Podcasts about hiring managers

Sometimes an interview is an hour. Sometimes it's several rounds stretched across multiple days. And sometimes you finally get time with the hiring manager… and the calendar invite says 30 minutes. That's when many job seekers make the same mistake. They think I need to cram everything in. So they start walking through their résumé, overexplaining their background, stacking story after story, and trying to prove every qualification they've ever had. But that's not what a 30-minute interview with the hiring manager is about. The hiring manager is not trying to memorize your entire career history. They're trying to make a few key decisions quickly: Do I like this person? Do they fit our team and environment? Can they help us achieve our goals? What will they actually be like to work with? Today's lesson covers THE 4 areas you absolutely must win when you only have 30 minutes with the hiring manager. Because when the interview window is short, quality beats volume every time. If you'd like to build a great career and lead a rewarding life, check out some of these other places where I share my teachings:   1. Check out the milewalk Academy, my coaching and training site, for freemiums and premiums. 2. I have hundreds of educational and inspirational videos on my YouTube Channel. 3. Grab any of my four books related to career development, interviewing, hiring, and goal setting. All can be found on my Amazon Author Page. 4. Follow me on Instagram, LinkedIn, Twitter (X), TikTok, Threads, and Facebook. 5. Stay in touch with me in your email inbox by joining my newsletter here! --Andy

Die meisten Kandidaten üben ihre Antworten. Aber sie verstehen die Fragen nicht. Und genau das entscheidet im Interview über Angebot oder Absage.Jan Nordh hat über Jahre in Debrief-Meetings gesessen und gehört, was Hiring Manager über Kandidaten sagen, sobald diese den Raum verlassen haben. In dieser Folge dreht er den Tisch um und zeigt das Interview von der anderen Seite: Was wird bei Fragen wie Erzählen Sie etwas über sich, Was ist Ihre größte Schwäche oder Warum verlassen Sie Ihre Rolle wirklich bewertet? Mit der Brille des Enterprise-Sales: Der Hiring Manager ist der Economic Buyer, und Sie verkaufen genau ein Produkt, sich selbst als Lösung für sein Problem.Du erfährst:Warum Erzählen Sie etwas über sich keine Aufwärmfrage ist, sondern die erste bewerteteDen Satz, den Hiring Manager im Debrief denken, wenn Sie über den alten Arbeitgeber herziehenDie saubere Gehaltsstrategie: recherchieren, ankern, die Frage zurückdrehenWarum das Angebot fast nie an den besten Lebenslauf geht, sondern an den besten FitFür IT-Vertriebsprofis, Enterprise Account Executives, Sales Leader und alle, die in Cybersecurity, Enterprise Software und AI im DACH-Raum und in den Nordics ihren nächsten Karriereschritt machen wollen.https://www.nordh.de

Warum bekommen qualifizierte Kandidaten das Angebot nicht – obwohl sie auf dem Papier perfekt passen? Oft liegt es weder am Lebenslauf noch an der Erfahrung. Es liegt an einem Verhaltensmuster, das Hiring Manager instinktiv abschreckt: Pick-Me-Energy.In dieser Folge erklärt Jan Nordh, Gründer von Nordh Executive Search und seit 19 Jahren spezialisiert auf Senior- und Executive-Rollen in Cybersecurity, Enterprise Software und AI-Infrastruktur, warum das Gegenteil von Pick-Me-Energy nicht Arroganz ist – sondern Alignment.Du erfahrst:Was Pick-Me-Energy konkret im Interview ausloest – und warum erfahrene Hiring Manager sofort reagierenWarum Alignment – die präzise Verbindung deiner Skills zum spezifischen Job-Kontext – entscheidender ist als jeder Selbstpraesentation-TrickWie die Incentive-Struktur interner Recruiter funktioniert – und wie ihr sie versteht, ohne euch zu verbiegenDie drei konkreten Verhaltensaenderungen, die den Unterschied machenDiese Folge richtet sich an IT-Sales-Professionals, Enterprise Account Executives, Cybersecurity-Kandidaten und alle, die verstehen wollen, wie sie in Senior-Interviews als klare, respektierte Gegenüber auftreten – statt als jemand, der darauf wartet, ausgewaehlt zu werden.Keywords: Jobinterview Enterprise Sales, Vorstellungsgespraech Tipps, Alignment Karriere, Recruiter Incentives, Cybersecurity Jobs DACH, IT Sales Nordics, Executive Search, Senior Kandidat Interview, Pick Me Energy, Kandidatenpositionierunghttps://www.nordh.de

Warum scheitern selbst starke Enterprise-Sales- und Cybersecurity-Profile oft schon in den ersten Sekunden?Nicht wegen mangelnder Erfahrung.Nicht wegen fehlender Keywords.Sondern weil ihr Lebenslauf kein klares Bild vermittelt.In dieser Episode spreche ich darüber, wie Hiring Manager, Recruiter und Headhunter wirklich CVs lesen — und warum die meisten Lebensläufe im IT-Vertrieb viel zu lang, zu generisch und zu austauschbar sind.Das erwartet Sie:Warum ein ATS Sie meist nicht „automatisch aussortiert“Die drei Fragen, die ein Headhunter in den ersten Sekunden beantwortet haben willWarum Aufgaben nichts sagen — Ergebnisse dagegen allesWelche Kennzahlen in einen Enterprise-Sales-CV gehörenDie häufigsten Fehler bei Senior-Level-CVsWarum Ihr CV kein Archiv, sondern ein Verkaufsdokument istWie Top-Performer ihren eigenen „Elevator Pitch“ klar positionieren

AI RECOMMENDATION VS HUMAN JUDGEMENT - PT2. Can we detect, assess, train for and hire for 'human judgement'?   Following our amazing conversation a month ago, we're back with Pt2 of our conversation on AI Recommendation vs Human Judgement. This time, we're going to examine whether it is possible to hire for human judgement, whether this should be a quality we actively look for and cultivate in existing employees?   • Defining the Undefinable – Breaking down "judgment" into observable, assessable components - pattern recognition, ethical reasoning, contextual awareness, and decisive action under uncertainty - that separate humans from sophisticated autocomplete   • The Automation Paradox – How over-reliance on AI recommendations actually atrophies human judgment skills in your workforce, creating dangerous dependency loops where no one questions the machine   • Detecting Algorithmic Deference – Identifying the warning signs in candidate behavior and employee decision-making that reveal someone who executes recommendations versus someone who evaluates them   • Assessment Science for Judgment – Moving beyond situational judgment tests to immersive, real-time simulations that reveal how candidates actually react when AI advice conflicts with observable reality   • Training Judgment in an AI-Saturated World – Practical frameworks for developing judgment capabilities in employees who've never made decisions without a digital safety net—and why this is now a retention imperative   • The Hiring Manager's Dilemma – When your own recruitment process is AI-driven, how do you spot candidates with superior human judgment? Breaking the recursive trap of algorithms hiring for algorithmic compliance   • Ethical Override Readiness – Case studies of catastrophic AI failures in hiring, finance, and healthcare—and the specific judgment capabilities that could have prevented them   • Cognitive Diversity vs. AI Consensus – Why homogenized "best practice" recommendations produce blind spots, and how to build teams whose judgment complements rather than mirrors algorithmic output   • The Speed vs. Deliberation Spectrum – Redesigning workflows and roles to protect space for human judgment without sacrificing the efficiency gains AI legitimately delivers   • Future-Proofing Leadership Pipelines – Why succession planning must now explicitly screen for judgment autonomy—and how to identify high-potentials who won't become mere executors of AI strategy     We're on Friday May 8th, 2pm BST. Save your seat (click on the green button) to register and follow the channel here (recommended) to be notified whenever we go live with a new show.   Ep379 is sponsored by Greenhouse   What do high-performing TA teams look like in 2026? Greenhouse analyzed data from over 6,000 companies and over 640M applications over the last 3 years to understand how recruiters are really doing and how hiring teams can keep up with industry standards.   Check out their new benchmarking report, The Hire Standard.

