Podcasts about ATS

What if you feel you're doing everything right in your job search and it's still not bringing you results? In today's uncertain market, even highly capable professionals are facing longer searches and lower response rates. On this episode of Finding Brave, we explore what is really happening in today's hiring landscape and why so many smart and capable professionals are struggling. Sam Wright is one of the founding team members of Huntr.co, an AI-powered resume builder and job search platform. Drawing from analyses of over 1.6 million applications and hundreds of one-on-one coaching conversations, he combines data-backed insight with genuine compassion for the emotional toll of career uncertainty. In this conversation, he shares key findings from Huntr's 2025 Annual Job Search Trends Report and what they reveal about the realities of today's market. Together, we unpack the biggest job application mistakes professionals are making, including why tailoring your resume strategically for each job can significantly improve interview conversion rates. Sam explains why high-volume applying often backfires, what the data actually says about resume length, and why quality and relevance matter more than fitting everything onto one page. He reminds us that the job search is not a place to be humble, but to clearly and truthfully showcase your impact. The conversation also tackles myths about AI and applicant tracking systems, clarifying what really disqualifies candidates. Listen in for a data-backed, practical conversation that will give you a clearer understanding of what actually drives results in today's job search process.   Key Highlights From This Episode: Introducing Sam Wright, Huntr.co, and highlights from their 2025 Job Search Trends Report. [01:59] Why the average job search is taking longer. [06:47] The biggest mistake candidates make: not tailoring resumes to the job description. [10:28] How to tailor your resume to match the job description and showcase your skills. [14:59] Debunking the one-page resume myth and focusing on quality over length. [21:52] When cover letters help and why high-volume applying backfires. [23:55] Using AI tools wisely and avoiding fabricated metrics. [25:42] Giving yourself permission to claim your accomplishments, especially for women who often understate their impact. [29:05] Learning to embrace and build your identity beyond your job title. [34:31] Navigating applicant tracking systems (ATS) and automated screening in the job market. [41:13] For More Information: Sam Wright on LinkedIn Sam Wright on Instagram   Links Mentioned in Today's Episode: CLICK HERE to visit Huntr and organize and track your job search Check out Huntr's 2025 Annual Job Search Trends Report Try out Huntr's AI Resume Builder and Resume Tailor   READY FOR A HUGE SHIFT TO ACHIEVE MORE SUCCESS, IMPACT, AND FULFILLMENT IN YOUR CAREER? Work with Kathy and get hands-on, transformative CAREER & LEADERSHIP GROWTH COACHING SUPPORT today! Join me today in one of my top-requested career and leadership growth 1:1 coaching programs and take 20% off the price this week with coupon code 'FBRAVE20 as my thank-you for tuning in! Visit my Career Help page, or click the links below for more information and to register today and save 20%:   – Jumpstart Your Career Success (3 sessions) – Career & Leadership Breakthrough program (6 sessions) – Build Your Confidence, Success and Impact (10 sessions)   ——————— GOT A BURNING CAREER OR PROFESSIONAL GROWTH QUESTION? Ask me on Hubble I'm thrilled to join the Hubble Expert Advisory group, a space for thoughtful conversations and honest advice on life, work, business, and career challenges. I often hear from people worldwide seeking guidance on careers, leadership, personal growth, and making a bigger impact. Now, connecting and answering your questions is easier than ever—Hubble lets you book a one-off call or recurring sessions with me.   Book some time with me here on Hubble - I'd love to support your top goals: https://app.hubble.social/kathycaprino    ——————— Order Kathy's book The Most Powerful You today! In Australia and New Zealand, click here to order, elsewhere outside North America, click here, and in the UK, click here.   If you enjoy the book, we'd so appreciate your giving the book a positive rating and review on Amazon! And check out Kathy's digital companion course The Most Powerful You, to help you close the 7 most damaging power gaps in the most effective way possible. Kathy's Power Gaps Survey, Support To Build Your LinkedIn Profile To Great Success & Other Free Resources Kathy's TEDx Talk, Time To Brave Up & Free Career Path Self-Assessment Kathy's Amazing Career Project video training course & 6 Dominant Action Styles Quiz   ——————— Sponsor Highlight I'm thrilled that both Audible.com and Amazon Music are sponsors of Finding Brave! Take advantage of their great special offers and free trials today! Audible Offer Amazon Music Offer   Quotes: "The average job search time has increased from about 50 days to 80 to 90 days, according to our Huntr data." — Sam Wright [0:06:10] "The best time to get ready for a job search is actually while you're employed." — Sam Wright [0:09:41] "What our data suggests is [optimal is] applying to 10 to 15 or 10 to 20 jobs per week with a well-tailored resume that matches the job description." — Sam Wright [0:24:34] "This life of a part-time farmer, and connecting to the soil is really important to me, and it grounds me literally, and reminds me where I come from and what this life is all about, which is in one form or another, spending good time with the people that we love and care about." — Sam Wright [0:36:55] "When you're getting advice from someone, [like] a career coach or resume writer, if you're feeling afraid or scared, or they're evoking negative emotions, you probably want to run away from that person." — Sam Wright [0:42:18] "About 10% of the people that I meet with are doing everything right, and it's just a really difficult market." — Sam Wright [0:42:57]   Watch our Finding Brave episodes on YouTube! Don't forget – you can experience each Finding Brave episode in both audio and video formats! Check out new and recent episodes on my YouTube channel at YouTube.com/kathycaprino. And please leave us a comment and a thumbs up if you like the show!

Shannan Farmer, Lead Talent Partner at Freshpaint, details a sharp first thirty days blueprint, from fast ATS upgrades to structured debriefs and centralized feedback, proving that disciplined process can increase quality without sacrificing pace. Shannon breaks down anti sell as a filter for true builders and explains why behaviors like resourcefulness and ownership matter more than pedigree. She also makes the case for giving recruiters the authority to uphold standards with executives while cutting time to fill and reducing agency reliance.Connect with host James Mackey on LinkedIn!  Thank you to our sponsor, SecureVision, for making this show possible! Follow us:https://www.linkedin.com/company/82436841/SecureVision: #1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

Are you tired of dealing with outdated recruiting strategies? Wondering if AI can truly revolutionize hiring? This episode dives into the gritty truth about how modern metrics and emerging AI tools are reshaping talent acquisition—sometimes for better, sometimes for worse.Join us as we unpack decades of recruiting wisdom, the pitfalls of cost-per-click, and what's next in HR tech. In this episode: The history of traditional job advertising and its limitations How cost-per-application models are changing the game The messy reality of defining "qualified" applications and why subjectivity matters The myth of AI as an unbiased recruiter and its legal risks Why transparency in pay and job descriptions can fix much of the hiring chaos The dangers of scaling bad processes and how to avoid scaling mistakes Practical insights on choosing the right metrics for your hiring needs The future of AI in recruitment and the importance of process over technology Useful links: College Recruiter Work Defined Podcast Network Ultimate Guide to Recruitment Metrics Artificial Intelligence in Hiring – Industry Report The Future of Pay Transparency Reach out to Steven Rothberg: LinkedIn Twitter Timestamps: 0:00 - Welcome and episode overview: Are recruitment metrics still holding up?00:42 - Introducing Stephen Rothberg and college recruiter's journey01:14 - The roots of traditional recruiting: From flyers to newspapers02:25 - Starting a business from a summer job and risk-taking mentality03:52 - The Winnipeg Jets story: Childhood risks and lessons in boldness05:23 - The shift from inefficient to performance-based ad models06:49 - The real meaning of "click" and the confusion across platforms08:13 - The rise of cost per application and its emotional impact on employers09:54 - Defining "qualified applications"—subjectivity and its pitfalls11:35 - Why scaling bad processes makes them worse13:08 - The evolution of pay-per-click and undisclosed definitions14:54 - The deadly cycle of bad job descriptions and reposting16:23 - How hiring for "fit" often misses the mark and costs real money17:10 - Qualification in hiring: Who judges? The subjectivity of recruiters18:29 - Scaling broken processes: The airplane manufacturing example19:54 - The quiet cost of bad candidate sourcing: The ATS funnel22:17 - The dangerous hype around AI and its current limitations in hiring23:12 - The black hole of AI decision-making and lack of transparency26:24 - The importance of honest job descriptions and pay transparency28:43 - Do employers prefer CPC, duration-based, or new models?30:01 - The chase for quality candidates and the costs involved31:27 - How to effectively invest in recruitment—long-term wins over shortcuts32:28 - The impact of AI on assessments and candidate matching35:55 - The legal peril of AI-driven hiring decisions and audit trail challenges37:25 - Final thoughts: Embracing process, transparency, and smart metrics

