Podcasts about hr tech

In deze aflevering van CEO van mijn leven vertelt Jeroen Van Hautte, computerwetenschapper en CTO van TechWolf, hoe een hackathon bij Belfius de vonk was voor wat nu een Belgisch AI-succesverhaal is. TechWolf helpt grote bedrijven met tienduizenden werknemers om hun mensen te begrijpen op basis van skills, niet alleen jobtitels — en doet dat met de werknemer in het midden, niet als Big Brother. Jeroen legt uit waarom hij de academische carrière in Cambridge liet voor het ondernemerschap, hoe de "zone of genius" filosofie diep in TechWolf's cultuur zit, en waarom transparantie en open source publicaties essentieel zijn voor verantwoorde AI. Hij deelt ook de realiteit van €500 per maand verdienen als founder, de uitdaging om als CTO los te laten, en waarom hij funding ziet als het geven van opties aan het bedrijf. Daarnaast gaat het gesprek over de snelheid van AI-transformatie, waarom één ethical officer geen oplossing is, en hoe Jeroen met slechts drie grote prioriteiten in zijn leven bewust kiest voor diepgang boven breedte. Trends is een podcastkanaal van de redactie van Trends. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In a recent episode of the HR business marketing podcast, A Better HR Business, Ben and his guest, Val Esway, founder of Work with Val, talk about the challenges of hiring, compliance, and employee management for small and growing businesses across the US and Canada. Val Esway partners with founders and leadership teams to build the recruiting and HR foundations necessary for sustainable growth. With a background spanning early-stage startups, e-commerce brands, and agencies, she has served as a People & Talent Manager, Director of Operations, and Chief of Staff. This unique trajectory allows her to bridge the gap between human-centric HR and the gritty operational realities founders face daily. Val has completed over 150 projects focused on hiring strategy, HR infrastructure, and people operations. She specializes in helping scaling businesses move away from "firefighting" toward practical, hands-on systems that support first hires and beyond. Val brings a grounded, collaborative approach to every engagement, ensuring leaders can make confident people decisions as their teams evolve. Val loves sharing her expertise via talks and training sessions. Popular topics include compliance basics, choosing the right HR tools, and navigating the complexities of pay structures (e.g., W-2 vs. 1099). She's happy to tailor discussions to what founders and business owners need most. You'll hear practical strategies for client acquisition, running a workplace consulting business, and packaging consulting offers. Whether you identify as HR, workplace, L&D, OD, recruitment, or people & culture, you'll discover real stories and actionable advice to attract clients, win contracts, and grow sustainably. What You'll Learn in This Episode: How to get more clients as a consultant through referrals and personalized service Insights into running a workplace consulting business for smaller and younger companies, including compliance, recruitment, and team development Val Esway's journey, including lessons from cleaning up compliance issues, helping founders make their first hires, and developing high-touch HR solutions Episode highlights: Val Esway's background and the types of clients Work with Val serves (00:47) Common HR challenges faced by small and young businesses, especially those without dedicated HR staff (01:12) Navigating performance management and terminations thoughtfully and compliantly (02:42) The impact of terminations on the wider team and why respect matters (03:25) Recruitment support: Helping founders clarify what role they truly need and managing the hiring process end-to-end (05:11) Special considerations for e-commerce founders transitioning from agency relationships to hiring in-house staff (08:01) Popular training topics for business owners, including compliance basics and choosing HR systems (10:01) Common mistakes in hiring, pay structure, and contractor versus employee classification (12:09) Why many growing businesses rely on referrals and the value of a personalized, high-touch consultancy (16:03) Resources & Links Mentioned: Work with Val website: www.valesway.com Val's LinkedIn: www.linkedin.com/in/valesway Check out this B2B podcast launch service. About The A Better HR Business Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. Follow the show on Apple Podcasts or Spotify so you don't miss future episodes. For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way Launch your own business podcast: B2B Podcast Agency VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

It's your weekly dose of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including… AI FOMO drives risk, Greenhouse talks 'AI Doom Loop', Public wage growth on the up, job ads rise at a rate not seen since 2022, discrimination against the LGBTIQ+ workers on the job increases in Australia, gender pay gap update, Gen Z proven to be a generation of laziness, the heavens open mid-record and much more…  Thanks to Indeed for partnering with us on The Scoop. 

Research shows a clear link between digital maturity and HR's strategic influence — organizations with high maturity are twice as likely to have HR seen as strategic. Yet Nordic organizations score just 2.9 out of 5, and only 7% report advanced HR digitalization. The gap isn't willingness — it's exposure. Anna Carlsson breaks down different types of events HR professionals should know about, from local conferences and international HR tech shows to community meetups and vendor events. She shares a three-horizon framework for choosing the right mix, explains the difference between paid and free events, and uses data from the Nordic HR Trends and Tech Report and Sapient Insights Group's 28th Annual HR Systems Survey to build a concrete business case for getting budget.

This week on Tapod we catch up with Andy Steeds—Head of Talent Acquisition at Capgemini Australia & NZ. It's a great opportunity to revisit Capgemini's fantastic win in the category of Excellence in Diversity, Equity and Inclusion at the 2025 ITAs. From managing pay gap to working within an environment of the global 'anti-movement', Capgemini navigates DE&I in a modest, understated but passionate fashion, ensuring it is at the forefront of strategy and purpose.Thanks to Phenom for partnering with us this month. 

Denis Barnard, HR Tech specialist of GreenRiver Technology World and HRmeansbusiness talks about the steps HR should consider facilitating the increasing trend for Remote Working.  (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

The Lost World of Human Resources: In this Podcast  I'll be looking at the various forms of prehistoric life and environments that inhabit the Human Resources Lost World plateau, and how HR software should be accelerating evolution. (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

Over the past 12 months there's been a lot of talk about the future of work, some of it designed to make a bigger splash, some of it ill-considered and some of it downright impractical. A lot of it has subsequently been retracted. Denis Barnard gives a cursory glance at some of the things that have been said.  (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

AN HR HALLOWE'EN SCARY STORY – WITH A PRIZE!  Part One of a tale that'll make you hide behind the sofa! Feel the excruciating toe-curling fear as we accompany Mary The HR Director on her quest for new HR software.  At the end of Part Two there will be details of how to win a prize for some aspect of this story, so stay tuned for the second episode! (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

Are we in HR being measured correctly? Denis looks at some of the measures currently applied to HR, and suggests some radical alternatives which might give better insight as to the function's current performance.  (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

Over the past 12 months, there's been a lot of talk about the future of work, some of it designed to make a bigger splash, some of it ill-considered and some of it downright impractical. A lot of it has subsequently been retracted. Denis Barnard gives a cursory glance at some of the things that have been said.  (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

AN HR HALLOWE'EN SCARY STORY – WITH A PRIZE!  Part Two of a tale that'll make you hide behind the sofa!. Feel the excruciating toe-curling fear as we accompany Mary The HR Director further on her quest for new HR software.  At the end of this part, there will be details of how to win a prize for some aspect of this story, so stay tuned!  (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

Buckle in for a special episode of Tapod, where we sit down with Cliff Jurkiewicz, VP Global Strategy & Futurist at Phenom. I have to say this was one of the most interesting conversations I have ever had. From early life as a touring rock star to piloting his own plane and dealing with family tragedy, Cliff has had quite the life. And it doesn't stop there… The insights into ‘the death of industrial-age recruitment,' the divorce between HR & Talent and a perfect storm of technological and generational change are mind-blowing. Cliff will certainly be back with us, but in the meantime, enjoy this scintillating chat!Thanks to Phenom for partnering with us this month. 

