outreach this week that is already dead and never know it. Benjamin Mena sits down with Dougie Loan, the man behind billions of recruiting messages at SourceWhale, to break down exactly what has stopped working, what is quietly winning in 2026, and why the pre-AI playbook is falling apart in real time. Dougie has a vantage point almost nobody in recruiting has. From the data behind billions of messages, he can see what actually moves the needle and what just feels like progress. He explains why the three-step spec-out sequence that used to book interviews has fallen off a cliff, why deliverability and flooded inboxes have gutted cold outreach, and why reply rates on truly cold campaigns are collapsing toward zero. He also gets specific about where recruiters bleed time. Between hunting for contact data, trawling record numbers of applications, and logging notes for hours every week, the modern desk hides close to a full workday of lost time. Dougie walks through where that time actually goes and what the highest performers do differently, from taking conversations offline fast through roundtables and dinners to investing in relationships that make the next call get answered. There is a clear split between high-growth and high-profit firms, and Dougie has data on both. He covers the playbooks behind the fastest-growing agencies, why US recruiters out-win the UK on sheer activity volume, the embedded and retained shift, and the one non-technology trait that separates average recruiters from elite ones. It is not what most people expect. If you have looked at SourceWhale before and written it off, his closing point is blunt: if you have not seen it in the last three months, you have not seen it. The platform now spans sourcing, CRM and ATS, dialer, and note-taking in one place, and Dougie argues that single-platform context is the whole game for making AI actually work on your desk. Whether you want to build a high-growth firm, a highly profitable one, or simply be a recruiter whose messages get read, there is something here to take offline and act on. 2026 is your year. Dougie Loan left school at sixteen, was on a cold recruiting desk in Glasgow by eighteen, and went on to become a rec-tech leader. He is now a driving force at SourceWhale, which has grown from an eighteen-person business to a one hundred fifty person company across the UK and US.  

Telling the Story: Part 2 Acts 7:1-16 by William Klock When I was an American school kid in the 70s and 80s I learned that the defining events in the history of the United States were was the founding of Jamestown in 1607; the landing of the Pilgrims at Plymouth in 1620; and, of course, the Revolutionary War that began in 1775 and the signing of the Declaration of Independence—well—almost exactly 250 years ago.  There were plenty of other events that shaped the story, but those were the events that set the United States on its trajectory: a heritage from Britain with a good dose of religious freedom and Protestant work ethic coming together in a grand expression of the rights of man shaped by the Enlightenment.  Were there flaws?  Yep.  Slavery was a big one.  But the way I learned the story, the British mainland colonies of North America were on the fringe of the slave trade.  We received a tiny fraction of it.  The real slavery problem was in the Caribbean and Latin America.  Plus, we dealt with it.  The whole Civil War thing—a tragedy.  But it was a story to be proud of. But in 2019, the New York Times began a new publishing project.  They called it The 1619 Project.  It was subtitled, “A New Origin Story”.  Why 1619?  That was the year the first African slaves were brought to Virginia.  Before the Pilgrims.  Before the Declaration of Independence and the Constitution.  It was a deliberate attempt to reframe the story of the United States.  Instead of a story rooted in a proud English heritage and religious liberty and Enlightenment ideals of freedom and liberty, the 1619 Project told the story of the United States as one rooted in racism and slavery and oppression.  Instead of a story that makes you stand proud, it's a story meant to instil shame and guilt. The 1619 Project didn't come out of nowhere.  It made public a story that many people had already been telling, especially to younger generations. And, as you would expect, this resulted in a great cultural clash.  Both sides shouting at the other, basically saying, “How dare you tell our story wrong!”  It wasn't so much a matter of the events themselves.  Both versions of the story involved the same events, the same people, and all of that.  But it highlights how much how you frame a story, how much you stress certain events and people and ideas over others, that you can end up with stories that are essentially the same, while dramatically different.  One instils national pride; the other instils national shame.  That doesn't mean there's no right or wrong.  Framing the American story as if slavery and racism are its fundamental core is dishonest.  But at the same time, telling a story that glosses over those evils for the sake of instilling pride, well, that's a problem too. And as much as this Postmodern metanarrative dilemma was nowhere on the radar of First Century Jews, I think it's a good way to understand what was going with Jews in those days and it's a good illustration of what Stephen is doing in his speech before the Sanhedrin in Ats 7.  [It's page 1087 in the Pew Bibles.]  There were different “parties” competing for influence and control in First Century Judaea and as much as they all told the same story of Israel, reaching back to Abraham and Moses and David, to the law and the Prophets, all rooted in the same exodus and exile and the same promises, how they told the story produced very different results, different feelings about Israel's present situation, different ideas about the future and how to get there—just as how I learned American history makes you smile when you see the Stars and Stripes, but others, having learned The 1619 Project story, feel shame. For Pharisees, unfaithfulness to the law resulted in exile—one that was still effectively ongoing—and only national faithfulness to the law would get them out of it.  For the Sadducees, that was all in the past.  God had restored them from their exile, and the temple and its priests were the proof.  All was well.  For the Zealots, the story said that armed revolution was the only way out of their oppression.  For the Essenes, the group responsible for the Dead Sea Scrolls, the story said that the everyone and everything had been defiled by unfaithfulness, even the temple itself.  God would wage holy war on the unfaithful, so they—the only truly righteous ones—retreated to the desert to wait and to keep pure.  And there was the historian Josephus.  A generation later, he told the story—after the disaster had happened—to say that the Jewish revolutionaries had brought God's wrath on themselves and that God had raised up the Romans to act as his instrument of judgement.  Same story, but the different ways they told it, the different parts they emphasised, the way they interpreted certain events like the Babylonian Exile, landed them in very different places.  Like I said last week, the story got them to the airport, but they were all waiting at different gates—and none of them the right gate for the God's real homecoming.  That said, all of them held the same markers of Jewish identity dear: the torah, the temple, the promised land, their circumcision.  They disagreed on a lot, but attack any of those things and they'd all join in stoning you after charging you with blasphemy. So what Stephen is doing before the Sanhedrin, backing up all the way to Abraham and telling the story yet again, was in good keeping with what was going on in First Century Judaea.  So—in case you missed last week or have forgotten—in the first sixteen verses, Stephen began telling the story of Jesus and the Spirit by going back to Abraham.  This was the moment when the God of glory—Stephen wants to stress that he's here to glorify the God of Israel, not blaspheme him or his holy things—Abraham was the moment when God stepped into the darkness and misery of his broken, fallen, corrupted creation and called to Abraham.  In Abraham, God was launching his project to restore rebellious humanity to himself and to set to rights the creation that we broke.  Now, there was more to it than this—it's online if you missed or forgot it—but Stephen's main point is that the gospel is not a departure from the story of Israel.  It's not something new that has no roots in what happened before.  He's saying to the Jewish elders: When the God of glory, the God of Israel called Abraham out of Ur and settled him in the promised land and established his covenant with him to make him a nation, that was the beginning of the story that brings us to Jesus, to the cross and the empty tomb, to the ascension and to Pentecost.  The story of Abraham is the story of the gospel and vice versa. Remember, they accused him of blaspheming torah and temple and Stephen's saying, “No way!  Torah and temple are good.  They're glorious.  They're how God prepared us and brought us to Jesus.”  Like I said last week, when you leave your car and board the ferry, you are in no way saying your car was bad.  It got you to the ferry.  But you can't drive on water.  Now it's time do something new—to do the very thing your car brought you to do. And then from Abraham to Joseph.  Stephen tells Isreal's story in such a way to highlight that when the God of Israel acts to bless and to save his people, it's often in unexpected ways.  Abraham was promised the land of Canaan, but never had any more of it than a little burial plot.  And Jacob and his sons were forced to flee the land of Canaan in order to survive a famine.  And Jacob's sons were wicked men who sold their brother, Joseph into slavery after nearly choosing to murder him.  And Joseph went from slavery to prison.  How was God going to work anything good from any of that?  But he did.  The sovereign God was at work all along.  Slavery and prison led Joseph to the premiership of Egypt just in time deliver his family when they arrived.  None of them had ever expected any of that.  But God delivered them.  And Stephen's telling of the Joseph story also highlights that gracious forgiveness has always been at the heart of the story of God and his people.  There was Joseph, hated, abused, sold into slavery by his brothers, but instead of taking revenge, he welcomes them and throw a party. This is what Jesus had been doing as the lost sheep of Israel, the tax collectors and sinners, came to him in repentance and faith. And this is the sort of rejoicing that would take place in heaven were the Sanhedrin to see how the story leads to Jesus and repent.  God was waiting for them with open arms and a promise of blessing, and they should know that, because that's how God's great story has always worked.  It's the key in which this great symphony is written. So now, Moses.  As important as Abraham and Joseph were, Moses stands like a colossus over the story of Israel.  Moses was the deliverer who led Israel out of Egypt and parted the sea.  It was Moses who went up Mt. Sinai and saw God for himself.  It was Moses who came down and delivered the torah to Israel.  It was under Moses that God made a nation out of Abraham's family.  And this is where they've accused Stephen of blasphemy.  They've accused him of speaking against the torah and temple and Moses.  So look at Acts 7, beginning at verse 17.  Stephen highlights three things about Moses.  The first thing he stresses is how Moses was raised up by God to be the right man at the right place at the right time—even though no one would have guessed at the beginning that Moses was God's man for the hour. Stephen says: “God had sworn an oath to Abraham.  [Remember the promise to make him a great nation and to give his descendants the land of Canaan?] When the time drew near for this promise to be fulfilled, the people had increased and multiplied in Egypt, until another king arose over Egypt, one who had not known Joseph.  He got the better of our people, and ill-treated our fathers, forcing them to abandon their newborn children so that they would die.  It was at that time that Moses was born, and he was pleasing to God. He was nursed for three months in his father's house.  But, when they abandoned him, Pharaoh's daughter claimed him and brought him up as her own son.  So Moses was educated in the full teaching of Egyptian wisdom, and he was powerful in what he said and did.” Already, in the life of Joseph, Stephen has stressed that God works human evil for good.  Nothing escapes his sovereign hand.  And just so with Moses.  First, this new Pharoah decides to make slaves of the Hebrews.  Not good.  And then, when their numbers increase so prolifically that Pharaoh fears being able to control them, he hatches a plan to murder all the baby boys.  And so Moses ends up in a basket in the river, where Pharaoh's daughter finds him and decides to raise him as her own.  God turns Pharaoh's hate, prejudice, and injustice against him, sovereignly placing one of those Hebrew boys right in Pharaoh's own home, raised at Pharaoh's expense, and tutored by Pharaoh's own tutors in the famed wisdom of the Egyptians.  God ensure the story is full of irony.  Pharaoh unwittingly nurtures and educates the very man who will be his downfall.  And Moses, himself, receives the training needed one day to oversee, to govern the people of Israel.  Again, at the time, none of this made any sense.  No one could see any significance to the story as it was unfolding.  But God has a plan and one of the things the Jewish people learned from Moses' story—and so many others—is to trust God.  In the famous words of William Cowper, God moves in a mysterious way.  It's another motif in the divine symphony—one that comes back over and over and that God's people out to recognise when they hear the music. Second, Stephen stresses the rejection of Moses by his own people.  Look at verse 23: “When he had grown to forty years old, it came into his heart to see how his brothers, the sons of Israel, were doing.  He saw someone being wronged, and came to the man's defence; he took revenge on behalf of the man who was being oppressed, by striking down the Egyptian.  He thought his kinsfolk would grasp the fact that God was sending him to their rescue, but they didn't. “The next day he showed up as two Hebrews were fighting, and he tried to bring them back together again. ‘Now then, you two,' he said, ‘you are brothers! Why are you wronging each other?'  But the man who was wronging the other wasn't having it.  ‘Who made you a ruler or judge over us?' he retorted, pushing him away.  ‘Do you want to kill me in the same way you killed the Egyptian yesterday?'  At that word, Moses ran away, and lived as a guest in the land of Midian, where he had two sons.” Yet another motif in the symphony, another recurring theme in the story.  Jesus wasn't the first of God's deliverers to be rejected by his own people.  The story highlights that this is sometimes how God works.  Now, there's no one-to-one equivalence between Moses and Jesus.  Moses was rejected because he wasn't ready yet.  He had a desire to see his people freed, but he hadn't yet been called by God to that mission, nor had he received instruction on how to do it God's way.  This way of telling the story, this way of looking back to the Old Testament is something we see all through the New Testament.  I think of the way Matthew regularly explains how something in the Jesus story “fulfils” this or that thing from the Old Testament.  And often we're left wondering how the connection works.  Thanks largely to the Church Fathers, we've been taught to see these connections as literal prophecies or as “types”, as spiritual shadows that prefigure Jesus and various events in his life.  That's kind of close, but it's not quite what Stephen (or Matthew) do.  When Matthew, for example says that in the birth of Jesus Isaiah's words about the virgin conceiving and bearing a child are fulfilled, we wonder how that works.  Isaiah was talking about a young woman in his own day bearing a child…and she wasn't a virgin.  What Matthew was doing was pointing back to an event in Israel's past, in Israel's story, where the birth of a child to a young woman—maybe a princess, maybe the Prophet's wife…it's not clear—but where the birth of this child signalled that God was about to act to deliver his people.  Matthew latched onto that.  This is how God works, but this time—in the birth of Jesus—it's not just a young woman, it's an actual virgin, and this time God's not just delivering his people from a foreign king; this time it's deliverance from sin and death.  Matthew recognised the motif in the music.  It was there in Isaiah's day, a lone violin telling a story that most people missed, but in the birth of Jesus that motif returned, and this time the whole symphony was playing it. Stephen's drawing on the story of Moses the same way.  Moses was rejected by his own people.  A repeating theme in the story that the Sanhedrin—people who know this story, know this symphony so well already—a theme they ought now to see plain as day in what happened to Jesus.  It should be obvious.  They were the ones playing the instruments this time, after all. And then, third, Stephen stresses how through Moses, the God of glory, the God of Abraham, Isaac, and Jacob, the God Israel had known for two thousand years, had revealed himself in a new way that no one had expected.  Look at verse 30: “After another forty years, an angel appeared to him in the desert at Mount Sinai, in the flame of a burning bush.  When Moses saw it, he was amazed at the vision.  But, as he came closer to see, there came the voice of the Lord: ‘I am the God of your fathers, the God of Abraham, of Isaac, and of Jacob.'  Moses was very frightened, and didn't dare to look.  But the Lord said to him, ‘Take your sandals off your feet, for the place where you are standing is holy ground.  I have looked long and hard at the trouble my people are having in Egypt. I have heard their groaning, and I have come down to rescue them.  So, come on now: I'm going to send you to Egypt.'” Stephen wants to be clear—and we see this all through early Christian preaching—the God revealed in Jesus the Messiah is not new.  He is the same God who has been directing this story, this symphony from the beginning.  This is the God of their fathers, the God who has been rescuing his people according to his promises for two thousand years.  The God they know.  The God whose character and ways they ought to have recognised in Jesus. Yes, Stephen's saying, Jesus was not what we expected.  In Jesus—and now in the Spirit—God is doing something amazing, something astounding, something new.  And that's why you rejected him.  But knowing the story, knowing the music, we should have expected God would do precisely this: something new, something wild, something we didn't expect.  Because the story is already full of episodes where God does just that.  No one, least of all Moses, exiled to the wilderness, tending his father-in-law's sheep—expected the burning bush.  And yet in that moment, heaven and earth came back together, God spoke, a man was called, and the world was never the same again. And Stephen's point is this: You can't predict the unexpected thing that God will do; but you can be sure—because the story is full of such moments—that God does act unexpectedly to do the things he's promised and that we expect, the very things in which we hope. Holy ground, for example, was something Stephen and his fellow Jews understood.  The temple was holy ground.  It was where heaven and earth met.  But it wasn't the end-all-be-all of holy grounds.  It began at Mt. Sinai—not in Isreal, but in the wilderness—where God met Moses in the burning bush, where the plan to rescue Isreal from her bondage began.  When the Israelites built the tabernacle and the cloud of God's glory descended to fill it, God upstaged what he'd done at the burning bush.  And then again, with the temple.  As if it were the strings playing the motif at the burning bush, and in Exodus 40 as God's glory fills the holy of holies, the woodwinds join them.  And the music was good and it was beautiful, but the Sanhedrin should now be hearing that same motif as, in Jesus and the Spirit the whole symphony comes together to play.  Stephen isn't disparaging Moses.  He's not blaspheming the law or the temple.  He's saying, “Can't you hear it?  Their beautiful theme is now being woven into something far grander and played by the whole symphony.  The motifs have been there all along, the story has always been told this way.  Don't plug your ears to this new thing.  Listen.  And hear how it's taken up all the old themes into something that is nothing short of glorifying to the conductor, to the God of glory. That's as far as we have time to go this morning.  Like I said, Acts 7 is long and there's a lot to unpack.  But I think the great take-away for us from this part—in addition to learning to hear the great story of God and his people—I think the most important thing here is to know that God really does do new and unexpected things.  As we get to know the story, we ought to expect for God to do the unexpected, for God to do new things that upstage what he's done in the past.  And yet, the story also emphatically tells us that as much as God does new things and upstages the things he's done before, those new things are always in keeping with what he's done before.  The past always points to the future and the future never undermines the past.  As the writer of Hebrews tells us, “God is the same, yesterday, today, and forever.”  We live in an age where too many people are ready to do something new themselves—something that breaks from what or how God has already revealed himself, something that breaks from or that disparages or that blasphemes God's past actions or his past instructions—they take this new human thing and declared that God is doing a new thing.  Andy Stanley saying we need to unhitch from the Old Testament so that God can do something new.  No!  Churches embracing sexual immorality and post-modern notions of identity and sexuality and family and marriage and then saying, “See, God is doing a new thing!”  A thousand times, no!  Brothers and Sisters, the theme of the story, the key of the symphony doesn't change.  God does new things, but those new things follow from what God's already done.  On the other hand—and I think it's mostly in response to all the proclamation of “new things” that aren't godly at all—on the other hand, we can become too fearful, too conservative and we can end up where the Pharisees and Sadducees and the Essenes were: locked down, afraid of the new, and turning away from burning bushes, and unwilling to go where God is actually leading. This why we need to steep ourselves in the story.  This why we need to immerse ourselves in the great symphony and to let the music wash over and through us.  Brothers and Sisters, we need to know the themes and the motifs, to learn the key in which God is playing, to be intimately familiar with how they interact, weaving around and through each other, so that as the story continues to unfold, as the symphony bursts into new movements, we can hear God bringing those old familiar themes to new heights, while also being able to recognise when a different story is being told, or a different symphony is being played.  I've said over and over, Brothers and Sisters: God's word is life.  Know, meditate on it, let it mould you, and then let it pour forth from you to give life to others. Let's pray: Lord of all power and might, the author and giver of all good things:  Graft in our hearts the love of your Name; increase in us true religion; nourish us with all goodness; and bring forth in us the fruit of good works; through Jesus Christ our Lord, who lives and reigns with you and the Holy Spirit, one God, for ever and ever.  Amen.