In this episode of The Career Transition Experts, we explore how AI is reshaping the hiring landscape and how job seekers can use the same tools to their advantage.We break down exactly how employers, hiring managers, and agency recruiters are leveraging AI today: primarily to screen hundreds of resumes and get down to a shortlist of 10 to 20 candidates. Understanding this process is the first step to beating it.You'll learn how to use AI to align the language on your resume and LinkedIn profile with what hiring managers are actually searching for plus a simple but powerful resume formatting trick that's been getting applicants noticed.Our guest, Michael Neece, is a Chief Product Officer at Bowmo Inc and Interview Mastery.Michael is a TEDx speaker and former Interview Master at Monster.com who has also appeared and contributed on NBC, ABC, CBS, Fox News, Financial Times of London, The Wall Street Journal, MSNBC, and NY Times. He works with job seeking executives and Michael consults to hiring companies to improve their hiring processes. You may contact him at michael.neece01@gmail.com.If you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Resume and Strategy Review session - click here for more information.

Recruitment Storytelling: Secrets Every Hiring Manager Must Know  | Denise Chaffin #recruitmentstrategy #talentacquisition #hiringtipsHiring is not only about filling roles. It is about telling the right story to the right candidate at the right time. Please visit our website to get more information: https://swangroup.net/ In this episode, I sit down with Denise Chaffin, founder of Top Source Talent, to break down what separates average recruiters from top performers. With decades of experience, she shares how recruiting has changed and what still works today.We talk about how storytelling helps attract better candidates, why candidate experience matters more than ever, and what companies often get wrong in hiring. Denise also explains the real challenges behind negotiation, retention, and building strong hiring strategies.You will learn:What makes a great recruiterHow to improve your hiring processWhy storytelling is key in recruitmentHow to attract and retain top talentIf you want to improve your recruitment strategy and hire smarter, this conversation will give you practical insights you can apply right away.Links from this episode:Get to know more about Steven Swan: https://www.linkedin.com/in/swangroup Get to know more about Denise Chaffin: https://www.linkedin.com/in/denisechaffin Check out Denise's podcast: https://topsourcetalentllc.com/podcast 

If you've ever wondered what actually gets discussed behind closed doors when companies are hiring, promoting, or handing out pink slips, this episode is like a backstage pass. Amanda Goetz sits down with Deepali Vyas, a veteran executive recruiter and career coach who's spent 25 years in the boardrooms on Wall Street. She's also one of the most followed career experts on the internet.  She's advised Fortune 500 CEOs, hedge funds, and private equity firms on their most senior hires—and she's here to spill everything they never told you. The timing couldn't be better. Between mass layoffs, rapid AI expansion, and an unpredictable job market, navigating your career right now feels harder than ever. Deepali breaks down exactly what's changed, what still works, and what you need to stop doing right now—from the resume mistakes that get you filtered out in six seconds (!!!), to why loyalty to a company is not the flex you think it is, to the 5-5-3 networking rule that actually moves the needle when you're on the market. We're also getting into the closed-door conversations that decide who gets laid off, the one move that makes hiring managers want you more, and the corporate truth that might sting a little: your manager is not your mentor. If you've been playing checkers with your career, this is your invitation to start playing chess. Tune into the episode to find out how. Key Takeaways Talent alone won't get you promoted—visibility will.  Your manager is not your mentor.  Everyone has skills. What separates people is proximity. BLUF: Bottom line up front. Build your external brand while you're still employed.  Why you should leave your job when you're winning.  When you're job searching, use the 5-5-3 rule: five texts to people in your network, five days a week, and aim for three meetings. 00:00 Intro 03:12 Deepali's career origin story 05:41 Being underestimated as a superpower 06:13 Talent alone isn't enough: visibility & access matter most 08:14 Managing up & the power memo 13:58 Checkers vs. chess: playing the long game 15:57 Leave when you're winning 17:30 Behind closed doors: what hiring really looks like 20:06 Resumes, layoffs & career resilience 22:54 The 5-5-3 rule 26:46 Becoming indispensable vs. high impact 32:21 Rapid fire: resumes, LinkedIn & interview tips GUEST LINKS IG: https://www.instagram.com/the_elite_recruiter/ TikTok: https://www.tiktok.com/@elite.recruiter Subscribe to Deepali's newsletter: https://eliterecruiter-newsletter.beehiiv.com/ FOLLOW THE PODCAST IG: https://www.instagram.com/girlboss/ | TikTok: https://www.tiktok.com/@girlboss  Amanda Goetz: https://www.instagram.com/theamandagoetz/  https://girlboss.com/pages/ambition-2-0-podcast  SIGN UP  Subscribe to the Girlboss Daily newsletter: https://newsletter.girlboss.com/  For all other Girlboss links: https://linkin.bio/girlboss/ ABOUT AMBITION 2.0  Powered by Girlboss, Ambition 2.0 is a podcast where we'll be exploring what it really means to "have it all" in work, family, identity, and self… and if it's actually worth it. Each week, you'll hear from hardworking women who've walked the tightrope of ambition. They'll share their costly mistakes, lessons learned, and practical tips for how to have it all and actually love what you have. Learn more about your ad choices. Visit megaphone.fm/adchoices