It's your weekly dose of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including… Breaking News in the breakup of 2 HR Tech juggernauts, AI jobs that are 'safe,' rethinking entry-level pathways, IBM tripling their hiring, work is a situationship, ANZ charging $10 for a sausage sizzle. And much more.Thanks to Indeed for partnering with us on The Scoop. 

Episode 212 with Nicolas Goldstein, HR Tech entrepreneur and Co Founder of Breedj, an artificial intelligence powered talent marketplace transforming global hiring in Africa. With over fifteen years of experience in international recruitment, outsourcing, Employer of Record services, payroll compliance, and remote workforce management, Nicola joins the Unlocking Africa Podcast to explore how Africa can position itself at the centre of the future of work.Breedj is building the infrastructure for cross border hiring by enabling international companies to source, hire, onboard, and pay African talent in full legal compliance. Through artificial intelligence driven talent matching, Employer of Record solutions, and payroll management across more than sixty five countries, the platform makes hiring remote teams in Africa as seamless as hiring locally.In this episode, Nicolas explains why the real bottleneck in Africa's participation in the global labour market is not talent shortages, but compliance infrastructure and trust. He discusses how remote work can reduce brain drain without forced migration, how AI can enable economic inclusion rather than displace workers, and why Africa has the potential to become a global remote talent hub.He also reflects on the transition from Talenteum Group to Breedj, highlighting the shift from traditional recruitment to scalable HR tech platforms that combine technology, impact driven hiring, and local regulatory expertise.What We Discuss With NicolasAfrica as a global remote talent hub rather than just a sourcing destination.Why Employer of Record models and compliance infrastructure are critical to scaling cross border hiring in Africa.How artificial intelligence is reshaping recruitment, talent matching, and remote workforce management.Whether remote work can reverse brain drain while driving economic inclusion.What governments, corporates, and founders must do to ensure Africa captures long term value in the future of work.Did you miss my previous episode where I discuss How Diaspora Capital Can Unlock Africa's Next Generation of Scalable Businesses? Make sure to check it out!Connect with Terser:LinkedIn - Terser AdamuInstagram - unlockingafricaTwitter (X) - @TerserAdamuConnect with Nicolas:LinkedIn - Nicolas Goldstein and Talenteum.com / Breedj Website - Breedj.comMany of the businesses unlocking opportunities in Africa don't do it alone. If you'd like strategic support on entering or expanding across African markets, reach out to our partners ETK Group: www.etkgroup.co.ukinfo@etkgroup.co.uk

When companies use realistic job simulations, they can finally see beyond CVs and surface true talent, regardless of background. Removing bias from recruitment isn't theoretical; it's achievable. Grounding hiring decisions in real-world, data-driven simulations gives every candidate a fair shot and helps teams identify who will actually succeed in the role. Smart hiring isn't about who interviews best. It's about who performs best. Stephane Rivard, CEO and co-founder of HiringBranch, a Montreal-based company using AI and job simulations to transform high-volume recruitment, shares the evolution of Hiring Branch, why traditional interviews fall short, and how data-driven, skill-based hiring can result in fairer, and more consistent outcomes. Other topics we covered in our conversation: Evolution from language and soft-skills training to data-driven, skills-based assessments. Why success in customer-facing roles goes beyond empathy to skills like rapport, grit, and critical thinking. The difficulty of replacing traditional interviews and reducing bias in hiring. How HiringBranch adapts its platform across industries using deep, role-specific data. Go-to-market insights: experimentation, conferences, networking, and customer outcomes. Advice for HR tech firms on partnerships, focus, and differentiation. And much more! If you're interested in fair and effective hiring practices, data-driven HR, or the future of skills assessment, this conversation offers a grounded, experience-based look at what works and what's changing in the world of recruitment. Website: www.hiringbranch.com LinkedIn: www.linkedin.com/in/stephane-rivard-entrepreneur Check out this B2B podcast launch service. About The A Better HR Business Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. Follow the show on Apple Podcasts or Spotify so you don't miss future episodes. For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way Launch your own business podcast: B2B Podcast Agency VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

This week on Tapod we catch up with Adam Buxton—GM Talent Acquisition Transformation at Ventia. We ‘get down and dirty' with the launch of the new Ventia Talent Marketplace—the process in the lead-up, the lessons learned, and the future ahead. It's a real Rec-Tech success story and could help you in your transformation journey.Thanks to Phenom for partnering with us this month. 

In this episode of the HR Like a Boss podcast, John is joined by Biz Williams, a seasoned professional in the HR tech space. Biz shares her journey through various roles in HR, her experiences with imposter syndrome, and her transition to entrepreneurship. The conversation highlights the importance of financial acumen in HR, the role of HR in business success, and the impact of tax credits on hiring practices. Biz emphasizes the need for effective communication between HR and leadership and the value of understanding business operations to drive success.ABOUT BIZBiz has been in the HR Tech space for 14 years - supporting talent acquisition, applicant tracking, onboarding, flex shift work and now the compliance side with tax credits, I9, Unemployment Claims Management and Employment & Wage Verifications. She created Ryze, a tax credit mapping tool in December, 2024 and merged with HRlogics in June, 2025 coming on board as CRO.

Join host Franz Gilbert and Matthew Shannon as they discuss human-centered AI, unified data, and stronger governance amid shifting vendor stacks and pricing.