Et si on croisait les regards ?Un recruteur. Un Hiring Manager.Oui, c'est une grande première dans Tam Tam ! Parce que chez Pennylane, le recrutement c'est définitivement un sport d'équipe ! Alors Thomas Guillet, Senior Technical Recruiter et Damien Milon, Chef d'équipe d'ingénierie logicielle senior et Hiring Manager nous racontent tout !Ensemble, ils ont vécu un scale… version XXL : de 20 à 300+ ingénieurs, 165 recrutements tech en un an et +90% de périodes d'essai validées. Rien que ça. Et chez eux, recruter n'est pas “le sujet des RH”. C'est le sujet n°1 de la boîte.Bref, on parle :

AI is everywhere in the job search—and it's being marketed like crazy. But if you've tried using it, you know the truth: it's confusing, overwhelming, and easy to misuse.In this episode of the Career Warrior Podcast, Chris Villanueva—Founder & CEO of Let's Eat, Grandma—pulls back the curtain on how to use AI responsibly and strategically in your job search without losing your voice, your sanity, or your results.Chris breaks down where AI is powerful, where it's dangerous, and how job seekers should actually be using tools like ChatGPT across their resume, cover letters, and outreach—especially as ATS systems continue to evolve.You'll hear real, practical examples, including:How to use AI for job search lead generationHow AI fits into a smart job search strategy (and where it absolutely doesn't)A breakdown of advanced search tactics (including sourcing decision-makers) and how to ethically use that dataHow to ask AI where you should apply if you're feeling unclear or stuckUsing AI to check spelling, expose keyword gaps, and identify the right titles and nouns recruiters look forHow to tailor resume summaries and cover letters for specific roles without sounding roboticWhen AI helps creativity—and when it quietly sabotages your chancesChris also shares updates on how ATS systems are changing, what job seekers need to do differently in 2026, and why relying too heavily on AI can actually reduce intent and callbacks.RESOURCES MENTIONED IN THE SHOW:

Scaling a recruiting firm in year one isn't theory; Camp Jennings breaks down what it actually takes to build momentum fast. 1. Episode Hook Scaling a recruiting firm in year one sounds sexy. Camp Jennings reveals what it really takes behind the scenes. 2. Why This Episode Matters In this episode of The Elite Recruiter Podcast, Benjamin Mena sits down with Camp Jennings to unpack the real playbook for scaling a recruiting firm in year one. This is raw, honest insight into recruiter training, business development, delivery pressure, and founder grit. If you want to win more clients, close more deals, and sharpen your recruiting strategies without hiding behind busywork or AI recruiting tools, this conversation will recalibrate how you build. 3. What You'll Learn The cold-calling approach Camp used on day one to land his first clientsWhy “just be normal” is a surprisingly powerful business development strategyThe exact moment they knew it was time to hire (and why most founders wait too long)The brutal delivery season that tested their team—and what it taught about closing candidatesHow launching an industry podcast unlocked executive-level conversationsThe hidden risk of overcomplicating recruiting strategies with systems and theoryWhy emotional intelligence and sales skills matter more than recruiter experience 4. About the Guest Camp Jennings is co-founder of Henry North, a search firm serving the material handling and industrial automation space. After years in sales leadership, he launched a recruiting firm from scratch and aggressively scaled it through niche credibility, relentless outreach, and disciplined execution. 5. Extended Value Tease Imagine looking at your desk differently. Less obsessing over CRMs. More conversations that convert. Hiring before you feel ready. Delivering at a level that makes clients say, “That felt different.” This episode isn't hype—it's a blueprint for scaling a recruiting firm while protecting your edge in a fast-changing talent acquisition landscape. 6. Listen Now CTA If you're serious about growing your desk or building a firm, hit play. This is year-one energy you can apply immediately. 7. Timestamp Highlights 00:03 – The $500 launch move that made their niche take notice 00:12 – Why recruiting wasn't even on their “entrepreneur bingo card” 00:22 – When they hired their first recruiter—and why it was terrifying 00:31 – The delivery grind: 7am–midnight during peak season 00:36 – The traits they look for: grit, EQ, and organization 00:40 – Why competitors shouldn't be your enemies 00:47 – How an industry podcast became a business development weapon 00:50 – Their personalized outreach strategy (and why automation fails) 00:58 – The founder question that keeps Camp up at night 8. Sponsors Section

Billabong Presents… ATS with Smiv and Deadly! Light a candle and say a prayer folks the Brazilian Storm is dead… according to two high profile Brazilians! We reflect on the long road to glory for Toquay Boardriders the newly minted World Club Champions. Merrick Jr goes swinging arm deluxe on Goat with a verbal coat hanger for the ages! And our boy Dane “the Tooth of Seal” is back and causing more carnage than ever! Up the financial revolution that's got young Aussies Backs Presents... (Sign up now for a $20 kick in from us using the code "UTFS20" Yeeeeeeew!)See omnystudio.com/listener for privacy information.

First up, a major change at the top for Employ Inc.—the powerhouse behind JazzHR, Lever, and Jobvite. The company has officially appointed Jerry Jao as its new CEO. Jao is a serial entrepreneur who founded the AI-powered marketing platform Retention Science. What's interesting here is that Jao isn't just a tech exec; he was actually a Lever customer for six years. He's stepping in with a "founder's mindset" to lead Employ through the GenAI era. His message? Hiring must remain "people-first," but the technology needs to move faster. Watch for Employ to lean even harder into AI innovation to help recruiters make more confident decisions without losing that human connection. https://hrtechfeed.com/employ-inc-appoints-new-ceo/ Next, let's talk about speed. hackajob just announced that its AI recruiting agent, Archer, has surpassed $1 million in Annual Recurring Revenue (ARR) in just 90 days. To put that in perspective, the "pre-AI" gold standard was hitting that million-dollar mark in a year—Archer did it in one quarter. Why is it winning? Because it's tackling the "crisis of trust" in hiring. Archer qualifies candidates before they even hit the ATS, verifying identity and fit to cut through the noise of AI-generated CVs. It's already boasting a 20-to-1 candidate-to-hire ratio—which is 15 times better than the industry average. Originally focused on tech, Archer is now expanding to support all knowledge-worker roles, from finance to operations. https://hrtechfeed.com/hackajob-announces-its-ai-recruiting-agent-has-surpassed-1-million-in-arr/ Moving over to the freelance world, we're seeing a massive pivot at Fiverr. In their 2025 year-end report, they revealed a "quality over quantity" strategy. While they actually lost 14% of their active buyers, the ones who stayed are spending more—average spend per buyer is up 13% to over $340. Fiverr is shifting away from the "five-dollar gig" and moving toward high-end, professional business outsourcing. They're calling 2026 a "reset year" as they re-architect the platform to be AI-native. Along with this shift, they've promoted long-time CFO Ofer Katz to President to focus on strategy and acquisitions. Meanwhile, Upwork is signaling confidence in its own value, announcing a $300 million share repurchase program. This brings their total authorizations to $600 million since late 2023. Both platforms are clearly positioning themselves as high-value enterprise partners rather than just job boards for quick tasks. https://hrtechfeed.com/fiverr-shifts-focus-to-high-end-work-as-ai-transforms-the-gig-economy-2025-results-and-2026-outlook/ https://hrtechfeed.com/upwork-announces-300-million-share-repurchase-program/ Finally, we close with the latest Appcast 2026 Recruitment Marketing Benchmark Report. The big takeaway? We are officially in the "Great Stay." It's a "low-hire, low-fire" environment. People aren't quitting, and the wage premium for job-hoppers has evaporated—it's now nearly the same as staying put. But don't let the slow movement fool you; recruiting isn't getting cheaper. The median cost-per-hire has risen to $1,053. There's a sharp divide between "sitting down" roles (like tech) where pools are crowded, and "standing up" roles (like healthcare) where costs-per-application are as high as $35. If you want to win in 2026, the data says: keep your applications under 5 minutes, disclose the salary, and post on Mondays. Averag cost per click is now around 92 cents by the way… https://recruitingheadlines.com/2026-recruitment-marketing-navigating-the-great-stay/ Learn more about your ad choices. Visit megaphone.fm/adchoices