Summary: This episode closes Phil and Darrell's 3-part series on the marketing ops job market with the question they've been building toward: what do you ask the company? Darrell shares a firsthand account of taking a job under financial pressure, ignoring red flags he recognized in the moment, and landing in a toxic environment within months. What follows is a structured set of interview questions across 6 categories, from leadership self-awareness to what happened to the last person in the role, designed to help you separate the job offer from the job reality. If the only question you've ever asked at the end of an interview was about growth opportunities, this episode is going to change how you think about that conversation.In This Episode:(00:00) - Intro (01:09) - In This Episode (01:42) - Sponsor: MoEngage (02:40) - Sponsor: Knak (06:06) - What to Figure Out Before You Ask a Single Interview Question (12:19) - How to Test a Hiring Manager's Self-Awareness in a Single Question (18:14) - How to Find Out If a Hiring Manager Can Handle Being Wrong (24:37) - Sponsor: GrowthLoop (25:41) - Sponsor: Mammoth Growth (26:46) - Why "When Did You Last Take a Vacation?" Is the Most Revealing Culture Question (32:09) - How to Find Out If a Company Sticks to Its Priorities or Changes Them Every Quarter (36:31) - How to Find Out What a Marketing Ops Role Actually Requires Before You Accept It (46:04) - Why Fear in a Peer Interview Is the Red Flag You Should Never Ignore What to Figure Out Before You Ask a Single Interview QuestionThe US healthcare system has a way of making bad career decisions feel necessary. When you're laid off with a family depending on employer-sponsored coverage, the clock starts immediately. Every week without an offer is another week closer to COBRA. That pressure doesn't make people irrational. It makes the math of a job offer feel different than it normally would.Darrell Alfonso was in that position last year. A few months after getting laid off, he received what looked like a career comeback: a higher title, more responsibility, better pay, and benefits. The package was attractive enough that he pushed aside doubts surfacing during the process. He knew some things felt off. He took the job anyway. Within 2 months, he was having near-anxiety attacks, sleeping poorly, and barely present with his family. He left quickly. He has no regrets.Most interview prep points in a single direction: getting the offer. Candidates research companies, rehearse answers, and practice looking calm under pressure. The harder question, whether the offer is worth taking, gets almost no airtime. Phil frames this episode as being for people with enough options to ask both. That might mean multiple offers in play, the ability to keep searching while still employed, or simply enough runway to be selective. If you're in survival mode, some of this will still apply. But the questions work best when you have the leverage to actually act on the answers you get.Before choosing which questions to ask, decide what you're trying to find out. Phil and Darrell use what makes you happy at work as the starting filter. For some people it's ownership and interesting problems. For others it's stability, predictable hours, or family-friendly flexibility. Darrell puts the manager relationship at the top. Your boss marks your performance, sets your priorities, and shapes whether it feels safe to admit you're stuck or struggling. Career advice tends to understate how much that single variable determines whether someone thrives or burns out, regardless of how strong everything else looks on paper. The candidates who ask the sharpest questions are usually the ones who did that harder internal work first.Key takeaway: Before your next round of interviews, write down 3 things that would make you miserable in a role. Be specific: not "bad culture" but things like "a boss who overrides my work constantly" or "no flexibility on hours." Use that list as your filter when deciding which questions to prioritize. If a company can't answer those 3 things in a way that gives you confidence, the decision gets harder than it needs to be.How to Test a Hiring Manager's Self-Awareness in a Single QuestionThe most common reason people leave jobs is their manager. That gets cited often but rarely changes how candidates behave in interviews. Most people assess for chemistry from the vibe of the conversation, look for red flags in the standard answers, and hope the hiring manager turns out to be reasonable. Phil uses a more deliberate approach.His bank of questions for probing leadership self-awareness:What's something leadership got wrong in the last year?, What feedback do you get most often as a hiring manager?, What decision would you revisit if you could?, What's changed about how you lead over time?, What's something you're still figuring out about your leadership style?The first 1 does the most work. Every leadership team makes mistakes. If a hiring manager can't name 1, they're either hiding something or genuinely can't reflect on their own decisions. The answer that matters isn't the mistake itself. It's whether they can describe it clearly, explain what they took from it, and say what changed.Darrell pushes the same idea with a different angle: ask what issues a hiring manager has had with a former leader, or with a former direct report. If the answer sounds carefully managed, nothing too specific, nothing too negative, that polish is informative. People who have actually led teams through difficult stretches can name them. They have timelines, outcomes, and lessons. Vague answers suggest either limited experience or a preference for impression management over honesty.Phil's version of the final question in this category is direct: describe your worst boss ever, and why were they the worst? A hiring manager who answers with a real story, including what it cost their team and how they changed as a result, is giving you the most reliable signal available in a 30-minute conversation. Darrell used a version of this in a recent interview. He was upfront with his prospective boss about coming from a toxic environment. She responded by citing 2 specific bosses who had made her professional life difficult, described what each 1 got wrong, and connected it to how she tries to lead now. That answer built more confidence than the rest of the process combined.Leadership self-awareness is a practice developed through confronting moments where instincts were wrong and the team paid for it. The managers worth working for have had those moments and can talk about them specifically. The ones who can't usually haven't processed them.Key takeaway: Ask your next hiring manager: "What's something leadership got wrong in the last year?" Write down the answer verbatim as soon as the conversation ends. If the response is vague, hedged, or completely absent, you now have a data point that no amount of external research could give you. The managers worth working for have made real mistakes and can describe them specifically.How to Find Out If a Hiring Manager Can Handle Being WrongThere's a version of leadership that gets tolerated more than it should: the manager who hires people with deep expertise and then ignores them. The org chart implies delegation. The day-to-day contradicts it. You spend months delivering work that gets overridden by someone who hired you for your judgment and then second-guesses every call you make.Phil's set of questions for this goes directly at the pattern. Rather than asking whether a hiring manager is open to feedback in the abstract, ask for a specific instance: can you describe a time when s...

How is AI reshaping hiring—and what risks are emerging? Join Ekine Akuiyibo (COO, Socotra) and Madeline Mann (HR Leader & Founder, Self Made Millennial) as they break down … Read More » The post When AI Becomes the Hiring Manager: Risks Every Leader Should Know appeared first on Insurance Journal TV.

In this episode, Dr. Steve Vargo tackles a frustrating experience nearly every practice owner has lived through: a candidate who interviews beautifully, gets hired with confidence — and then quietly unravels six weeks later. Why does this keep happening? Drawing on research into hiring psychology and behavioral science, Steve makes the case that bad hires aren't bad luck — they're the predictable result of a broken process. The gut instinct we rely on in interviews turns out to be one of the weakest predictors of job performance. Meanwhile, the approaches that actually work are ones most independent practices have never been taught. In this episode, Steve breaks down the most common places the hiring process goes sideways, why interviews are performance environments that reward the wrong things, and what a smarter — and surprisingly simple — approach looks like in a real-world practice setting.  

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/

Most interview advice tends to come from the candidate's perspective - how to prep, share your experiences, and follow up. This conversation pulls back the curtain on the other side of the table. I spoke with hiring leaders from Netflix, Rippling, and EvenUp to learn how three great, yet operationally-different companies evaluate candidates. Surprisingly, all three leaders agreed on one core truth: most candidates are operating from a playbook that's two years out of date. AI has upended the job-search landscape: old signals are table stakes, and the goal posts have changed.Key topics:• The new PM: Why companies are looking for candidates who “push the limits of what's possible”• The shift from behavioral to scenario-based questions• Does pedigree still matter? Why trajectory is the new alternative signal for recruiters• The three things that now separate a great take-home case study submission from a generic one• Why case study presentations are still valuable - and help demonstrate core PM skills• Whether website applications actually get looked at and why referrals are more binary than most people think• How to signal drive and a frontier-pushing mindset when everyone claims to be a high performerWhere to find Nikhyl• Twitter/X• LinkedInWhere to find McKenzie• LinkedInWhere to find Sam• LinkedInWhere to find Sarah• LinkedInJoin The Skip• Skip Coach• Skip CommunityFind The Skip• Website• Substack• YouTube• Spotify• Apple PodcastsTimestamps00:48 Introduction 04:12 Meet our guests from EvenUp, Rippling, and Netflix09:06 How has the hiring process changed since COVID?11:17 Is AI fluency explicitly tested in interviews?12:42 Why quality and speed are favored over prioritization ability16:16 Past experience vs. scenario questions—where the balance is shifting19:52 Does pedigree still matter to hiring managers?23:10 Why trajectory is an underrated signal to index on26:43 Why the LinkedIn DM isn't dead29:31 Does the take-home case study still hold value in the AI era?33:21 Using case studies to screen for brevity, agency, and strategic thinking39:09 Rippling's product discussion and panel case study process43:52 Unpacking red flags in case study presentations45:43 The collaboration test: curiosity vs. defensiveness under pressure47:56 How to get noticed — are website applications even worth it?50:56 Where EvenUp proactively sources candidates53:00 Closing advice for mid-career PMs navigating today's job marketDon't forget to subscribe to The Skip to hear me coach you through timely career lessons. Access exclusive sessions from 100+ top product leaders at skip.coach. If you're interested in joining me on a future call, send me a note on LinkedIn, Threads, or Twitter. You can also email me at nikhyl@skip.community This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit theskip.substack.com

If you're a student, graduate, or early career professional trying to find your place in the energy sector, this episode matters because it breaks down what actually drives career progression beyond qualifications and job titles.In this conversation, I speak with Mona Setoodeh, an LNG specialist and Vice President, about how careers are really built in this industry from mentorship and self advocacy to hiring decisions and team dynamics.What stood out to me is that progression isn't just about technical ability. It's about how you position yourself, how you think, and how you show up in the room especially when it feels uncomfortable.We also get into the reality of interviews, what hiring managers are actually looking for, and how to create long term opportunities rather than just chasing the next role.

