Podcasts about candidate experience

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I'm here to remind you to give to causes that make a difference. You want to help, but you don't know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here: Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner Chapters 00:00 Introduction to Tracey Parsons 04:26 The Reality of Work: Jobs vs. Careers 09:08 The Gig Economy: A Shift in Work Dynamics 12:06 The Evolution of Job Discovery 13:08 Behavioral Change in Recruitment 15:32 The Return to Analog: Networking in a Digital Age 17:26 The Creator Economy: Merging Two Worlds 20:46 The Birth of Flockity: A New Vision 21:55 The Art of Presentation and Communication 23:09 Influencer Marketing for Jobs 24:29 Introducing Flokety: A New Approach to Recruitment 25:02 Empowering Employees as Brand Ambassadors 26:20 The Shift Towards Authentic Marketing 27:23 The Staples Baddie Phenomenon 29:33 Control vs. Authenticity in Employer Branding 30:04 Letting Go of Control in Branding 31:50 The Importance of Accountability 35:24 The Future of Recruitment in a Creator Economy 41:50 Meeting Candidates Where They Are 43:28 Defining Success in Personal and Professional Life  

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

Pulled from the Hiring Excellence vault while a new season finishes mixing, Johnny's 2023 conversation with Wendy Mayer, VP Candidate Experience at Pfizer, that only gets more relevant. Wendy came to candidate experience from strategy, CX and employee experience, and brings all of that lens to TA. A practical take on why 'perfect' is the wrong target, which moments actually matter, and the small change — putting her name on every candidate email — that did more than she expected.

KI verändert Recruiting grundlegend: Bewerbende nutzen KI für Lebensläufe und Anschreiben, Unternehmen automatisieren Prozesse und Kommunikation.In dieser Folge sprechen Susa und Laura mit Expertin Selma Kuyas über authentische Bewerbungen, skillbasiertes Recruiting, Candidate Experience und die Frage, wie viel Menschlichkeit Recruiting im KI-Zeitalter noch braucht.Außerdem teilt Selma konkrete Tipps für HR-Teams und erklärt, warum Transparenz, Empathie und echte Kommunikation wichtiger werden denn je.Selma Kuyas auf LinkedIn: https://www.linkedin.com/in/selmakuyas/Quellen:https://www.personio.de/hr-lexikon/kuenstliche-intelligenz-im-recruiting-ai-in-hr/https://www.personio.ch/hr-wissen/downloads/ki-candidate-experience/https://content.softgarden.com/hubfs/DE/Content_Files/Studien/2026_Recruiting%202026%20-%20Was%20Bewerbende%20über%20KI%20im%20Bewerbungsprozess%20verraten_softgarden.pdfhttps://recruiting.xing.com/wp-content/uploads/whitepaper-kuenstliche-intelligenz-recruiting.pdfhttps://recruiting.xing.com/wp-content/uploads/whitepaper-xing-arbeitsmarktreport-2025.pdf“Das HR-Briefing" ist der wöchentliche HR-Podcast für Personaler:innen und Führungskräfte – powered by Personio. Weitere Infos zum Podcast, den Hosts und Personio findest du hier: https://www.personio.de/hr-briefing/Du hast Fragen, Feedback oder spannende Themen-Vorschläge? Kontaktiere uns unter: hr-briefing@personio.de

Send us Fan MailWe sit down with Theo Elliott from Rover Recruitment to unpack the real first-year story behind a fast-growing labour hire desk in Brisbane and the Gold Coast, including the ugly parts recruiters don't post about: rejection, cashflow stress, and learning suburbs on the fly while still trying to win work. We get practical about what moved the needle early. Theo shares why he doubled down on manufacturing, warehousing and logistics recruitment, how he approached market mapping, and what it took to do 1,000 business development calls in two weeks. We also dig into the quality versus quantity debate, why activity creates better outcomes over time, and how speed-to-market affects candidate attraction in blue-collar hiring where applicants disappear fast. Then we go deeper into operations and risk. Theo breaks down how he runs a lean 360 model, when he hired support, and how remote recruitment professionals help with sourcing, screening and contractor flow while he stays focused on client acquisition and account management. We also talk bad debt and liquidation risk, the warning signs he wishes he acted on earlier, and the lesson he wants every recruiter to take away: get on site, understand the culture, and manage expectations with clients before you promise anything. If you're building a recruitment agency, scaling a labour hire desk, or trying to improve candidate attraction and temp-to-perm outcomes, this one will sharpen your thinking. Support the show· Our Website is: xrecruiter.io

In this episode, JoDee and Susan discuss a topic that impacts every organization looking to attract and hire great talent: the candidate experience. They have conversations with recent job seekers James and Kristi and talk to recruiting expert Erin Todus. Topics include: Why candidate experience matters What candidates expect today Where organizations are falling short Firsthand accounts from recent job seekers about their experiences and advice Candidate experience tips How to fix the candidate experience In this episode's listener question, we're asked how to manage younger workers who expect promotions every year or two. In the news, we discuss the statistics on laughter at work. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-246-candidate-experience/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-246-candidate-experience/ To get 0.75 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ (the SHRM credit code for this episode will expire on May 4, 2027) Become a member to get early and ad-free access to episodes, video, and more perks! Learn more at patreon.com/joypowered Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

Folge 253: In dieser Folge spreche ich mit Alexander Sadek, Gründer von Plug & Hire, über den realistischen Einsatz von Voice Agents in der Personalberatung. Wir räumen mit dem aktuellen KI-Hype auf und beleuchten stattdessen, was technologisch heute wirklich schon möglich ist, um den Arbeitsalltag effizienter zu gestalten. Alex erklärt, warum Telefon-KI besonders dort glänzt, wo bereits ein gegenseitiges Interesse besteht – etwa bei der schnellen Vorqualifikation von Bewerbern oder der Reaktivierung von Kandidatenpools. Wir diskutieren die enorme Zeitersparnis durch das Vermeiden von Leer-Calls und wie Voice Agents administrative Routineaufgaben übernehmen, damit du dich als Berater wieder auf den echten Beziehungsaufbau konzentrieren kannst. Alex geht zudem offen auf die Grenzen ein: Warum Kaltakquise via KI aktuell noch schwierig ist und weshalb 95 % aller KI-Projekte an falschen Erwartungen oder unsauberen Basisprozessen scheitern. Erfahre in diesem Gespräch, wie du 'Get rid of the grunt work' wörtlich nimmst und die Schlagkraft deines Recruitings massiv erhöhst, ohne den menschlichen Kern deiner Dienstleistung zu verlieren.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-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: - The future of hiring is defined by speed. Not as a luxury—but as a competitive necessity. - Agentic AI is shifting recruiting from task-based workflows to outcome-based execution. Instead of clicking through systems, recruiters will define goals—and the software will handle the path to get there. - Candidates are already adapting faster than companies. When given the choice, most prefer instant, flexible AI interviews over waiting for human scheduling. Convenience is winning. - Automation doesn't eliminate the human role—it sharpens it. The best teams are using AI to handle volume while focusing their people on high-impact, human moments. - The biggest barrier to AI adoption isn't technology. It's resistance in the middle—managers who are hesitant to change how they work. - And perhaps most importantly, the companies that hire fastest aren't just filling roles quicker—they're landing better talent. CHAPTERS: 00:00 – Live from Transform: Setting the stage02:10 – Why Pete joined Fountain and the power of following great leaders05:00 – What makes Fountain different in a crowded hiring tech space08:15 – The shift from generative AI to agentic AI12:00 – Why speed is becoming the ultimate competitive advantage15:30 – Candidate experience: why instant AI interviews are winning19:10 – Meeting candidates where they are (and when they're available)22:45 – From application to offer in under 6 minutes26:30 – Where the human touch still matters in the funnel30:00 – How AI is augmenting—not replacing—recruiters34:20 – Why speed correlates directly with quality of hire37:40 – Compliance, regulation, and avoiding “AI snake oil”41:00 – The biggest blocker to AI adoption (it's not who you think)45:10 – What hiring will look like in the next 2 years