Guest post by Crystel Robbins Rynne, CEO, HRLocker Irish SMEs are no strangers to pressure. They are the backbone of the economy, the employers of local communities, and the innovators driving Ireland's next wave of growth. Yet beneath that resilience lies a quieter, more pervasive anxiety. It surfaced clearly in HRLocker's recent research. As revealed in our Irish SME HR Report 2025, three-quarters (74%) of Irish SMEs fear they would fail a surprise Workplace Relations Commission (WRC) inspection. That figure is not about negligence. It is about confidence. Or more accurately, the lack of it. And it signals that the compliance burden on SMEs has reached a tipping point. The Confidence Gap: Why Good Businesses Still Feel Exposed Most SMEs want to do the right thing. They want fair contracts, accurate time records, transparent policies, and safe workplaces. But intent alone does not create compliance readiness. The reality is that many SMEs are operating with: Outdated or inconsistent employment contracts Patchy training records Manual time tracking that does not reflect modern hybrid work Policies stored across inboxes, desktops, and filing cabinets HR processes that rely on one overstretched person remembering everything This is not a failure of leadership. It is a failure of bandwidth. When regulations evolve quickly, inspections become more rigorous, and hybrid work adds new layers of complexity, SMEs often lack the internal infrastructure to keep pace. The result is a growing sense of audit anxiety. A fear that something important has slipped through the cracks. The Emotional Toll of Compliance Uncertainty Compliance is not just a legal obligation. It is an emotional one. For founders and HR leads, low confidence shows up as worry about reputational damage, fear of fines or enforcement actions, stress around documentation gaps, and sleepless nights before audits. When compliance becomes a source of dread, it drains energy from the work that actually grows a business. Innovation, culture, and customer experience all take a hit. Why Technology Is the Turning Point The good news is that the confidence gap is not inevitable. It is structural, and structural problems can be solved. HR technology is transforming compliance from a reactive scramble into a proactive and predictable process. The shift is significant. 1. Audit readiness becomes automatic. Modern HR platforms centralise contracts, policies, training records, and time data in one secure system. Version control, digital signatures, and automated updates give SMEs clarity about where they stand. 2. Gaps surface before they become liabilities. Dashboards highlight missing documents, expired certifications, or overdue reviews. Issues can be addressed long before an inspection. 3. Hybrid work becomes compliant by design. Accurate time tracking, remote attendance logs, and digital leave management remove the guesswork from flexible work arrangements. 4. Documentation becomes a strength, not a stressor. With everything stored, searchable, and timestamped, SMEs can demonstrate compliance with confidence rather than hope. 5. Leaders reclaim headspace. When the administrative burden lifts, founders and HR teams can focus on people, culture, and strategy. The Irish Context: Why Local Matters Ireland's regulatory landscape is unique. WRC inspections, GDPR obligations, and the rapid shift to hybrid work have created a compliance environment that is both demanding and fast-moving. The pace of change has been extraordinary. In the past three years, Irish employers have navigated statutory sick leave, auto-enrolment pensions, the right to request remote and flexible working, gender pay gap reporting, and domestic violence leave, with pay transparency requirements now on the horizon. Parental leave entitlements have also expanded. Each change, even when welcome, adds another layer of documentation, policy updates, and process adjustments. For SMEs that are already stretched thin, k...

It's your weekly dose of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including…  Candidates paying recruiters in the US, MAFS is back! Companies scrambling to rehire humans, Good jobs news from the UK, Women in Tech & Finance subject to AI bias. And much more.Thanks to Indeed for partnering with us on The Scoop. 

Unser heutiger Gast hat an der Universität Hohenheim und in Chile Kommunikationswissenschaft studiert. Nach Stationen bei Gruner + Jahr, und TERRITORY übernahm er 2016 die Geschäftsführung von Ausbildung.de, einer der heute reichweitenstärksten Plattformen für Berufsorientierung in Deutschland. Was ihn antreibt: jungen Menschen echte Perspektiven zu geben, Unternehmen mit passenden Talenten zu verbinden und Ausbildung in Deutschland zukunftsfähig zu machen. Heute führt er ein Team von 160 Mitarbeitenden und verantwortet als Vice President im EMBRACE Umfeld zusätzlich die Entwicklung von Plattform- und Softwarelösungen rund um HR Tech, Recruiting und Retention. Er publiziert regelmäßig zu Themen wie dem Wandel im Azubi Recruiting, der Rolle von KI in der Berufsorientierung und moderner Führung in einem hybriden, diversen Arbeitsumfeld. Seit mehr als acht Jahren beschäftigen wir uns in diesem Podcast mit der Frage, wie Arbeit den Menschen stärkt, statt ihn zu schwächen. In über 500 Episoden haben wir mit fast 700 Persönlichkeiten darüber gesprochen, was sich verändert hat und was sich weiter ändern muss. Wie gelingt Berufsorientierung in einer Zeit, in der junge Menschen oft keine klare Richtung haben und viele Betriebe keine einzige Bewerbung mehr erhalten? Was bedeutet gute Führung, wenn Teams immer vielfältiger, dezentraler und anspruchsvoller werden? Und welche Rolle spielt KI dabei, Menschen und Chancen besser zusammenzubringen? Fest steht: Für die Lösung unserer aktuellen Herausforderungen brauchen wir neue Impulse. Wir suchen weiter nach Methoden, Vorbildern, Erfahrungen, Tools und Ideen, die uns dem Kern von New Work näher bringen. Darüber hinaus beschäftigt uns von Anfang an die Frage, ob wirklich alle Menschen das finden und leben können, was sie im Innersten wirklich wirklich wollen. Ihr seid bei On the Way to New Work – heute mit Felix von Zittwitz. [Hier](https://linktr.ee/onthewaytonewwork) findet ihr alle Links zum Podcast und unseren aktuellen Werbepartnern

Anna Carlsson explores why frontline workers—those in retail, healthcare, transport, and more—are the next big opportunity for HR tech. In Sweden often called "Kollektivanställda" or "Bluecollar workers", but without a shared definition. She defines frontline roles, explains the Nordic gap in strategy and terminology, and highlights how mobile-first tools, AI-driven recruitment, and automated onboarding can deliver rapid returns. Anna urges HR and IT to collaborate, make access a day-one decision, and prioritise frontline in digital strategies so organizations can move from manual processes to scalable, value-driving solutions.

This week on Tapod we catch up with Amy Schultz—VP Market Development – RPO at Korn Ferry, and weren't we lucky! Are workforce decisions moving closer to operations? Amy thinks so and puts up some very valid points. From best-in-breed to best-in-suite, getting real input into decision-making, taking control of retention and mobility and even TA working within different business silos.As always, it's a must-listen.Thanks to Phenom for partnering with us this month. 

Lisa ist bereits seit 7 Jahren Teil des Workwise-Teams und in dieser Zeit hat sie in den verschiedensten Positionen dazu beigetragen, dass Unternehmen passende Mitarbeiter:innen finden: Als Account Managerin arbeitete sie direkt mit den Workwise-Kund:innen. Als Teamlead im B2B-Marketing hat sie neue Unternehmen mit Workwise connectet. Und jetzt als Product Lead hat sie zusammen mit ihrem Team Wanda 1.0 auf die Straße gebracht.Wanda ist eine KI-Assistenz fürs Recruiting und Teil der Workwise-Plattform. Der Roboter kann besonders passende Bewerbungen empfehlen, Rückfragen an Kandidat:innen vorschlagen und im Chat Recruiting- und Plattform-Fragen beantworten.Aber warum ist Wanda ein Roboter?Im Podcastgespräch mit Host Lisa erklärt sie, warum Wanda so ist, wie sie ist, und was ein sinnvolles Tool von reinem Gimmick unterscheidet: 00:00–01:42 In 7 Jahren hat Lisa jede Workwise-Perspektive kennengelernt. 01:43–04:35 Wanda 1.0: LLMs läuten die Zukunft des Recruitings ein. 04:36–06:43 So lief der Release: Ein smoother Start für die KI-Assistenz. 06:44–09:08 KI – allgemeiner Trend oder Recruiting-Trend? 09:09–11:04 „Viele KI-Features auf dem Markt sind reine Gimmicks.” 11:05–16:14 Warum ist Wanda ein Roboter? 16:15–19:04 Chatty, Wanda und Co. – sollten KI-Tools personifiziert werden? 19:05–20:38 So funktioniert die Arbeit mit KI. 20:39–26:18 Blick in die Zukunft: Wie geht es weiter mit Wanda und Recruiting-KI?Die Extra-Dosis Recruiting-WissenRevolutioniere dein Recruiting mit Wanda: Lerne Wanda noch besser kennen! Podcast: Tilman, Head of Engineering bei Workwise, erklärt die Funktionsweise von Wanda. Zusammen mit ihrem Team entwickelt Lisa die Workwise-Plattform weiter. 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