The Death of the Junior Recruiter: Where Is the Next Generation Coming From?   Since 2022, the talent acquisition landscape has undergone a seismic shift. Once a thriving entry point for ambitious professionals, the function has been systematically truncated as economic pressures mount, headcount budgets shrink, and AI tools increasingly optimise workflows that once demanded human intuition. Companies have all but ceased hiring early-careers recruiters, creating a dangerous vacuum at the foundation of the profession. This webinar confronts an uncomfortable truth: we are witnessing the extinction of the junior recruiter role, and with it, the pipeline that has sustained the industry for decades. Where will tomorrow's talent leaders come from if we stop cultivating them today?   Key Themes We Must Address: • The Great Early Career Hiring Freeze – Why organisations stopped investing in entry-level TA talent after 2022 and what this signals about perceived value   • AI's Double-Edged Sword – How automation optimised efficiency while simultaneously justifying the elimination of junior roles traditionally used for training   • The Experience Trap – The growing expectation for "senior-only" hiring that leaves no room for developing raw potential or diverse perspectives   • Broken Apprenticeship Models – The collapse of structured learning pathways where junior recruiters once absorbed expertise from seasoned professionals   • Skills Atrophy at the Top – What happens when senior recruiters lose the ability to delegate, mentor, or scale their impact without junior support   • The Succession Crisis – Who steps into leadership roles in 5-10 years when an entire generation of developing talent never entered the pipeline   • Redefining Value in TA – Moving beyond cost-per-hire metrics to recognise the long-term strategic damage of eliminating early-careers investment   • Alternative Pathways – Whether adjacent professions (HR tech, marketing, operations) can realistically feed experienced professionals into TA leadership   • Reversing the Trend – Practical frameworks for justifying junior headcount to CFOs who view TA as a cost centre ripe for automation   Watch this essential discussion on the long term future of the function!   We're on Friday 17th July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep395 is supported by our friends at Greenhouse   With application volumes at historic highs, AI claims shaping procurement, and candidate fraud entering the funnel in ways most teams can't track, your ATS decision carries more weight than ever. Download this updated guide from Greenhouse for a practical roadmap to cut through vendor noise, understand true total cost of ownership, and choose the platform your hiring function actually needs.   Download now

If you're job searching in 2026 and following every resume rule you've been told, one page only, match every keyword, avoid two-column layouts, optimize for the ATS, this episode is going to change how you think about your resume and your entire job search strategy. Sam Wright runs the data side at Huntr, and he's analyzed over 1.7 million job applications, more than 240,000 resumes, and over a million job postings to find out which resume rules actually get people hired, and which ones are just guesses everyone kept repeating. The results are surprising. Two-page resumes outperform one-page resumes across the board. Resume tailoring is 2X more effective at driving interviews. Referrals convert at a massively higher rate than cold applications. And most of what you've been told about the ATS is a myth. Scott and Sam break down the resume myths costing you interviews, the tailoring strategy that actually works, why your target job title matters more than your resume format, and the data-backed job search moves that separate the top 10% of applicants from everyone else. What you'll learn: Why the one-page resume rule was never actually tested (and what the data shows about two-page resumes) The 5-step resume tailoring process that doubles your interview rate Why "optimizing for the ATS" is a myth (and what actually gets your resume seen) How to write a resume summary that stands out (without sounding AI-generated) Why referrals convert at a massively higher rate than cold applications, and how to build them The exact application strategy Sam recommends: how many jobs per week, how fast to apply, and how to target the right roles Connect with Sam Wright: https://www.linkedin.com/in/samuel-b-wright/ Try Huntr: https://huntr.co   Our book, Happen To Your Career: An Unconventional Approach To Career Change and Meaningful Work, is now available on audiobook! Visit  happentoyourcareer.com/audible to order it now! Visit happentoyourcareer.com/book for more information or buy the print or ebook here! Want to chat with our team about your unique situation? Schedule a conversation   Free Resources What career fits you? Join our free 8 Day Mini Course to figure it out! Career Change Guide - Learn how high-performers discover their ideal career and find meaningful, well-paid work without starting over.   Related Episodes Changing Careers (When You Don't Know Your Next Job Title) (Spotify / Apple Podcasts) Discover Your Strengths to Find Your Ideal Career (Spotify / Apple Podcasts)

Is your career site delivering the conversion you need? Dalia's plug-and-play tech turns any employer career site into a high-performance candidate conversion engine — no replatforming required, live in days.Visit dalia.co to learn more. Alright rec techies…..here's what's happening this week. First up,  Frederick, Maryland – July 14, 2026 – iHire announces the launch of its industry-focused freelance marketplace.  https://hrtechfeed.com/ihire-launches-industry-focused-freelance-marketplace/ NEW YORK, July 15, 2026 — Today, Leapsome, the HR platform for high-performing teams, unveils an industry first: AI that raises your talent density, built on the deepest people data foundation in HR. With the launch of its new ATS, Leapsome is the only HR platform that brings every employee's journey into one deep, connected people data foundation: HRIS, recruiting, onboarding, performance, engagement, learning, and compensation.  https://hrtechfeed.com/leapsome-hr-platform-unveils-industry-first-ai-that-raises-talent-density-built-on-the-deepest-people-data-foundation-in-hr/ SANTA CLARA, Calif., July 15, 2026 — Eightfold AI, the pioneer of AI-powered talent intelligence, today introduced Candidate Agent, an AI agent built for the candidate experience: giving every candidate a real, personalized conversation, so candidates stay in the loop throughout the process. The agent meets candidates on the channels they already use, from first message through application, and is available 24/7. https://hrtechfeed.com/eightfold-ai-grows-talent-agents-to-2-0-with-candidate-agent/ SAN FRANCISCO — According to Upwork's second annual Future Workforce Index 2026, which surveyed 2,400 skilled U.S. knowledge workers alongside platform data, 38% of skilled U.S. knowledge workers now freelance—a massive leap from 28% just one year ago. https://recruitingheadlines.com/upwork-index-2026-skilled-freelancing-surges-to-38-as-ai-creates-rise-of-the-ai-orchestrator/ Learn more about your ad choices. Visit megaphone.fm/adchoices

After nearly 25 in real estate sales, Jaclyn Barker found her next right fit, joining Tiffany Williamson at Navigate Realty as a full-time recruiter.Over the past few years, Navigate has grown from roughly 80 agents across two North Carolina markets to approximately 400 agents in seven active locations, with Tennessee getting ready to launch. In Raleigh alone, the team is bringing in 15 to 20 new agents a month. None of this growth came through cold calls, robo-calls, or robo-texts. As Jaclyn says in this conversation, “I despise cold calling … it's just not my thing.”Watch or listen to have Jaclyn walk you through the philosophy, process, and system behind this growth. Learn why she treats recruiting exactly the way a great agent treats a client relationship, why she insists on in-person interviews of at least an hour with every candidate, and why she'll sometimes tell someone they're not ready to make the jump yet. Find out what it looks like to build a recruiting function from scratch, when to make your first recruiting hire, and why retention is the half of the equation most teams ignore.Watch or listen for Jaclyn's insights into:0:00 Intro and welcome 2:25 How drive shows up early in a recruiting conversation if you know what to look for 3:38 Why recruiting and real estate sales are the same kind of people business, built on discovery and fit rather than pitching 5:33 How a long career in real estate, a difficult market, and one conversation with Tiffany Williamson led to a full-time recruiting role 10:30 What Navigate Realty looked like when she joined versus what it looks like today 12:36 The interview that shaped her entire approach, and what she decided she would never do to a candidate 18:06 Why net agent count is the only number that matters, and what it means for how you think about retention 20:53 How the recruiting function has scaled alongside Navigate's growth, and what triggered each new hire 23:28 Why she spends at least an hour with every candidate and what that kind of time in the room actually reveals25:47 What an ATS is, why you need one, and how they selected their applicant tracking system (ATS!)27:51 The recruiting process from first contact to offer, and why in-person interviews are non-negotiable 33:30 “I despise cold calling” - why building something worth joining eventually becomes your most powerful recruiting tool 38:15 When to hire a full-time in-house recruiter, and the investment logic that makes it worth it 40:50 Why being honest with candidates about how hard real estate is makes her better at recruiting, not worse 46:41 At the end, Jaclyn reveals how a frugal instinct went sideways, when her Apple Watch triggers, and why true crime podcasts share equal car time with real estate podcasts.Related episodes:→ 90-Minute Recruiting Workshop (sign up free for all the subscriber-only episodes)→ When, Why, and How to Build Your Recruiting Department with Tiffany WilliamsonConnect with Jaclyn Barker and Navigate Realty: → https://navigaterealty.com/join/Connect with Real Estate Team OS:→ https://www.realestateteamos.com→ https://linktr.ee/realestateteamos→ https://www.instagram.com/realestateteamos/

In this episode of MOJO: The Meaning of Life and Business, Jennifer R. Glass sits down with career branding expert Lynne M. Williams to discuss what it takes to successfully manage your career in today's rapidly changing workplace.Whether you're looking for your next opportunity, considering a career pivot, building your personal brand, or simply trying to stay relevant in an AI-driven economy, this conversation offers practical advice you can start using immediately.Jennifer and Lynne discuss:• The difference between career management, career pivots, and reinvention• Why LinkedIn should be much more than an online résumé• How Applicant Tracking Systems (ATS) evaluate résumés• The importance of keywords and measurable accomplishments• Skills-based hiring and why continuous learning matters• Preparing for AI's impact on the workforce• Positioning yourself whether you're an employee, entrepreneur, or business owner• Building a personal brand that creates new opportunitiesIf you're serious about growing your career, attracting better opportunities, or strengthening your professional reputation, this episode is packed with actionable insights.About Lynne M. Williams:Lynne M. Williams is the Executive Director of Great Careers Network, a nonprofit organization that provides career development, networking, and educational resources for professionals navigating career transitions and career growth.Key TakeawaysCareer management should be ongoing, not something you think about only when you're unemployed.LinkedIn is a professional branding platform, not simply a digital résumé.Skills increasingly matter more than degrees.AI is changing the workforce and continuous learning is becoming essential.ATS systems compare résumés against job descriptions, making keyword optimization important.Entrepreneurs should optimize LinkedIn around the problems they solve, not simply their job title.Your accomplishments should demonstrate measurable business impact.Connect with LynneLinkedInWebsiteIf you enjoyed this episode, be sure to follow MOJO: The Meaning of Life and Business so you never miss future conversations with business leaders, entrepreneurs, and subject matter experts.