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch kaufen (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Mein Gast: Jakob Gillmann  Jakob Gillmann ist Unternehmer und Co-Founder sowie Managing Director von HiPeople, einem HR-Tech-Unternehmen, das sich auf Candidate Screening, von der Lebenslaufanalyse, zum KI Interview und Assessment, bis hin zum Referenz Check spezialisiert hat. In seiner Arbeit beschäftigt er sich intensiv mit der Frage, wie Unternehmen mithilfe von Künstlicher Intelligenz ein deutlich präziseres Bild von Kandidat:innen erhalten können – weit über klassische Lebensläufe hinaus. Ziel ist es, Kompetenzen, Potenziale und Passung fundierter zu analysieren und Hiring-Entscheidungen transparenter und valider zu machen. Vor der Gründung von HiPeople war er unter anderem im Bereich Growth und Sales in internationalen Technologieunternehmen tätig und bringt damit sowohl unternehmerische als auch skalierungsorientierte Perspektiven in die Weiterentwicklung moderner Recruitingprozesse ein. Sein Fokus liegt darauf, mithilfe intelligenter Reports und strukturierter Daten bessere Entscheidungsgrundlagen für Unternehmen zu schaffen und gleichzeitig Candidate Experience sowie die Qualität von Einstellungen nachhaltig zu verbessern.   Das Thema Mit Jakob Gillmann (Unternehmer und Co-Founder sowie Managing Director von HiPeople) konnte ich in der GainTalents-Podcastfolge 449 darüber sprechen, wie Unternehmen mit KI maßgeschneiderte Kandidaten:innen generieren können. Herzlichen Dank an Jakob für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!   Maßgeschneiderte Kandidaten mit KI Unternehmen werden zunehmend mit immer mehr Bewerber:innen konfrontiert Technologisierung von Bewerber:innen hat deutlich zugenommen - mit KI lassen sich sehr viel schneller Bewerbungen auf viele Stellenanzeigen erstellen und verteilen Kosten pro Bewerbung gehen für die Bewerber:innen gegen Null Screening von Bewerbungen - Prozess kann mit KI deutlich optimiert und skaliert werden Kriterien zur Auswahl definieren, aber auch klare Erwartung an die Kritierien in Kombination mit validen und zuverlässigen Messmethoden Vorbereitung von strukturierten Interviewleitfaden mit KI  für Recruiter:innen und für Hiring-Manager:innen (Kurzinterviews, Tiefeninterviews, etc.) HR/Recruiting ist im "Driverseat" für den Prozess und für Inhalte Ki-gestützte Referenzgespräche Erstellung von Reference-Checks und Durchführung von Datenanalysen (aber: nicht in der Entscheidung für oder gegen Bewerber:innen!) vollautomatischer Prozess zur Einholung von Referenzen Auswahl und Definition der richtigen Assessment-Verfahren differenziert nach Position, nach Anforderung, etc. sehr schnell können eine Vielzahl von Referenzchecks gemacht werden Recruiting-Rollen und -Aufgaben werden sich signifikant verändern in der Zukunft KI-Technologie wird die Automatisierung von Prozessen, Inhalten, etc. signifikant vorantreiben KI-Know-how wird elementar wichtig für jeden im Recruiting (nicht nur für LLM´s sondern auch KI-Agenten verstehen) Orchestrierung von KI-Agenten wird ein wesentlicher Skill sein für Recruiter:innen  #GainTalentsPodcast #KIRecruiting #Eignungsdiagnostik #AIHiring #TalentAnalytics #FutureOfRecruiting Shownotes Links - Jakob Gillmann LinkedIn: https://www.linkedin.com/in/jakobgillmann/ Infos zu Jakob: https://grokipedia.com/page/Jakob_Gillmann HiPeople: https://www.hipeople.io/ Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt überall zu kaufen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/

These episodes of #thePOZcast, live from Unleash 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 About: Suzan Vulaj is a seasoned talent acquisition leader with a proven track record in global recruitment strategies. Currently serving as the Senior Vice President of Global Talent Acquisition at NBCUniversal, Suzan has been instrumental in creating exceptional candidate experiences through innovative problem-solving for over 20 years. Her expertise spans various industries, including media, technology, and commerce. Before joining NBCUniversal, Suzan held key roles such as Director of Global Talent Acquisition at Pitney Bowes and Senior Talent Manager for Internal Mobility at McGraw-Hill Financial. She also contributed her skills as an HR Manager at Standard & Poor's and a Staffing Consultant at Google. Suzan's academic foundation includes a degree from Pace University's Lubin School of Business. Her leadership style embodies a dynamic blend of collaboration, resilience, and a relentless pursuit of excellence. Beyond this, Suzan is a champion of innovation, always seeking creative solutions to enhance organizational culture and attract top talent. Her ability to inspire teams and foster growth makes her a transformative force in any professional setting. ⏱️ Chapters 00:00 Opening + UNLEASH floor energy01:10 Intro to Suzan Vulaj (NBCUniversal TA Leader)02:30 From marketing to recruiting: Suzan's journey04:30 Leading a 100+ person global TA team06:00 What makes a great recruiter today08:30 Recruiters as brand ambassadors + influencers10:30 Why hiring managers must be fully engaged12:30 Fixing broken intake & expectation setting14:30 TA tech stack: building around the ATS16:30 AI fear vs reality inside recruiting teams18:30 How to train recruiters through change (safe spaces)20:30 The return to “old school” recruiting22:30 The problem with 8,000 applicants per role24:30 Candidate fraud + AI-generated applications26:30 Shortlisting & cutting through the noise28:30 The emotional toll of recruiting (constant rejection)30:30 Managing recruiter mindset & engagement32:00 Re-engaging silver medalists (“for your consideration”)34:00 Pipelining talent before roles open36:00 What messages actually get a recruiter's attention38:00 The 10-second resume scan reality40:00 Conference insights: failure, change & adaptability42:00 Reframing failure as experimentation44:00 Advice for job seekers today45:30 Closing + where to connect

Candidates prefer AI Interviews? Candidate Experience for Different Demographic Cohorts   AI interviewing isn't the future - it's the now.   From one-way video screens to conversational chatbots, candidates are increasingly meeting algorithms before they meet humans. But here's what nobody's asking: does a Gen Z grad feel the same way about a bot interviewer as a mid-career professional?   Does a neurodivergent candidate experience relief or anxiety? Are underrepresented groups finding equity -or erasure - in automated screening?   We're diving deep into the demographic divide nobody's measuring.   In this session, we'll unpack: • Do younger candidates actually prefer AI screens, or is that a myth? • How do gender differences show up in AI interview comfort levels? • What do candidates with disabilities really think about voice-analysis tools? • Are multilingual candidates disadvantaged by English-first AI systems? • Does AI reduce bias for candidates of color—or encode new barriers? • How do socioeconomic backgrounds shape "digital interview readiness"? • What makes veterans trust (or distrust) algorithmic evaluation? • Are remote rural candidates leveling up or getting left behind? • How do parenting status and career gaps interact with AI screening? • Which demographics are quietly dropping out of your AI funnel?   Recruiters, HR leaders, TA innovators - this one's for you We're with Kevin Grossman, Oana Iordachescu, Yaz Dalal and friends, on Friday 10th April, 2pm GMT / 7 am PT / 3pm CET. Follow the channel here (recommended) and register on 'Save my Spot' for reserve your spot.   Episode 372 is sponsored by Joveo   As the global leader in AI-powered, high-performance recruitment marketing, Joveo is transforming talent attraction and recruitment media buying for the world's largest employers, staffing firms, RPOs, and media agencies. The Joveo platform enables businesses to attract, source, engage, and hire the best candidates on time and within budget.   Powering millions of jobs every day, Joveo's AI-led recruitment marketing platform uses advanced data science and machine learning to dynamically manage and optimize talent sourcing and applications across all online channels, while providing real-time insights at every step of the job seeker journey, from click to hire. For more information about Joveo's award-winning platform and solutions, visit www.joveo.com.