Hiring for remote roles sounds easy in theory. In reality? It's noisy, rushed, and increasingly flooded with AI-generated applications. That's why I enjoyed learning about Isidora Mayer, CEO of FlatWorld and her very human take on global hiring. FlatWorld isn't just about skills matching. It's about fit: company culture, personal happiness, and long-term success on both sides. Isidora's own leadership journey says a lot. She went from candidate to CEO by believing deeply in the mission and keeping people at the heart of every decision. Proof that rejection isn't the end, it can be the beginning. So what does Flatworld actually do? They help companies overwhelmed by AI noise find real human candidates fast. What makes it different: 12-minute pre-employment assessments that filter for real skills Asynchronous video responses (less stress, more authenticity) Personality fit tailored to each company—not cookie-cutter profiles The process is sharp but thoughtful: ~70% of applicants filtered via technical tests Short video answers for the rest A final, company-specific personality fit layer Most growth comes from long-term partners and word of mouth, because trust still wins. And the business model? FlatWorld only gets paid if you hire No upfront fees No subscriptions No risk FlatWorld is especially well-suited for: Growing tech companies hiring remote dev or product talent US & EU companies making cross-border hires Teams who care about real happiness—not just filling seats What's next? Cutting through the AI noise. Helping companies spot real humans and helping real humans find companies who'll truly value them. If you're building a remote tech team or trying to make sense of AI-driven hiring, Isidora's story (and FlatWorld's model) is a good reminder that putting people first still works and still wins. Website: www.flatworld.co LinkedIn: linkedin.com/in/izimayer Check out this B2B podcast launch service. About The A Better HR Business Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. Follow the show on Apple Podcasts or Spotify so you don't miss future episodes. For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way Launch your own business podcast: B2B Podcast Agency VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

On this special episode of Tapod, we sit down with Lauren Anderson – Senior Strategic Advisor from Indeed to talk about the upcoming Indeed Futureworks In Melbourne on February 19. The theme is ‘Betterverse' how can  we leap forward into the technological future while focusing on the purpose of all of this progress which is to make hiring better? From Lego professionals to Indeed's chief economist to a ‘real life' astronaut, Futureworks is the hottest ticket in town and for your chance to win a seat check out the link in the comments!

On this episode of HR & Payroll 2.0, Pete and Julie step into the evolving world of public relations, brand storytelling, and answer-engine optimization with Kate “Katie” Achille, co-host of Up Next at Work and partner at Devon PR.  Together, they explore how PR (public relations) has shifted from traditional media and press releases to a strategic growth engine that now shapes search visibility, AI-powered discovery (AEO), and generative engine optimization (GEO) across the HR technology marketplace.   Katie breaks down why messaging matters more than ever, how companies can differentiate in an overcrowded HR tech, recruiting, and payroll ecosystem, and why the firms winning mindshare aren't the loudest - they're the ones who clearly articulate what they do, who they serve, and how they solve real problems. She shares practical insights on leveraging analysts, navigating buzzwords, aligning brand and product narratives, and building credibility in a market where AI is rewriting the rules of communication. Connect with Katie: LinkedIn: https://www.linkedin.com/in/katieachille/ Up Next @ Work Podcast: https://wrkdefined.com/podcast/up-next-work  Katie's Substack, ‘The How': https://thehowof.substack.com/ DevonPR: https://www.devonpr.com/    Connect with the show: LinkedIn:  http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0  X: @PeteTiliakos  X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0  WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20  Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward!  G-P ‘Globalization Partners': https://www.globalization-partners.com/ OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html

It's time for the Scoop from Tapod with all of your weekly TA & Recruitment news from here and abroad. We cover all sorts of headlines, including… the latest on redundancies, the government announces 30,000 – that's right 30,000 new casual roles across Australia, the latest on return to office, is the 4-day work week quietly eroding productivity? Hiring times pushing out, Gen Z optimistic about career prospects And much more.Thanks to Indeed for partnering with us on The Scoop. 