“Trop de KPI, tue le KPI”

Pourquoi les recruteurs ne reçoivent pas votre CV ?Un expert en recrutement nous partage la vérité sur les outils de recrutement-- Ressources -- ✊ Bilan de compétences: www.albanmasse.com ✊ Recherche d'emploi: www.albanmasse.com 

Six years ago, Greg Savage was the very first guest on The Resilient Recruiter. For episode 300, he returns to discuss the biggest shift our industry has faced since the rise of the internet: artificial intelligence. And he doesn't hold back. “The contingent, multi-listed perm market… I think that is over.” Greg has built four recruitment businesses. He's the author of The Savage Truth (20,000+ copies sold). He's spent five decades watching this industry evolve. His view? AI hasn't made recruitment easier. In many ways, it's made it harder. But this isn't a doom-and-gloom conversation. It's about where recruitment agencies win next. If you lead a recruitment agency or executive search firm, this episode will challenge how you think about AI, positioning, and long-term relevance. Episode Highlights [00:33] The biggest threat — and opportunity — Greg has seen in decades [02:14] Why the contingent, multi-listed perm model is under pressure [06:34] AI shortlisting chaos and the 14% overlap test [08:32] What “automating dysfunction” really means [26:20] The highest ROI AI opportunity right now [30:43] Four questions to ask before buying any AI tool [54:04] The rise of the “techno-empath” recruiter What You'll Learn Why AI Is Making Recruitment Harder Why AI screening tools produced only 14% overlap in shortlists Research Greg referenced suggesting around 40% of tech candidates have inflated their resumes What “automating dysfunction” actually looks like in practice The four questions every recruitment leader should ask before investing in AI Which Recruitment Models Will Survive Why the contingent, multi-listed perm model is under pressure Why retained search and executive search are positioned to grow The business models most likely to thrive over the next five years Why you need to sell decision-making — not just placements What Recruiters Must Master Next The highest ROI AI opportunity: activating and cleaning your recruitment database Why “techno-empath” recruiters will win The moments of truth that must never be automated The skills that will define high-performing recruiters in an AI-driven market This episode speaks directly to recruitment agency growth, retained vs contingent recruitment, and how to scale a recruitment business as AI reshapes hiring. Why Episode 300 Matters When I launched this podcast in 2019, Greg was my first guest. Since then, we've lived through a pandemic, a hiring boom, a correction, and now the fastest wave of AI adoption our industry has ever seen. Bringing him back for episode 300 felt right. This conversation is less about tools — and more about leadership, positioning, and how to build a recruitment business that stays relevant. Our Sponsor This episode is proudly sponsored by Recruiterflow. Recruiterflow is an end-to-end, AI-first ecosystem built to run and scale your recruitment business. It combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one platform. Many recruitment leaders — including members of our coaching cohorts — use Recruiterflow to streamline operations. Book a demo here: https://recruitmentcoach.com/recruiterflow Connect with Mark Whitby Get your FREE 30-minute strategy call: https://www.recruitmentcoach.com/strategy-session/ Connect with Mark on LinkedIn. If you're a recruitment agency owner serious about scaling, retained search, and staying ahead of AI in recruitment, subscribe to The Resilient Recruiter so you don't miss future conversations like this. If you want to future-proof your recruitment business without getting left behind, this episode is essential listening.

Whether it's not feeling good enough or second guessing your decision making, imposter syndrome can manifest in a variety of ways. ATs share their stories of imposter syndrome in their practiceFeaturing stories from Hailey R, Maddy S, Brooke N, Angelo S, Sofia W, Robert B, Scott M, Kristin O, Mason B, & many more!--Check out Erica Marcano's content on AT burnout and advocacy at her instagram: @notorious.atcCheck out the Athletic Training Daily Journal on instagram: @atdailyjournalYou can purchase the Athletic Training Daily Journal on Amazon: https://www.amazon.com/Athletic-Training-Daily-Journal-Opportunity/dp/B0C2SCKYK1AT 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

Your resume is being rejected because you're hiding your value in plain sight. Stop making this critical resume mistake!In this episode, I'm breaking down the four sneaky mistakes that make even qualified candidates invisible to hiring managers, and showing you exactly how to fix them.These aren't the typical resume tips you've heard a thousand times. This is about reframing your experience so recruiters finally see you as the obvious choice.Timestamps:0:00 Intro: The Critical Mistake Hiding Your Value1:30 The Invisible Impact Problem: Why Your Accomplishments Mean Nothing Without Context7:30 The Comparison Killer: How to Prove You're Actually Exceptional13:00 The Specificity Gap: Why Vague Language Makes You Forgettable18:30 The Backwards Resume Problem: Lead with Impact, Not Process23:30 Outro: Your Action Plan to Fix Your Resume TodayJoin my newsletter: https://www.resumeassassin.com/newsletterCheck your ATS score: https://www.resumeassassin.com/resume-analyzer More Resources: www.resumeassassin.comResume Pro Academy: https://academy.resumeassassin.comCONNECT WITH ME!LinkedIn: www.linkedin.com/in/mary-southern Instagram: @resumeassassin TikTok: @resume_assassin_mary

Send a textWhat if being labeled “difficult” wasn't a flaw — but a sign that you refused to walk away from your integrity?In this episode of Teachers in Transition, Vanessa continues her anti-shame crusade with a powerful conversation about boundaries, conviction, and why educators who speak up are often misunderstood.Inspired by Toby Ziegler from The West Wing, this episode explores how integrity can look uncomfortable — and why real change doesn't always come from being warm and fuzzy.You'll also get a practical AI productivity hack to help reclaim your brain space, plus a deep dive into the myth of the perfect resume and how to navigate the modern job search like a journey across different terrains — from jungle-like application systems to endurance-based government hiring processes.If you've been feeling unsettled, protective, or quietly questioning systems that once felt safe… you are not alone. Ready for More?If this episode resonated and you're realizing you might need a guide as you move through unfamiliar professional terrain:Book a Discovery Session: https://teachersintransition.com/calendarNo pressure — just clarity, strategy, and support from someone who's been there before and knows the way out. Keywords (SEO Tags)teacher career transition, leaving teaching, teacher burnout recovery, job search strategy, ATS systems explained, USAJobs resume tips, AI productivity for teachers, career coaching for educators, Toby Ziegler West Wing leadership, anti-shame coaching, boundaries for teachers, resume myth, corporate transition for teachers  If This Episode Helped You…Follow, rate, and share with another educator who needs to hear:You're not difficult. You're dedicated. CONNECT WITH VANESSA

ATS 2026 is right around the corner! Jennifer L. Taylor, MD, MSCS, ATSF –  ATS International Conference Committee chair, tenured Professor of Medicine and Pediatrics and medical director of Clinical Research Services at National Jewish Health – talks about the amazing keynote speakers for this year's conference, how to get the most out of the conference's many offerings, and a little look at how much planning goes into this influential, must-attend conference.  Early registration closes March 12! https://registration.experientevent.com/ShowATS261/Flow/ATT?atslogin=1&marketingcode=YOUTUBEATS members save even more on conference registration, so become a member or renew today: https://site.thoracic.org/membership

If you're overthinking profiles, rewriting messages 5 times, and wondering why candidates aren't replying… You don't need better tools. You need a faster system.

We ask what Nebraska's record was ATS this past season, we declare this the final day to discuss Bill Moos and his book, PLUS we preview the Thursday show.