Dr. Christy Eason is the Director of the innovATe project at the Korey Stringer Institute. In this episode, we go deep into what that innovATe project is all about, how it came to be, what's been done so far, and plans for the future. This project is unique and has been so impactful to this point and there is more coming. Dr. Eason reviews how it came to be and how the program is ensuring not only getting ATs into positions for the short-term but ultimately helping ensure there is a plan to keep them there and provide services. We also discuss what athletic trainers can do to help facilitate positive change when it comes to emergency management and especially around EHS. Dr. Eason highlights a couple changes that are coming to state laws that have been achieved by collaboration of EMS and ATs. We discuss the importance of advocating for your expertise and how you can make a difference when you are able to find the best place to start the conversation.LINK: KSI- https://ksi.uconn.edu/outreach/innovate/ In this Episode:+innovATe program+Providing more access to ATs+ATs as experts in EHS and Emergency+Demonstrating expertise and facilitating change+Happenings at KSIwww.athletictrainingchat.comwww.cliniallypressed.orgSUBSCRIBE:https://www.youtube.com/channel/UCc3WyCs2lmnKK6shrL5A4hw?sub_confirmation=1#ATCchat #ATtwitter #atimpact #at4all #nata #boc #bocatc #athletictraining #athletictrainingchat #health #medicine #medical #medicalprofessional #innovATe #KSI #EHS #koreystringerinstitute #service

Round 20 and the post Origin period is over so this is where the season really ramps up. We run through all 8 games with head-to-head tips, ATS picks, value bets, key stats and matchups that matter for teams scrapping for finals spots. Stick around for the CAST multi of the week plus our listener question rapid fire at the back end. All wrapped in under 27 minutes. Proudly sponsored by Unibet.EXCLUSIVE TIPS ON UNIBET (18+)Sign Up Now: https://unibetpro.onelink.me/NQsf/d7qupgcpPLAY 27-0, OUR NEW NRL GAMEFree to play: https://27-0.thecastpatrol.com.au/LIVE NRL CO-COMS ON SIDELINE.FMSign Up Free: https://sideline.fm/00:00 Intro00:37 Panthers v Broncos Tips & Predictions03:01 Sharks v Knights Tips & Predictions05:36 Roosters v Storm Tips & Predictions06:50 Raiders v Rabbitohs Tips & Predictions09:48 Sign Up To Unibet10:17 Warriors v Dragons Tips & Predictions11:55 Bulldogs v Wests Tigers Tips & Predictions14:30 Titans v Sea Eagles Tips & Predictions17:31 Dolphins v Cowboys Tips & Predictions20:22 Cast Multi Of The Week20:50 Listener Questions Rapid FireChances are you're about to lose. For free and confidential support, call 1800 858 858 or visit gamblinghelponline.org.au Hosted on Acast. See acast.com/privacy for more information.

"J'ai besoin d'un nouvel outil."Tu t'es déjà surpris·e à prononcer cette phrase ? Mauvaise nouvelle : le problème ne vient peut-être pas de ton ATS.

The Recfest Recap 2026   We're unpacking the absolute best moments, groundbreaking strategies, and actionable takeaways from RecFest 2026. Whether you were dodging the summer sun at Knebworth Park or couldn't make it across the pond, this exclusive recap session distills the high-impact content from the industry's top thought leaders. Get ready to supercharge your TA strategy, embrace the human advantage in an AI-driven world, and discover exactly what the future of recruitment looks like.   The Human Advantage in an AI World: Grace Lordan (LSE) explores how talent leaders can leverage AI, inclusion, and better decision-making to drive true performance rather than just processing efficiency.   From Recruiter to Talent Architect: A powerhouse panel featuring leaders from Amazon, EY, and Booking.com discusses the evolution of the recruiter role as AI absorbs operational tasks, shifting the focus to high-value, human-centric strategy.   The AI-Adjusted EVP: Joanna Hackett (Howden) reveals how forward-thinking organisations are evolving their Employee Value Propositions to focus on reskilling, internal mobility, and long-term career relevance in the age of automation.   TA as a Strategic Growth Engine: Chris Tennant (Infor) and fellow TA directors from Gilead and Mars share how to fundamentally redesign the talent acquisition function to operate as a core driver of business performance.   Amazon's Strategic Business Partner Model: Beckie Longworth and the Amazon TA team reveal how they shifted from a transactional, requisition-driven service into a strategic business partner function that acts as a consistent interface for growth.   Talent Intelligence at Scale: Andrew Sinclair and Charles Rue (S&P Global) demonstrate how to build a connected workforce by turning overwhelming talent data into actionable, confident market intelligence.   The Early Careers Talent Crisis: Aisha Lysejko (2040 Leaders) and experts from Shell and Danone warn against cutting early careers investments, explaining how doing so creates a dangerous "missing middle" that cripples future leadership pipelines.   Standardised Hiring Metrics: Adrian Thomas (Walbridge) and Jonathan Berry (House of Commons) break down the UK's first standardised hiring metrics, exploring what "good" really looks like in talent acquisition benchmarking today.   Global TA Transformation at Sanofi: Lia Manafova (Sanofi) shares the healthcare giant's journey of taking back ownership of their global recruitment landscape, transitioning away from decentralized models to centralise and streamline their tech stack.   Why should you carve out time in your busy schedule to join 'The Recfest Recap 2026'? Because the recruitment landscape is shifting faster than ever, and relying on yesterday's playbooks simply won't cut it. This webinar isn't just a summary; it's your shortcut to the strategies that are actively reshaping the industry—from deploying AI without losing the human touch to transforming TA into a strategic business partner. By signing up, you'll equip yourself with the tangible, future-proof tactics you need to attract top talent, elevate your employer brand, and lead your team into the next era of hiring. Secure your spot now and stay ahead of the curve!   We're on Wednesday 8th July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).   Ep392 is supported by our friends at Screenloop   Screenloop is the number one ATS for SMEs: covering interview intelligence, background checks, automations, candidate NPS and Quality of Hire analytics, all-in-one package.   Rated 4.9/5 on G2 our Interview Intelligence transcribes, fills scorecards, coaches hiring teams, so every hiring decision is faster, fairer and evidence-based. Importantly, our AI tools do hallucinate or over promise, it improves human led conversations.

Much like a certain Jeopardy! category, we are BULGING with content this week as we say goodbye to superchamp Adam Remsen and we get one of the games of the season in the wake of his farewell to the Alex Trebek Stage. Plus, some olds online get weird about Ken on vacation, Ken has one of his cattier moments of the season, and we dive deep (sort of) on Lin-Manuel Miranda. If you want to dive deep on one of this year's superchamps, why not join the Patreon? Tristan Williams joined us for a fantastic and wide-ranging interview that covered his time on the ATS, watching his ToC bye slip through his fingers, and his unique prep. It was a hilarious and candid interview you won't wanna miss! Join today at patreon.com/jeopardypodcast. SOURCE: The New Yorker: "A Hip-Hop Hamilton" by Rebecca Mead. Special thank you as always to the J-Archive and The Jeopardy! Fan. This episode was produced by Producer Dan. Music by Nate Heller. Art by Max Wittert.

The AI Recruiting Summit 2026 kicks off July 13th and runs through July 20th, and this episode is your preview of exactly what you will see there. Live sessions are free, so you can pop in and out around your desk. If you want the replays, grab the VIP option or join the Elite Recruiter Community, where every summit replay lives permanently. Register now at https://ai-recruiting-summit-2026.heysummit.com/ because 2026 is the year you draw your line in the sand. This episode is brought to you by Atlas, the AI first recruitment platform built to eliminate admin. Atlas captures every candidate conversation automatically and turns it into something you can use. With MagicSearch you can ask questions like who mentioned they are open to relocating next year, and it pulls answers instantly from real conversations across your entire database. Atlas customers have reported over 40 percent EBITDA growth and over 80 percent increase in monthly billings. Unlock your exclusive listener offer at https://recruitwithatlas.com/ Pulled straight from the Elite Recruiter Community library, this session is a taste of the summit format: a real recruiter walking through a real AI powered desk, screen level detail and all. Nick Poloni of Cascadia Search Group billed 1.3 million dollars last year, his first time crossing the million mark, with only about half a year on his current AI stack. This year he is already around 700K and climbing. And here is the part that should stop you mid scroll: he rates his own coding ability a one out of ten. He cannot write a line of code, and he still built his own recruiting bots, rebuilt his firm's entire website from scratch in Claude, and wired his ATS into Slack so a pipeline bot flags every stalled candidate before breakfast. Alongside Jake Price of PIN, Nick breaks down the full system. He records hiring manager intake calls, feeds the notes into Claude, and has AI write his AI sourcing prompts. His outreach is short, specific, and so personalized that candidates reply just to ask if he is real, at one point pulling around a 70 percent response rate across email and LinkedIn on over a thousand candidates. He has done zero traditional business development, no cold calls to HR, ever. Instead he gives away candidates, floats resumes for free, and lets value do the selling, a philosophy that landed him a 20K a month retainer and a 100 rep sales build. You will also hear how he sourced an entire salesforce in two and a half weeks, ran 500 to 800 interviews over three months without a single no show, and turned a Philippines based assistant into the chief of getting stuff done. If any of this feels out of reach, that is exactly why the summit exists. From July 13 through July 20 you will get walkthroughs, tools, and tech you can steal for your own desk. Nick's billing figures are his own account of his results, shared as he told them. Register for the AI Recruiting Summit 2026: https://ai-recruiting-summit-2026.heysummit.com/ Join the Elite Recruiter Community: https://elite-recruiters.circle.so/checkout/elite-recruiter-community Subscribe to the newsletter: https://eliterecruiterpodcast.beehiiv.com/subscribe Connect with Nick Poloni: https://www.linkedin.com/in/nickpoloni/ Connect with Jake Price: https://www.linkedin.com/in/jacob-price-05a6562b/ Listen on Apple Podcasts: Listen on Spotify: Watch on YouTube: This episode is sponsored by Atlas: https://recruitwithatlas.com/

Harnessing AI for Better Recruiting: Balancing Efficiency and the Human TouchChad Delligatti, CEO and owner of InnoSource, along with Brett Johnson and Carol Ventresca, explores the world of artificial intelligence (AI) in recruiting.We cover the journey of recruitment technologies, the significance and challenges posed by AI, and how to balance technology with the crucial human element within the hiring process.Reflecting on his last 25 years at InnoSource, Chad says it's clear that recruiting has transformed dramatically. When he started in the industry, resumes arrived by fax machine; job postings were placed in classified ads.Over time, technology sped up processes: websites, email, and digital applicant tracking systems (ATS) entered the scene. However, never before have we experienced changes at the pace we see today, largely driven by AI 05:06.AI's impact on recruiting is evident in both everyday workflows and at the organizational strategy level. InnoSource's recruiters who use AI are seeing significant improvements in efficiency, accuracy, and capacity.The ATS has evolved from a resume sorting tool into a powerful data-processing engine powered by AI. Previously, recruiters had to manually sift through hundreds or thousands of resumes—a process both time-consuming and error-prone.Now, AI-enhanced ATS systems quickly process vast numbers of applications, touching every candidate within 24 hours and reducing the time to offer dramatically (from over 20 days to about 9 days in our case) 13:49.These tools free up recruiters to focus on building relationships, rather than being bogged down solely by administration.If you like this episode, please let us know. We appreciate the feed back, and your support of offset costs of producing the podcast!There's a misconception that AI—and ATS systems in particular—remove the human element from recruiting. That's not the case with InnoSource's approach. AI augments the recruiters' capacity, ensuring high efficiency, but every crucial hiring decision remains in human hands 16:10.Job seekers should focus on authentically presenting themselves. While it's tempting to let AI generate resumes and cover letters, your individuality can be lost—and employers are getting better at spotting artificially generated or fraudulent material 38:30.For employers, the primary advice is to take it slow and plan: define your goals with AI, get leadership buy-in, prepare your data, and ensure your processes are clearly defined before implementing any tools.FAQHow is AI changing the recruiting process?Chad Delligatti explains that AI has greatly increased speed and efficiency in recruiting by automating initial resume screening, improving candidate engagement, and allowing recruiters to process significantly more applications with accuracy. However, human oversight ensures that final decisions still consider personal fit and judgment. See details at 07:14 and 13:36.Does using AI in recruiting mean less human interaction for job seekers?No. According to Chad Delligatti, AI frees up recruiters' time from administrative tasks so they can focus more on building relationships with candidates and clients. The human element remains essential for final hiring decisions and ensuring a good match. Learn more at 15:25 and 33:24.How can job seekers be more successful when applying to jobs with AI systems?Job seekers should ensure their applications and resumes are accurate, original, and tailored to each job description. Chad Delligatti emphasizes that fundamentals and integrity matter, and warns against scams or unethical shortcuts such as using AI-generated fake credentials. He also recommends carefully following instructions in online forms. Get advice at 38:20 and 51:06.We would love to hear from you.Give us your feedback, or suggest a topic, by leaving us a voice message.Email us at hello@lookingforwardourway.com.Find us on Bluesky and Facebook.Please review our podcast on Google!And of course, everything can be found on our website, Looking Forward Our Way.Recorded in Studio C at 511 Studios. A production of Circle 270 Media® Podcast Consultants.https://creativecommons.org/licenses/by-nd/4.0/Copyright 2026 Carol Ventresca and Brett JohnsonMentioned in this episode:Listener DisclaimerThe views and opinions expressed by the experts interviewed on this podcast are their own and do not necessarily reflect the views of the podcast hosts or any affiliated organizations. The information provided in these interviews is for general informational purposes only and should not be considered as professional advice. Listeners are encouraged to consult with qualified professionals for specific advice or information related to their individual circumstances. The podcast host and producers do not endorse or guarantee the accuracy, completeness, or reliability of any information provided by the experts interviewed. Listener discretion is advised.