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: Antonio Zill  Antonio Zill ist Gründer und Geschäftsführer von Pactos, einer KI-basierten Plattform für das Management von externen Arbeitskräften. Antonio ist ein erfahrener Gründer mit Hintergrund in strategischer Unternehmensführung, Digitalisierung und am Puls der Zeit - zuvor hat er bereits eine Präventionsklinik gegründet. In dieser Podcastfolge erhalten wir von Antonio spannende Einblicke in HR-Tech, KI im Workforce-Management und in die Herausforderungen moderner Personaldienstleistung.    Das Thema In der GainTalents-Podcastfolge 438 habe ich mit Antonio Zill (Gründer und Geschäftsführer von Pactos) darüber gesprochen, wie Unternehmen externe Arbeitskräfte KI-gestützt rekrutieren und verwalten können. Herzlichen Dank an Antonio für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!  Wann kann der Einsatz externer Arbeitskräfte sinnvoll sein? saisonale Schwankungen, bestimmtes Skillset oder Aushilftstätigkeit sind häufig Gründe Über wen kann ich auf externe Arbeitskräfte zugreifen? in der Regel über Personaldienstleister die Arbeitskräfte über den Weg der Arbeitnehmerüberlassung oder Freelancing anbieten Was kennzeichnet einen guten Personaldienstleister? Qualität (die richtigen Kandidaten - passend zum Anforderungsprofil) Geschwindigkeit (schnelle Lieferung - Basis ist dann die digitale Zusammenarbeit) Preis-/Leistungsverhältnis muss passen Wo kommt in das ganze Thema Künstliche Intelligenz zum Einsatz? Beim Recruiting in den Bereichen Bedarfserfassung, Selektion  der richtigen Dienstleister, Anforderungsmatching, u.v.m. Bedarfsplanung: Inhouse werden Bedarfe ermittelt inkl. Spezifikation des Bedarfs Analyse, Bewertung sowie Priorisierung der Bedarfe  KI-Agenten automatisieren die dahinterliegenden Prozesse  Übergabe der Anforderungen an die Personaldienstleister Auswahl der Kandidaten: Digitale Kollaboration mit Personaldienstleistern Screening der Kandidaten (Anforderungsmatching) Inhouse-Abstimmung mit Hiring-Manager:innen Management der externen Arbeitskräfte Abstimmungsprozesse hinsichtlich Einsatzort/-zeit und Onboarding Planung von Schichten, Organisation von Einsatzplänen (z.B. auch interne vs. externe Arbeitskräfte) Sicherstellung der Compliance (gesetzliche Anforderungen wie Dokumente, Arbeitszeiten, etc.)   #GainTalentsPodcast #KI #ExterneArbeitskräfte #FreelancerManagement #WorkforceManagement #HRTech #FutureOfWork   Shownotes Links - Antonio Zill LinkedIn: https://www.linkedin.com/in/antonio-zill/ Unternehmen: Pactos – https://www.pactos.ai 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: Antonio Zill  Antonio Zill ist Gründer und Geschäftsführer von Pactos, einer KI-basierten Plattform für das Management von externen Arbeitskräften. Antonio ist ein erfahrener Gründer mit Hintergrund in strategischer Unternehmensführung, Digitalisierung und am Puls der Zeit - zuvor hat er bereits eine Präventionsklinik gegründet. In dieser Podcastfolge erhalten wir von Antonio spannende Einblicke in HR-Tech, KI im Workforce-Management und in die Herausforderungen moderner Personaldienstleistung.    Das Thema In der GainTalents-Podcastfolge 438 habe ich mit Antonio Zill (Gründer und Geschäftsführer von Pactos) darüber gesprochen, wie Unternehmen externe Arbeitskräfte KI-gestützt rekrutieren und verwalten können. Herzlichen Dank an Antonio für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!  Wann kann der Einsatz externer Arbeitskräfte sinnvoll sein? saisonale Schwankungen, bestimmtes Skillset oder Aushilftstätigkeit sind häufig Gründe Über wen kann ich auf externe Arbeitskräfte zugreifen? in der Regel über Personaldienstleister die Arbeitskräfte über den Weg der Arbeitnehmerüberlassung oder Freelancing anbieten Was kennzeichnet einen guten Personaldienstleister? Qualität (die richtigen Kandidaten - passend zum Anforderungsprofil) Geschwindigkeit (schnelle Lieferung - Basis ist dann die digitale Zusammenarbeit) Preis-/Leistungsverhältnis muss passen Wo kommt in das ganze Thema Künstliche Intelligenz zum Einsatz? Beim Recruiting in den Bereichen Bedarfserfassung, Selektion  der richtigen Dienstleister, Anforderungsmatching, u.v.m. Bedarfsplanung: Inhouse werden Bedarfe ermittelt inkl. Spezifikation des Bedarfs Analyse, Bewertung sowie Priorisierung der Bedarfe  KI-Agenten automatisieren die dahinterliegenden Prozesse  Übergabe der Anforderungen an die Personaldienstleister Auswahl der Kandidaten: Digitale Kollaboration mit Personaldienstleistern Screening der Kandidaten (Anforderungsmatching) Inhouse-Abstimmung mit Hiring-Manager:innen Management der externen Arbeitskräfte Abstimmungsprozesse hinsichtlich Einsatzort/-zeit und Onboarding Planung von Schichten, Organisation von Einsatzplänen (z.B. auch interne vs. externe Arbeitskräfte) Sicherstellung der Compliance (gesetzliche Anforderungen wie Dokumente, Arbeitszeiten, etc.)   #GainTalentsPodcast #KI #ExterneArbeitskräfte #FreelancerManagement #WorkforceManagement #HRTech #FutureOfWork   Shownotes Links - Antonio Zill LinkedIn: https://www.linkedin.com/in/antonio-zill/ Unternehmen: Pactos – https://www.pactos.ai 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/

This week on Tapod we catch up with Gareth Flynn—Talent & Workforce Expert and Founder & CEO at TQ Solutions. As we all try to make sense of the past 18 months and what to expect into 2026. The only thing we can be really sure of is that things will continue to change and at an incredibly rapid rate. We talk deeply about AI, the geopolitical state of play, the great convergence, task intelligence, and a heap in between. There is so much to unpack here, and it affects all of us.  Thanks to Phenom for partnering with us this month. 

THE MISSION HR – Podcast Three: ACTION!In this episode, we move from strategy to execution. The Mission HR explores the critical roles HR must play today—Planner, Influencer, and Enabler—and how these roles translate into real, measurable action across the organization.We break down the key areas of execution for the HR mission, including technology, workforce development, compliance, organisational aspirations and obligations, performance, and compensation. From empowering line managers and developing employees, to leveraging technology, ensuring compliance, and aligning rewards with performance, this episode provides a practical roadmap for HR leaders ready to make an impact.If HR is to drive change, it's time to act. (43) Denis (Wallace) Barnard | LinkedInWebsite https://www.greenrivertechnology.world/#HRIS #HumanResources #HRTech #HRSoftware #Podcast #GreenRiverTechnology #leader #leadership

What Do People Think HR Is About?In this episode, we explore the most common perceptions — and misconceptions — about Human Resources, and respond to them from a modern HR perspective.Topics covered:Common perceptions of HR and how we respond to themThe belief that HR creates organisational policies and rulesThe idea of HR as the employees' championThe assumption that HR only manages people, hiring, and firingWhether HR is responsible for employee performanceHR's role in managing absence and attendance levelsOrganisational culture and morale — does HR really lead this?HR's responsibility for payroll, pensions, medical insurance, and company benefitsThe stereotype of HR organising Christmas parties and social events

This week on Tapod we catch up with the ever-brilliant duo of Rich Lewis-Jones and Elle Green from SmartRecruiters. We learn all about the SmartRecruiters-SAP SuccessFactors marriage, new products, the upcoming HireXperience event at Luna Park in Sydney, and a few cheeky predictions for the year ahead. As usual we learned stuff—you will too!Thanks to People Orbit AI for partnering with us this month. 

It's time for the Scoop from Tapod with all of your weekly TA & Recruitment news from here and abroad. We cover all sorts of headlines, including… HR tech acquisitions are on the rise. Who is worried about AI? Eightfold test case before the courts, labour market stats, job scams warning, and is AI outpacing workplace reality? And much more.Thanks to Indeed for partnering with us on The Scoop. 

This week on Tapod we officially kick off 2026 with an ITAs special! We're lucky enough to catch up with Leah McCabe—Talent Attraction Manager from Coles Group—and Fiona Warren—Business Director APAC at Havas Group. Coles Group nabbed 2 ITAs in 2025—Best Use of Video and Best Vendor Solution with Havas Group. We explore the reasons for their success and cover a million rabbit holes, including Parma vs. Parmi, the toastie challenge, DEI, video magic, accessibility, volume with time constraints… this list goes on and on. A great chat, with a really innovative duo.Thanks to People Orbit AI for partnering with us this month. 