Why do organisations consistently fail in recruiting despite significant investment? In this episode, Niels Brabandt explains why recruiters are one of the most critical yet underestimated success factors in modern organisations. Drawing on the primacy-recency effect, this episode demonstrates how first and last impressions determine candidate decisions and why poor recruiter performance leads directly to talent loss. Key insights include: The strategic role of recruiters in organisational success Why candidate experience determines hiring outcomes Common leadership failures in recruiting How qualification, motivation, and process design interact Practical approaches to improving recruiting performance Host: Niels Brabandt / NB@NB-Networks.com Contact Niels Brabandt: https://www.linkedin.com/in/nielsbrabandt/ Niels Brabandt's Leadership Letter: https://expert.nb-networks.com/ Niels Brabandt's Website: https://www.nb-networks.biz/ 

Warum sind Recruiter der entscheidende Erfolgsfaktor im Recruiting? In dieser Episode des Leadership Podcasts analysiert Niels Brabandt, warum Unternehmen trotz hoher Investitionen im Recruiting scheitern und welche Rolle Recruiter dabei spielen. Basierend auf dem Primacy-Recency-Effekt zeigt diese Episode, wie entscheidend der erste und letzte Eindruck im Bewerbungsprozess ist und warum schlechte Candidate Experience direkt zu Talentverlust führt. Inhalte dieser Episode: Die wahre Rolle von Recruitern im Unternehmenserfolg Warum Candidate Experience über Erfolg oder Misserfolg entscheidet Typische Fehler im Recruiting-Prozess Wie Motivation, Qualifikation und Prozesse zusammenspielen Konkrete Maßnahmen zur Verbesserung Ihres Recruitings Host: Niels Brabandt / NB@NB-Networks.com Kontakt zu Niels Brabandt: https://www.linkedin.com/in/nielsbrabandt/ Niels Brabandts Leadership Letter: https://expert.nb-networks.com/ Niels Brabandt Webseite: https://www.nb-networks.biz/ 

Was passiert, wenn Recruiting nicht nur besetzt, sondern Entscheidungen lenkt?In dieser Folge des Level Up HR Podcasts spricht Host Johannes Füß mit Kerstin Wagner, Executive Vice President Talent Acquisition bei der Deutschen Bahn, über Recruiting als strategische Steuerungsaufgabe.Kerstin gibt Einblicke in eine Recruiting-Organisation, in der Entscheidungen entlang des gesamten Funnels wirken: von der Arbeitsmarkteinschätzung bis zur Candidate Experience. Sie zeigt, warum HR Wirkung nicht über Einzelinitiativen oder Tools erzielt, sondern über klare Prioritäten, strukturierte Prozesse und datenbasierte Entscheidungen.Konkret geht es darum, wie Innovation im Recruiting echten Mehrwert schafft, welche Rolle Daten für wirksame Steuerung spielen und wie Technologie und KI unterstützen können, ohne Verantwortung aus der Hand zu geben. Klar wird: Zukunftsfähige Talent Acquisition entsteht dort, wo Recruiting bewusst gesteuert wird.Du erfährst in dieser Episode:1) Warum Recruiting ein zentraler Hebel für Zukunftsfähigkeit ist.2) Wie HR Recruiting strategisch steuert statt operativ verwaltet.3) Welche KPIs wirklich helfen, Entscheidungen zu treffen.4) Warum Candidate Experience mehr ist als Geschwindigkeit.5) Wie KI Recruiting unterstützt, ohne den Menschen zu ersetzen.___________Kerstin Wagner freut sich über den Austausch rund um die Zukunft von Recruiting und HR-Steuerung.Wenn du dich angesprochen fühlst, dann melde dich bei ihr auf LinkedIn: https://www.linkedin.com/in/kerstin-wagner/ _____Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/ 

This week on Tapod, we catch up with Matthew Lant – Head of Recruitment and Employer Brand at AFCA. Now every year at the ITAs there is a team that cleans up. Last year AFCA won Excellence in Employer Brand, Excellence in Candidate Experience and Corporate Talent Professional of the Year. Want to hear how they did it?Thanks to Taly for partnering with us this month. 

Send us Fan MailGhosting, dropouts, slow feedback, messy shortlists, and clients who “just want the CVs” aren't random problems. They're symptoms of a process that doesn't build trust early and doesn't make the work visible. We're joined by Ryan Kelly from Creative Natives to talk about candidate management and candidate control in a way that's practical, human, and built for the 2026 recruitment market.We get into employer value proposition and employer branding that actually moves the needle: turning a role brief into a 30-second video, distributing it on LinkedIn, and using it as both candidate attraction and free PR for the client. Ryan explains why his agency positions itself as a true 50-50 partner to both client and candidate, plus the impact-led choices that back up those values, including incentives for hiring return-to-work parents.From there we go deep on content marketing for recruiters, inbound business development, and what to measure when likes don't tell the full story. Ryan shares how webinars, newsletters, and community (including Slack groups) create a slower burn that converts passive candidates into warm, trusting relationships over time. We also cover the nuts and bolts that lift interview-to-placement results: weekly update meetings, presenting shortlists live, capacity limits, interview prep calls, and the follow-up email that too many candidates never send.If you want a smarter retained recruitment process and a better candidate experience without grinding harder, hit play. Subscribe, share this with a recruiter mate, and leave us a review with your favourite takeaway.Support the show· Our Website is: xrecruiter.io

Send us Fan MailA near million-dollar blue collar desk, a life jump to Japan, a return to Melbourne during COVID, and a pivot into tech and enterprise accounts, Ena Colo has lived the full recruitment rollercoaster. We sit down and unpack what actually works when you're trying to build a long-term career in recruitment, not just hit this month's number.We talk about the difference between reactive recruiting and a true account director approach: becoming a single point of contact, earning trust across talent acquisition and line managers, and doing the relentless groundwork before the market “tap” turns on. Anna shares how she measures success through account growth, how she runs 15+ client meetings a week when needed, and how that effort compounds when hiring freezes lift and roles finally flow.From the delivery side, we get practical on standards and alignment. Why sending two excellent CVs beats uploading six average ones, how to tighten feedback loops with delivery consultants, and what the one percenters (formatting, spelling, rate clarity, super) do to your credibility. We also go deep on employer branding, managing expectations when a client has a poor reputation, coaching hiring managers to move faster, and keeping candidates engaged with clear communication and personalised outreach.If you want better candidate experience, stronger client relationships, and a more consultative recruitment style, you'll take plenty from this chat. Follow the show, share it with a recruiter mate, and leave a review, what's one recruiting standard you refuse to compromise on?Support the show· Our Website is: xrecruiter.io

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" kaufen (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Mein Gast: Gabriela Zitsch  Gabriela Zitsch ist Expertin für Employer Branding, Candidate Experience und Recruiting-Kommunikation. Sie beschäftigt sich seit vielen Jahren intensiv mit der Frage, wie Unternehmen sich als Arbeitgeber glaubwürdig positionieren, wie Arbeitgebermarken intern gelebt und extern sichtbar gemacht werden und wie Kampagnen gestaltet sein müssen, um die richtigen Zielgruppen wirklich zu erreichen. In ihrer Arbeit liegt der Fokus nicht auf Hochglanz-Marketing, sondern auf Authentizität, Klarheit und Wiedererkennbarkeit. Sie zeigt, wie Employer Branding dann wirksam wird, wenn Kultur, Kommunikation und Candidate Journey zusammenpassen und nicht als isolierte Einzelmaßnahmen gedacht werden. Besonders im Tech-Consulting-Umfeld, wo Fachkräfte stark umworben sind, setzt sie auf klare Botschaften, mutige Kampagnenansätze und eine enge Verzahnung von Recruiting und Employer Branding.   Das Thema Mit Gabriela Zitsch (Expertin für Employer Branding, Candidate Experience und Recruiting-Kommunikation) habe ich in der GainTalents-Podcastfolge 442 über die Planung und Realisierung einer Employer Branding Kampagne bei einem Tech-Consulting-Unternehmen gesprochen. Herzlichen Dank an Gabriela für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!    Was ist wichtig für die Realisierung einer Employer Branding Kampagne? Zielgruppe sehr gut analysieren Gute Agentur zur Begleitung im Prozess auswählen und beauftragen Interne Abstimmung zur Entwicklung und Realisierung einer Employer Branding Kampagne ist essentiell HR / Employer Branding / Recruiting mit Marketing und Fachbereichen  sehr gutes Projektmanagement ist erforderlich Die Inhalte der Kampagne müssen nicht dem Unternehmen gefallen, sondern der Zielgruppe, die angesprochen werden soll (Köder muss dem Fisch schmecken und nicht dem Angler!) Kommunikation der Inhalte in den relevanten Kanälen ausspielen (online und offline) Offline: immer in der Nähe der Unternehmensstandorte Landingpage mit speziellen Informationen zum Unternehmen und zu Jobs Tracking der Kampagne nach Inhalten, Kanal und Qualität der Bewerbenden Ziel war nicht unbedingt mehr Kandidaten:innen für Jobs zu erhalten, sondern dass die Qualität der Bewerbenden besser wird Achtung: Du kannst nie alle Menschen im Unternehmen mit der Kampagne glücklich machen - Fokus auf Zielgruppe und auf Ergebnisse   #GainTalentsPodcast #EmployerBranding #EmployerBrandingKampagne #TechRecruiting #Arbeitgeberattraktivitaet #Employervalueproposition #CandidateExperience #Recruiting   Shownotes Links - Gabriela Zitsch LinkedIn: https://www.linkedin.com/in/gabriela-zitsch-2b4b05169/ Kampagnenwebseite und Linkedin-Post dazu: https://exxeta.com/date-us https://exxeta.com/blog/unsere-employer-branding-kampagne-ist-live Entwicklung eines KI-Bildgenerators: https://bit.ly/4qQtMXf   Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt überall zu kaufen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/  