Send a textWhat happens when a global consulting giant decides AI proficiency is the new baseline? We dig into Accenture's headline-grabbing cuts, its billion-dollar bet on upskilling, and the ripple effects this kind of mandate has on culture, fairness, and everyday HR work. The story isn't robots taking jobs—it's people who learn new tools outpacing those who won't, and leaders choosing whether to invest, communicate clearly, and measure what actually matters.We start with the human side: how fast change collides with real teams, the pressure that public targets create, and why skills-based expectations land differently across age groups. Then we get practical. We share how we evaluate AI-enabled ATS options that free recruiters from busywork without outsourcing judgment, and why prompt craft, data hygiene, and clear workflows beat flashy features every time. We also zoom out to the trust problem—self-checkout friction, surveillance at retail, and what happens when technology feels like a cop instead of a coach. Those same dynamics show up at work. AI that reduces toil earns buy-in; AI that polices without context breeds resistance.If you're an HR pro, manager, or curious employee wondering where to start, we sketch a path: pilot small, track time saved and quality gains, reward learning in performance, and set explicit expectations that tools will change every few years. We trade doom for agency, making the case that your value grows when you can wield modern systems with judgment. And yes, we still make time for the real workplace issues that spark outsized drama—like cream cheese gone missing during a bagel drop.Hit play to get a candid, no-fluff take on AI at work, the skills race, and how to build teams that adapt without burning out. If this resonated, follow the show, share it with a colleague, and leave a quick review so more HR folks can find us.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Why do some recruiters win retained work in a single meeting while others pitch for weeks and still lose to contingent competitors? My guest, James O'Brien, knows exactly why. And it has nothing to do with fee structure. James is the Managing Director and COO at i-intro. He's been in recruitment since the late 1980s and has spent the last decade helping recruitment firms move from transactional, contingent work into retained and exclusive assignments. His clients consistently outperform the market, with 96% one-year retention and 93% of placements still in role after two years. In this episode, James delivers a practical masterclass on consultative selling. He explains why most recruiters lose retained work before they even walk into the meeting, how to reframe hiring conversations around risk and retention, and what it really means to position yourself as a management consultant who specializes in talent acquisition. This conversation is for recruiters who are tired of pitching, discounting, and competing with five other agencies for the same role. You'll hear the exact questions James uses to expose hidden hiring failure, why “wow” should be the standard for every client meeting, and how preparation, not persuasion, is what wins retained work consistently. In this episode, you'll learn: Why recruitment isn't the real problem and retention is The three questions that reframe hiring failure for clients How to measure retention and use it to justify higher fees Why most recruiters lose retained work in the preparation, not the pitch How to show value instead of just describing your process What accountability really looks like beyond the placement Why retained fees feel fair when clients understand the true cost of hiring failure Episode Highlights: [03:56] Why transactional recruitment is dying [10:13] Recruitment's not the problem. Retention is [13:34] How to measure retention and monetize better outcomes [18:00] The three questions that reveal a 20–30% hiring failure rate [32:23] Why “wow” should be your minimum standard in client meetings [36:35] The preparation process that wins retained work [45:00] Why proposals still matter and when to send them [59:03] Accountability beyond the placement and why 12-month guarantees work Sponsor This episode is brought to you by Recruiterflow — an end-to-end, AI-first recruitment platform designed to help recruiters run and scale their business more effectively. Recruiterflow combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one streamlined system. Many top recruiting leaders and members of our coaching community rely on Recruiterflow to stay organised, consistent, and competitive. You can learn more or request a demo at https://recruitmentcoach.com/recruiterflow. Guest Bio James O'Brien is the Managing Director and COO at i-intro. Since the late 1980s, he has worked across every part of the recruitment industry and now helps recruitment firms transition from contingent to retained and exclusive search. His work focuses on retention, accountability, and elevating recruiters from job fillers to trusted talent advisors. Connect with James: LinkedIn: James O'Brien Website: i-intro Connect with Mark Whitby Get your free 30-minute strategy session: recruitmentcoach.com/strategy-session

Communication between EMS and ATs, details to consider when developing EAPs, and what can emergency responders and ATs learn from each other. We discussed these and many more with Marc WysockiTimestamps(12:22) Did previous AT experience help with transitioning into an emergency responder(14:18) How did becoming an emergency responder help with your practice as an AT(16:00) Are EAPs accessible to emergency responders(17:42) How has being an emergency responder helped with developing EAPs(20:10) How can we make responding easier for EMS(21:28) Transitioning care to EMS(23:17) EMS' familiarity with ATs(25:17) Would it be beneficial for an AT to add more emergency credentials(27:03) Educating EMS about ATs(29:00) Emergency training with EMSAction Item: What would you like ATs to know about emergency responders?--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

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME:LinkedIn: www.linkedin.com/in/mary-southernInstagram: @resumeassassinTikTok: @resume_assassin_maryEPISODE TEASER I used to read 50-100 resumes a day at Amazon. Most of them had good metrics, clean formatting, all the "right" stuff. But they still didn't get interviews.Turns out, there are seven specific things recruiters scan for that nobody talks about. Not the obvious stuff!! The hidden signals that separate the "maybe" pile from the "interview immediately" pile.That's what this video is about. Let's get into it.TIMESTAMPS0:00 - Intro: Why your "good" resume isn't getting interviews2:15 - Signal #1: Evidence of decision-making under ambiguity5:30 - Signal #2: The "scope creep" signal8:20 - Signal #3: Recovery stories (not just success stories)11:10 - Signal #4: The velocity indicator13:45 - Signal #5: Collaborative tension navigation16:20 - Signal #6: Scale language18:40 - Signal #7: Self-directed learning evidence21:15 - Recap & next steps

Scientific research grants were abruptly terminated for hundreds of researchers including those in the ATS community in 2025. Many of these resulted in research that had already been done and was in final stages being discarded. Important studies done with community collaboration are at risk. Neeta Thakur, MD, of the University of California San Francisco, was one such researcher. Her EPA grant to study the effects of wildfire smoke on vulnerable communities was abruptly terminated. Dr. Thakur discusses her experience receiving the cuts, collaborating with other researchers on a lawsuit to restore the funding and finish the research, and how these cuts will affect the future of health and patient outcomes with Air Health Our Health host Erika Moseson, MD, MA. For more on funding cuts, listen to prior ATS Breathe Easy podcast episodes: - ATS Breathe Easy - The Real Cost of Federal Budget Cuts: https://www.youtube.com/watch?v=49g5RBSqMkE - ATS Breathe Easy - The Human Cost of the NIH Cuts: https://www.youtube.com/watch?v=9dIlg_L7qqI 

Hiring froze. Budgets stalled. Confidence disappeared. Yet some recruiters stayed busy—and kept billing while others panicked.