Scopri BCG The Seeds, l'iniziativa di Boston Consulting Group dedicata a startup e scaleup che vogliono crescere, lavora fianco a fianco dei founder per affrontare le sfide chiave della crescita: https://links.madeitpodcast.it/BCGTheSeeds (#adv) Entrare in Google è il sogno di molti.Capire di volerlo lasciare, invece, richiede coraggio. In questa puntata abbiamo intervistato Michela Andreolli, ingegnera classe '98, che ha deciso di lasciare un lavoro sicuro e prestigioso per costruire la propria strada nell'imprenditoria. Dopo un primo tentativo fallito nell'education tech, mesi di ricerca sul campo tra università americane, il ruolo di Entrepreneur in Residence in Vento e un progetto HRTech con Antler, Michela ha trovato il problema giusto da risolvere: la complessità dei processi nelle imprese manifatturiere italiane. In pochi mesi ha raccolto 1,7 milioni di euro da investitori italiani e internazionali. Parliamo di validazione, prodotto, go-to-market, rapporti tra co-founder e del coraggio di lasciare una carriera “perfetta” per inseguire un sogno davvero proprio. Learn more about your ad choices. Visit megaphone.fm/adchoices

Employee benefits aren't about money. They're about how people feel. When leaders offer personalized perks, employees feel seen, valued, and more connected to the company. Genuine care in culture beats bigger paychecks. A strong workplace isn't built on swag. It's built on choice, recognition, and everyday experiences employees actually enjoy. On my latest episode of A Better HR Business, I sat down with Jordan Peace, CEO & Co-Founder of Fringe, to explore why personalized perks are reshaping recruitment, retention, and engagement. Fringe is built on a marketplace of lifestyle benefits - everything from massage memberships and clothing subscriptions to larger, meaningful purchases. The goal? Immediate value and real excitement. As Jordan shared: “We wanted to put the power in the hands of employees to choose what benefits were most relevant to them and their families.” In this episode, we cover: Why traditional benefits often miss the mark How personalized perks fit into daily life Closing the gap between employer spend and employee value Using tailored benefits to boost loyalty and engagement Building trust through authenticity and transparency We also had an interesting conversation about the value of Fringe's B2B podcast. Jordan discussed: Podcasting makes it easier to start conversations with the exact people you want as customers, partners, or investors. Podcast conversations often open doors that cold emails never will. A podcast gives you a reason to reach out that feels generous, not salesy.  Long-form conversations build trust faster than ads, posts, or cold outreach. Podcasts reward honesty and stories more than polished messaging. You don't need a complex content plan if you can show up and talk like a real human. Podcasting works best when it reflects how you actually think and speak. A show can double as relationship-building, learning, and brand visibility. Being a podcast guest or host positions you as a peer, not a vendor. Marketing works better when it feels like a conversation, not a campaign. Check out this B2B podcast launch service. If you're building or marketing an HR business, this episode breaks down how personalized perks can drive retention, loyalty, and real engagement, without increasing payroll. Website: www.fringe.us LinkedIn: www.linkedin.com/in/jordan-peace-fringe About The A Better HR Business Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. Follow the show on Apple Podcasts or Spotify so you don't miss future episodes. For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way Get More HR Clients Business Growth Kit - Get More HR Clients Kit Launch your own business podcast: B2B Podcast Agency VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

It's time for the Scoop from Tapod with all of your weekly TA & Recruitment news from here and abroad . We cover all sorts of headlines including… AI & ICE – a marriage made in heaven, hiring to remain challenging in 2026, job-hugging to continue, Australia's worst boss unmasked, private sector in the job mud, entry-level is no longer entry level and much more. Thanks to Indeed for partnering with us on The Scoop. 

“There's this massive imbalance between the employer side of the recruiting equation where they've got all the tech, they've got all the weapons… Candidates don't have anything.”–Doug BergIn this episode, I'm joined by Doug Berg, head matcher and big kahuna at Match2, a longtime builder and operator in the talent technology/recruitment space and the only guy I know that wears flip flops to HR Tech..Doug has lived and hacked nearly every iteration of online hiring — from fax machines and early internet job fairs to today's AI-powered recruiting chaos.Doug and I have lived parallel lives in some sense. We have both been on the scene as recruitment went on-line and have continued to wage war against the barriers that are blocking successful hiring. But Doug's unique experience building recruiting focused tech helps us take a very well rounded perspective.Doug and I trace the psychology of hiring systems, why most recruiting technology still fails both candidates and employers, and how efficiency-driven design has quietly stripped humanity out of the process.We talk about what broke, why AI is making some problems worse before it makes them better, and what a candidate-centered future could actually look like if we stop designing hiring like a transactional funnel and start designing it like a relationship.Topics Discussed & Key Insights1. Hiring Has Always Been Psychological — Ignoring That Is Why It BreaksDoug shares early recruiting stories that reveal a core truth: people don't make job decisions based solely on skills or titles. They're driven by values, aspirations, lifestyle preferences, and identity. Yet most hiring systems still treat people as static records instead of dynamic humans.Music to the ears of a psychologist like me!2. Applicant Tracking Systems Were Built for Control, Not for CandidatesWe unpack how applicant tracking systems were designed for compliance and efficiency — not engagement. The result:* One-way transactions* Forced applications* Zero room for curiosity, context, or conversationDoug explains why this original design choice still haunts modern hiring.3. AI Isn't Breaking Hiring — It is Amplifying the Broken PartsAI didn't invent hiring dysfunction — it amplified it. Candidates now apply to dozens of jobs at once using bots. Employers respond with more screening, more filters, more automation.The outcome? More noise. Less signal. Worse experiences on both sides.4. Real Hiring Happens Through Interaction, Not “Efficiency”Doug tells stories about simple interventions — like proactive chat on career sites — that led to real hires for impossible-to-fill roles. The lesson is clear: when candidates are allowed to participate instead of comply, hiring actually works.5. Hiring Will Stay Broken Until Candidates Control Their Side of the SystemOne of the central ideas in the episode: candidates have never been given real agency. Doug explains the structural imbalance:* Companies control the systems* Candidates adapt or disappearWe explore what changes when candidates control their own data, preferences, and relationships — and why that shift matters.6. The Resume Is a Dead Artifact — Identity Needs to Be PortableResumes are outdated snapshots. Doug makes the case for living profiles, portable personalization, and persistent relationships that move with the candidate across employers.AI finally makes this possible — not by enforcing rigid taxonomies, but by interpreting relevance across skills, experience, and context.7. The Future of Hiring Should Feel Like Reconnection, Not RejectionWe close by zooming out. Doug shares a simple but radical vision: if someone gets laid off on Friday, they shouldn't start from zero.They should already know:* Who wants them* What they're worth* Where they fitHiring shouldn't feel like rejection roulette. It should feel like an intelligent market reconnecting human supply and demand.Final TakeawayHiring doesn't fail because people are hard to assess.It fails because we designed systems that ignore how people actually choose, trust, and engage.AI won't fix that on its own.But used thoughtfully — with psychology, agency, and dignity baked in — it might finally help us build hiring systems that work for humans again. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

In the last of our Summer Series podcasts on Tapod we catch up with one of the smartest minds in talent & HR—Chad Sowash—co-founder & co-host at Chad & Cheese, ‘HR's Most Dangerous Podcast'. We cover Recfest US, the need for vendors to push their customers front and centre, AI and the future of our industry….. Chad looks at talent through a different lens. He speaks to industry leaders every week and shares with us his unique and very strong views. I might be biased, but I think we can all learn a lot from experts who podcast :)This is an episode where nothing is off the table and there's a lot to digest.‘We've been giving candidates a pretty shitty black hole to jump into…'Thanks to PeopleOrbitAI for supporting the Summer Series.