AI has made it easier than ever for candidates to produce a perfect-looking resume in minutes. The problem? Perfect doesn't mean honest.Hiring managers are now wading through hundreds of AI-optimised CVs that clear every ATS filter — but don't reflect the real person behind them. And the uncomfortable truth is this: candidates aren't cheating. They're playing the game you created.In this episode of Espresso With Lewis, Lewis Maleh — Founder & CEO of Bentley Lewis — breaks down what's really happening inside the hiring funnel right now:• Why AI resumes are winning on paper and failing in interviews• How junior employees with AI skills are out-earning their managers• The most in-demand executive role most companies aren't hiring for yet• The AI tools every hiring manager needs on their radar• Why the fix isn't banning AI — it's rebuilding around human judgmentIf you're a hiring manager, CHRO, or business leader trying to make sense of where recruitment is heading, this one's for you.───Espresso With Lewis is a weekly series from Bentley Lewis — sharp thinking on leadership, hiring, and the future of work. New episode every week.

0:00 - Introduction2:47 - What high-volume, high-stakes hiring looks like at Entain16:34 - Defining and running a behaviour-based hiring engine across 2,400 shops36:00 - The results Entain saw40:39 - The next challenge: transforming global hiring in Customer Care49:46 - TA Disruptor tipsTA DISRUPTORS Podcast

Der Iran-Krieg bedroht über die Sperrung der Straße von Hormuz globale Lieferketten: Öl, Helium für die Chipproduktion, Düngemittel und Memory-Chips aus Südkorea sind betroffen. Nvidia präsentiert auf der GTC 2026 die Vera-Rubin-Generation und plant $1 Billion Umsatz bis Ende 2027. Zusätzlich investiert Nvidia $26 Mrd. in Open-Weight-KI-Modelle. OpenAI streicht Nebenprojekte und fokussiert auf B2B, um Anthropics Aufholjagd ($19 Mrd. ARR) zu begegnen. OpenAIs Adult-Mode-Pläne beunruhigen das eigene Advisory Board. Sowohl OpenAI als auch Anthropic werben um Private-Equity-Firmen für KI-Beratungs-Ventures. Tesla plant eine Terafab für eigene Chip-Produktion. Meta entlässt bis zu 16.000 Mitarbeiter, um KI-Investitionen zu finanzieren. Musks xAI wird erneut umstrukturiert – "nicht richtig aufgesetzt". Digg entlässt alle Mitarbeiter und schließt die App. 59% der Hiring Manager geben zu, KI als Vorwand für Entlassungen zu nutzen. Ein Polymarket-Journalist erhält Todesdrohungen wegen Iran-Wetten. Big Tech startet eine Anti-Fraud-Allianz. Teenager verklagen XAI, weil Grok Nacktbilder von Minderjährigen erstellt hat. Unterstütze unseren Podcast und entdecke die Angebote unserer Werbepartner auf ⁠⁠⁠⁠⁠⁠doppelgaenger.io/werbung⁠⁠⁠⁠⁠⁠. Vielen Dank!  Philipp Glöckler und Philipp Klöckner sprechen heute über: (00:00:00) Iran-Krieg: Straße von Hormuz bedroht Lieferketten (00:20:35) Nvidia GTC 2026: $1 Billion Ziel und Vera Rubin (00:33:45) OpenAI fokussiert auf B2B, streicht Nebenprojekte (00:43:59) OpenAI Adult Mode: Berater warnen vor Erotik-Features (00:49:10) OpenAI und Anthropic werben um Private Equity (01:00:05) Tesla plant Terafab für eigene Chip-Produktion (01:04:13) Meta entlässt bis zu 16.000 Mitarbeiter (01:07:51) XAI-Umstrukturierung und Digg schließt App (01:10:05) AI-Washing (01:12:00) Polymarket: Todesdrohungen und Oscar-Insider-Trading (01:15:04) Big Tech startet Anti-Fraud-Allianz (01:17:16) Teenager verklagen XAI wegen Grok-Nacktbildern Shownotes Nvidia GTC 2026: $1 Billion Bestellungen für Blackwell und Vera Rubin - cnbc.com Nvidia investiert $26 Mrd. in Open-Weight-KI-Modelle - wired.com OpenAI streicht Nebenprojekte für Kerngeschäft - wsj.com OpenAIs Adult-Mode beunruhigt eigene Berater - wsj.com OpenAI sucht PE-Partner für Enterprise-KI-Venture - reuters.com Tesla-Aktie steigt dank Musks Terafab-Plänen - barrons.com Meta plant Massenentlassungen wegen KI-Kosten - reuters.com Musks xAI fängt erneut von vorne an - techcrunch.com Digg entlässt Mitarbeiter und schließt App - techcrunch.com AI-Washing: Stellenabbau als KI-Strategie verkauft - bloomberg.com Polymarket-Journalist erhält Todesdrohungen - spiegel.de Big Tech startet Allianz gegen Online-Betrug - axios.com Ex-Zalando-Chef Ritter wird Interims-CEO bei Kinnevik - manager-magazin.de Teenager verklagen Musk: Grok erstellte sexuelle Bilder - washingtonpost.com Meta investiert bis zu $27 Mrd. in Nebius KI-Infrastruktur - bloomberg.com

Von der Suche nach passenden Kandidat:innen, über die Sichtung der eingegangenen Bewerbungen bis zur finalen Personalauswahl hält der Recruiting-Prozess so manch eine Herausforderung bereit: Was, wenn da auf einmal ein Stapel von 400 Bewerbungen liegt und du musst sie – ohne ATS als Hilfe – sichten und bewerten? Oder wenn das Feedback der Hiring Manager:innen mal wieder auf sich warten lässt? Und was machst du, wenn sich die Top-Kandidat:innen kurz vor knapp doch noch als unpassend herausstellen?Recruiting ist Nervenkitzel. Zumindest gemessen an den Erfahrungsberichten, die HR-Professionals auf Reddit posten.Darius ist Recruiter bei dem mittelständischen IT-Unternehmen orgaMAX und schaut sich zusammen mit Podcast-Host Lisa die Challenges der Reddit-Nutzer:innen genauer an.Welche Probleme kommen ihm bekannt vor und wie würde er darauf reagieren?Höre jetzt rein und finde es heraus! 00:00–02:23 Menschen und ihre Geschichten – dafür begeistert sich Darius. 02:24–11:15 Jobmessen: früher top, heute flop? 11:16–20:25 Recruiter:innen kennen den Struggle: Was tun, wenn Hiring Manager:innen nicht mitarbeiten? 20:26–32:28 Bewerbungen sichten: 400+ Lebensläufe, 0 Erfahrung, kein ATS. 32:29–37:58 Interessen im Lebenslauf angeben – ja oder nein? Und wenn ja: Auch, wenn es Olivenöl ist? 37:59–47:00 Do's und Don'ts für den Auswahlprozess: Wann wird's zu lang? 47:01–49:27 Ein Tipp zum Schluss: „Das Bewerbungsgespräch ist kein Polizeiverhör.” 49:28–50:29 Mehr Recruiting-Storys gibt's bei Darius auf LinkedIn und bei uns im Podcast – jetzt folgen!Die Extra-Dosis Recruiting-Storys HR-Horrorstorys mit Markus: Im Personalwesen lebst du gefährlich. Bewerbungsgespräch, wie sie nicht laufen sollten, und Dominics Tipps, damit's besser läuft. Jettes und Reddits schrägste Recruiting-Erlebnisse. Die HR-Community fragt, Linh gibt Rat. Darius begeistert sich für Menschen und ihre Geschichten und findet die passenden Mitarbeiter:innen für orgaMAX. Jetzt vernetzen!Workwise ist der Recruiting-Partner für kleine und mittlere Unternehmen. Wir unterstützen dich bei der Optimierung und Vermarktung deiner Jobangebote auf 350+ Kanälen. Derzeit hilft Workwise über 2.000 Unternehmen dabei, passende Fachkräfte zu finden. Sei 2.001 und werde zu unserer nächsten Erfolgsgeschichte