THE EVOLUTION OF TALENT CRMS (Building Talent Communities in the Agentic Era)   The recruitment technology stack is undergoing its most profound transformation since the shift from paper CVs to applicant tracking systems. Autonomous AI agents—capable of reasoning, planning, and executing complex workflows without human intervention—are now infiltrating every stage of the talent lifecycle, rendering traditional CRM architectures obsolete. The passive database of yesterday, where candidate records sat dormant until manually activated, is giving way to dynamic, self-orchestrating ecosystems where agents continuously nurture, assess, match, and engage talent at scale. For talent acquisition leaders, the question is no longer whether to adopt agentic technology, but whether their CRM infrastructure can survive the transition—or become a costly legacy anchor dragging strategy backward.     • From Database to Ecosystem – Why legacy CRM architectures, built for human-driven search-and-retrieve, collapse under the demands of autonomous agent orchestration   • Agentic Capabilities Defined – Distinguishing between automation (rule-based) and true agentic AI (goal-directed reasoning) in candidate engagement and pipeline management   • The Always-On Pipeline – How agentic CRMs transform talent pools from static repositories into living networks that self-nurture, self-qualify, and surface opportunities without recruiter intervention   • Hyper-Personalisation at Scale – Whether AI agents can replicate—or exceed—the authenticity of human relationship-building without triggering candidate alienation   • Data Sovereignty and Trust – Navigating the ethical and compliance minefield of agents autonomously interacting with candidates, processing sensitive data, and making consequential decisions   • The Recruiter Redefined – How agentic CRMs shift the human role from execution to exception-handling, strategy, and high-stakes relationship stewardship     • Measuring Agentic ROI – Moving beyond vanity metrics to evaluate whether autonomous systems genuinely improve quality of hire, time-to-productivity, and candidate experience   • Vendor Landscape Reality – Cutting through the marketing noise to identify which CRM platforms are genuinely agentic-ready versus those simply rebranding automation   Watch this essential discussion to future-proof your technology strategy. The agentic era will not wait for hesitant adopters—and the CRM decisions you make today will determine whether your function leads or is rendered redundant by those who moved faster.   We're on Friday 3rd July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep391 is supported by our friends at Joveo   High-Performance Recruitment Marketing Powered by Agentic AI. Integrated Talent Attraction - everything before the ATS.   Find out more here

No Followers. No Credentials. No Prior Clients. Bulletproof Side Hustle System Turning Entrepreneurs Into Resume Goldminers Make money online with an AI resume optimization agency—no followers, credentials, or prior clients needed. Learn the step-by-step system Marcus used to hit $4,200/month building resume and cover letter services with free tools (Claude, ChatGPT, Canva, Grammarly). Discover the ATS-beating formula that defeats the 75% rejection rate, plus the ethical framework that separates real AI entrepreneurs from scheme-sellers. Your contrarian guide to turning zero into a scalable, guilt-free side hustle. https://DarkHorseEntrepreneur.com Tracy explains how to start and scale an AI-assisted resume and cover letter service using free tools (Claude, ChatGPT, Canva Free, Grammarly) and a system designed to beat ATS filters that reject about 75% of applicants. Using an example of "Marcus," who went direct to clients and grew to $4,200 in a month, it argues success comes from process, not credentials or marketing. The approach includes a diagnostic intake (15-question Google Form), ATS-focused prompting, an industry-specific template library, a simple one-off offer via a free Carrd landing page, and client outreach on LinkedIn. It then describes productizing into self-serve and upgraded tiers (including LinkedIn optimization) using automation (Typeform branching, Zapier, low-cost ChatGPT API) while warning about the ethical tradeoff of generic output and recommending a hybrid with a brief human review to add specificity and storytelling.   00:00 AI Resume Side Hustle 00:49 The Invisible Advantage 01:13 Marcus Case Study 02:00 What Clients Want 02:50 Diagnostic Intake Questions 03:38 Prompts That Reframe 04:58 Template Library System 06:15 Simple Offer Landing Page 06:41 Direct Outreach And Delivery 08:23 Systematize With Forms 10:04 Packages And Upsells 11:02 Productize And Automate 12:39 Quality And Ethics Trap 15:24 Translator Mindset 16:49 Whiskered Wisdom 18:08 One Action Today ai resume writing, make money online with AI, AI side hustles, ATS optimization service, freelance resume writing, side hustle, ChatGPT resume writing, AI income, how to start a resume writing business, AI tools, make money online as a mom, AI powered side hustle ideas, resume writing business, online business, AI freelance business   ai side gig, digital entrepreneur, Entrepreneur, entrepreneur podcast, entrepreneur tips, Entrepreneurship, Entreprenuer, make money, online business, online entrepreneurship, online opportunities, parenting and entrepreneurship, podcast entrepreneur, side hustles, tips for entrepreneurs, make money online, ai resume optimization, ai entrepreneur  

Gouvernance de l'IA en entreprise : pourquoi la conformité RGPD et IA Act ne peut plus être un sujet réservé au DPOConformité, RGPD, IA Act : dans beaucoup d'entreprises, ces mots renvoient directement à un service : le juridique, le DPO, parfois la DSI. Un sujet que l'on délègue, que l'on coche, et dont on espère ne plus avoir à s'occuper. C'est justement l'angle mort que j'ai voulu creuser dans ce nouvel épisode de Digital Feeling, avec Leïla Chaudhry, consultante et experte en éthique et IA responsable.Nous avions déjà co-animé un webinaire ensemble sur ces questions, et la demande de clarification était trop forte pour s'arrêter là. Dans ce 164 ème épisode, Leïla revient sur ce qui distingue une simple mise en conformité d'une véritable gouvernance de l'IA, sur le risque très concret du Shadow IA, et sur les premières jurisprudences qui commencent à dessiner les contours de la responsabilité des entreprises.Gouvernance de l'IA : une définitionLa gouvernance de l'IA en entreprise désigne l'ensemble des règles, rôles et responsabilités permettant de savoir qui fait quoi avec l'intelligence artificielle, dans quel cadre de sécurité, avec quelles limites, et avec quelle auditabilité. Contrairement à une approche de conformité classique, elle repose sur un pilotage collectif et non sur un seul département.Comme le rappelle Leïla Chaudhry, la gouvernance ne se décrète pas depuis un seul bureau : elle se construit dès qu'une entreprise commence à intégrer des outils liés à l'intelligence artificielle, et elle engage plusieurs fonctions à la fois.Pourquoi la conformité IA ne peut pas reposer sur un seul serviceC'est la première idée forte de cet échange : dès qu'on parle d'IA, les responsabilités s'entremêlent. Il ne s'agit pas d'opposer le juridique, la DSI ou le métier, mais de les faire travailler ensemble au sein d'un même comité de pilotage.Leïla détaille les rôles qui doivent, selon elle, être représentés autour de la table :Le métier / business owner, qui prend la décision et engage l'entreprise vis-à-vis de ses clientsL'IT, qui évalue l'architecture et la performance de la solutionLa sécurité, qui contrôle les risques cyber sur la durée de vie du systèmeLe juridique et la conformité, qui posent le cadre, définissent les usages autorisés et veillent au respect des obligationsLe DPO, sur les questions de données personnelles et d'anonymisationL'objectif : construire une gouvernance suffisamment robuste pour que les responsabilités soient claires et partagées, plutôt que diluées.L'erreur la plus fréquente : se renvoyer la balleSur le terrain, l'erreur qu'elle observe le plus souvent chez ses clients n'est pas un manque de bonne volonté, mais un jeu de ping-pong organisationnel : l'IT qui dit que ce n'est pas son ressort, le métier qui renvoie vers la sécurité ou le juridique, et personne qui n'avance vraiment. Résultat : l'innovation attend, les projets prennent du retard, et l'absence de cadre clair finit par exposer l'entreprise à un non-respect des réglementations.Cette gouvernance n'a d'ailleurs pas besoin d'être lourde ou ultra-formalisée pour être efficace. Ce que décrit Leïla ressemble davantage à un espace de dialogue régulier entre profils non techniques et techniques, chacun apportant sa brique : le juridique pose le cadre, le métier exprime le besoin, l'IT évalue la faisabilité, le DPO signale les points d'anonymisation nécessaires.Le Shadow IA : le risque que la RGPD n'avait pas anticipéDeuxième sujet central de l'épisode, et sans doute le plus concret pour beaucoup d'entreprises : le Shadow IA. On connaît le Shadow IT depuis longtemps ; le Shadow IA en est le prolongement direct, à une différence près : la vitesse à laquelle il se répand.Le Shadow IA désigne l'usage, par des collaborateurs, d'outils d'intelligence artificielle non validés par l'entreprise (souvent des LLM grand public gratuits) pour traiter des données professionnelles, parfois personnelles, confidentielles ou stratégiques.Un chiffre partagé par Leïla lors de notre précédent webinaire donne la mesure du problème : près de 70 % des entreprises auraient déjà été concernées par du Shadow IA, sans même en avoir conscience.Le mécanisme est souvent le même : une entreprise peut interdire l'accès à certains outils sur les postes de travail professionnels, mais rien n'empêche un collaborateur d'utiliser son smartphone personnel pour poser une question, rédiger un email, ou transmettre des informations client : noms, données personnelles, parfois des éléments confidentiels comme un brevet ou un futur modèle de véhicule pas encore annoncé.Pourquoi les dirigeants sous-estiment ce risqueLeïla identifie plusieurs biais récurrents chez les dirigeants :Le biais de la fausse sécurité : penser que les données de l'entreprise sont bien protégées, alors qu'elles transitent par des outils grand public sans consentement ni cadre.Le biais de la taille : se dire que la CNIL cible surtout les grands groupes (Google, Amazon) et que les sanctions record ne concernent pas les PME.Le calcul de risque à court terme : préférer encaisser une éventuelle amende plutôt que d'investir dans la formation ou l'accompagnement, sans intégrer le coût réel d'un contrôle.Or, comme le rappelle Leïla, la réglementation s'applique à toutes les entreprises, quelle que soit leur taille. Une sanction proportionnelle au chiffre d'affaires reste un choc financier, même pour une structure modeste.Comment limiter le Shadow IA sans bloquer l'innovationInterdire ne suffit pas : dans les faits, un employeur ne peut pas empêcher l'usage d'un LLM sur un terminal personnel. La réponse de Leïla repose sur trois leviers complémentaires :Sensibiliser les équipes aux enjeux RGPD et IA Act, au-delà d'une simple charte d'usage signée une foisCartographier et classifier les données selon leur niveau de sensibilité (données publiques déjà disponibles en ligne vs données confidentielles ou stratégiques à chiffrer et dont le partage doit être strictement encadré)Proposer une alternative interne : mettre à disposition des collaborateurs une IA d'entreprise ou des outils intégrés, pour qu'ils gagnent en productivité sans ouvrir de faille de sécuritéSur ce dernier point, elle évoque, sans entrer dans le détail technique, la possibilité de s'appuyer sur des modèles déjà entraînés (elle cite Mistral à titre d'exemple) et de les adapter avec les données propres de l'entreprise plutôt que de partir de zéro.Conformité et souscription : ce que change une licence entrepriseUn point que nous n'évoquons pas assez souvent : souscrire une licence entreprise à un outil d'IA générateur (Claude, ChatGPT en version professionnelle) plutôt que de laisser les équipes utiliser des comptes gratuits change la donne en matière de confidentialité et de chiffrement des échanges avec, pour Google, quelques conditions à vérifier de plus près. Ce n'est pas gratuit, mais c'est aussi ce qui permet de sécuriser réellement les usages plutôt que de les subir.Et cela pose une question de fond que Leïla formule très clairement : faire de l'IA pour faire de l'IA n'a pas de sens. Avant de déployer un outil auprès de tous les collaborateurs, la vraie question est de savoir qui en a réellement besoin, pour quel usage, et pour quel gain de productivité.RGPD, IA Act : une superposition de textes, pas une redondanceBeaucoup d'entreprises se demandent si le RGPD, antérieur à la démocratisation de l'IA générative, est encore adapté. Pour Leïla, la réponse tient en un principe simple : il n'y a pas d'IA sans données, et il n'y a pas d'IA de qualité sans données de qualité donc pas d'IA sans RGPD.L'IA Act ne remplace pas le RGPD : il vient s'y superposer, avec ses propres exigences en matière de gestion des risques algorithmiques, notamment sur les sujets à fort enjeu humain.Les premières jurisprudences à connaîtreLeïla cite plusieurs précédents qui donnent une idée assez nette des priorités des autorités :Cas Sujet Enseignement CNIL vs Amazon Algorithmes de surveillance de la productivité (rythme de travail, pauses) Les outils de contrôle algorithmique du travail sont une cible prioritaire des sanctions Algorithmes de tri de CV (ATS) Biais introduits par les données d'entraînement, pas par l'algorithme lui-même Un système entraîné sur les profils "qui ont réussi" dans l'entreprise peut reproduire des discriminations existantes (âge, profil type) Air Canada Chatbot ayant transmis une information erronée à un client L'entreprise reste juridiquement responsable des décisions prises par ses outils d'IA, y compris un simple chatbot Employé licencié après usage d'une IA "gratuite" Faute liée à l'usage d'un outil non validé, avec impact client L'employeur ne peut pas se dédouaner en argumentant que c'est "la faute du salarié", l'entreprise reste responsable.Un principe commun ressort de ces exemples : on ne peut jamais reporter la responsabilité sur "la faute de la machine". L'IA reste un outil ; la responsabilité juridique reste entièrement du côté de l'entreprise qui le déploie.Sur le sujet spécifique des ATS et du recrutement, Leïla voit dans l'IA Act une opportunité positive : en imposant des degrés de protection pour les décisions à impact humain, le texte pourrait justement remettre un peu d'humain dans des processus de recrutement devenus, depuis des années déjà, largement automatisés et parfois déshumanisants.Privacy by Design : intégrer la conformité dès la première minuteDernier point structurant de l'échange : à quel moment intégrer la conformité dans un projet IA ? La réponse de Leïla est sans ambiguïté : dès la conception, en s'appuyant sur le principe de Privacy by Design.Un projet d'IA conçu sans respecter le RGPD dès le départ s'expose à un scénario coûteux : les autorités peuvent, dans certains cas, contraindre une entreprise à détruire purement et simplement le modèle développé, parce qu'il ne respecte pas les droits des personnes ou la protection des données personnelles. Tout le temps et l'argent investis sont alors perdus, et il faut recommencer de zéro.Intégrer la conformité en amont n'est donc pas qu'une contrainte réglementaire : c'est aussi, très concrètement, un avantage concurrentiel. Une entreprise en règle ne prend pas le risque d'être arrêtée en plein projet et de devoir tout reprendre à zéro.Deux principes reviennent régulièrement dans les propos de Leïla sur ce point : la source des données doit toujours être claire, et leur traitement doit rester transparent même si, comme je le souligne dans l'épisode en écho au livre d'Éric Hazan, la transparence algorithmique reste un sujet complexe, parfois plus exigeant que celui qu'on demande aux humains eux-mêmes.Les 3 conseils de Leïla Chaudhry pour démarrer une réflexion IA responsablePour conclure l'épisode, je demande toujours à mes invités un conseil actionnable. Voici les trois axes que Leïla propose aux entreprises qui démarrent leur réflexion sur l'IA responsable :Concevoir et déployer les systèmes en s'appuyant sur le RGPD, en s'assurant que toutes les obligations sont respectées : information des personnes, base légale, sécurité des données.Se former et sensibiliser ses équipes au Shadow IA, en intégrant des cas d'usage métier concrets plutôt qu'une charte théorique, et en identifiant les besoins réels avant de choisir une technologie.Se mettre en conformité dès maintenant, sans attendre l'entrée en vigueur complète de l'IA Act. Le calendrier de certains volets du texte a pu glisser (notamment avec le paquet dit "omnibus numérique"), mais RGPD et IA Act se superposent déjà : attendre, c'est prendre du retard sur un cadre qui s'applique en grande partie dès aujourd'hui.En résuméLa gouvernance de l'IA responsable n'est ni un sujet purement juridique, ni un sujet purement technique : c'est un sujet collectif, qui engage le métier, l'IT, la sécurité et le juridique autour d'une même table. Le vrai risque aujourd'hui n'est pas tant la complexité du RGPD ou de l'IA Act que le Shadow IA, cet usage informel, individuel, largement invisible pour la direction, qui expose l'entreprise sans qu'elle en ait toujours conscience.Retenez surtout ceci : la conformité intégrée dès la conception coûte moins cher que la conformité corrigée après coup. Et la meilleure IA n'est pas la plus puissante, c'est celle qui répond à un vrai besoin métier, dans un cadre maîtrisé.