Join Greg Vert, Kunal Sethi of Medtronic, and Kate Gratto of Prudential as they discuss the ways in which AI is making work better for humans and humans better at work.  

We're Back for 2026! The team from Tapod brings you all of the weekly TA & Recruitment News. We cover all sorts of headlines including…  AI jitters everywhere, the top jobs in Australia, phoenixism and side hustles, swinging bosses from the UK and much moreThanks for taking the time to listen to us throughout 2025 and just wait to see what we have in store for 2026!.Thanks to Indeed for partnering with us on The Scoop. 

This week on the Summer Series on TaPod, we look back to tackle a really important issue – Women's Health in the Workplace. We are joined by the amazing Jess Gibson-Jones and Kaz Thorley. From Periods to Peri-Menopause to Menopause to Miscarriages to Endometriosis to Hysterectomy to Cancer and more, we  highlight how Women's Health Issues are not regarded, or even accepted in many workplaces. It's raw. It's educational. And it's essential that this issue is spoken about… by everyone.Thanks to PeopleOrbitAI for your continued support of TaPod.

After a long break, Disrupt Dublin is returning on Thursday, 26 February 2026, bringing fast talks, sharp thinking, and real conversations about the future of work in Ireland. In this episode, I'm joined by my event co-host Bill Banham, Editor of HR Gazette, host of the HRchat Podcast, and one of the long-standing forces behind Disrupt events across the UK, Ireland, the US, and Canada. We talk about why now is the right time to relaunch DisruptHR Dublin, what makes the format different from traditional HR conferences, and what attendees can expect on the night. What Is Disrupt? Disrupt was founded in 2013 in Cincinnati and has since run events in more than 170 cities worldwide. Its format is simple and demanding: Five-minute talks Twenty slides Slides auto-advance every 15 seconds Speakers have no room to waffle. They must be clear, direct, and honest. The result is high-energy talks that get straight to the point and often say the things people are already thinking but rarely hear on stage. Bill explains how this format changes the dynamic for both speakers and audiences, creating a sense of shared risk, focus, and connection. The aim is not polished perfection, but useful ideas that spark new thinking. Why Disrupt Dublin Matters This will be the first Disrupt event in Dublin since before the pandemic, and the relaunch is designed to feel social, open, and practical. Rather than a full-day conference, Disrupt Dublin is an evening event with time built in for proper conversations. Talks are recorded and added to the global Disrupt library, which now hosts thousands of short presentations from around the world. Topics on the night will span leadership, culture, talent, technology, learning, wellbeing, and how work is really changing in 2026 and beyond. Tickets here: https://www.eventbrite.ie/e/disrupt-dublin-returns-tickets-1976595846385. Event Details Date Thursday, 26 February 2026 Time 5:00 pm to 8:30 pm GMT Location Personio Dublin Georges Quay House, 43 Townsend Street, Dublin 2 Agenda 5:00 – 6:00 Registration and networking Drinks, canapés, and first conversations 6:00 – 6:15 Welcome and opening remarks 6:15 – 7:00 Lightning Talks – Round One 7:00 – 7:15 Break 7:15 – 8:00 Lightning Talks – Round Two 8:00 – 8:30 Wrap-up and final networking Speakers Include Kelsey Cates, Global Head of Learning Experiences, Google Elizabeth Buckley, HR Director, Forvis Mazars John Kennedy FCIPD, Head of HR Organisational Development, Iarnród Éireann and Vice Chair, CIPD Ireland National Committee Dr. Mary Collins, Chartered Psychologist, Royal College of Surgeons in Ireland Simon Peter Haigh, Founder and CEO, GCM Growth Group Ivan Stojanovic, Co-founder, Taladria Bill Banham, Editor, HR Gazette More speakers and partners will be announced closer to the event. Who It's For Disrupt Dublin is designed for in-house HR and Talent professionals, people leaders, founders, researchers, and workplace innovators. Capacity is limited, and priority will be given to practitioners and guests of partners and speakers. How to Attend Places are limited. Registration does not guarantee entry, and tickets may be refunded if the event is full or attendee criteria are not met. Tickets here: https://www.eventbrite.ie/e/disrupt-dublin-returns-tickets-1976595846385. If you are looking for a short, high-energy event that challenges standard thinking and brings together people who are actively shaping work in Ireland, this is one to put in the diary. About The A Better HR Business Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. Follow the show on Apple Podcasts or Spotify so you don't miss future episodes. For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way Launch your own business podcast: B2B Podcast Agency Get the powerful marketing platform -HR Growth Engine™. VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

This week on Tapod (Summer Series), we catch up with Kyle MacLean, Head of Talent at Metro Trains and today's episode is all about the Choo choos! With over 1200 train drivers at Metro we explore all kinds of challenges including gender balance, new infrastructure, recruiting frontline staff and more.We hit all the big issues with no replacement buses in sight.Thanks to PeopleOrbitAI for partnering with us for the Summer Series. 