AI product manager jobs are everywhere - but are they really different from regular PM roles? In this episode of Arguing Agile, Product Manager Brian Orlando and Enterprise Business Agility Consultant Om Patel wade deep into the muck-filled pool of hype vs. reality around AI-specific product management roles.Listen or watch to join us as we do the dirty work of discovering if most AI PM job descriptions are just copy-pasted PM responsibilities with 'AI' slapped on top, or if there's real insight to be found!Stick around past the buzzword bingo to learn:- the 'find and replace test' for job descriptions- the meaning behind "probabilistic vs. deterministic"- the real AI-specific skills that matter- how a 20-50% salary premium (and beyond) are justified- why we think continuous learning beats specializationWhether you're a product manager considering rebranding or a hiring manager crafting job descriptions, this episode will help you cut through the noise. #ProductManagement #AIPM #CareerDevelopmentMarty Cagan: Inspired: How to Create Tech Products Customers Love, The Lean Startup, Sinan Aral: The Hype Machine, Teresa Torres: Continuous Discovery HabitsLINKSYouTube: https://www.youtube.com/@arguingagileSpotify: https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3Apple: https://podcasts.apple.com/us/podcast/agile-podcast/id1568557596INTRO MUSICToronto Is My BeatBy Whitewolf (Source: https://ccmixter.org/files/whitewolf225/60181)CC BY 4.0 DEED (https://creativecommons.org/licenses/by/4.0/deed.en)

In this episode, Dave interviews Sydnee Mayers, product lead at Cribl, about the skills developers need to thrive in 2026.They discuss:How the development role is changingThe specific skills developers need going forwardHow organizations should handle the speed at which things are changing

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 :

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

About Fatemah Mirza Fatemah Mirza is a Certified Resume Master and the powerhouse behind CareerTuners, a premier career services firm she founded over 15 years ago. Her work has helped thousands of driven professionals break into top-tier organizations—including the United Nations, Big Four consulting firms, Fortune 500 companies, and even the White House. Her clients don't just land interviews; they double their salaries, reclaim their time, and walk away with the confidence to ask for (and get) what they truly deserve. A best-selling author and TEDx speaker, Fatemah is a sought-after expert regularly invited to speak at institutions like UCLA, CSUN, and ICOI. Her career tools and templates have been downloaded over 200,000 times, and her company boasts 200+ five-star Google reviews, cementing her reputation for delivering real, measurable results.   Episode Notes:  00:00 Leadership – Intro 09:53 Lesson 1: The Hidden Job Market Still Hires Faster Than Job Boards 16:17 Lesson 2: Negotiate the Role Before You Negotiate the Salary 24:38 Lesson 3: Know Your Red Flags and Neutralize Them Early 32:12 Affiliate Break 33:01 Lesson 4: Decode the Job Description to Expose the Hiring Manager's Real KPIs 41:04 Lesson 5: Use Your Skills to Create Opportunities for Others  

Episode 163 | Interview Insights from Recruiters and Hiring ManagersWhat actually matters in an interview?In Episode 163 of the Military Transition Academy Podcast, we share short, real-world interview insights from recruiters, hiring managers, and career professionals who are directly involved in hiring and career transitions.This episode features expert snippets from:Bobby Aragon – Global Talent AcquisitionTiffany Bradbury – Talent StrategistGarry Steensgard – People & Culture ManagerWilliam E. “Bill” Kieffer – Career Transition CoachCathy Miclat – Director, Career Services at Vets2PMMisty Moreno – Human Resources ProfessionalThese insights focus on what hiring decision-makers actually listen for, where candidates commonly miss the mark, and how professionals can explain their experience in a way that translates clearly to the civilian workforce.If you're preparing for interviews, navigating a career transition, or trying to better understand how recruiters and hiring managers evaluate candidates, this episode is for you!

If you're not ready to job hunt yet but you can feel a change is on the horizon and the idea of talking about your achievements makes your mind go blank, this episode is for you!Coming up with strong examples on the spot is one of the hardest parts of resumes and interviews! That's why creating a "best bits" tracker is one of the biggest gifts you can give your future-self!We break down how to turn yourself into a “best bits hunter,” what actually counts as a win (hint: it doesn't have to save the company money or change the world), and simple, realistic ways to track your examples so you'll actually stick with it.This habit does more than make resume writing easier. It helps you notice the impact of the work you're already doing, builds confidence over time, and gives future you a list of epic stories to use in interviews, pay rise conversations and promotion opportunities, without the last-minute panic.

It's a common myth that your resume is about you. It's not. In this episode, I discuss: What your resume is really aboutThe changes you need to make now to get noticedSupport the showJill Griffin, host of The Career Refresh, delivers expert guidance on workplace challenges and career transitions. Jill leverages her experience working for the world's top brands like Coca-Cola, Microsoft, Hilton Hotels, and Martha Stewart to address leadership, burnout, team dynamics, and the 4Ps (perfectionism, people-pleasing, procrastination, and personalities). Visit JillGriffinCoaching.com for more details on: Book a 1:1 Career Strategy and Executive Coaching HERE Build a Leadership Identity That Earns Trust and Delivers Results. Gallup CliftonStrengths Corporate Workshops to build a strengths-based culture Team Dynamics training to increase retention, communication, goal setting, and effective decision-making Keynote Speaking Grab a personal Resume Refresh with Jill Griffin HERE Follow @JillGriffinOffical on Instagram for daily inspiration Connect with and follow Jill on LinkedIn

If you have ever walked out of an interview thinking I nailed that and still did not move forward, this episode is your wake up call. Today, I'm breaking down one of the most common reasons qualified CSMs struggle to land offers even when they prepare and practice. Most candidates prep for every interview the exact same way, and it quietly works against them. Recruiters, hiring managers, and cross-functional partners may ask similar questions, but they are listening for very different signals.In this episode, I walk you through a smarter, more strategic way to prepare based on who you are interviewing with so you can tailor your answers without sounding scripted or inauthentic. By the end, you will know exactly how to shift your messaging so you come across confident, credible, and intentional in every round. If you are tired of guessing what interviewers want and ready to finally control the outcome, hit play and let's dive in. And if you want to discover the easiest and most effective way to prepare for your Customer Success interviews, watch my Free Training on how to Nail Your CS Interviews: https://customer-success-career.captivate.fm/nailinterviews02:37 – Why Memorizing Interview Answers Backfires (and What to Do Instead)8:13 – How to Prep Differently for Recruiters vs. Hiring Managers vs. Cross-Functional Teams14:42 – The "Checklist" Approach Recruiters Really Use And How to Make It Work for You21:23 – How to Show Hiring Managers You're the One Who'll Help Them Hit Their Goals 27:00 – Ways to Stand Out in Cross-Functional Interviews by Addressing What Each Team Actually Cares About10:44 – The Fastest Way to Level Up Your Interview Prep (Hint: It's All About the Interviewer's Perspective)Other Episodes You'll Love:Episode 3: Falling short in interviews? ACE your next Customer Success job interview with these simple tips!