Billabong Presents The Occy Grom Comp & Merge Live Now! It’s an ATS classic brought to you from the swamps of Mordor (aka Smivvy’s joint) where the lads cut loose on all the shiz that’s been dripping from the might surfing seacock’s Jap-eye for the past two weeks. Slurp it up!See omnystudio.com/listener for privacy information.

Next on Chad & Cheese: Hired to Chair in 3 Days ✂️

In Cisco Systems, Inc. v. Doe, the Supreme Court held that courts may not create new causes of action for violations of international norms under the Alien Tort Statute (ATS) and that aiding-and-abetting liability exists under neither the ATS nor the Torture Victim Protection Act of 1991. The decision limits the use of U.S. courts to pursue transnational human-rights claims absent clear congressional authorization.In Exxon Mobil Corp. v. Corporación CIMEX, S.A. (Cuba), the Court held that the Helms-Burton Act removes sovereign immunity for Cuban agencies and instrumentalities sued for trafficking in property confiscated by the Cuban government. Plaintiffs suing those entities under the Act, therefore, do not need to separately satisfy one of the Foreign Sovereign Immunities Act’s enumerated exceptions.Join us for a discussion of these decisions, their implications, and what they reveal about the Court’s approach to statutory interpretation and separation of powers. Featuring: Prof. Julian Ku, Faculty Director of International Programs and Maurice A. Deane Distinguished Professor of Constitutional Law, Hofstra University Molly Nixon, Senior Fellow in Executive Power, Cato Institute

David Jenyns had 15 people on his team when he realized his business still couldn't function without him. Every client wanted him personally. Every escalation came back to him. He was working long hours and couldn't switch off. When he thought about taking time off to be present for the birth of his first child, it filled him with anxiety rather than excitement. "It was a little bit scary when I realized, hey, if I'm not working, the business isn't working." David is the founder of SYSTEMology, a three-times bestselling author of Authority Content, SYSTEMology, and Systems Champion, and a TEDx speaker. He has built and exited multiple businesses and, in 2016, systemized himself out of Melbourne SEO Services by documenting the business, hiring a CEO, and stepping away from day-to-day operations. He has since personally coached 223 businesses across 48 industries and 27 countries. In this conversation, David and Mark explore why founder dependency is so common in recruitment businesses, why it often gets rewarded in the early stages, and how agency owners can break the cycle. David explains the Critical Client Flow, the knowledgeable worker concept, the Systems Champion role, and why documented processes have become even more valuable in the age of AI. In this episode: Why the traits that help build a recruitment business can eventually limit its growth The Critical Client Flow and how to identify the systems that matter most How to distinguish between the work that requires your expertise and the work that doesn't Why key person dependency creates risk beyond just the founder How to capture the knowledge inside your team's heads before it walks out the door The Systems Champion role and how it drives systemization from within How AI can turn recordings into first-draft process documentation Why businesses with documented processes are getting the most out of AI right now What happened when ChatGPT disrupted a quarter of David's business almost overnight Episode Highlights [2:08] Why David's agency became dependent on him despite having 15 team members [4:15] The catalyst: finding out his wife was pregnant [9:03] Why founder dependency gets rewarded in the early stages [13:16] Systemize everything around the magic [19:58] The Critical Client Flow: where to start [25:32] The knowledgeable worker concept [27:41] The Systems Champion role [38:40] Building a Systems Hub for your intellectual property [47:03] How ChatGPT disrupted David's business overnight [49:06] Why process documentation is now the foundation for AI adoption About David Jenyns David Jenyns is the founder of SYSTEMology and a three-times bestselling author. His books, Authority Content, SYSTEMology, and Systems Champion, have been endorsed by Michael Gerber, Gino Wickman, and Allan Dib. A TEDx speaker and serial entrepreneur, he has personally coached 223 businesses across 48 industries and 27 countries. He also hosts the podcast Business Processes Simplified and runs systemHUB, a platform for business process documentation. Connect with David: LinkedIn: linkedin.com/in/david-jenyns SYSTEMology: systemology.com systemHUB: systemhub.com Podcast Partner Recruiterflow is an AI-first ATS and CRM built for modern recruitment agencies. Book a demo: recruitmentcoach.com/recruiterflow Free Resources Seven Figure Freedom Scorecard: recruitmentcoach.com/scorecard Free Strategy Session: recruitmentcoach.com/strategy-session Connect with Mark Free 30-minute strategy call: www.recruitmentcoach.com/strategy-session LinkedIn: linkedin.com/in/mwhitby Twitter: @MarkWhitby Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter: https://plinkhq.com/i/1489513354

If you've been wondering why the modern job market feels like a dystopian simulation, the latest episode of The Chad and Cheese Podcast is here to validate your existential dread. Chad, JT, and Lieven are back to dissect the tech industry's latest "innovations" with their usual cocktail of empathy, candor, and plenty of well-deserved swearing. Indeed's Blind Faith in AI Sourcing The Stanford Study: Proof You're Being Blacklisted Teaching Your Humanoid Replacement Zuckerberg Says "My Bad" (Sort Of) "Generating assumptive qualifications or requirements is a hiring decision... If AI's doing that for you... it's the most stupid fucking non-scalable thing." — Chad Sowash "No job seeker should be required to give their data, not know where it's going, and not know how it's being used. And this is what got exposed." — JT O'Donnell Are we heading toward JT's utopian dream of golfing all day while robots do the laundry, or are we just funding our own automation? Stop screaming into the ATS void. Hit play, get educated, and subscribe to HR's most dangerous podcast right now.

Dr. John Fleetham chats with Dr. Barbara Jones about her ATS guideline, "Diagnosis and Management of Community-acquired Pneumonia. An Official American Thoracic Society Clinical Practice Guideline."

Madison Montgomery is back, and in this episode, we did what Paul Downs and Meg Stalter inspired us to do…turned our 1:1 into a podcast episode. The result is a session of unfiltered chaos covering our first ATS implementation together (which is going exactly as well as you'd imagine when two non-detail-oriented people configure a system while actively recruiting on it), Summer House drama through an HR lens, my newly discovered cowboy era, and why neither of us will ever truly get to enjoy the company retreats we plan.  If you've ever been the person behind the process who never gets to just experience the process, you'll probably relate to this discussion! 00:00 - Intro 04:55 - Implementing an ATS For the First Time 14:48 - What to Expect in Austin in August 21:23 - Hebba's Favorite Recent Story About Her Mom 28:14 - Other Firsts for Madison This Year 42:04 - Supporting Employees When They're Dealing With Grief 44:35 - Who Would Play Hebba and Madison in a Movie? --- The Predictive Index behavioral assessment reveals how people work, think, and thrive—so teams can understand each other better and perform at their best. Because when you truly understand your people, work just works. Learn more: ⁠⁠⁠⁠⁠⁠⁠⁠trypi.com/ihateithere⁠⁠⁠⁠⁠⁠ --- If you love I Hate It Here, sign up to Hebba's newsletter! It's for jaded, overworked, and emotionally burnt-out HR/People Operations professionals needing a little inspiration. ⁠⁠⁠⁠https://workweek.com/discover-newsletters/i-hate-it-here-newsletter/⁠⁠⁠⁠ And if you love the podcast, be sure to check out⁠⁠⁠⁠ https://www.youtube.com/@ihateit-here⁠⁠⁠⁠ for even more exclusive insider content! --- Follow Madison LinkedIn: https://www.linkedin.com/in/madison-montgomery14/ Follow Hebba YouTube:⁠⁠⁠⁠ https://www.youtube.com/@ihateit-here/videos⁠⁠⁠⁠ LinkedIn:⁠⁠⁠⁠ https://linkedin.com/in/hebba-youssef⁠⁠⁠⁠ Twitter:⁠⁠⁠⁠ https://twitter.com/hebbamyoussef⁠⁠

GEO vs SEO: What Recruitment Marketers Need to Know in 2026   Everyone know's the search landscape has fundamentally shifted.   In 2026, candidates are no longer typing keywords into Google - they are asking AI assistants where to work, who pays fairly, and which cultures actually thrive. If your recruitment marketing strategy still revolves around traditional SEO alone, you are optimising for a shrinking platform while missing the one that is exploding.   Join us for a critical livestream exploring the new battleground between Generative Engine Optimisation and classic Search Engine Optimisation.   • Why keyword density is dying while entity recognition and semantic context dominate AI search   • How AI engines summarize your employer brand without ever sending traffic to your career site   • The structured data revolution: schema markup that helps LLMs cite your jobs and culture pages   • From backlinks to citations: how GEO rewards authoritative mentions differently than SEO   • The zero-click crisis: when candidates get salary and culture answers without visiting your ATS   • Voice and conversational search: optimising for "best places to work near me" spoken to assistants   • Content architecture: why job descriptions must be parsed by machines before they impress humans   • The trust equation: how AI models rank employers based on aggregated web sentiment and reviews   • Measurement mismatch: why ranking #1 in Google matters less when ChatGPT answers the query first   • Budget reallocation frameworks: splitting your 2026 spend between discoverability and generative authority   The recruiters who win 2026 will not be those with the most backlinks - they will be the ones AI systems confidently recommend to curious candidates. Do not let your employer brand become invisible in the generative search revolution. We're on Friday 12th June, 2pm BST.   Register by clicking on the green button (save my seat) and follow the channel here (recommended) and bring your team the strategic blueprint that keeps your talent pipeline full as candidate behaviour evolves.   Ep387 is supported by our friends Joveo   High-Performance Recruitment Marketing Powered by Agentic AI. Integrated Talent Attraction - everything before the ATS.   Find out more here

What happens when recruiting becomes faster—but less personal? Host Kortney Harmon sits down with Denise Chaffin, CEO of TopSource Talent and host of the Talking TA podcast, to explore why relationship intelligence remains one of the most valuable competitive advantages in an increasingly automated industry.Drawing on nearly four decades in talent acquisition, Denise traces the evolution of recruiting from Rolodexes and classified ads to AI-powered platforms. She shares why trust, transparency, and follow-through still shape candidate and client experiences—and how recruiters can use technology to strengthen relationships rather than replace them. From building influence through consistent communication to turning ATS platforms into relationship memory systems, Denise offers a practical framework for balancing efficiency with authentic human connection.Discover why the recruiters who thrive in the AI era will be the ones who use technology to scale trust—not replace it.________________Follow Denise Chaffin on LinkedIn: LinkedIn | DeniseFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