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" kaufen (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Mein Gast: Gabriela Zitsch  Gabriela Zitsch ist Expertin für Employer Branding, Candidate Experience und Recruiting-Kommunikation. Sie beschäftigt sich seit vielen Jahren intensiv mit der Frage, wie Unternehmen sich als Arbeitgeber glaubwürdig positionieren, wie Arbeitgebermarken intern gelebt und extern sichtbar gemacht werden und wie Kampagnen gestaltet sein müssen, um die richtigen Zielgruppen wirklich zu erreichen. In ihrer Arbeit liegt der Fokus nicht auf Hochglanz-Marketing, sondern auf Authentizität, Klarheit und Wiedererkennbarkeit. Sie zeigt, wie Employer Branding dann wirksam wird, wenn Kultur, Kommunikation und Candidate Journey zusammenpassen und nicht als isolierte Einzelmaßnahmen gedacht werden. Besonders im Tech-Consulting-Umfeld, wo Fachkräfte stark umworben sind, setzt sie auf klare Botschaften, mutige Kampagnenansätze und eine enge Verzahnung von Recruiting und Employer Branding.   Das Thema Mit Gabriela Zitsch (Expertin für Employer Branding, Candidate Experience und Recruiting-Kommunikation) habe ich in der GainTalents-Podcastfolge 442 über die Planung und Realisierung einer Employer Branding Kampagne bei einem Tech-Consulting-Unternehmen gesprochen. Herzlichen Dank an Gabriela für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!    Was ist wichtig für die Realisierung einer Employer Branding Kampagne? Zielgruppe sehr gut analysieren Gute Agentur zur Begleitung im Prozess auswählen und beauftragen Interne Abstimmung zur Entwicklung und Realisierung einer Employer Branding Kampagne ist essentiell HR / Employer Branding / Recruiting mit Marketing und Fachbereichen  sehr gutes Projektmanagement ist erforderlich Die Inhalte der Kampagne müssen nicht dem Unternehmen gefallen, sondern der Zielgruppe, die angesprochen werden soll (Köder muss dem Fisch schmecken und nicht dem Angler!) Kommunikation der Inhalte in den relevanten Kanälen ausspielen (online und offline) Offline: immer in der Nähe der Unternehmensstandorte Landingpage mit speziellen Informationen zum Unternehmen und zu Jobs Tracking der Kampagne nach Inhalten, Kanal und Qualität der Bewerbenden Ziel war nicht unbedingt mehr Kandidaten:innen für Jobs zu erhalten, sondern dass die Qualität der Bewerbenden besser wird Achtung: Du kannst nie alle Menschen im Unternehmen mit der Kampagne glücklich machen - Fokus auf Zielgruppe und auf Ergebnisse   #GainTalentsPodcast #EmployerBranding #EmployerBrandingKampagne #TechRecruiting #Arbeitgeberattraktivitaet #Employervalueproposition #CandidateExperience #Recruiting   Shownotes Links - Gabriela Zitsch LinkedIn: https://www.linkedin.com/in/gabriela-zitsch-2b4b05169/ Kampagnenwebseite und Linkedin-Post dazu: https://exxeta.com/date-us https://exxeta.com/blog/unsere-employer-branding-kampagne-ist-live Entwicklung eines KI-Bildgenerators: https://bit.ly/4qQtMXf   Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt überall zu kaufen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/  

Mastering the Message: The Recruiter's Playbook Communication is where the candidate experience lives or dies. Is your messaging helping you close hires, or is it creating bottlenecks? Join us as we break down the Best Practices for Messaging Your Candidates. We'll tap into the knowledge of two experienced leaders including Kerry Noone, who runs Employer Brand at Ford Motor Company and Geoff Webb who runs Talent Discovery and Engagement at Canadian based Organon. Expect to walk away with: A timeline for perfect follow-ups. Communication etiquette for the modern age. Strategies to go beyond the ‘Thank You For Apply' email Who should attend: Talent Acquisition Leaders, HR Directors, Recruiters... Learn more about your ad choices. Visit megaphone.fm/adchoices

Send a textMost recruiters treat candidate experience as an afterthought. Nathan and Jett from Impact Talent have made it their competitive advantage.In this episode of Confessions of a Recruiter, the co-founders of Impact Talent break down exactly how they've mastered candidate experience in one of Australia's most relationship-driven industries — insurance.From the moment they make first contact to the final offer, Nathan and Jett share the frameworks, conversations, and mindset shifts that have helped them build a reputation where candidates actively want to work with them. We cover why setting clear expectations from day one changes everything, how they deliver honest feedback without burning bridges, the "accept on your behalf" close that transformed their offer success rate, and why pulling a candidate from a process is sometimes the most powerful thing you can do.If you've ever lost a placement at the offer stage, had a candidate ghost you, or struggled to stand out in a crowded market — this episode will change the way you operate.Impact Talent specialises in placing insurance brokers, claims managers, underwriters, and loss adjusters across Australia.Do not miss this episode!Support the show· Our Website is: xrecruiter.io

Send a textIs the resume dead? Should the job interview be?In this episode, Konstanty Sliwowski sits down with James Terry, Head of US Revenue at Indeed Flex, to dismantle two of recruiting's most sacred tools — the CV and the interview — and ask a simple question: do they actually work?The data says not nearly as well as we think. Hiring managers spend an average of 6 seconds reading a resume, roughly 70% of candidates lie on them to some extent, and the typical 30-minute interview predicts job performance about as well as a coin flip.So what's the alternative?James makes the case for a verified, crowdsourced worker rating system — think Uber driver ratings, but for the entire workforce. Indeed Flex is already building this: workers are rated on specific skills after every job by verified employers, building a real-world track record that replaces the self-reported CV. Top performers get first access to the best opportunities. Best employers attract the best workers. A genuine meritocracy.But Konstanty pushes back hard. What about gaming the system? What about manager bias? What about Germany, where negative references are illegal? And if we just wanted an online profile, haven't we already got LinkedIn?The conversation opens up into something bigger: the idea that AI-driven, neutral skills assessments could be the missing piece — a way to test actual competencies rather than relying on either self-reported CVs or potentially biased ratings. Konstanty also proposes a feedback loop that James confirms Indeed Flex is actively building toward: using data on how companies rate their own top performers to match them with candidates who score on exactly those dimensions.They also dig into the state of the job market in early 2026 — Indeed data shows 30% more job searches than just weeks earlier, with job openings per unemployed person now below 1.0 — and what that means for how companies need to screen at scale.This is a conversation that will make you question everything you thought you knew about how hiring works.—Konstanty Sliwowski is the founder of School of Hiring. He has founded three companies, conducted 12,000+ interviews, and made over 1,000 hires.