Find out why brilliant candidates still miss out on job opportunities and why Gordon thinks we're in the midst of a job interview crisis, where candidates often show up underprepared. Host & Producer◼️Gordon Thane, BMSc, MPH, PMP®Production Notes◼️ Music from Johnny Harris x Tom Fox: The Music RoomSubscribe to the NewsletterSubscribe to The Insight newsletter so you don't miss out on the latest podcast episodes, live events, job skills, learning opportunities, and other engaging professional development content here.Leave Us Some FeedbackIf you enjoy our podcasts, be sure to subscribe and leave us a rating on Apple Podcast or Spotify, and spread the word to your friends to help us get discovered by more people. You can also interact directly with the podcast episodes on Spotify using the new “comment” feature! We'd love to hear what you think.Send us a Text Message to let us know what you think.

This week on Tapod we catch up with Jason Lau, Head of Talent Acquisition at hipages. From falling in love with the company 4 years ago when he joined on Valentine's Day, Jason takes us through recruitment processes at an innovative Tech business. Hiring mainly Sales and Tech roles, hipages current employer brand campaign is an absolute cracker and leans right in to the ‘feels' that allow prospective candidates to push behind the veil. We also explore CX with Hiring Manager boot camps, gender parity and being a certified ‘best place to work.' If you are looking for something very different—have we got something for you!Thanks to Greenhouse for partnering with us this month. 

Design roles are shifting fast and AI is speeding things up. In this episode of Future of UX, we dig into what's really changing in the UX world, which roles are emerging, and how you can stay ahead in a landscape shaped by automation, agents, and AI tools.You'll hear:Why roles like Interaction Designer aren't disappearing but evolvingWhat new job titles like “AI UX Designer” or “Design Ops” actually meanThe skills that make designers future-proof (and which ones won't matter as much)What hiring managers really want nowPlus: a real story of one of our bootcamp participants who landed her dream AI design job after sharing a case study on LinkedInThis episode is packed with clarity, energy, and practical advice whether you're just starting out or looking to reinvent your UX role for the future.

Learn more about Level 1 Functional Pelvic Health Practitioner programGet certified in pelvic health from the OT lens hereGrab your free AOTA approved Pelvic Health CEU course here.____________________________________________________________________________________________Pelvic OTPs United - Lindsey's off-line interactive community for $39 a month! Inside Pelvic OTPs United you'll find:​ Weekly group mentoring calls with Lindsey. She's doing this exclusively inside this community. These aren't your boring old Zoom calls where she is a talking head. We interact, we coach, we learn from each other.​ Highly curated forums. The worst is when you post a question on FB just to have it drowned out with 10 other questions that follow it. So, she's got dedicated forums on different populations, different diagnosis, different topics (including business). Hop it, post your specific question, and get the expert advice you need. More info here. Lindsey would love support you in this quiet corner off social media!

Watch the video recording of this Keynote here on YouTube.Check out JR Keller's Onboarding and Employee Success Cornell CourseOnboarding has a significant impact on the employee experience, with research showing it can boost new hire productivity by over 60% and decrease turnover likelihood by nearly 50%.In this Cornell Keynote, JR Keller, Associate Professor of Human Resource Studies at Cornell ILR School, and Beth Flynn-Ferry, Executive Director of the Center for Advanced Human Resource Studies, share insights into how effective onboarding enhances job satisfaction, confidence, organizational commitment, and employee well-being.Drawing on decades of academic research and real-world expertise, they will present four actionable tips to improve onboarding programs, equipping leaders to drive engagement, retention, and overall team success.What You'll LearnThe importance of preboarding and how to do it wellThe pivotal role the hiring manager — not HR — plays in onboardingThe importance of assigning an onboarding buddyHow to measure successEffective Interviewing Cornell Course https://tinyurl.com/2brlxtfxThe Center for Advanced HR Studies (CAHRS) https://www.ilr.cornell.edu/cahrs  Follow eCornell on YouTube, Facebook, Instagram, LinkedIn, TikTok, and X.

Recent graduates send out dozens of resumes without understanding what hiring managers actually notice in those critical first seconds. Learn the red flags that get you skipped and the proof points that land interviews. To learn more, visit: http://www.resumecatalyst.com/ Resume Catalyst City: Fort Collins Address: 155 N College Ave #110 Website: http://www.resumecatalyst.com/ Phone: +1 970 540 5163

Mike Johnson, Beau Morgan, and Ali Mac react to the Atlanta Braves promoting longtime bench coach Walt Weiss to manager to replace the retired Brian Snitker, and explain why they think the Braves hiring a manager from outside of the organization won't change how Liberty Media spends money.

In 2025, it's not about degrees or certifications, it's about real skills, AI-readiness, and strategic thinking. In this episode, Monica, a board-certified cybersecurity leader with 20+ years of experience, breaks down the 5 biggest shifts shaping the cybersecurity job market right now.• Why mindset and adaptability now outrank credentials• How AI is redefining job roles and hiring criteria• Why communication is the #1 skill for cybersecurity leaders• How skill stacking gives you a salary and career edge• How compliance and regulation are changing hiring in Europe and beyondWhether you're an aspiring CISO, a security analyst, or pivoting into cybersecurity, this episode gives you the insights you won't hear anywhere else.Looking to become an influential and effective security leader? Don't know where to start or how to go about it? Follow Monica Verma (LinkedIn) and Monica Talks Cyber (Youtube) for more content on cybersecurity, technology, leadership and innovation, and 10x your career. Subscribe to The Monica Talks Cyber newsletter at https://www.monicatalkscyber.com.

The Tests and the Rest podcast is always focused on exploring essential topics in testing, admissions, education, and learning with amazing expert guests. Sometimes, though, we enjoy an unstructured opportunity to discuss our own takes on major issues and ongoing adventures at the intersection of business and education. Catch up with us in the latest episode of EXTEMP with Amy & Mike. What are five things you will learn in this episode? How busy was last month for Amy and Mike? How can educators balance work and family? Should high school prepare teens for the work world? What is the status of TestBright Tutor Training? What's coming up in the next month for Amy and Mike? We definitely want to respond to listener questions in our next EXTEMP episode, so reach out to us on social media or get in touch through our contact page. Let's get this Tests and the Rest mailbag rolling! LINKS Is High School Meant to Be Job Training? The New Hire Readiness Report 2025: Insights from Hiring Managers on Entry-Level Workforce Preparedness ACT WorkKeys – Job and Career Assessments RELATED EPISODES EXTEMP WITH AMY & MIKE: September 2025 EXTEMP WITH AMY & MIKE: August 2025 EXTEMP WITH AMY & MIKE: July 2025 EXTEMP WITH AMY & MIKE: June 2025 ABOUT THIS PODCAST Tests and the Rest is THE college admissions industry podcast. Explore all of our episodes on the show page. ABOUT YOUR HOSTS Mike Bergin is the president of Chariot Learning and founder of TestBright, Roots2Words, and College Eagle. Amy Seeley is the president of Seeley Test Pros and LEAP. If you're interested in working with Mike and/or Amy for test preparation, training, or consulting, get in touch through our contact page.  