Yep, there is a gap between available jobs and job ready candidates. There are jobs available, but employers are becoming much more selective about who they hire. A few years ago, many facilities were simply trying to fill positions. Today, employers are looking for candidates who can bring reliability, flexibility, safety awareness, and productivity on their first day.  What many of us applicants don’t realize is that employers are often evaluating far more than just experience. I'm Marty here with Warehouse and Operations as a Career. So let’s talk about that.  I recently was enjoying lunch with a long time mentor and the subject of hiring came up. He made a point I had to ponder on for a moment.  He commented that although training was expensive, and of course experience is important, he had learned or felt like, in todays environment, things like attendance history, reliable transportation, the ability to be flexible with shift times, and a strong safety mindset along with a wiliness to cross train, and at least average communication skills were what he was placing more weight on these days. And he made it a point to comment on, what he'd look for first was a stable work history.    The challenge for us applicants becomes, I can do the job is no longer enough. Employers are asking, can I depend on you to do the job consistently?  And some other hurdles for us, or a few things I thought of start off with those pesky Applicant tracking systems or ATS. Many applicants never speak to a recruiter because their application gets filtered before a human ever sees it.  And wage expectations vs market rates. Applicants often see social media posts about higher wages, while many entry level positions are paying less than expected. And I'm seeing more skilled equipment requirements. Many facilities now want forklift, reach truck, electric pallet jack, clamp truck, or inventory experience, even for positions that were once considered entry-level. And communication challenges. I hear this every day, and I think both sides are probably quilty, but Recruiters frequently comment on the struggle to reach applicants who don’t answer calls. Have full voicemail boxes. And don’t respond to texts or emails. Then we have competition from better candidates. When ten applicants apply for a position, employers often choose the one with better attendance, longer tenure, and the better interviewing skills.   The good news is that the hurdle is also the opportunity. A candidate who shows up on time, returns calls, has a positive attitude, accepts coaching, prioritizes safety, is willing to learn additional equipment can often outperform applicants with years more experience.  As we've discussed many times on WAOC, the industry still offers tremendous career opportunities. The challenge isn’t necessarily finding a job, it’s demonstrating that you’re the person an employer can trust with the opportunity.  So, if there’s applicants looking for work, and employers looking for workers, why are they not connecting? Well, I think the hiring game has changed. Twenty years ago, many warehouses and production facilities hired almost entirely on experience. Could you drive a forklift, pull an order, load a trailer, or operate a machine? If the answer was yes, there was a pretty good chance you’d get hired on the spot. Today, things are just different. Most employers are still looking for skills, but they’re looking for something else first. They’re looking for dependability. They’re looking for consistency. And they’re looking for people they can count on.  I’ve sat across the table from hundreds, maybe thousands, of hiring managers throughout my career. And I can tell you something that might surprise applicants. Many managers would rather hire a dependable employee with less experience than an experienced employee there not sure can be counted on. Think about that for a moment. The employee who shows up every day, arrives on time, follows instructions, works safely, and wants to learn often becomes more valuable than the person with years of experience but poor attendance or a negative attitude.  Let’s talk about the first hurdle many applicants never even see. The Applicant Tracking System, or ATS. Years ago, an application landed directly on someone’s desk. Today, many applications are screened by software before a recruiter ever sees them. A computer may be reviewing your application before a human being does. Now, I’m not saying that’s good or bad. It’s just reality.  If your work history is incomplete, if your resume doesn’t match the position, or if key information is missing, you may never make it to the interview stage. Many applicants think nobody called me. The reality may be nobody ever saw the application. That’s why accuracy on our part matters. Taking an extra few minutes to complete an application correctly matters. And that’s why we should tailor our resumes to the position we're applying for.   Now let’s talk about what employers are really seeking. Most people think employers hire labor. I don’t. I think employers hire reliability. Let’s say I have two candidates. Candidate A has five years of forklift experience. Candidate B has one year of forklift experience. Most people automatically assume Candidate A gets the job. What if Candidate A has changed jobs every three months and has attendance concerns and arrives late for the interview? But Candidate B has a solid work history, great references, and arrives fifteen minutes early? The decision suddenly becomes much harder. In fact, many employers will choose Candidate B. Because skills can be taught. Reliability is much harder to teach.  Here’s another challenge I see every day. Applicants submit applications. Recruiters call. Nobody answers. Recruiters text. No response. Recruiters email. No reply. A few days later, the applicant says nobody contacted me. Now, I’m not picking on anyone. But communication matters. If you’re actively looking for work, we need to answer our phone, check our voicemail and respond to texts. And watch our email. I’ve seen qualified candidates lose opportunities simply because another applicant responded first. Speed matters in recruiting. Especially in warehousing and manufacturing. Sometimes positions are filled within hours. Not days. Not weeks. Literally, just hours.  Transportation is often part of the interview before the interview. Can you reliably get to work? Can you make a 5:00 AM shift? Can you work overtime? Can you handle weekends when required? Employers understand that life happens. Cars break down. Traffic exists. Emergencies occur. But employers are also trying to determine whether attendance problems are likely to become a pattern. Remember attendance drives productivity. And productivity drives customer satisfaction. And customer satisfaction keeps facilities open and growing. Again, everything is connected.  Another thing I'm seeing is that Years ago, some facilities focused heavily on production. Today, safety and production must work together. Most employers are looking for candidates who understand safety expectations. They want associates who wear PPE correctly, follow procedures, report hazards, work safely around equipment, and take training seriously. The old mindset of I’ve been doing this for twenty years doesn’t impress many employers anymore. The new mindset is I’ve been doing this for twenty years and I’m still learning. That’s the employee organizations want. Safety conscious employees protect themselves, their coworkers, and the company.  And I think another hurdle for us is Technology. Today we have RF scanners, Warehouse Management Systems, voice picking systems, tablets, inventory software, electronic inspections and productivity tracking. Some applicants become nervous when they hear the word technology. And we can't. All systems can be learned. The bigger issue is willingness I think. Employers aren’t necessarily looking for technology experts. Again, they’re looking for people willing to learn. A positive attitude toward technology often beats resistance every time.  I think competition is stronger than ever. You’re not competing against the job. You’re competing against other applicants. Imagine ten people apply for the same position. Who gets the interview and the offer? Often, it’s the candidate who demonstrates better attendance better communication better attitude better stability better preparation. Notice that experience isn’t the only factor. Sometimes it isn’t even the most important factor. The candidate who prepares wins. The candidate who follows up and demonstrates professionalism wins.  A recruiter told me last week. If I could sit every applicant down and share one message from employers, it would be this, we want to hire you. Think about that. Recruiters don’t wake up hoping positions stay open. Supervisors don’t want to work short staffed. Managers don’t enjoy running operations with vacancies. Everyone wants positions filled. But employers need confidence. Confidence that we'll show up. Confidence that we plan on staying. Confidence that we'll work safely and represent the organization well. That’s what they’re evaluating. Not just whether we can do the work. But whether they can trust us with the work.  So, what can us applicants do? I think it's simple. If we own it. We need to show up early. And we need to dress appropriately. If we're interviewing as an equipment operator or selector, wear our steel or composite toe footwear.  We have to answer our phone and return calls. The hiring agent may be making 50 calls, the next person may answer there’s. And its so important that we bring energy to interviews. And were honest about our experience. And demonstrate willingness to learn. Show our enthusiasm. Ask questions. Express interest in advancement. Employers love hearing things like I’d like to learn more. I’d like to cross-train. I’d like to grow into a lead role someday. Those statements communicate commitment. And like we've learned, commitment gets attention.  As we wrap up today’s episode, I’d like to leave you with a challenge. If you’ve been applying for jobs and not getting results, don’t immediately assume there are no opportunities. Ask yourself a different question. Am I making it easy for an employer to hire me? Am I communicating effectively? Am I presenting myself professionally? Am I demonstrating reliability? Am I showing a willingness to learn?  It’s just a fact that in today’s world, employers are looking for more than experience. They’re looking for trust. They’re looking for consistency. They’re looking for commitment. The jobs are out there. The opportunities and careers are out there. Not to sound corny but the question isn’t always whether the job is available. The question is, Are you available for the job?  Ok, we're running over today so with all that I'll say thank you for joining me today, and please share any thoughts on job opportunities with our Facebook group @whseops or our Instagram feed waocpodcast. Until next time, be safe, stay productive, and keep building your career.

Dr. Stephanie Maximous chats with Dr. Timothy Rowe about his paper, "Impact of Simulation-Based Mastery Learning on Management of Massive Hemoptysis."

Андрей не пришел на финальный эфир. Значит, он не считается - придется делать еще один.4,5 года и 450 эпизодов спустя провела этот выпуск одна - отвечала на вопросы и рассказала, куда ухожу работать.Что обсудили в этом выпуске:ИИ заменит не профессии, а конкретные функции. Выживут те, кто думает стратегически. Кто перекладывает данные и назначает митинги - под угрозой. Это касается всех: и программистов, и продактов, и рекрутеров.Опыт менеджера из Восточной Европы в США обнуляется - и дело не в скиллах. Управлять мультинациональной командой с разными акцентами и культурными кодами - это другая профессия. Американскому менеджменту учатся здесь, изнутри.Завуалированный позитивный фидбэк - это негативный фидбэк. Если вам сказали "I like your energy, but..." - это не похвала. Это сигнал сбавить обороты. Русскоязычные специалисты это часто не считывают - и потом удивляются, почему не прошли испытательный срок.Публичные вакансии и вакансии внутри ATS - часто разные документы. Компании делают это специально. Вывод: делайте хорошее резюме с актуальными скиллами, а не пытайтесь угадать ключевые слова.Блог из 450 эпизодов приносит $87 в месяц от YouTube. Зато дал знакомство примерно с 200 экспертами, аудиторию в 60 тысяч человек - и в итоге новую работу.Канал остается. Эфиры в прежнем режиме - пауза. Не прощаемся.Телеграм канал: https://t.me/prodcastUSAБот для вступления в платное комьюнити https://t.me/prodcast_career_bot

-Should you ever lie on your resume?-Do ATS systems really require you to tailor your resume for every application?-Should you include a headshot, use colors, or list volunteer experience?In this episode of the Career Warrior Podcast, Chris answers some of the most upvoted resume questions from Reddit's r/Resumes community. You'll learn practical, no-nonsense advice on resume tailoring, AI tools, ATS optimization, volunteer work, leadership experience, and more.In this episode, you'll learn:• Whether it's ever okay to downplay or omit qualifications on your resume• The smartest way to tailor your resume without spending hours on every application• How to professionally describe reviving a struggling club or organization• Whether headshots belong on modern resumes• What to include in your professional summary (and whether you need one at all)• Which resume sections help recruiters—and which may hurt your chances• The best colors for resumes and how much design actually matters• How to showcase volunteer work that builds relevant skills and ATS-friendly keywordsWhether you're actively job searching or simply want a stronger resume for future opportunities, this episode will help you make smarter decisions and avoid common resume mistakes.

Atıf Ünaldı ile Netizen'in bu bölümünde insan kaynakları alanında deneyimli isim Özge Korkmaz konuk oluyor. Yapay zekânın işe alım süreçlerine etkisi, CV hazırlamanın yeni kuralları, ATS sistemleri, LinkedIn'in profesyonel kariyerdeki rolü ve geleceğin çalışma hayatı detaylı şekilde ele alınıyor. Özge Korkmaz, "CV öldü" söylemlerinin gerçeği yansıtmadığını vurgulayarak özgeçmişlerin hâlâ işe alım süreçlerinin merkezinde olduğunu anlatıyor. Programda aday takip sistemleri (ATS), işe alımda yapay zekâ kullanımı, hibrit çalışma modelleri, portföy kariyer yaklaşımı ve geleceğin meslekleri üzerine önemli değerlendirmeler yer alıyor. Learn more about your ad choices. Visit megaphone.fm/adchoices

What if AI Actually Costs More Than Humans?   The headcount reduction mandate has landed on your desk: replace talent with AI and cut costs. But beneath the vendor demos and boardroom promises lies a dangerous assumption - that artificial intelligence is automatically cheaper than human expertise.   What if the token economics tell a different story?   Join us for a provocative livestream that flips the AI narrative and protects your workforce strategy.   • The hidden maths of token consumption -and why projected savings evaporate at scale   • Why cost-per-inference is rarely modelled against fully-loaded employee costs in vendor ROI   • Talent attrition: when top performers leave because they see AI replacement unfolding   • Quality degradation and the invisible cost of human-in-the-loop error correction   • Vendor lock-in: how API pricing volatility turns fixed labor into unpredictable OpEx   • The productivity paradox: why AI-augmented teams outperform pure replacement strategies   • Compliance blind spots: liability, bias audits, and regulatory costs headcount never triggered   • Retraining debt: the unbudgeted expense of prompt engineering and system maintenance   • The competitive cost of hollow teams when institutional knowledge walks out the door   • Frameworks to model true total cost of AI ownership before approving any reduction-in-force   This is not an anti-AI argument - it is a financial reality check for leaders pressured to cut first and calculate later. Before you trade headcount for tokens, understand the true cost of replacing humans with models.   We're on Friday 5th June, 2pm BST. Register now and bring your C-suite the data they need!       Ep386 is supported by our friends Ashby   The all-in-one recruiting platform that evolves at the speed of AI. ✨Empowering ambitious teams from Startups to Enterprises.   Ashby can handle the whole pipe - ATS, CRM & Sourcing, Scheduling, and Analytics - while incorporating the latest AI advancements every step of the way.   Learn how Ashby helps companies at every size up level their hiring - contact one of team here today

Most recruiters think AI is coming for someone else's desk. Riece Keck isn't so sure. Two years ago he said AI wouldn't replace great recruiters, but it would replace the mediocre ones sooner than anyone wanted to admit. He still stands by it, and he thinks we're a lot closer now than we were then. He's also taking the stage at the AI Recruiting Summit 2026 to go even deeper on this, so if today's episode lands, that's where you see it built live: https://ai-recruiting-summit-2026.heysummit.com/ This conversation is the proof. Riece built a tech recruiting agency to a $1.2M year, then watched it nearly die twice before it folded into a merger for a token amount. He stepped away during a brutal personal stretch, then cold-started the whole thing again in early 2025, and billed roughly $800K in his first year back without leaning on his old client list. The difference the second time wasn't more hustle. It was systems. Riece walks Benjamin through the no-code BD engine he built end to end: scraping job boards on a daily auto-run, identifying the right hiring managers, enriching the contacts, drafting the outreach, and dripping it out, all while he sleeps. He breaks down how he uses funding signals, new-hire signals, and backfill signals to reach companies at the exact moment they're hurting, and how he's now rebuilding the entire stack inside Claude Code with MCP connections so an agent runs his ATS and his sourcing for him. But this isn't a go-all-in-on-tech sermon. Riece is just as direct about the other lane: if your zone of genius is relationships, build the offline communities that pull you out of the LinkedIn noise everyone else is drowning in. The one move he says gets you crushed in 2026 is staying in the middle, the undifferentiated recruiter who takes a job order, fires off templated outreach, and hopes. You'll also hear how he turned strategic referral partnerships into a steady deal source, why persona-based messaging quietly outperforms everything else in the inbox, and what he'd tell a recruiter trying to go from average to elite right now. If you've ever watched your desk go to zero and wondered if there's another side to it, this one is for you. There is. The recruiters who reinvent now are the ones crushing it in 2028. This episode is powered by Atlas, the AI-first recruitment platform built to eliminate the admin that eats your day. Atlas captures every candidate conversation automatically and turns it into something you can actually use. Ask it who mentioned wanting a four-day week or who's open to relocating next year, and Magic Search pulls the answer from your entire database instantly. No keyword guessing, no digging through old notes. Atlas customers have reported over 40% EBITDA growth and over 80% more monthly billings after switching. Unlock your exclusive listener offer at recruitwithatlas.com. Also brought to you by Millee, the AI deal strategist that turns the gut feel of big billers into real-time guidance on every live process. Millee preps you before every call and drafts your high-caliber follow-ups so you lead from the first minute. Try it free at millee.ai.