In an industry built on speed, what actually sustains long-term success. In this Industry Spotlight, Kortney Harmon sits down with Elizabeth Rosenberg to examine why trust and reputation remain recruiting's most durable advantage.Drawing on decades of experience advising executives on communication and personal brand, Elizabeth offers a grounded perspective on how credibility is built through everyday behavior. The conversation explores where transactional habits quietly undermine relationships, why visibility without intention can weaken trust, and how recruiters shape their reputations long before deals are closed. Rather than focusing on tactics, this discussion reframes personal brand as a reflection of consistency, judgment, and how leaders show up when it matters most.The conversation reveals why lasting relationships—not speed alone—define long-term success, and how investing in trust and authenticity shapes both stronger firms and more durable careers.______________________Follow Elizabeth Rosenberg on Linked: LinkedIn | ElizabethCheck out her website hereFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Is the recruiting industry actually changing—or simply recalibrating? Kortney Harmon cuts through the noise to examine what's really shaping recruiting leadership as firms look toward 2026. Rather than chasing headlines or hyped predictions, this Express episode outlines eight quiet but powerful signals emerging from real conversations with owners, operators, and executives. Kortney explores why relationships are becoming strategic again, how discipline is replacing tech accumulation, and why AI is shifting from competitive advantage to expected infrastructure. The conversation reframes growth around sustainability, trust, and clarity—highlighting the rise of operator-strategists, the redefinition of candidate experience, and the identity questions firms can no longer avoid.Grab a coffee and tune in for quick, practical inspiration to help you lead and grow your talent business—with less chaos and more purpose.______________________Follow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

As AI accelerates across recruiting, the firms pulling ahead aren't chasing tools—they're doubling down on relationships. In this Industry Spotlight, Kortney Harmon sits down with Tom Wilson, Partner at Buffkin/Baker, to unpack what actually keeps recruiting leaders relevant as automation, speed, and expectations continue to rise.The conversation explores how client and candidate expectations have shifted across industries, where AI creates real leverage, and why human judgment, context, and trust remain irreplaceable. Rather than focusing on tactics, Tom offers a leadership perspective on building relevance, consistency, and long-term value in a rapidly changing talent market.Key insights you can't miss: • Why relationships—not speed or tools—remain the real competitive advantage • How recruiting strategies must adapt across industries and market cycles • Where AI adds efficiency and where human judgment still matters most • What advisory-led recruiting looks like in a changing talent economy______________________Follow Tom Wilson on LinkedIn: LinkedIn | Tom WilsonFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Megan Batterbury, Senior Talent Operations Specialist at incident.io, joins us to talk about what it really means to scale hiring with heart by building efficient systems without losing the human touch. She shares how thoughtful planning, transparent employer branding, and playful team rituals shape recruiting experiences that truly connect.  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!

What happens when candidate submissions disappear—and no one can explain why? In this FDE Express episode, host Kortney Harmon breaks down how undefined submission processes quietly drain revenue and momentum.Drawing on real-world audits, Kortney reframes failed submissions as an operational issue, not a recruiter problem. She outlines how inconsistent formats, missing follow-up, and lack of visibility create a costly “figure it out” tax—and what a revenue-protecting submission framework actually looks like.Key Takeaways• Why submissions are as revenue-critical as invoicing• The hidden cost of letting recruiters “figure it out”• What a standardized, flexible submission process includes• How visibility and tracking protect placements and momentumListen in for practical strategies you can implement immediately to bring consistency and control back to your submission process.___________________Follow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com CHAPTERS / TIMESTAMPS00:00 – Welcome to RecFest Nashville 2025Adam sets the scene and kicks off day two of #thePOZcast live from the Juicebox.ai booth.00:28 – Guest 1: Steve Levy – The Elder Statesman of Recruiting WisdomSteve shares why RecFest stands apart, how it fosters real community, and why curiosity—not automation—keeps recruiters sharp.02:45 – Learning, Listening, and the Power of CuriositySteve drops classic Levy gems: “Two ears, one mouth—use them proportionally.” A masterclass in humility and experimentation.05:18 – Advice for Job Seekers in a Tough MarketSteve explains why teaching others what you've learned and practicing gratitude are secret weapons for staying visible and relevant.06:57 – Final Word: CommunityThe legendary recruiter sums up RecFest 2025 in one word: Community.08:13 – Guest 2: Brian Petroski (EXP)Director of TA shares insights on recruiting engineers at scale, sourcing tools that work (LinkedIn, HireEZ, Indeed), and standing in line for Nashville's best food truck.10:37 – Guest 3: Leslie Harrah & Kim Johnson (Fortified Health Security)Two powerhouse women in cybersecurity recruiting talk about connecting with people, building culture, and the beauty of the TA community.12:01 – Pivoting Careers & Finding New OpportunitiesAdam shares tactical advice for job seekers on leveraging certifications, curiosity, and career pivots into hot sectors like cybersecurity and clean tech.12:59 – Guest 4: Taylor Hunter (Gaylor Electric)Insights on ATS tools, recruiting high-level talent, and how scraping extensions and sourcing hacks make life easier for busy TA pros.15:23 – Guest 5: Carmen Scanlon (Belong HQ)On startup life, meaningful networking, and the simplicity and depth that make RecFest so special.17:26 – Closing: Gratitude from the FieldAdam wraps from the food trucks with final reflections on connection, learning, and community. 

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  Chapter Breakdown00:00 – Welcome to RecFest Nashville 2025Adam sets the scene at the Juicebox.ai booth and kicks off #thePOZcast live from the field.00:28 – Guest 1: Omar Khateeb – The Power of Authentic Video ContentCEO of JobPixel on why “vibe is everything,” how authenticity wins in 2025, and why creators should stop chasing algorithms.02:24 – Survival Tips for RecFestHydrate, eat before noon, and network smarter — Omar's pro tips for surviving outdoor conferences.03:45 – Guest 2: Allyn Bailey – The Heart of Brand Experience at SmartRecruitersAlynn breaks down how storytelling and connection drive talent strategy post-acquisition — and why she proudly calls herself “the class mom” of HR tech.06:54 – Guest 3: Jamie Leonard – The RecFest Origin & Future VisionThe founder himself on why RecFest feels like summer camp for recruiters, the UK vs. US vibes, and what's next (spoiler: Ferris wheel?).10:50 – Guest 4: Vicky Lou – Inside Juicebox.ai's Series A RocketshipThe founding marketer shares what makes Juicebox's AI sourcing platform different, how startup life fuels creativity, and her secret to building high-performing teams.14:49 – Sticker Drop & Shoutout to Juicebox.aiAdam and Vicky unveil the ultra-rare holographic POZcast sticker and talk sponsor love.16:11 – Guest Panel: Nikki Russell, Dan Lockhart & Chantelle LubingerReal-world TA leaders on quality of slate, giving rejection with empathy, and why “we're humans first.”21:44 – Guest 7: John Ruffini – Old School Recruiting Wisdom Meets New TechThe VP of Professional Development at HealthTrust Workforce Solutions explains why recruiters have gotten lazy, how to bring back urgency, and the lost art of the phone call.28:16 – The AI Debate & Juicebox Agents in ActionAdam and John discuss how to use AI as a tool — not a crutch — and how it frees recruiters for the human side of the job.29:09 – Closing Thoughts: Stay Human, Stay HungryAdam wraps from the field with gratitude, laughter, and the promise that wisdom is forever.

What does AI-assisted interviewing look like inside a global enterprise? In this episode, Ilka Sagner-David, Head of Talent Discovery Solutions & Innovations at SAP, shares how her team is exploring interview intelligence to improve feedback quality, speed up hiring decisions, and enhance candidate experience while balancing legal, ethical, and privacy demands. Hear how SAP is setting new standards for transparent, human-centered AI in hiring.

This week on Tapod we catch up with perpetual innovator and a great person to boot – Derek Del Simone, Chief Talent Officer from Abano Healthcare. Fresh off winning 3 (that's right 3) ITAs in 2025 – Excellence in Innovation, Best Tech Stack & Excellence in Candidate Experience. Derek sees tech as a key driver to recruitment success and takes us on the same journey he took his team and business on to achieve it. And don't get us started about Dr Wisdom Tooth!Thanks to SmartRecruiters for partnering with us this month. 