Are you sending out resumes and hearing nothing back?Here's the hard truth: hiring managers aren't always picking the most experienced candidate. They're choosing the one who positions themselves as the obvious choice.In this episode, I'll show you exactly how to:✅ Position yourself as the candidate every hiring manager wants to hire✅ Replace weak, boring resume language with impact-driven results✅ Understand what hiring managers actually look for in 7 seconds✅ Craft your one-line positioning pitch that makes you unforgettablePlus, I've created a free guide: 50 Power Verbs That Instantly Strengthen Your Resume. These are the exact words hiring managers look for when deciding who to interview.

In this episode of HR Heretics, Kelli Dragovich and Nolan Church sit down with LinkedIn's VP of Talent Solutions Mark Lobosco to discuss their new "Hiring Assistant" - an agentic AI tool automating recruitment intake, sourcing, and messaging. Today, early adopters are saving 4+ hours per role, reviewing 62% fewer profiles, and seeing a 69% improvement in InMail acceptance rates. They also discuss how AI will affect recruiting roles, candidate requirements, and why LinkedIn profiles are about to get that much more critical.*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 platform built for recruiting. Our suite of AI agents work across your hiring process to save time, boost decision quality, and elevate the candidate experience.Learn why team builders at 3,000+ cutting-edge companies like Brex, Deel, and Quora can't live without Metaview.It only takes minutes to get up and running. Check it out!KEEP UP WITH MARK, NOLAN + KELLI ON LINKEDINMark: https://www.linkedin.com/in/marklobosco/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—TIMESTAMPS:(00:13) Intro(01:24) Introducing Hiring Assistant: LinkedIn's First Agentic Product(03:20) The ChatGPT Moment: Microsoft Partnership Changes Everything(05:30) Inside the Intake Process: From Chat Interface to Candidate Search(08:44) The Magic of Agentic Sourcing: "Go Get a Cup of Coffee"(10:06) Purple Squirrel Syndrome: Faster Feedback Loops for Hiring Managers(11:21) "I Love My Job and I Hate My Day": The Recruiter's Dilemma(12:06) Sponsors: Planful | Metaview(14:34) LinkedIn Profile Optimization: The New Resume Reality(17:04) ATS Integration: The Next Generation of System Connect(18:33) The Beginning of the End of Sourcing(19:26) Charter Customer Success: Global Construction Company Results(22:30) AI Tool Overwhelm: What Does This Replace?(26:33) Product Access: Who Gets Hiring Assistant?(27:00) The Open to Work Banner Debate(28:12) Profile Pictures and Bias: Microsoft's Responsible AI Approach(30:22) 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

In this episode of FP&A Tomorrow, host Paul Barnhurst is joined by William Spengler, founder of Frederick Fox, a recruiting firm specializing in placing top-tier finance and accounting talent. They discuss what employers are looking for in FP&A professionals and the growing demand for technical skills such as Power BI, Tableau, and SQL. William shares insights into the current job market, what makes candidates stand out, and why effective communication and a curious mindset are essential for success in finance. The episode is packed with practical advice for job seekers and finance professionals looking to advance in their careers.William is the founder and principal of Frederick Fox, a recruiting firm that specializes in placing finance and accounting talent. Since its launch in 2019, Frederick Fox has grown rapidly, serving over 700 clients with a team of 55+ experienced recruiters. The firm has achieved this growth without outside funding, focusing on speed, accountability, and results. Frederick Fox has redefined the recruiting process, prioritizing lean systems and performance-based partnerships to help companies make confident hires. Outside of work, William is a guitar-playing father of three, a math nerd turned entrepreneur, and an enthusiast of spicy food and hot yoga.Expect to Learn:Why accounting and finance roles are becoming more crucial to businesses todayHow to stand out as an FP&A candidate in a competitive job marketThe importance of mastering technical tools like Power BI, Tableau, and SQLWhy humble curiosity is key to becoming a better business partnerHow recruiters assess FP&A candidates and what skills they prioritizeHere are a few quotes from the episode:“Accountants are becoming like the new software engineers. They're in high demand and increasingly critical to business operations.” - William Spengler“The biggest mistake candidates make is not reaching out directly to hiring managers with relevant examples. Networking is key.” - William Spengler“If you're not networking continuously, you're not future-proofing your career.” - William SpenglerWilliam Spengler shared valuable insights into the FP&A job market, highlighting the demand for technical skills, the importance of effective communication, and the value of humble curiosity. His practical advice on networking, understanding business needs, and positioning yourself for success will help both job seekers and finance professionals advance in their careers. World-class Digital FP&A Course Bundle: Sign up for over ten hours of video content with 4 different courses and 8 modules on FP&A topics, including: Business Partnering, Data Analysis, Financial Modeling Design Principles, and Modern Excel. Use code Podcast to save 25%. What are you waiting for? Sign up today: https://bit.ly/4decOf3Follow FP&A Tomorrow:Newsletter - Subscribe on LinkedIn - https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=6957679529595162624 Follow William:LinkedIn - www.linkedin.com/in/william-spengler-2193433aWebsite: https://frederickfox.com/Facebook:

Cameron-Brooks June 2025 Career Conference Review: Insights for Your Military-to-Business Transition Transitioning from the military to a professional business career is a pivotal moment for any Junior Military Officer (JMO). At Cameron-Brooks, our mission is to help JMOs navigate this career transition with clarity and confidence through a three-step approach: 1) Prepare 2) Search 3) Launch Our June 2025 Post-Conference Review offered a deep dive into the April Career Conference results and shared actionable insights for those preparing for the August 2025 conference, and those in the Cameron-Brooks Development and Preparation Program. I was joined by three recent Cameron-Brooks Alumnus who attended the Conference: Jesse DeVries (Caterpillar), Patrick McMahan (Intuitive Surgical), and Connor McNamara (Optimized Process Designs, LLC - a Koch Engineered Solutions company. Whether you are actively preparing for your transition or simply exploring what's possible, here are the biggest takeaways from our latest Career Conference and alumni panel. June 2025 Conference Recap: A Fast-Paced Career Launchpad The Cameron-Brooks Career Conference is a 4.5 day, high-intensity event, where you'll meet with Hiring Managers for open positions from industry leading companies spanning across multiple industries. At the June Conference, 46 JMOs attended, and 445 interviews were conducted. Every single JMO was "pursued" to the next round of interviews. These open positions are highly complex, designed to be filled by high-performing junior leadership talent in order to get into a company's succession planning. With about two openings per position on average, some opportunities were highly competitive single openings, while others offered broader geographic flexibility and multiple openings. Every JMO had multiple pathways to success.  Navigating the Market and Maximizing Interviews Despite a competitive economy - high interest rates and unemployment hovering around 4.2% (Which is relatively normal) - The JMOs interviewed for premium roles in leadership, operations, sales, and engineering. Key lessons from the conference: Be a Giver: Successful candidates focused on solving the company problem first (The open position). When candidates successfully connected their background, built rapport and demonstrated genuine interest in that position, the companies reciprocated with a pursuit for the next round of interviews, and then offers onsite. Preparation Drives Pursuits: The best-prepared JMOs - those who dressed for success, mastered their stories, and tailored their answers - earned the most follow-up interviews. There was a direct correlation between time spent in preparation (Phase 1 -Preparation), and successfully launching (Phase 3 - Launch). Embrace a Broad Search: Flexibility in industry and location opened the door for a broader search (Phase 2 - Search). The average time from conference to signed offer was 13.25 working days, with some candidates accepting in as few as six working days. Preparing Like a Pro: The Cameron-Brooks Process Our alumni panel reinforced the importance of preparation prior to, during, and post-conference. Pre-Conference Development & Preparation Program (DPP): Build your foundation, refine your stories, and understand how your military experience translates. Study Groups: Considered the most valuable tool for refining answers and building confidence. Mock Interviews: Essential to remove military jargon and communicate stories effectively. Reading List: Builds business acumen and helps connect with the interviewers, and recognized industry practices and topics such as: Lean, Six Sigma, Data Analytics, etc. During the Conference Company Briefings: Every JMO received a 30-minute briefing on every company they interviewed with accelerating their knowledge on each company, and what skills were necessary to connect on and be su...