Hello Friends! I love to hear from you! Please send me a text message by clicking on this link! Blessings to You!In this episode, Dr. Jori discusses with her listeners  Mark's account of what people were saying about Jesus as He came back to HIS hometown.  Scripture References: Mark 6:3; Acts 12:12; Ats 15:36-41; Luke 22:31-34; 2 Timothy 3:16-17; Mark 5:35-6:6; John 1:10-13 Scripture translation used is the NASB “Scripture quotations taken from the NASB (New American Standard Bible) Copyright 1971, 1995, 2020 (only use the last year corresponding to the edition quoted) by The Lockman Foundation. Used by permission. All rights reserved. www.Lockman.org”CHECK OUT DR. JORI'S NEW PODCAST- The First Love ProjectHere is the video introducing the podcast on You Tube-https://youtu.be/PhFY1moDDmsHERE IS A LINK TO THE YOUTUBE PLAYLIST FOR FIRST LOVE PROJECThttps://youtube.com/playlist?list=PLdaujk1npuKR0BLSkTlKyxmuxavrZQHM6&si=dC10K4Qdh0xMKElU FIND DR. JORI ON OTHER PLATFORMS https://linktr.ee/drjorishaffer DAILY MUSICAL DEVOTIONAL BY THE WORSHIP INITIATIVE:Text SING to 79316CHECK OUT THE DWELL AUDIO BIBLE APP:Click this link for my unique referral code.  I use this frequently. Such a wonderful audio bible app. https://dwellapp.io/aff?ref=jorishafferBIBLE STUDY TOOLS DR. JORI USES:Note: These contain  Amazon affiliate links, meaning I get a commission, at no extra cost to you,  if you decide to make a purchase through my links.Here is a link to some of my favorite bible study tools on Amazon:https://geni.us/cHtrfEMr. Pen Bible Journaling Kitshttps://lvnta.com/lv_PTrHSCogbRim4yhEDnhttps://lvnta.com/lv_mkaMOuGe6m4oHR88uqhttps://lvnta.com/lv_dgvsxOc99t663A628z  BOOKS OF BIBLE COLOR CHARTI made this chart as a helpful tool for grouping the collections of books or letters  in the Holy Bible.  The colors in the different sections are the ones that I use in my journals.  Books of Bible Chart (color) (4).pdf - Google Drive    LOOKING TO RETAIN MORE OF WHAT YOUR PASTOR IS TEACHING?              CHECK OUT DR. JORI'S SERMON REFLECTION JOURNALS! Sermon Notes, Reflections and Applications Journal/Notebooks by Dr. Jori. Click the links below to be directed to amazon.com for purchase. Or search “Dr. Jori Shaffer” on Amazon to bring these up.  https://amzn.to/418LfRshttps://amzn.to/41862EyHere is a brief YouTube video that tells about the Journal/Notebooks as well:https://youtu.be/aXpQNYUEzds   Email: awordforthisday@gmail.comPodcast website:  https://awordforthisday.buzzsprout.com   Support the show

Sometimes it's a cockatiel crawling up an athlete's arm or learning the language that is baseball, ATs that brave the world of baseball must be ready for anything. In this episode, ATs share their stories of working with baseball.Featuring stories from Carly T, Breanna B, Amber L, Jared W, Jonas H, Maddie E, Robin S, Haley S, Cedric M, Molly F, David H, Emilee S, a Kool one from Kevin, & many more!AT CORNER FACEBOOK GROUP: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/groups/atcornerpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram, Website, YouTube, and other links: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠atcornerds.wixsite.com/home/links⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠EMAIL US: atcornerds@gmail.comSAVE on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Medbridge⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠: Use code ATCORNER to get $101 off your subscriptionWant to host a podcast like ours? Use our link to sign up for Zencastr, the service we use to record our interviews: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://zencastr.com/?via=atcorner⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Music: Jahzzar (betterwithmusic.com) CC BY-SA---Sandy & Randy

In this episode of the Career Talks Podcast, I spoke with Shreya Mehta, a former recruiter and co-founder of Super Coach, about navigating the complexities of job searching in today's economy. We discussed the emotional challenges job seekers face, the importance of understanding ATS systems, and how to effectively communicate value in resumes and interviews. Shreya emphasizes the need for confidence, clarity, and the strategic use of AI tools in the job application process, while also addressing the common pitfalls of self-rejection and the importance of continuous self-improvement.

Steve Anderson was a milkman in South Carolina before he picked up a phone in healthcare recruiting. Twenty-five years later, he got laid off at 48 — part of a 1,500-person RIF — with five daughters, a mortgage, and no plan B.   Three months in, they pitched their first investor. He told them they were idiots and hung up. That call is the reason Optigy exists in its current form   This episode is brought to you by Atlas — the AI-first recruitment platform that captures every candidate conversation and turns it into searchable intelligence. Atlas customers report over 40% EBITDA growth and 80%+ increases in monthly billings. Get started at recruitwithatlas.com.   Also brought to you by Millee — AI deal strategy built from the encoded intuition of elite recruiters. Sharper call prep, high-caliber emails drafted for you, real-time guidance on every live process. Users save an hour a day on email alone. Try it free at millee.ai.   Steve Anderson was a milkman in South Carolina before he picked up a phone in healthcare recruiting. Twenty-five years later, he got laid off at 48 — part of a 1,500-person RIF — with five daughters, a mortgage, and no plan B. Three months in, they pitched their first investor. He told them they were idiots and hung up. That call is the reason Optigy exists in its current form.   Steve and his co-founders rebuilt the company in 48 hours. No clients, only partners. No vendor relationships, no race to the bottom, no "send us reqs and we'll send you names." It cost them roughly $3.5M in walked-away deals in year one. It also got them in a room with one of the largest healthcare organizations in the country, where they built the first physician healthcare recruitment team in the ACO space — on a $400 website, an ATS they didn't own, and a phone they hadn't bought yet.   Year one: $1.1M off six months of real building. Year two: $3.7M. Year three, closing January 2027, on track for $19.4M. 53 partners, 84% close rate, only two partners lost in two years. A private equity deal closed December 2025 that changed what's possible from here. This episode is the operator's playbook behind that arc. Why "partners, not clients" isn't marketing — it's a P&L decision. What broke in Q1 of year two when the credit card bills came due. What Steve learned in-house at a company that saved his life five months after a heart attack he didn't see coming. And the line his older brother gave him that reshaped how he thinks about time: "I have lived longer than I have left to live."  If you've been waiting for the right moment to bet on yourself, this is the one to listen to twice.  What You'll Learn: Why "partners, not clients" is the model that scaled Optigy from zero to a $19.4M run-rateThe exact moment Year 1 broke — and the leadership shift that fixed itHow to walk into a 2,200-location healthcare org with no website and no ATSWhat in-house recruiting teaches you that no agency seat ever canThe five-part call structure and where 90% of recruiters fall apart on the transitionWhy "work works" is the only input that matters early — and what replaces it as you scaleThe diligence questions that protect founders from the wrong PE partner  

Host Ugo Ezema, MD, Tulane University, speaks with University of Cincinnati's Laurah Turner, PhD, one of ATS 2026's keynote speakers who addressed the hot topic of AI in medical education. Check out ATS NOW, tailored education anytime, anywhere. All #ATS2026 attendees get free access to this innovative, on-demand platform through the end of the year. Learn more: https://atsnow.thoracic.org/ 

Send us Fan MailWhat do traffic jams, poker strategy, and applicant tracking systems have in common? More than you'd think.In this episode, Vanessa unpacks decision-making under uncertainty—why the “fastest” route isn't always the best one, and how both life and job searches can punish us for not being able to predict the future. We talk GPS stress, Annie Duke's poker-based decision framework, nervous system regulation (Maslow before Bloom, always), and a real-world job search story that proves something important:Humans still hire humans—even when algorithms try to pretend otherwise.In This Episode, We CoverWhy GPS (and life) makes “best guesses,” not promises How teachers get stuck outcome-shaming themselves (“If it went badly, I must be wrong…”) What poker psychology teaches us about uncertainty and decision quality A Teacher Hack for protecting your nervous system: take the scenic route The truth about Applicant Tracking Systems (ATS) and why resumes vanish A behind-the-scenes story of navigating hiring systems by reintroducing human connection How to spot culture red flags before you accept the job Why “optimized” doesn't always mean “healthy”   Links MentionedJack Palance “one-armed push-ups” clip (referenced in episode): https://www.youtube.com/watch?v=AGxL5AFzzMY Teachers in Transition podcast homepage: https://teachersintransition.buzzsprout.com Facebook: https://www.facebook.com/profile.php?id=61565671792885 Website: https://TeachersinTransition.com  Optional: Support the Podcast

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS: 1. The Industry Shifted From Doing More to Doing Better Kyle's State of the Union in a single sentence: a year ago, AI was being applied to do more things faster. In 2026, the question has become whether those things are being done better. Volume was the first wave. Quality is the second. The vendors who survive the next cycle will be the ones who can demonstrate genuine outcome improvement, not just efficiency gains. 2. The Consolidation Bloodbath Is Over — and the Race Is Back On The expected wave of vendor exits didn't fully materialize, but AI gave surviving vendors the ability to ship value to customers faster than ever before. The competitive dynamics haven't eased — they've intensified. The companies still standing are moving faster, not slower. 3. Build vs. Buy Is Now a Real Strategic Question for TA Teams Enterprise talent acquisition teams are building their own AI workflows in-house, and that's changing the calculus for every vendor on the floor. Kyle's framework for go-to-market leaders: track how much building culture exists in your target accounts before burning sales calories. If a prospect is already building, that's not necessarily a lost sale — but it's a fundamentally different conversation. 4. Recruiting Fraud Has Become a National Security Issue The convergence of application agents, high job-seeker volume, and organized bad actors has turned recruiting fraud from an edge case into a genuine organizational risk. Kyle knows first- degree connections who have had the FBI in their office after hiring agents of foreign states. This is not hypothetical. Every company with any sensitive data or infrastructure is a target. 5. Fraud Detection Isn't One Problem — It's a Stack Problem Interview fraud doesn't have a single point of intervention. It needs to be addressed at the ATS, at the top of the funnel, and through identity verification across multiple interview stages. Kyle's benchmark of 12 AI interviewers found screen analysis capabilities — matching visual identity from interview to interview — becoming a standard feature. Manual workflows are a bridge, not a solution. 6. AI Is Finally Making Benefits Personal at Scale Benefits has always been complicated, jargon-heavy, and delivered as a one-size-fits-all package that employees don't understand. AI chat interfaces that know an employee's profile — single, two dogs, no kids — and can explain in plain language which plan makes sense for their specific life are making personalized benefits navigation possible without requiring an HRBP to sit with every employee. That's a meaningful change in how benefits gets delivered. 7. Candidates Are Getting Smarter About Total Comp — And Recruiters Need to Keep Up Kyle's observation from the market matches what Adam hears in the trenches: candidates are increasingly asking about the full picture of compensation, including employer contributions to healthcare, equity, and benefits value. Recruiters who can't articulate total comp in real numbers are at a disadvantage — and companies that can are converting more offers. 8. The Trust Gap Between Candidates and AI Is a Communication Failure, Not a Technology Failure The friction candidates are experiencing with AI in the hiring process isn't primarily a product problem — it's a communication problem. Employers are deploying AI interviewing, screening, and assessment tools without telling candidates how to use AI, what to expect, or why these tools actually benefit them. That vacuum is being filled by Reddit misinformation and candidate frustration. Simple, proactive communication could close most of that gap. 9. AI Interviewers Eliminate Ghosting — and That Matters More Than People Admit Kyle's case for AI interviewers directed at frustrated candidates: no ghosting (every candidate gets an interview option), 24/7 scheduling flexibility, the ability to self-select out of a bad fit, and a genuine touchpoint with a company that otherwise might never respond. The value proposition is real. The problem is nobody is communicating it clearly to the people who most need to hear it. 10. Practitioners Build Better Best Practices Than Vendors Do Kyle's Human-Centric AI Council — an independent group of HR and talent leaders producing free, practitioner-led resources for navigating AI — is a direct response to the gap between what vendors say about AI and what people actually in the trenches need to know. The best guidance on using AI in HR isn't coming from conference keynotes. It's coming from the people doing the work. 11. Data Labeling Is the Final Mile of AI — and Almost Nobody Is Talking About It Kyle's standout product observation from the conference: Findem's data labeling capability gives AI the contextual grounding it needs to move from generic outputs to genuinely useful ones. The last mile of AI isn't the model — it's how well the data feeding the model is understood and labeled. That's an unsexy insight with enormous downstream impact. CHAPTERS: 00:00 – Introduction: The Analyst With the Best Swag Game Adam welcomes Kyle Lagunas — industry analyst, founder, and proud owner of a Peppa Pig cardigan — and sets up a State of the Union on AI in HR tech. 02:30 – State of the Union: From More to Better Kyle's one-line summary: a year ago the industry was doing more stuff. Now it's trying to do better work. What that shift actually means. 05:00 – The Consolidation Question: Is the Bloodbath Over? The expected vendor consolidation didn't fully materialize — but AI unlocked a new level of innovation speed for those who survived, putting the race back on. 07:30 – The Build-vs-Buy Threat: When Clients Become Competitors Enterprise TA teams are building their own AI tools — and what that means for vendors without genuine defensibility beyond workflow automation. 10:00 – Fraud: From Edge Case to FBI in the Office First-degree connections who've had the FBI show up after hiring agents of foreign states. How application agents, volume, and bad actors have converged into a national security problem. 13:00 – Where Fraud Detection Lives in the Stack Fraud isn't one problem with one solution — it needs to be addressed at multiple points from ATS intake through interview identity verification. 16:00 – AI as the Great Equalizer in Benefits How AI chat interfaces are finally making personalized benefits navigation possible at scale — without requiring an HRBP to sit with every employee one-on-one. 19:30 – The Smart Candidate Who Asks About Total Comp Candidates are getting more sophisticated about total compensation — and recruiters need to be ready to explain the full picture in real numbers. 22:00 – The Trust Gap: Candidates, AI, and No One Telling the Rules Employers are deploying AI throughout hiring but issuing no guidance to candidates. The result: friction, mistrust, and a PR problem that doesn't have to exist. 25:00 – The Case for AI Interviewers — Told to the Frustrated Candidate Kyle's win-win reframe: no ghosting, 24/7 scheduling, self-selection out of bad fits, and a real company touchpoint. The value is real; the communication isn't. 28:00 – The Human-Centric AI Council: Practitioners Building the Playbook An independent council of HR and talent leaders producing practitioner-led best practices for navigating AI — free, no vendor influence. 31:00 – Love It: Findem's Data Labeling Capabilities The quiet feature Kyle called the final mile of AI: contextual data labeling that gives models the grounding they need to actually deliver value. 33:30 – Love It: CodeSignal's Persona-Based AI Interviewer The demo that impressed him most — an AI interviewer that adopts the persona of the actual hiring manager, not a generic interviewer. 35:30 – Leave It: Generic Vendors Running the Same Playbook Booths full of AEs, cheap water bottles, same motions. Kyle's prescription: bring your solutions people, bring your product people, bring something worth the conversation. 37:30 – Where to Find Kyle & Transformation Realness kyleandco.com for research, Transformation Realness for the podcast, and LinkedIn where he checks in every morning and afternoon.