What does it take to build a recruitment team that thrives in an AI-driven world? Host Kortney Harmon sits down with Greg Benadiba, CEO of Bilingual Source, to unpack how forward-thinking leaders can integrate AI into their recruiting businesses while strengthening the human skills that truly move the needle.With over 20 years in the industry, Greg shares hard-won insights on using AI to streamline workflows, empower recruiters, and create consistency—without losing the personal touch that defines great recruitment. He breaks down what to automate first, how to use custom GPT tools for higher productivity, and the leadership mindset required to develop recruiters who stay in the top 5% of performers.Key TakeawaysThe Partnership Principle: why AI and humans working together outperform either aloneWhat to automate first to free up time for client calls, interviews, and negotiationHow to use custom GPT tools to improve consistency and recruiter outputThe importance of continual learning and development to stay competitiveWhat separates transactional recruiters from consultative recruiters in the AI era______________________Follow Greg Benadiba on LinkedIn: LinkedIn | Greg Benadiba Access Greg's Slide Deck: Stop Replacing Humans, Start Elevating Them (PDF)Follow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

In this FDE+ episode, Kortney Harmon is joined by Benjamin Mena, Managing Partner at Select Source Solutions and host of The Elite Recruiter Podcast, to explore how AI is transforming the recruiting industry.They discuss how top performers are using AI to automate sourcing, streamline outreach, and clean up CRMs — while doubling down on the human skills that build trust, strengthen relationships, and drive revenue. Benjamin also shares real-world examples of how combining technology with a personal touch is helping recruiters stay competitive and deliver stronger results.Tune in to learn how to leverage AI without losing what makes recruiters indispensable — and position yourself to thrive in 2025 and beyond.__________________________Follow Benjamin Mean on LinkedIn at: LinkedIn | Benjamin MenaLink to the Tool List mentioned at: hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Want to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Join host David Mallon and Cliff Jurkiewicz from Phenom as they discuss talent acquisition strategies and the candidate experience's impact on organizational brand.

Episode Notes In this episode of Talent Experience Live, we sit down with Alistair Neal of RedDot, recorded during last week's HR Tech conference, where he reflects on the big themes shaping the show floor and the reality behind the AI buzz. Neal discusses how to ask the right questions to separate genuine innovation from marketing hype, emphasizing that automation should eliminate tedious tasks like note-taking so recruiters can spend more time engaging with talent. The conversation explores the evolving candidate experience—while AI has made it easier to apply for jobs, Neal cautions that employers must focus on quality over volume, improve communication with job seekers, and remain vigilant against spam or fraudulent applications while ensuring a human remains in the loop at every step.

Episode Notes In this special TXL recap, we're bringing together the best insights from our Deloitte series — featuring Bhawna Bist, Brandon Kennedy, and Sue Cantrell. From AI-powered recruiting agents and interview intelligence to the evolution of candidate experience and the shifting role of leaders, each conversation sheds light on how HR teams can move beyond experimentation to real transformation. You'll discover where organizations are finding quick wins with automation, how they're balancing efficiency with personalization, and what's next as generative AI reshapes talent strategies. Together, these highlights capture Deloitte's forward-looking perspective on the future of work: a blend of human ingenuity and intelligent technology. Whether you're focused on closing skills gaps, building seamless candidate journeys, or preparing your workforce for a boundaryless world of work, this episode delivers the practical insights and bold ideas you need to stay ahead.

In this episode of Dental Drill Bits, Dana Salisbury and Sandy Pardue discuss the challenges of hiring and retaining new employees in dental practices. They explore the reasons behind high turnover rates, the importance of effective onboarding, and creating a welcoming workplace culture. The conversation emphasizes the need for structured training plans and the impact of workplace bullying on employee retention. The hosts also highlight the financial costs associated with poor hiring practices and the significance of enhancing the candidate experience. Key Takeaways Stop blaming the applicant and look at your own processes Onboarding is crucial for employee retention A welcoming culture can significantly impact new hires The cost of hiring mistakes can be substantial Workplace bullying can drive new employees away Structured training plans are essential for new hires Communication during the hiring process is key Involve existing staff in the hiring process Always welcome potential candidates regardless of openings Evaluate your practices to improve employee satisfaction   Event Spotlight: Front Desk Pro – Las Vegas, NV – November 7 Join Sandy in Las Vegas for Front Desk Pro, a high energy, high impact training event designed to level up your front desk systems and skills. Special Listener Discount: Save $100 with code Secret Sauce (two words, both capitalized). Beautiful CAD CAM facility, just off the Strip with nearby affordable hotels. Episode Sponsors A big thank you to our show sponsors for helping bring Dental Drill Bits to you each week: Plan Forward – The membership plan experts helping practices boost revenue and patient loyalty. https://www.planforward.io/ Mango Voice – The smart, all in one business phone system designed for dental practices. https://mangovoice.com/ Identity Dental Marketing – Stand out, get noticed, and attract your ideal patients with custom marketing strategies. https://identitydental.com/

Episode Notes In the second episode of TXL featuring Deloitte, we're joined by Brandon Kennedy, Senior Manager Human Capital, Deloitte Consulting LLP, to break down the top findings from Phenom's State of Candidate Experience: 2025 Benchmarks report — and where they align with what he's hearing from clients on the ground.  With clear gaps in hiring speed, personalization, and communication between organizations and job seekers, many are struggling to provide experiences that meet candidates' heightened expectations. We'll dig into which friction points continue to cost employers top talent, how automation and AI are closing gaps, and whether leaders' top priorities really match up with what the candidate journey demands today. Expect a candid look at why a modern, data-driven candidate experience is no longer optional — and practical insights on how to start closing the expectation gap before your best candidates walk away.

Most recruitment agencies waste £50+ per cold call meeting. Anthony Lewis found a better way to scale from startup to 50-person team. Anthony's team made 1,500 cold calls for just 27 placements. That 1.8% conversion rate would panic most agency owners. Instead, he built a candidate experience system that turns rejections into revenue. What You'll Learn: How to build agency growth without expensive cold calling Business development strategies that actually work How 86% candidate satisfaction became his competitive advantage Agency scaling secrets from startup to 50 employees Why treating candidates like future clients changes everything Key Insights: 9:39 Why purpose prevents fee-chasing behavior 24:53 What "psychological safety" means for performance 35:30 Why individual KPIs beat generic targets 45:43 The candidate feedback system that drives growth 50:26 How the MD personally calls every unhappy candidate Anthony Lewis Bio and Contact Info  Anthony is passionate about the careers of public sector leaders, and for over a decade has supported organisations nationally to attract and hire the best talent. Whether interims, Non Execs or people into permanent roles, Anthony is never happier than when helping people fulfil their career ambitions.  Anthony is Managing Director at Tile Hill, a public sector-focused executive recruitment company, and is hugely proud of the achievements of the business and those around him. From having been awarded Best Company to Work For, Best In House L&D at the 2024 REC Awards, the Best Candidate Experience category at the 2024 Tiara Awards, and most recently voted the number 1 interim service provider in the Institute of Interim Management Annual Survey, it is a reflection of the values led approach and passion that Tile Hill's team show as they approach their work every day. With an EVP of #Lovetheimpactyou make, we are all inspired to make a difference for those who are shaping the society we live in. • Tile Hill website link Anthony Lewis on LinkedIn Different Leadership website link Tile's fundraiser for Alzheimer's Society People and Resources Mentioned David Weir on LinkedIn Leo Hewett on LinkedIn  Force24 JobAdder Adecco Group Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter

This week James is joined by Martyn Redstone, or as many in the industry know him, Mr. AI. Martyn's been in recruitment for nearly two decades, with over a dozen years immersed in rec tech, and long before AI became the buzzword it is today, he was already helping recruiters craft smart, responsible automation strategies. From building some of the earliest recruitment chatbots to running the first AI and automation agency in our sector, Martyn's been right at the heart of conversational AI. James and Martyn dig into how technology is reshaping candidate experience, what recruitment can learn from e-commerce, and maybe even peek into that slightly dystopian future where AI talks to AI to find you your next job.The Marketing Rules Podcast is sponsored by RChill⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.rchilli.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠#MarketingRules#TheVoiceOfRecruitmentMarketing⁠To connect with Martyn:⁠https://www.linkedin.com/in/mredstone/Learn more about James and ThinkinCircles:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠⁠⁠