Think your interview skills are top-notch but still walking away empty-handed? You might be leaving points (and offers) on the table…without even knowing it.In this episode, I'm pulling back the curtain on the real way interviewers score your answers and why vague talk tracks are quietly wrecking your chances. We'll dive into the truth about the interview scorecard system, run through real-life answer transformations (from bland to “Hire them now!”), and I'll reveal the tiny shifts that separate “meh” candidates from absolute standouts in today's hyper-competitive Customer Success market.You'll walk away knowing exactly how to turn your stories into high-scoring, offer-earning answers so you finally stand out, leave no doubt, and get the job you deserve. Curious what your go-to interview stories are really scoring in the eyes of a hiring manager?Hit play now because the details you're missing might be the only thing standing between you and your dream role.

In this Tactical Tuesday episode, we continue on with our hiring manager series — this time, Sam and Natalia dive deeper into building trust with hiring managers. Understanding hiring managers — their needs, their communication styles, and success metrics — is how you build trust. But what does that all really look like in practice? Sam and Nat emphasize the importance of creating a 'greatest hits' list of successful candidates, using mirroring as a trust-building tactic, and establishing a recruitment wiki to streamline processes and knowledge sharing. Chapters:00:00 - The recruiter's playbook for winning hiring manager trust03:15 - How to use your track record to build hiring manager trust05:40 - Mastering communication styles for better hiring manager alignment09:11 - The art of calibrating on must-have candidate traits12:38 - Using recruitment metrics to prove your value and build trustExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Natalia Bullett (a CSM here at Loxo) joins us again to discuss more strategies for in-house and agency recruiters.Today, she walks Sam through some of the dynamics of working with multiple hiring managers — from the importance of creating customized templates and the value of pipeline review calls to the need for tools that enhance communication and collaboration. The biggest takeaway? As a recruiter, you're a strategic partner to hiring teams — and you can help set the tone for the collaboration and the overall success of the partnership. Chapters:00:00 - Becoming a strategic partner to your hiring managers02:35 - Tailoring your recruiting process for different departments05:55 - The value of pipeline review calls and candidate scorecards08:10 - The power of sharing recruiting metrics early and often11:05 - Improving your time-to-hire with the right communication12:59 - Translating team objectives into a winning recruiting strategyExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Jason Bryll is a healthcare analytics expert and hiring manager with nearly two decades of experience. In this episode, Jason explains what healthcare analytics entails, why it's essential, and the role of AI in the field. More importantly, you'll learn how to stand out to hiring managers-- even in today's market!Wanna dive further into healthcare analytics? Here's your next podcast:

Hiring managers don't care about your credentials, your jargon, or how smart you sound. They care about whether you can solve their problems, fit into their culture, and stay long enough for them to hit their retention goals. The post #789 Your Resume Repels Hiring Managers. Here's Why appeared first on Cheeky Scientist.

Recruiting Future is a podcast that helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology.  This episode is about Influence and Technology. Talent Acquisition leaders are navigating a uniquely challenging period, juggling rapid advancements in AI with ongoing operational demands. The opportunity to automate routine tasks is clear, but the real challenge is determining where AI ends and human intervention begins.  With AI technologies rapidly reshaping the recruitment landscape, how can employers ensure they deploy AI strategically rather than superficially?  My guest this week is Chris Riche-Webber, VP Business Intelligence and Analytics at SmartRecruiters. Chris shares valuable insights into defining clear outcomes for AI deployment, experimenting effectively, and building genuine trust with technology vendors. In the interview, we discuss:  Current TA market realities Implementing AI to its full potential Defining the split between automation, augmentation, and obsolescence Why trust is critical for AI success Radical shifts in recruiter roles Hiring Manager self-service and why human backstops aren't the solution What will TA teams do when AI gives them increased capacity? How to build a business case What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

If you've been job hunting for months and wondering why the market feels tougher than ever, you're not alone. I recently sat down with a room full of executives to ask one big question: Why are so many talented people struggling to get hired in 2025? And more importantly, what can you actually do about it?If your applications are being met with silence, this episode will help you understand what's really going on behind the scenes, and give you clear strategies to help you stand out and land the job you're called to.In this episode, we're sharing real, unfiltered insights from CEOs, hiring managers, and recruiters, plus practical steps you can take today to position yourself for success.We discuss:Why executives say “the good talent is already hired”The #1 thing hiring managers look for in job interviewsHow to show you're “humble, hungry, and smart”How to land roles that aren't even posted (and create your own openings)How Christian jobseekers can stay faithful, strategic, and confident in a tough marketCheering you on,Kelsey Kemp & Audrey BagarusBOOK A FREE CALL WITH US THIS WEEK: https://calendly.com/audrey-tcc/consultation-call?month=2025-01FREE CAREER COACHING RESOURCES:Free Training: How to Find and Land a Job You Feel Called to in 8 Straightforward Steps → https://thecalledcareer.com/our-processMore of a reader? ⁠Download the 22 page PDF⁠ version instead → https://thecalledcareer.mykajabi.com/PDFFOLLOW US ON OTHER SOCIALS:

Austin shares a simple hack to find all of the hiring managers with open roles at your dream companies!Time Stamped Show Notes:[0:30] - Finding hiring managers with open roles[1:00] - Using LinkedIn filters[2:25] - Filter & bookmarkWant To Level Up Your Job Search?Click here to learn more about 1:1 career coaching to help you land your dream job without applying online.Check out Austin's courses and, as a thank you for listening to the show, use the code PODCAST to get 5% off any digital course:The Interview Preparation System - Austin's proven, all-in-one process for turning your next job interview into a job offer.Value Validation Project Starter Kit - Everything you need to create a job-winning VVP that will blow hiring managers away and set you apart from the competition.No Experience, No Problem - Austin's proven framework for building the skills and experience you need to break into a new industry (even if you have *zero* experience right now).Try Austin's Job Search ToolsResyBuild.io - Build a beautiful, job-winning resume in minutes.ResyMatch.io - Score your resume vs. your target job description and get feedback.ResyBullet.io - Learn how to write attention grabbing resume bullets.Mailscoop.io - Find anyone's professional email in seconds.Connect with Austin for daily job search content:Cultivated CultureLinkedInTwitterThanks for listening!