In this episode, Brad Minton interviews Bogdan Zlatkov, an ex-LinkedIn insider and career strategist, to uncover proven strategies for job seekers to optimize their resumes, navigate applicant tracking systems, and land interviews faster in a competitive market. Key topics include: Resume optimization techniquesApplicant tracking system (ATS) best practicesEffective job application strategies in 2026How to lean into what makes you differentGuest Info: Bogdan Zlatkov is an ex-LinkedIn insider and author of the Ultimate Guide to Job Hunting, ranked #1 on Google. Currently at GrowthHackYourCareer, Bogdan has helped over 1,500 job seekers find their dream jobs using proven data-driven strategies. He works with award-winning coaches, best-selling authors, and Forbes-Council members to uncover the best job search tips that will get you hired faster.growthhackyourcareer.comThis podcast is brought to you by Mint To Be Careerwww.minttobecareer.com

In this episode of the Millionaire Mindcast, host Matty A returns to the mic to explain why he's been quiet and what massive moves he's been making behind the scenes. Beyond updates on his mobile home parks and the launch of the Imagos Income Fund, Matty dives deep into what he believes is the future of investing: tokenization. Episode HighlightsThe Liquidity Solution: Why the archaic infrastructure of illiquidity has been a hidden tax on investors, and how tokenization creates SEC-regulated secondary markets (ATS) to finally give token holders an exit strategy.Real-World Execution: The technology is no longer theoretical. Matty points to early adopters like the St. Regis Aspen, which tokenized its equity in 2018 and has seen an impressive 3x return.The Capital Stack Breakdown: How senior debt, preferred equity, and common equity remain the exact same legal and economic structures, just wrapped in a faster, more transparent digital security on the blockchain.The Early Adopter Advantage: Why early operators in tokenization will capture the brand equity, and Matty's ambitious plan to tokenize one of his stabilized commercial shopping centers featuring national credit tenants.An Exclusive Network: How to join Matty's new private network for sophisticated investors and operators who want to learn about, collaborate on, and execute tokenized real estate assets.Episode Sponsored By:Discover Financial Millionaire Mindcast Shop: Buy the Rich Life Planner and Get the Wealth-Building Bundle for FREE! Visit: https://shop.millionairemindcast.com/CRE MASTERMIND: Visit myfirst50k.com and submit your application to join!FREE CRE Crash Course: Text “FREE” to 844-447-1555FREE Financial X-Ray: Text  "XRAY" to 844-447-1555IIMAGOS INCOME FUND: Full Investor Presentation: Text “INCOME” to 844-447-1555

В этом выпуске гость - Джон Бенджамин, основатель и генеральный директор Sociable Society, кадрового агентства в США, которое помогает компаниям с наймом, а кандидатам - с трудоустройством, переговорами, резюме и LinkedIn-профилем. Более 12 лет Джон работает в рекрутинге и представляет кандидатов на рынке труда по модели, похожей на работу спортивного агента.Мы обсудили, почему кандидаты часто откликаются на вакансии и не получают ответа, как рекрутеры и ATS-системы отсеивают резюме, чем внешние рекрутеры отличаются от внутренних, и почему важно выстраивать отношения с агентствами. Разобрали, что изменилось на рынке труда в 2026 году, почему конкуренция стала выше, зачем компании возвращают людей в офис и как это влияет на карьерный рост. Отдельно поговорили о главных ошибках в резюме: необъясненных гэпах, коротких периодах работы, перегруженном тексте и слабой структуре. Также затронули роль LinkedIn, сопроводительных писем, статуса Open to Work, прямых сообщений рекрутерам, фото в резюме, отзывов, ИИ-инструментов для резюме и массовых откликов на вакансии.Джон Бенджамин (John Benjamin II) - фаундер и CEO в Sociable Society.LinkedIn: https://www.linkedin.com/in/johnbenjamin-ii-b6865028***Записаться на карьерную консультацию (резюме, LinkedIn, карьерная стратегия, поиск работы в США)https://annanaumova.comКоучинг (синдром самозванца, прокрастинация, неуверенность в себе, страхи, лень)https://annanaumova.notion.site/3f6ea5ce89694c93afb1156df3c903abТелеграмhttps://t.me/prodcastUSAИнстаграмhttps://www.instagram.com/prodcast.usТикТокhttps://www.tiktok.com/@us.job⏰ Timecodes ⏰00:00 - Почему резюме не доходят до рекрутера00:40 - Знакомимся с экспертом по найму в США01:16 - Модель спортивного агента в поиске работы04:24 - Почему традиционный рекрутинг устарел05:30 - Состояние рынка труда в 2026 году08:05 - Зачем компании возвращают людей в офис10:52 - Мифы об автоматических системах ATS13:17 - Внутренние и внешние рекрутеры19:33 - Почему рекрутеры не читают все резюме29:40 - Нюансы найма на начальные позиции40:46 - Влияние фото в резюме на отбор42:19 - Возрастной дискриминация при найме53:15 - Искусственный интеллект для резюме58:05 - Критические ошибки на интервью01:04:32 - Профиль в LinkedIn и резюме01:10:00 - Инструмент реверсивного рекрутинга01:15:00 - Главный совет для соискателей01:16:15 - Учимся правильно просить работу на интервью

ATS 2026 is quickly approaching, and with so many great events, attendees are sure to enjoy every minute of the conference. On this second keynote preview, host Ugo Ezema, MD, Tulane University, is speaking with University of Cincinnati's Laurah Turner, PhD, Tuesday's keynote speaker who will be addressing the hot topic of AI in medical education. There's still time to register for ATS 2026! https://registration.experientevent.com/ShowATS261/Flow/ATT?atslogin=1&marketingcode=YOUTUBE 

Adding more people is how you grow a recruitment firm. Michelle Lownie spent years believing it. Then she watched it go wrong. Michelle is the CEO and co-founder of Eden Scott, one of Scotland's leading recruitment firms. She started in recruitment in 1989, filing documents and making tea at Melville Craig on a six-week summer contract. She stayed 15 years. In 2003, she co-founded Eden Scott alongside Guy Martin and Chris Logue. Today, Eden Scott generates approximately £25 million in annual revenue with 38 consultants across Edinburgh, Aberdeen, and Glasgow. At its peak, the business had nearly 70 people. In this episode, Michelle talks through what it took to rebuild around a smaller, higher-performing team - and how that decision changed everything about how the business runs today. She covers the hiring process Eden Scott uses to find recruiters who don't need managing, why they've stayed on the 360 model for 23 years while everyone else splits desks, and what keeps recruiters at Eden Scott for years in an industry known for high turnover. She also shares what the last 18 months have looked like on the ground in Scotland - and why relationship-led recruitment still matters more than ever. In this episode, you'll learn: How Eden Scott rebuilt from 70 people down to 38 - and what changed How COVID became an opportunity to rebuild around the right people The hiring process - including why interviewers never discuss candidates between stages What Michelle is actually looking for when she makes a hiring decision How their commission and retention structure works, including sabbaticals at 5, 10, and 15 years How the 360 full-desk model still produces a £25 million business What consistent business development actually looks like in practice Episode highlights: [13:39] How COVID forced a complete rethink of the business [17:51] Why Michelle has no interest in scaling back to 70 people [26:29] Why Eden Scott has stayed on the 360 model while others split desks [35:30] The hiring process - and why interviewers don't discuss candidates between stages [45:11] The retention strategies that keep consultants at Eden Scott for years [52:18] Why good recruiters don't need to be pushed This episode is sponsored by Recruiterflow - an AI-first ATS and CRM built for recruiters who want to spend less time on admin and more time on relationships. See it in action at recruitmentcoach.com/recruiterflow. About Michelle Lownie: Michelle Lownie is the CEO and co-founder of Eden Scott, one of Scotland's leading recruitment firms with annual revenue of approximately £25 million. She began her career in 1989 at Melville Craig and co-founded Eden Scott in 2003 alongside Guy Martin and Chris Logue. The firm operates across Edinburgh, Aberdeen, and Glasgow with 38 consultants. Connect with Michelle: LinkedIn: Michelle Lownie Website: edenscott.com Connect with Mark: Free 30-minute strategy session: recruitmentcoach.com/strategy-session Mark on LinkedIn: linkedin.com/in/markwhitby Follow on Instagram: @RecruitmentCoach

Have you been applying to UX jobs you know you're qualified for and still not hearing back? Chances are, your experience isn't the problem, it's how you're presenting it.After nearly a decade of coaching UX and product professionals and reviewing thousands of resumes, portfolios, and LinkedIn profiles, Sarah has seen the same red flag mistakes show up again and again. The candidates making them are talented, experienced designers who simply were never taught how to market themselves.In this episode, Sarah breaks down one major red flag mistake for resumes, portfolios, and LinkedIn. Spoiler alert: fixing it doesn't require months of work.Sarah also shares the story of Jonathan, a UX director with 20 years of experience who was getting ghosted on 75% of his applications. He was qualified, but his materials weren't telling his story effectively. Once he addressed the right things, he landed an executive-level role at the University of Houston.Your materials don't have to be perfect... they need to be 10% better than everyone else making the same, avoidable, mistakes.Topics Discussed✅ What hiring managers and applicant tracking systems are silently penalizing you for✅ Why showing deliverables without context, process, or decision-making is leaving hiring managers cold✅ What to put in your LinkedIn headline instead of just your job title and company name (and why)✅ How to optimize your LinkedIn profile for the algorithm✅ How to rewrite vague resume bullet points so they communicate scope and outcomes✅ Why talented UX professionals with years of experience still struggle to get interviews✅ How to break out of the perfection trap that's keeping you in research modeLinks From This Episode:

Use code ATCornerStudent to get 10% off your monthly subscription price of ATStudyBuddy, an online BOC exam prep platform built by athletic trainers for athletic training students. ATStudy Buddy gives you realistic practice tests, instant feedback, and over 250 study guides and games—online, affordable, and proven to help you pass. Start your journey today at ⁠⁠⁠ATStudyBuddy.com⁠⁠⁠.--Studying for the BOC or just wanting a review of athletic training topics? Tune in as we compare what the book says to real life stories from athletic trainers.--Whether it's developing your policies and procedures manual or designing your dream athletic training clinic (with windows, duh), administrative duties can take on many different forms. In this BOC IRL episode, ATs share their stories of some of the administrative considerations they keep in mind compared to the textbook.Featuring stories from Robyn S, Kathleen T, Christina S, Hayley S, Emily M, Bailey W, & many more!--AT CORNER FACEBOOK GROUP: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/groups/atcornerpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram, Website, YouTube, and other links: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠atcornerds.wixsite.com/home/links⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠EMAIL US: atcornerds@gmail.comSAVE on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Medbridge⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ CEUs: Use code ATCORNER to get $101 off your subscriptionMusic: Jahzzar (betterwithmusic.com) CC BY-SA---Sandy & Randy

The Thunder have played the Lakers 5 times this year and are 5-0 ATS. Is that series over? Plus, a look at the action tonight in baseball with a 17-0 ML trend and college football is thinking about killing the conference title games. 

Most job seekers think they need to beat the ATS. Optimize the résumé. Match the keywords. Play the system. That's the wrong goal. You don't beat the ATS.