Talent acquisition in healthcare demands a unique blend of strategy, adaptability and human-centered leadership. In this episode, host Ryan Dull speaks with Josh Dudzik, Associate Vice President of Talent Acquisition at Inova Health, about transforming TA practices to support a growing health system. Josh shares how his team revamped Inova's talent acquisition structure by introducing a dedicated sourcing function that has already delivered significant ROI. He also dives into the importance of balancing AI with human touchpoints, optimizing referral programs and engaging early-in-career talent through proactive workforce development. Key Takeaways:(02:30) Josh starts in agency recruiting and grows into system-level TA leadership.(04:46) Inova averages 6,000–7,000 hires annually, supported by low turnover.(09:38) Recruiters turn survey feedback into action plans that drive progress.(12:29) TA teams must balance tech adoption with maintaining human connection.(15:31) Early outreach and military transition programs expand future talent pipelines.(17:59) Referral sourcing shows strong results and is being scaled with the right tech.(21:01) Don't overlook small wins — celebrating success boosts team morale.(22:55) Own your data and use it to tell a clear, consistent TA story.Resources Mentioned:Josh Dudzikhttps://www.linkedin.com/in/joshdudzik/Inova Health | LinkedInhttps://www.linkedin.com/company/inovahealth/Inova Health | Websitehttps://www.inova.org/This episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiters #Recruiting #HRTech

SummaryIn this episode of the Pozcast, host Rhona Pierce speaks with Blair Bennett, Senior Vice President of Talent Acquisition at PepsiCo. They discuss the evolving landscape of talent acquisition, the importance of employer branding, and how technology is reshaping recruitment processes. Blair shares insights from her career journey, emphasizing the significance of innovation, candidate experience, and internal mobility within organizations. The conversation also touches on leadership strategies and the value of taking risks in one's career.Takeaways- Blair Bennett leads the Global Talent Acquisition function at PepsiCo.- Her career transitioned from political consulting to executive search.- Innovation is a key pillar of PepsiCo's employer brand.- Candidate feedback is collected at multiple points in the hiring process.- PepsiCo emphasizes internal mobility and employee development.- Technology is leveraged to enhance recruitment processes.- Strategic thinking is essential for talent acquisition leaders.- Taking risks is crucial for career growth and success.- Leadership should encourage teams to take risks and learn from failures.- Finding specific mentors can be more beneficial than seeking many. Chapters 00:00 Introduction to Talent Acquisition Innovations03:02 Blair Bennett's Journey in Talent Acquisition06:12 Leveraging Employer Brand at PepsiCo09:12 Enhancing Candidate Experience and Feedback11:57 Internal Mobility and Employee Development14:48 The Role of Technology in Talent Acquisition18:01 Leadership Insights and Career Advice      

Episode Notes In this episode of Talent Experience Live, we dive into the latest findings from Phenom's 2025 State of Candidate Experience Report, uncovering what today's job seekers expect — and where employers are falling short. Our analysis of Fortune 500 companies across 14 industries reveals a striking gap: while many organizations have upgraded their career site technology, few have mastered the art of hyper-personalization — using AI to tailor content, job recommendations, engagement strategies, and more to each candidate's unique profile and behavior. Join us to hear what's trending up, where companies are lagging behind, and how generative AI is changing the game for attracting, engaging, and converting candidates. Whether you're a Fortune 500 leader or a growing organization, this episode is for you. Get notified for all upcoming TXL episodes here: https://info.phenom.com/talent-experience-show-subscribe/

SummaryIn this episode of the Pozcast, host Rona Pierce engages with Jackye Clayton, a TA leader and founder of People Puzzles, discussing the complexities of trust in HR, the challenges of implementing HR tech, and the evolving role of AI in the industry. They explore the benefits of peer-to-peer mentoring in career transitions and the contradictions in traditional career advice, emphasizing the importance of community and networking in navigating these changes. Takeaways- Trust issues in HR stem from a lack of transparency.- Change is inherently difficult, especially in organizations.- AI should enhance efficiency, not create new problems.- Peer-to-peer mentoring offers valuable insights and shared experiences.- Organizations often prioritize speed over candidate experience.- AI tools are competing against each other in the hiring process.- Your online persona is as important as your resume.- Imposter syndrome can indicate that you are actually doing the work.- Community support is crucial during career transitions. Chapters 00:00 Introduction to thePOZcast and Guest Introduction00:58 Trust Issues in HR and Tech02:53 Challenges in HR Tech Implementation06:12 The Role of AI in HR08:55 Peer-to-Peer Mentoring in Career Transitions09:49 Contradictions in Career Advice15:08 Quick Fire Questions and Final Thoughts Networking is essential in a rapidly changing job market.    

Ready to take your executive search firm to the next level? In this can't-miss Industry Spotlight episode, host Kortney Harmon sits down with powerhouse Brent Orsuga—founder of Pinnacle Growth Advisors—to unpack the bold strategies and mindsets driving exceptional results in executive search.Key takeaways for executive search leaders:- From Recruiter to Trusted Advisor: Brent breaks down the difference between being an "influencer" and a true person of influence, sharing how to create real marketplace value and foster deeper client trust.- High-Performing Team Dynamics: Learn Brent's approach to metrics, accountability, and building teams that consistently deliver quality over quantity—moving beyond outdated call times to results-driven presentations.- Bullseye Hiring in 2025: Discover how elite firms are helping clients "upgrade" their talent rosters, and why being a specialist (not a generalist) is critical in today's market.- The Power of Pipeline Control: Brent reveals why having more top-caliber candidates than you think you need—and detaching from individual outcomes—leads to long-term, sustainable success.Is your brand positioning you as a partner or just another vendor? Are you relying on AI as a shortcut—or mastering the human elements tech can never replace?Listen now to get actionable insights and rethink what it takes to win big in executive search!_________________Follow Brent on LinkedIn: LinkedIn | Brent OrsugaWant to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Summary:In this episode of #thePOZcast, host Rona Pierce speaks with Matt Lavery, Director of Global Sourcing, Recruiting, and Onboarding at UPS. They discuss Matt's journey from a seasonal handler to a leadership role, the impact of AI and automation on hiring processes, and the importance of internal mobility and career progression within UPS. Matt shares insights on enhancing candidate experience, ethical considerations in AI usage, and valuable leadership lessons learned throughout his career.Takeaways- Matt Lavery's journey at UPS showcases the value of internal mobility.- AI and automation have significantly improved the hiring process at UPS.- Speed and transparency are key factors in candidate experience.- Understanding the problem is crucial before implementing AI solutions.- Leadership involves providing clarity and empowering teams.- UPS hires around 200,000 people annually, especially during peak seasons.- NPS scores indicate high candidate satisfaction with the hiring process.- Internal mobility pathways are essential for employee retention.- Technology can enhance the candidate experience and streamline processes.- Change management requires careful planning and communication. Chapters00:00 Introduction to the POScast and Guest Background01:21 Matt Lavery's Journey at UPS03:58 The Impact of AI and Automation on Hiring10:21 Enhancing Candidate Experience through Technology13:42 Internal Mobility and Career Progression at UPS17:50 Lessons Learned in Implementing AI in Hiring20:30 Leadership Insights and Hiring Myths22:12 Proud Moments and Closing Thoughts    