Today's Sports Daily covers how Seattle and New England built their teams, more ATS breakdown, NBA All Star game teams and format, the Luka trade return, and Monday Night RAW's Punk/Reigns showdown. Music written by Bill Conti & Allee Willis (Casablanca Records/Universal Music Group)  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Why do some recruiters get ignored while others hear, “I never respond to recruiters, but I had to respond to you”? Theresa Nordstrom has spent her career on both sides of the hiring table. Before launching her own search firm, she spent nearly 20 years as an HR leader. In one role, she cut agency spending by over $700,000 by building creative employee referral programs and filling roles in-house. Then she crossed to the agency side. In this episode of The Resilient Recruiter, Theresa explains why most recruiter outreach fails and what actually gets candidates to respond. Her answer isn't more messages or better templates. It's storytelling, relevance, and clarity. Theresa shares why job descriptions don't recruit talent, how she uncovers the real story behind a role, and how video helps her cut through candidate noise without being pushy or salesy. She also breaks down why detailed submittals matter, how she uses AI to save time without sacrificing quality, and when it genuinely makes sense for companies to use external recruiters. Sponsor: Recruiterflow This episode is brought to you by Recruiterflow. Recruiterflow is an end-to-end, AI-first ATS and CRM built specifically for recruitment agencies and executive search firms. It brings together ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one clean, intuitive platform. Several recruitment leaders in our coaching community use Recruiterflow to execute faster, onboard new hires more easily, and spend more time on what actually matters: conversations with clients and candidates. You can learn more or request a demo at recruitmentcoach.com/recruiterflow In this episode, you'll learn: Why candidates respond to stories, not job descriptions How to get candidates to self-select early (and save time on both sides) Why progression examples outperform vague culture claims How video outreach cuts through noise without needing polish What most employee referral programs get wrong Why detailed submittals increase interview ratios How to use AI to elevate quality, not replace judgment Episode highlights: [3:01] Why Theresa left a 20-year HR career to start her own search firm [6:41] The Harley Davidson referral program that saved hundreds of thousands in agency fees [9:22] How to elicit the story behind a role candidates actually care about [12:32] Why proof of progression beats generic culture messaging [23:21] How to partner with HR without getting blocked [44:20] The video outreach approach that makes candidates stop and respond [55:03] Why Theresa spends so much time on submittals [58:34] Mixing retained, exclusive, and selective contingent work strategically Guest bio Theresa Nordstrom is the founder of Talent Company, an executive search firm specializing in accounting, finance, HR, and C-suite roles. Before launching her firm in 2015, Theresa spent nearly 20 years as an HR leader, where she became known for creative employee referral programs that dramatically reduced agency spend. Her approach today centres on storytelling, multi-channel video outreach, and presenting candidates in ways that make interview decisions easy. If you want to future-proof your recruitment business without burning out, this episode is a must-listen.

In episode 238, Coffey talks with Joseph Fuller about how skills-based hiring is reshaping recruiting, workforce development, and talent strategy in the age of AI.  They discuss defining skills-based hiring beyond degree proxies; redesigning recruiting and applicant tracking systems; training hiring managers to reduce bias and risk aversion; using AI, simulations, and assessments to evaluate real skills; improving onboarding for nontraditional hires; addressing automation's impact on entry-level roles; balancing degrees, credentials, and experiential learning; and elevating social and learning skills as core capabilities in the future workforce.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP238  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Joseph Fuller is Professor of Management Practice at the Harvard Business School and one of the nation's leading authorities on the future of work. He co-leads the Managing the Future of Work Project at Harvard Business School. He creates research of direct relevance to decision makers in business and government, including the impact of technology and demographic changes on the workforce, the rise of the gig economy, global talent flows, and the emergence of the care economy. The Managing the Future of Work podcast that he co-hosts has been downloaded over 2 million times. He also co-leads the Harvard Project on the Workforce, a collaboration between the Harvard schools of business, government and education. It focuses on issues related to lower skilled workers, including career pathways and the causes of income polarization and occupational segregation.   Prior to joining the faculty, he was a founder, first employee and long-time CEO of the global strategy consulting firm Monitor Group, now Monitor-Deloitte.   Joe is a widely published author. His work has appeared in the Harvard Business Review, the Sloan Management Review, the Wall Street Journal, the Financial Times, the Washington Post and the New York Times.   Joe is a magna cum laude graduate of Harvard College and of Harvard Business School. He is a director of Aera Technology, Hakluyt and Company and Helios Consulting, Chairman of the Board of Trustees of Western Governors University and a Senior Visiting Fellow at the American Enterprise Institute.  Joseph Fuller can be reached at  https://www.hbs.edu/faculty/Pages/profile.aspx?facId=123284  Additional Resources: Charter Workplace Summit 2025: AI and entry-level workers The Future of Work Series: The Effects of AI on Talent Management and Workforce Development - Video | OpenAI Forum MINDWORKS Season 4 Transcripts – Aptima Season 4 transcript under the title “AI and the Future of Work”  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives:   Understand what differentiates skills-based hiring from traditional credential-based recruiting Identify practical changes employers must make to hiring processes, interviews, and ATS systems Evaluate when college degrees add value and when alternative signals of capability are more effective 

Today's Sports Daily covers some good news for Patriots fans, how has each team done ATS this season, a fun Super Bowl squares game fact, what do you think of Super Bowl Saturday, & fan suing for $100 million. Music written by Bill Conti & Allee Willis (Casablanca Records/Universal Music Group)  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME:LinkedIn: www.linkedin.com/in/mary-southernInstagram: @resumeassassinTikTok: @resume_assassin_maryEPISODE TEASER I've helped over 2,000 people land jobs at companies like Google, Microsoft, Tesla, and Netflix, and I've noticed the top candidates all do the same 5 things that most people completely miss. These aren't the usual tips you hear from career coaches. They're specific, tactical shifts that actually work. In this video, I'm breaking down exactly what separates people who get multiple offers from people who can't even get a callback, and how you can start using these strategies today.TIMESTAMPS0:00 - Intro: Why Less Qualified People Are Getting Hired1:30 - The Fundamental Shift Top Candidates Make3:15 - Point #1: Act Like You're Dating, Not Begging6:45 - Point #2: Reverse-Engineer the Hiring Manager's Nightmare10:20 - Point #3: Treat the Application as the Audition13:50 - Point #4: Build a "Receipts Folder" for Every Achievement17:10 - Point #5: Follow Up Like a Chess Player, Not a Stalker19:45 - Recap & Action Steps21:00 - Final Thoughts & How to Get Started

Chad & Cheese are back to bite the hand that feeds the recruitment world. In this episode, the boys sit down with Lou Goodman, the industry vet behind the "Job Board Revolution?" report, and Martin Lenz, the tech mind leading Jobiqo, to dismantle the 30-year-old myths holding the hiring world hostage. Between the typical banter and sharp European insights, the group explores why the current "pay-for-activity" model is fundamentally broken and whether the platforms we rely on are actually solving problems or just monetizing chaos. The conversation takes a hard look at the shift from raw volume to meaningful curation, questioning if the "job board" as we know it is evolving into something unrecognizable—or simply becoming an invisible data pipe for AI agents. From the death of the "click" to the rise of specialized niche players, this episode is a wake-up call for anyone betting on the status quo. If you're ready to stop selling the wrong product and start understanding where the talent marketplace is actually headed, grab Lou's audio book and executive summary below. Chapters 00:00 - Introduction to the Podcast and Guests 03:49 - The Research Behind Job Boards 11:03 - The Role of ATS in Recruitment 22:29 - Activity vs. Outcomes in Job Boards 26:08 - The Quiet Hiring Phenomenon 33:38 - Convincing Arguments for Job Boards' Relevance Job Board Revolution Audio BookFull version (2:38h): https://www.dropbox.com/scl/fi/lvphp0qchdefwvjc4zfhd/ElevenLabs_Job_Board_Revolution_Full_report_v6_amends_highlighted_docx.mp3?rlkey=gz0bvrfe6ufjuy2xsn7o1jnhc&st=yl4fbfpo&dl=0 Blinkist style (9 min): https://www.dropbox.com/scl/fi/xe0ggzala2prtm7pmy50m/ElevenLabs_Blinkist_Job_Board_Revolution.mp3?rlkey=gudo0tzmgoxwhmpe1ee0ogukv&st=6omm6p11&dl=0

This is an Audio Edition episode—originally published on YouTube and optimized for audio listening.Spending hours personalizing your resume and STILL not landing interviews? In this video, I share five ChatGPT prompts (plus a bonus prompt!) that will help you craft a better resume than a $500 professional rewrite. You'll see how to use AI tools like ChatGPT to analyze job descriptions, tailor your resume with the right keywords, add measurable outcomes, and condense your experience without losing impact. These proven AI resume prompts will save you time, make your application stand out, and dramatically increase your chances of landing interviews and job offers.

Why do some recruitment agencies collapse during recessions while others keep growing? Gerard Koolen has watched his business expand through three major crises: the 2008 financial collapse, COVID-19, and the war in Ukraine. Each time, Lugera grew. Not by working harder, but by building the business differently. Gerard is the founder of Lugera, a recruitment agency with 11 offices, over 500 employees, and €243 million in annual revenue. Operating across a region tested by economic downturns and geopolitical instability, his firm has been forced to adapt repeatedly. Instead of relying on a single revenue stream, Gerard built what he calls an “all-seasons service portfolio.” Over time, Lugera developed eight distinct revenue streams. When permanent hiring slowed, outplacement surged. When clients froze recruitment, other services stepped in. One stream compensated for another, keeping the business resilient when markets turned. That approach created a new problem. Managing eight revenue streams manually nearly broke the company. Gerard invested 10 years and €2.2 million in building technology to automate work that once required a team of 30 people. Today, one part-time employee handles what used to take an entire department. In this episode, Gerard breaks down how the model works. He explains how to monetise the 99% of candidates most agencies never place, why traditional ATS systems quietly limit growth, and how outplacement can become a counter-cyclical revenue stream. If you want to build a recruitment business that grows through uncertainty instead of being crushed by it, this conversation will change how you think about revenue, technology, and resilience. What you'll learn: Why Lugera grew 20% during the 2008 recession What an “all-seasons service portfolio” looks like in practice Why most agencies monetise only 0.2% of their candidate database How eight revenue streams reduce risk and smooth volatility Why your ATS may be capping your growth without you realising How automation replaced 30 staff with one part-time role Why does outplacement generate revenue when hiring stops Episode highlights: [03:30] Growing during the 2008 recession [05:53] The all-seasons service portfolio [08:01] Monetising the 99% of candidates you never place [14:34] The real cost of building the technology [19:42] Why most ATS platforms restrict growth [27:02] Doubling placements without doubling effort [31:33] Turning outplacement into a €1M revenue stream [45:25] Automated outreach that converts job ads into leads Sponsor This episode is brought to you by Recruiterflow. Recruiterflow is an AI-first ATS and CRM built to help recruitment businesses run and scale more efficiently. It combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one platform. Many leaders in our coaching community rely on Recruiterflow to streamline operations and improve execution. Learn more or request a demo at recruitmentcoach.com/recruiterflow Guest Bio Gerard Koolen is the founder of Lugera, a recruitment and staffing agency with 11 offices across Eastern Europe, over 500 employees, and €243 million in annual revenue. After investing 10 years and €2.2 million developing proprietary AI matching technology, Gerard created the Recruitment Revenue Platform to help recruitment agencies build multiple revenue streams beyond traditional placement fees. This is Gerard's third appearance on The Resilient Recruiter. Connect with Gerard LinkedIn: Gerard Koolen Website: lugera.com Recruitment Revenue Platform: recruitmentrevenueplatform.com Special offer: Get 100 free credits plus personal onboarding at recruitmentcoach.com/staa Connect with Mark Free strategy session: recruitmentcoach.com/strategy-session LinkedIn: Mark Whitby Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter

Most recruiting firms never break $10M — not because of the market, but because the leader becomes the bottleneck. If you want to scale past $10M (or $25M) without chaos, burnout, or relying on one rainmaker, this episode is a must-listen.  30 Day BD Challenge Kicks off Feb 9th in the Elite Recruiter Community https://elite-recruiters.circle.so/checkout/elite-recruiter-community  2. Why This Episode Matters Scaling a recruiting firm isn't about working harder — it's about building the right foundation. In this episode, you'll learn the exact framework elite recruiting and staffing firms use to grow revenue, develop leaders, and scale sales in volatile markets. If your firm feels stuck at $5–10M, overly dependent on top billers, or constantly firefighting, this episode shows you why — and how to fix it.  3. What You'll Learn The 4-part framework recruiting firms must master to scale past $10M intentionallyWhy most firms stall between $5M–$10M (and the hidden leadership mistake causing it)The exact reason top billers become dangerous bottlenecks — and how to fix itHow elite firms build repeatable sales systems instead of relying on hero performersThe mindset shift leaders must make to unlock team-wide growthHow to structure accountability so sales behavior actually sticksWhy slowing down strategically helps recruiting firms grow faster 4. About the Guest Shad Tidler is a senior sales consultant at Lucid (Lucian) and has spent over a decade helping recruiting, staffing, and professional services firms scale revenue through leadership, sales systems, and accountability. He works directly with owners and leadership teams navigating the jump from $5M to $25M+. 5. Extended Value Tease Imagine a recruiting firm where growth isn't dependent on one or two rainmakers. Where leaders aren't buried in admin. Where sales reps know exactly what to do, why it matters, and are held accountable without micromanagement. This episode shows you how elite firms create structure, clarity, and momentum — and why the best leaders learn to get out of the way. 6. Listen Now CTA If you want to scale your desk, your team, or your entire firm the right way — press play now. This episode will permanently change how you think about growth. 7. Timestamp Highlights 00:02 – The $10M ceiling most recruiting firms never break05:10 – How Shad accidentally entered the recruiting world14:35 – The 4 S's framework: Strategy, Structure, Staff, Skills24:20 – Why leaders — not recruiters — are the growth bottleneck31:00 – The mindset shift elite firm owners make38:15 – How to plan the jump from $5M to $10M45:05 – Why training fails without accountability51:40 – The danger of relying on 1–2 top billers59:10 – How elite firms build sales systems that scale1:07:00 – What leaders must stop doing to grow faster1:14:30 – The most overlooked reason firms stall out1:20:45 – Why fundamentals beat “new tactics” every time1:28:10 – Shad's book recommendation and mindset philosophy 8. Sponsors Section

El mercado laboral ya cambió, pero muchos siguen jugando con las reglas antiguas. Hoy hablamos sin filtro sobre IA, despidos, empleabilidad real, reskilling y decisiones basadas en datos.¿Qué perfiles sobreviven, cuáles desaparecen y cómo prepararte antes de que sea tarde?El problema no es la tecnología. Es cómo estás usando (o ignorando) tu valor.➡️Sigue a nuestra invitada: https://www.instagram.com/andreinaderufino.rrhh/?hl=en➡️ Mantente al día con las tendencias de empleo y la experiencia de +10 años de Andreína De Rufino acá: https://andreinaderufino.myflodesk.com/podcastmktsinfiltro

In this hour of VSiN By the Books, Dave Ross and Jensen Lewis give a Super Bowl odds update and look at some helpful trends for the game. Also, they break down the NBA slate and some ATS trends that can help you bet the games. Later, Nick Whalen joins the show to talk some NBA. Get instant access to expert picks, public betting splits data, and pro betting tools when you join VSiN pro. Grab your first month for only $9.99 or take over $60 off an annual subscription when you use promo code: SUPER. Click Here to get started. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Billabong Presents... ATS with Smivvy & Deadly! It’s been the busiest surf week since Elo got his farewell kick up the coit with X3 World Champ John Florence giving the Woz a severe case of blue balls, J-Bay gets the fuh-lick, Rags goes to the big show and Goat trades nubile princesses for burnt out South Tweed units on mobility scooters. The Pipe Chang fires up, and the Swellians take over the asylum for a huge Ask us a Question Special. Slurp Slurp Slurp away! Up the financial revolution that's got young Aussies Backs Presents... (Sign up now for a $20 kick in from us using the code "UTFS20" Yeeeeeeew!)See omnystudio.com/listener for privacy information.

Most recruiters aren't underperforming — they're over-filtering. Chasing “perfect” candidates is quietly costing you deals, speed, and money.  