Unlock fresh perspectives on modern executive search operations in this can't-miss episode of The Full Desk Experience. Designed for executive search leaders, owners, and director-level decision makers, this conversation with Vaughn Emery, VP of Revenue Growth at Duffy Group, dives deep into the strategies powering next-level growth in today's recruiting landscape.Key insights include:The Duffy Group's unique, research-driven executive search model that builds deep, mission-aligned partnerships with clients.Transforming sales and process frameworks to balance consistency with flexibility, while keeping teams accountable—without micromanaging.The essential role of technology and AI in modern search, and why the human touch remains irreplaceable for quality outcomes.Tracking overlooked KPIs, like cost-to-hire and post-placement success, for smarter, client-focused results.Executive-level approaches to succession planning and long-term client value creation.Are you future-proofing your processes, or has your tried-and-true approach hit its ceiling? How much will AI truly change the game for executive search, and where is the human element irreplaceable?Press play now to hear first-hand strategies and practical wisdom you can use to elevate your search firm's success._________________Tools mentioned in this episode:Crelate – Mentioned as both the company the host is from (Kortney Harmon, Director of Industry Relations at Crelate) and the platform behind the podcast.Crelate Copilot – Crelate's AI assistant (“Copilot brings you recruiter intelligence…”)._________________Follow Vaughn on LinkedIn: https://www.linkedin.com/in/vaughnemery1/Want to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Looking to break through to your next revenue milestone or sharpen your firm's competitive edge? This episode is a must-listen for executive search leaders, owners, and directors ready to thrive—not just survive—in 2025.Key takeaways:AI as a Game-Changer: Hear how integrating AI thoughtfully (while keeping humans in the driver's seat) is reshaping the entire talent pipeline—without sacrificing the personal touch that defines executive search.Value Propositions & Client Relationships: Discover why revisiting your firm's unique value, saying “no” to bad business, and delivering genuine consultative partnership is critical to growth and differentiation.Metrics that Matter: Learn how top firms rely on clear ratios and KPIs to predict sustainable growth and quickly course-correct, ensuring consistent, high-quality performance across the board.Resilience & Adaptability: Get insider perspectives on operational pivots, team optimization, and bringing new talent into the business—especially during turbulent markets.Questions to ponder: Can AI ever fully replicate the intuition of a seasoned recruiter? What risks (or rewards) come from walking away from legacy clients or underperforming business models?Tune in for actionable strategies, candid war stories, and fresh perspectives to help your firm stand out—and scale up. Listen now!_________________About the Panelists:Todd Dawson began his professional career in law enforcement for 7 years and then nearly 7 years in insurance investigation prior to becoming a recruiting in 1985. Todd ran a successful insurance desk for 20 years and purchased the MRI franchise in 2002 from the office founder. During Todd's career with MRI, he was recognized as an MRI Regional winner 7 times, MRI National Account Executive of the Decade for the 90's, MRI CSAM of the Year in 1998 and MRI Lifetime Achievement Award in 2017. Todd's office was recognized as a Top 10 Office of the Year at MRI each of the office's last 2 years as an MRI franchise office. Todd is currently the Legal Practice Leader for WBP.Jen Meyer brings over 28 years of expertise in the search and recruitment industry. Before becoming a part of Govig & Associates, she served as the president and co-founder of North Coast ExecuSearch, Inc. for more than 13 years. Throughout her career, she has collaborated with a diverse array of organizations across various industries and scales, with notable focus on VP/C-Suite roles for firms under private equity ownership. Her impact has even propelled certain entities to double in size and achieve a revenue of over $1 billion. Recognized for her unwavering dedication and philanthropic endeavors, Jennifer is particularly esteemed for her role in mentoring top talents, nurturing their growth, and cultivating long-lasting business relationships that yield mutual benefits. Her resolute commitment to her profession and the industry ensures exceptional outcomes for all involved.Brian Kirlik is a forward-thinking talent strategist who believes the entire hiring system is fundamentally broken—on both the candidate and employer sides. Throughout his career, Brian has observed that while candidates lament the lengthy and frustrating application process, companies simultaneously complain of a weak talent pipeline. He sees this disconnect as both sides talking past each other, perpetuating the very problems they hope to solve. Determined to break the cycle, Brian is reshaping the way organizations and individuals approach hiring. He's a strong advocate for the transformative power of AI, believing it holds the key to connecting talent with opportunity on demand and in real time. But for Brian, the real solution lies at the intersection of innovation and empathy: boldly implementing AI while keeping the human element firmly in the driver's seat. He is committed to finding that balance, confident that with the right approach, both companies and candidates will benefit—and the future of work will be brighter for all._________________Tools mentioned in this episode:ChatGPT – Directly mentioned by Jen Meyer as one of the AI tools they use internally.Perplexity – Also specifically mentioned by Jen Meyer as a tool they use for research and summarization.Crelate – Mentioned as the team's ATS (Applicant Tracking System), with specific reference to “Crelate Co-Pilot,” their AI assistant for recruiters.LinkedIn – Referenced multiple times as a social platform for business development, recruiting, posting, and networking.Claude – Briefly mentioned by Kortney Harmon as a favorite AI platform especially for generating content and handling projects._________________Follow Jen on LinkedIn: https://www.linkedin.com/in/jmeyergovig/Follow Brian on LinkedIn: https://www.linkedin.com/in/briankirlik/Follow Todd on LinkedIn: https://www.linkedin.com/in/dawsontodd/Want to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

LIVE from Transform 2025! Video: We are proud to share Adam Posner's panel, Future-Proofing Talent Acquisition: Elevating the Candidate Experience Featuring: Ariana Moon, VP, Talent Planning & Acquisition, Greenhouse Software Cori Faro, VP, Talent Acquisition, Okta Panel Description: In today's competitive talent market, a strong candidate experience is no longer a nice-to-have—it's a business imperative. Every interaction, from the first touchpoint on your career site to onboarding and beyond, shapes how candidates perceive your company and influence their decision to join. This panel brings together TA leaders to explore how organizations can design an engaging, transparent, and inclusive candidate experience. Attendees will gain insights into strategies for personalizing the hiring process, reducing friction, and ensuring that every candidate—whether hired or not—walks away with a positive impression of the company. Key Takeaways: Best practices for delivering a seamless, engaging candidate experience. How to leverage automation and AI without losing the human touch. Strategies to ensure transparency, fairness, and inclusivity in hiring. The impact of employer branding on candidate perception and long-term talent attraction. The Future of Hiring – Live from Transform 2025 Live from Transform 2025, we're bringing you an exclusive podcast series packed with insights from some of the brightest minds in hiring, talent strategy, and workforce transformation! In this series, we've got incredible guests from Okta, Tubi, Edelman, Greenhouse, Findem, and more, sharing how top organizations are rethinking hiring, culture, and talent acquisition in today's fast-changing world. Greenhouse combines a structured, data-driven hiring approach with AI-embedded workflows that empower recruiters to focus on strategic, high-impact work. From sourcing top talent to personalizing the candidate experience, Greenhouse streamlines and optimizes the entire hiring process. This ensures that every hire is the right hire—eliminating bias, creating fairness, and helping teams make smarter, faster decisions. Over 7,500 companies, including HubSpot, Duolingo, and J.D. Power, trust Greenhouse to build better teams and turn talent into a strategic advantage. Want to learn how today's top companies are winning the talent game? Tune in now and visit Greenhouse.com to transform the way you hire. Thanks for listening. Please follow us on Instagram @NHPTalent and X @AdamJPosner. Visit www.thePOZcast.com for all episodes.

In this episode, Nolan Church and Kelli Dragovich interview Troy Sultan who shares his journey from Google to founding Guide, an AI-powered recruiting coordination platform. Sultan challenges traditional recruiting assumptions, arguing modern candidates prefer transparency, speed, and self-service options that let them control their hiring experience.*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.Support HR Heretics Sponsors:Planful empowers teams just like yours to unlock the secrets of successful workforce planning. Use data-driven insights to develop accurate forecasts, close hiring gaps, and adjust talent acquisition plans collaboratively based on costs today and into the future. ✍️ Go to https://planful.com/heretics to see how you can transform your HR strategy.Metaview is the AI assistant for interviewing. Metaview completely removes the need for recruiters and hiring managers to take notes during interviews—because their AI is designed to take world-class interview notes for you. Team builders at companies like Brex, Hellofresh, and Quora say Metaview has changed the game—see the magic for yourself: https://www.metaview.ai/hereticsKEEP UP WITH TROY, NOLAN + KELLI ON LINKEDINTroy: https://www.linkedin.com/in/troysultan/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—LINKSGuide: https://www.guide.co/—TIMESTAMPS:(00:00) Intro(01:10) Troy's Exit from Google(01:44) The Cookie-Based Sales Strategy(02:54) Resource vs. Gem(03:33) Product vs. Go-to-Market Lessons(05:23) Selling to Gem(07:31) The Acquisition Strategy(09:25) Working with Brokers(11:46) Marketing to HR Leaders(14:05) Sponsor: Planful | Metaview(17:05) The Value of Candidate Experience(19:42) Company Priorities vs. Actions(22:20) Guide: AI-Powered Recruiting Coordination(24:35) AI Adoption Challenges(26:18) Authors vs. Editors Framework(27:44) How Aria Works(30:18) World-Class Candidate Experience(31:31) The Self-Service Revolution(34:03) Customer Industries and Use Cases(37:20) Human Experience Across Job Types(40:03) The Cultural Shift to Self-Service(42:47) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com