Why do some recruiters stay stuck on contingent work while others shift a large portion of their business to retained without pitching harder or sounding salesy? James Cairns found the answer the hard way. James is a CPA who left a stable corporate finance career to start a boutique search firm with no agency experience, no local network, and just $30,000 in savings. His first year was brutal. Three placements. Borrowed money. Serious doubts about whether he'd made a huge mistake. Then one summer night, sitting on his back porch, James made a decision that changed everything. He eliminated Plan B. From that point on, momentum followed. Today, James runs The CSP Group, a highly respected finance and accounting search firm in St. Louis. He regularly beats national firms, fills senior roles up to CFO level, and now operates with roughly 40% of his work on retained or contained terms. In this episode, James breaks down what actually drove that shift. Not better sales tactics, scripts, or pressure. But commitment, process, and the confidence to walk away from the wrong work. This conversation offers a clear look at what changes when a recruiter stops competing on volume and starts choosing the right work. In this episode, you'll learn: Why eliminating "Plan B" unlocked consistent momentum How James moved from 3 placements to 40% retained work The candidate profiling system that generates a third of his placements Why being local and specialized beats national firms How to position retained search without pitching or pressure Why walkaway power matters more than persuasion Episode highlights: [3:44] Why a CPA with zero agency experience started a search firm [6:31] Quitting with $30K, a pregnant wife, and no local network [8:46] First-year reality: three placements and borrowed money [10:04] The back porch moment that eliminated Plan B [18:41] The candidate process that transformed responsiveness [21:51] Talent profiles and how they drive a third of placements [38:02] Why local specialization beats national firms [43:27] The CFO placement that changed everything [50:04] "This is how we work": James's retained positioning [59:06] Why walkaway power leads to more retained work James's story is proof that retained success isn't about being louder or more persuasive. It's about clarity, commitment, and choosing the right work. Guest Bio: James Cairns is the founder of The CSP Group, a boutique executive search firm specializing in finance and accounting talent in the St. Louis market. James earned his CPA license and began his career at PwC in Big Four audit before moving into corporate finance roles. He started The CSP Group in 2014 with $30,000 in savings, a one-year-old at home, another child on the way, and no local business network. After a difficult first year, James committed fully to making the business work - a decision that changed everything. Today, the CSP Group places senior-level finance professionals up to the CFO level, with approximately 40% of search assignments on retained or contained terms. Connect with James: James on LinkedIn - https://www.linkedin.com/in/james-cairns-062a5b7/ The CSP Group website - https://thecspgroup.com/ Connect with Mark: Get your free 30-minute strategy session: recruitmentcoach.com/strategy-session Mark on LinkedIn - https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk Follow on Instagram: @RecruitmentCoach This episode is brought to you by Recruiterflow. Recruiterflow is an AI-first ATS and CRM built to help recruitment businesses run and scale more efficiently. With built-in sequencing, data enrichment, marketing automation, and AI agents, it's trusted by many leaders in our coaching community. Learn more or request a demo at https://recruitmentcoach.com/recruiterflow

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME: LinkedIn: www.linkedin.com/in/mary-southern Instagram: @resumeassassin TikTok: @resume_assassin_maryEPISODE TEASER So you walked out of that interview feeling pretty good, right? You answered everything perfectly. You had great examples. You were polished. And then... nothing. Meanwhile, someone else just got the offer.What happened? Here's the thing: interviewers aren't hiring based on what you think they're hiring on. There's a whole psychological game happening that nobody talks about. And once you understand it? Everything changes. In this video, I'm pulling back the curtain on what's ACTUALLY getting people hired.TIMESTAMPS0:00 - Intro: What Interviewers Are Really Looking For1:30 - Principle #1: They're Hiring a Solution, Not a Resume5:00 - Principle #2: Kill Their Fear of Making a Bad Hire8:30 - Principle #3: Make Them Look Good12:00 - Principle #4: Chemistry Beats Credentials15:30 - Principle #5: Prove You Want THIS Job19:00 - Principle #6: Lead the Conversation (Without Them Noticing)22:30 - Recap & Next StepsSubscribe for weekly videos every Wednesday!#JobSearch #CareerAdvice #ResumeAssassin #JobSearchTips #LinkedInStrategy #CareerGrowth #Networking #JobHunting #2HourJobSearch #CareerDevelopment

In this episode of the Grownlearn Podcast, host Zorina Dimitrova speaks with Bryan Adams, CEO and founder of Happydance and a leading voice in employer branding, talent attraction, and candidate experience. As AI tools like ChatGPT transform how candidates apply for jobs, organizations are facing a new challenge: too many applications, inflated credentials, and weaker cultural alignment. Bryan explains why traditional employer branding tactics are now backfiring and how leading companies are shifting from “attraction” to filtering, self-selection, and truth-based storytelling. In this conversation, we explore: How AI and LLMs are changing recruitment at scale Why applicant volumes have exploded and what it breaks The limits of ATS and AI screening from a legal and compliance perspective How authentic storytelling helps candidates self-select out Why employer branding is moving from marketing to executive strategy How culture, leadership messaging, and transparency directly impact company value This episode is essential for founders, executives, investors, and HR leaders who want to understand how talent strategy, culture, and technology influence long-term performance and valuation. Bryan Adam's Business' Website: https://www.happydance.love/ ---------------------------------------------------------------------------------------------------------------------------------------------

In this podcast I talk with Nathan Perrott, VP of Innovation at Radancy. Radancy is a major provider of integrated recruiting tools, all integrated in what's called the Radancy Talent Acquisition Cloud. You may not recognize the name, but Radancy is actually one of the pioneers in talent acquisition, originally started as TMP Worldwide. Over the last 40 years the company has been involved in all aspects of technology-enabled recruitment, (including Monster.com), so they understand job advertising, social media, candidate experience, branding, automated screening, and now AI-powered interviewing. The company's integrated platform is one of the most end-to-end recruitment systems in the market (handles everything except the ATS) and more than 700 large corporations rely on Radancy. Nathan has been in this space for many years so I ask him to explain how the market has changed, what their new AI copilot is all about, and how companies can save money and get ahead of the massive AI-fueled candidate and job posting market today. Additional Information The Great Reinvention of Human Resources Has Begun Yes, AI Is Really Impacting The Job Market. Here's What To Do. Imperatives for 2026: What's Ahead for Enterprise AI, HR, Jobs, And Organizations The Collapse And Rebirth Of Online Learning And Professional Development Get Galileo: The World's AI Agent For Everything HR and Leadership Chapters (00:00:00) - An introduction to Talent Acquisition Software by Nathan Parrott(00:02:14) - Have we reached a saturation point in HR tech?(00:04:19) - Tim Ferriss: The Future of Talent Acquisition(00:11:27) - How AI is transforming Talent Agency (TA)(00:13:00) - The Super Agent(00:16:10) - Reasons for Sequel: The Future of Talent Acquisition(00:20:28) - HCM Integrations: What Have We Learned?(00:23:18) - WSJD Live: How to transform HR with AI(00:25:44) - How to Prioritize Hiring(00:26:43) - Podcast With Facebook's Nathan Silver

Send us a textHiring shouldn't feel like a maze you have to sprint through. We slow it down and map a clear route: tailor your CV to value, prepare for interviews with repeatable frameworks, and make smart choices about disclosure, culture fit, and negotiation—especially if you're neurodivergent and juggling burnout risk, memory load, or short tenures.Andrew Arkley, founder of Purple CV, brings 12 years of hands‑on expertise in CV writing, interview coaching, and ATS‑friendly formatting. We dig into when a functional CV beats a chronological one, how to turn frequent job changes into a story of adaptability, and why specifics sell: the exact tools, frameworks, and metrics that mirror the job spec. Clean structure wins; generic phrases don't. You'll hear how to use AI as a helper without losing your voice, and how modern ATS actually reads applications. Then we shift to live‑fire tactics: learn the interview format before you arrive, roleplay the common prompts, and answer with STAR to stay concise and confident.Researcher and coach Esther Bangoura shares fresh insights from a UK survey on neurodivergence and money: most respondents believe they could earn more with better clarity, feedback, and flexibility. We connect those findings to everyday decisions—when to disclose, how to negotiate for the top of a salary band by tying asks to business outcomes, and what red flags to spot in vague job descriptions. We round it out with a sustainable job search strategy: define criteria, track outcomes, adjust instead of “spray and pray,” keep a living log of wins, and align LinkedIn with your narrative without oversharing.If you're ready to stop guessing and start landing interviews that fit, this conversation gives you the tools: targeted keywords, measurable achievements, format intel, culture research, and calm, repeatable interview prep. Subscribe, share with a friend who's job hunting, and leave a review on Apple Podcasts or Spotify to help more people find these strategies.To use Purple CV services https://purplecv.co.uk/cv-writing?wpam_id=621Support the showJoin, support, and access exclusive episodes now.https://www.buzzsprout.com/2083560/subscribe(@divineenigma338) Instagram (@divineenigma) please complete the form before you book ● Join Sarah's 6-week coaching: https://divineenigma.org/product/6-week-coaching-plan/ Join Today!NeuroEnigma Membership if you'd like to support this independent podcast, click for free ebook Producer & Host: Sarah Music: “She Royalty” by Amaro & “Whistle” by Lukas Got Lucky

Munaf Manji and Dave Essler talk betting for this weekend. Munaf Manji opened the Friday, January 23rd episode of Cash That Ticket on RJ Bell's Dream Preview by setting the stage for a packed betting discussion heading into the weekend, with Championship Sunday, NFL coaching news, NBA analysis, promotions, and best bets all on the agenda. Dave Essler joined him still frustrated from the previous night's loss tied to Franz Wagner being ruled out late, which caused a sharp line move and turned what looked like a favorable position into a loss from the opening tip. Munaf revisited that game, noting how Charlotte's strong record on the second leg of back to backs was mentioned but ultimately ignored, a decision both agreed was a learning moment. Dave emphasized that no bettor hits one hundred percent and that losses must be studied rather than dismissed. The conversation shifted to NFL news with Munaf breaking down the Baltimore Ravens hiring Jesse Minter as head coach on a five year deal, highlighting his defensive success with the Chargers and his prior time in Baltimore. Dave admitted surprise that the Ravens went defense first, stressing that the offense, particularly Lamar Jackson's durability and passing limitations, remains the bigger question and will hinge on the offensive coordinator hire. Early Ravens win total speculation followed, with ten and a half discussed before schedule context softened some concerns. Attention then turned to Patriots versus Broncos props, where Munaf floated Jared Stidham over 32.5 pass attempts, reasoning New England would force him to throw. Dave countered with Drake May unders if backing the Patriots and strongly endorsed Pat Bryant over 2.5 receptions despite heavy juice, citing Denver's likely pass heavy script and Bryant's role before his prior concussion. Injury notes on Troy Franklin reinforced value on secondary Denver receivers, with both hosts recalling how Bryant's early catches last week were erased by injury. For the NFC matchup, Munaf backed Sam Darnold to throw an interception based on repeated struggles against the Rams and defensive familiarity. Dave added Matthew Stafford under 36.5 yards for longest completion, pointing to Seattle's recent success eliminating explosive plays, while also discussing long shot props like Davante Adams to lead receiving yards. Munaf countered with Stafford passing yard trends in Seattle and suggested live betting opportunities if the Rams trailed, along with Cooper Kupp over 30.5 yards. The show moved into NBA, starting with Rockets versus Pistons, where Munaf highlighted Houston's poor performance on road back to backs, recent defensive collapses, and Detroit's elite defensive rating of 100.1 over the last ten games. Cade Cunningham's status was key, with value tied directly to his availability. Dave warned about rapid line movement tied to injury news and leaned toward Pistons team total overs or split half strategies. Raptors versus Blazers followed, with both noting improved defenses, Portland's back to back trends, and a shared preference for the under. Best bets closed the episode with Dave backing Rutgers as a home underdog against Indiana, citing matchup and motivation, while Munaf laid points with the Phoenix Suns based on their league best ATS record and defensive form, and added Celtics team total over 112.5 against a struggling Nets defense. The episode ended with updated news of Cade Cunningham participating in shootaround, reinforcing earlier Pistons angles, and reminders about discipline, injury monitoring, and adaptability heading into the weekend slate. Learn more about your ad choices. Visit megaphone.fm/adchoices

et pitched new recruiting technology all the time. New ATSs, new “AI-powered” platforms, new promises to fix what's broken in talent acquisition. So when someone first told me I needed to check out PerfectHire, another ATS, my reaction was pretty predictable: Here we go again. But then they added something that piqued my curiosity: "ATS+". That's what pulled me into a conversation with Matt Schalsey, founder (or co-founder, depending on how you count it) of Perfect Hire, and the guest on this episode of HR Famous. And the deeper we went, the clearer it became this wasn't a rip-and-replace ATS with a few shiny features slapped on top. This was a complete rethink of how recruiting technology should actually work. Matt's background isn't traditional HR tech; it's sales enablement. And that matters. Sales figured out years ago what recruiting is still struggling with: high performers don't win because they work harder on admin. They win because technology removes friction, so they can focus on what actually drives results. Conversations. Relationships. Decisions. That's the core idea behind Perfect Hire. Instead of forcing recruiters into rigid workflows, Perfect Hire breaks the ATS down to its foundation and rebuilds it around recruiter enablement, not just tracking activity, but driving outcomes. Matt and his team talked to more than 300 TA leaders to understand why they hate their ATSs (and let's be honest, almost everyone does). The answers weren't shocking: too much admin, no visibility, no accountability, and tools that slow people down rather than speed them up. Where things get really interesting is how Perfect Hire uses AI. This isn't “type the right prompt and hope for the best” AI. The platform is designed so that AI works quietly in the background, informing decisions, automating scheduling, generating interview questions, reducing bias, and keeping pipelines moving without recruiters having to babysit the system. We also talked about something the industry doesn't discuss enough: accountability. Most ATSs give you dashboards, but they don't really tell you who's performing, where capacity is breaking down, or what happens when leadership suddenly increases hiring by 30%. Perfect Hire connects recruiting execution to forecasting, workforce planning, and even retention, so TA leaders can have real business conversations instead of crossing their fingers and hoping it all works out. And for hiring managers? Visibility finally makes sense. Instead of being angry because they don't know what's happening, they can actually see progress, bottlenecks, and next steps without needing recruiters to translate ATS chaos into English. This episode is a must-listen if: You're tired of ATSs that track work instead of enabling it You believe recruiting should operate more like sales (because it is) You care about accountability, outcomes, and doing more with fewer resources If recruiting is truly critical to your business—and not just something you tolerate—this conversation will challenge how you think about talent technology. Watch or listen to the full episode of HR Famous and see why PerfectHire might be the future of recruiting.

In this episode we asked Drs. Justin and Brandon Haghverdian about surgical and non-surgical management of Achilles tendon rupture, the role ATs play in the care of an Achilles tendon repair, and return to play criteria post-achilles tendon repair.Timestamps(8:40) Who would be a good fit for non-operative treatment for Achilles tendon rupture?(11:48) Typical recovery timeline for Achilles repair(14:55) Surgical techniques to repair the Achilles tendon(18:21) How does a history of Achilles tendonopathy affect the repair of the tendon?(21:14) Patient education prior to surgery(24:15) How can an AT prepare their patient for Achilles repair?(26:24) Immobilization techniques(27:55) How quickly should surgery be done?(29:20) What should patients avoid during rehabilitation?(31:27) What should ATs focus on during rehabilitation?(35:16) How does re-rupture change future management?(36:44) Tendon augmentation techniques(42:45) Return to Play CriteriaAction Item: What advice would you give an AT that is rehabilitating an achilles repair for the first time?--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

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME:LinkedIn: www.linkedin.com/in/mary-southernInstagram: @resumeassassinTikTok: @resume_assassin_maryEPISODE TEASER You're three months behind on bills and every day that passes without income makes the panic worse. Everyone tells you to 'perfect your resume' and 'wait for the right fit' - but what if you don't have time for that? I'm Mary Southern, founder of Resume Assassin, and today I'm revealing the seven unconventional strategies I'd actually use if I desperately needed a job in 24 hours. These aren't the tactics you'll find in LinkedIn articles - they're the uncomfortable moves that work when speed matters more than perfection.TIMESTAMPS:0:00 - Intro: Why Your Job Search Isn't Working1:30 - The Problem with Online Applications5:00 - The LAMP Method Explained10:00 - Finding the Right People to Contact15:00 - The Message That Gets Responses20:00 - Mastering the Informational Interview24:30 - The 2-Hour Weekly System27:30 - Common Mistakes to Avoid29:30 - Your Next StepsSubscribe for weekly videos every Wednesday!#JobSearch #CareerAdvice #ResumeAssassin #JobSearchTips #LinkedInStrategy #CareerGrowth #Networking #JobHunting #2HourJobSearch #CareerDevelopment

Why wasn't 2025 the year of the agents?