How can we help recruiters advocate for us in a tough job market? According to people industry veteran Christy Honeycutt, our guest in episode 353, it starts with being kind and translating your experience into something a recruiter can understand. And even more importantly, it takes practice. In part 2 of our discussion with Christy, she translates deep experience in talent acquisition and recruitment that gives us insight into the current job market. You'll hear more details about the nuances of RPOs (recruitment process outsourcers), the difference between job hugging and job abandonment, and the importance of personal branding and differentiation. Stay until the end when Christy shares her reasons for turning down C-suite positions and how clarity on her long-term goals is carrying her forward into what's next. Now that you've heard someone model it for you, how will you translate your own experience? If you missed part 1 of our discussion with Christy, check out Episode 352 – People First: Systematizing Go-to-Market for Your Role with Christy Honeycutt (1/2). Original Recording Date: 09-30-2025 Topics – A Deeper Look at Recruitment Process Outsourcing (RPO), Translating Your Experience with 3 Wins, Bad Actors and Leadership in the People Industry, Today's Job Market and Life Outside the C-Suite 2:56 – A Deeper Look at Recruitment Process Outsourcing (RPO) When it comes to RPO (recruitment process outsourcing), is this a one-size-fits-all approach, or does it show up differently depending on what a company needs? In Christy's experience, most RPO organizations offer services like executive search, but they may offer full RPO, which usually involves hiring more than 500 people per year. Normally an RPO brings a mix of skills to the table. A client may want the RPO to take only talent acquisition or may want to control offer management, but they may want the RPO to take everything (attracting new talent, offer management, coordinating with HR for new employee onboarding). “If a company wants it a certain way, they can stop it at a certain point…. But most RPOs, full RPOs, is attraction to offer accepted and then it tees over to the HR team.” – Christy Honeycutt John has worked for companies where the recruitment or talent acquisition personnel were marked as contractors in the internal global address book but had company e-mail addresses. Would this mean the personnel are contracting directly with a company or working through an RPO? Christy says it could be either scenario. When she managed an RPO earlier in her career, they were most successful when the client encouraged the RPO to brand as the company. Someone might indicate they do recruitment for a specific company on LinkedIn but be an employee of an RPO. Christy tells us how important it is for the RPO to understand an organization's mission, vision, benefits, and culture because the RPO is often attracting talent and selling people on why they should apply and interview. “When you think about recruitment and talent acquisition, regardless, it's a lot of marketing because you've got a really cool position and you've got to find the perfect fit.” – Christy Honeycutt 5:55 – Translating Your Experience with 3 Wins Right now, recruiters and talent acquisition professionals have a distinct challenge. Many resumes look the same because candidates are using AI tools. “What people think is helping set them apart is actually making them look more similar. So now you've got recruiters and talent acquisition; they don't know if these are fake resumes. They don't know if they're real. And they're getting on the call with these people and finding out they are fake; they don't have any of this requirement.” – Christy Honeycutt Christy shares a little secret about learning recruitment. She gives the example of a recruiter needing to recruit for an executive level role in technology. Recruiters are encouraged to seek out and find the C-players to practice asking them questions, understand nuance, and grasp the terminology. This is a training exercise. Following this process, a recruiter would then have more credibility once they speak to the A-players they actually want to hire. “What I would encourage is if you are a C-player, you're not going to know it. Just be kind and know that the person you're talking to has never held a technical role (probably, most likely)…and might not understand half the stuff that you guys do. The acronyms aren't going to be the same. Just be gracious with them because the more you can help them translate your experience, the better you're going to be positioned to get you over the line…. They don't want to talk to 10 people to get 1 hire. They want to talk to 3 people to get a hire…. And remember that the TA, HR, recruiters, whatever you want to call them…there's a pretty good chance that they want to help you and that they're doing the job because they like people. And I think they get a bad rap.” – Christy Honeycutt Christy tells us about something called a slate (a group of 3-5 individuals who apply for a job that a recruiter will go and interview). Recruiters are using AI to help filter through applications. “The biggest thing I can tell you is be your own person. Be your own, authentic person. Have your stories of how you've shown up and shown out…. I tell everybody for every job that you've worked at, you need to have 3 wins…. Figure out…your top things that you accomplished at each role and have that and be ready to speak to it. And then…ask questions. Interview them too…. Make sure it's a culture fit for you.” – Christy Honeycutt Christy says things like the great resignation and quiet quitting are just behaviors that get repeated over time. Right now, there is a fearful state of job hugging. “We're job hugging. No one is hugging a job. People are trying to stay employed in the market. That's all it is.” – Christy Honeycutt Christy says if you are staying somewhere because you have a job and are not happy, figure out how to make yourself happy by determining it is not a fit, understanding your passions, and beginning your exit plan. “Companies are not our families. They are going to let us go. It's going to come down to the business.” – Christy Honeycutt It's important to keep the human element in mind if we are seeking a new role (the human element on both sides). Christy tells the story of a senior recruiter who called her about a conversation with a job candidate, and Christy knew the person was burned out, bored, and curious. “High performers are always open minded and curious, but if you fall in that category, figure it out sooner than later so you're not burning yourself out because then you're in a very dangerous situation. That job hugging is going to be job abandonment. You're going to get to boot. It's not going to be the other way around. It's just kind of level setting with your psyche.” – Christy Honeycutt 11:28 – Bad Actors and Leadership in the People Industry Going back to recruiters getting practice and experience from interviewing candidates, Nick looks at this from the lens that everyone needs at bats to gain experience. Though it may be batting practice for a recruiter, it is also practice for the candidate. We don't practice interviewing very often. Christy agrees it is practice on both sides and emphasizes that kindness is key. She's had multiple conversations with recruiters who didn't understand why a hiring manager did not want a specific candidate. We might never know all the effort a recruiter put into promoting us with a hiring manager. Some recruiters, however, should not be in their roles. Christy tells us about a time in her career when she was referred to as “The Kraken.” Christy managed a tight team of talent acquisition professionals who respected and loved her as a boss. They knew she had high expectations of her team. Christy's team members would have to launch programs for global clients within 30-60 days sometimes, for example. “So, my team had to be kind of like special ops because we managed the globe, and it was high pressure.” – Christy Honeycutt As she progressed in her career, Christy would be given individuals who were not performing on other teams. Before managing someone out of the business, Christy always gave people a chance to redeem themselves because until she met the person and they worked for her, she was only hearing one side of the story. Christy recounts being asked to join an RPO to clean it up. She met with each recruiter to understand the key metrics and performance indicators. Christy tells us that for any job opening (or job requisition) a recruiter was carrying at this time, they should be submitting 3-5 candidates for each job, and a manager would expect this within 2 weeks of the job opening. There was a specific recruiter who only submitted 2 candidates per week across 15 job openings, and Christy recounts the performance conversation with this person. “There are some people that are in roles that they shouldn't be that take advantage and kind of sit back….” – Christy Honeycutt As people gain seniority in talent acquisition and recruitment, sometimes you deal with people's egos. This is the exception and not the rule. John mentions it would probably be difficult to coast based on one's reputation in talent acquisition. Based on the metrics for success and open job requisitions, it should be obvious who is doing well and who isn't. Christy says this goes back to leadership. Maybe these individuals never had a boss who would hold them accountable. “If we go back to managers and leaders, most of them aren't trained, and a lot of them want to be liked.” – Christy Honeycutt Christy is the daughter of a Marine. This means the mission gets accomplished no matter what with the fewest amount of casualties. It's her job as the leader of a team to keep them focused on the mission and accomplishing it. Removing someone from the team may be the best option to keep the rest of the team on track in accomplishing a mission. “You're only as strong as your weakest link, so if your weakest link is not holding themselves accountable and respecting their team, then they're putting everybody else's jobs at risk. And unfortunately, there are bad actors in every industry, in every role, in every organization…and we've all seen them. They are like cancer. They really hurt retention. They hurt elevation. They are usually the ones taking credit, taking too long at lunch, whatever the case may be…we've all seen them…. It all comes down to behaviors.” – Christy Honeycutt Christy thinks leaders want to be liked and are afraid of having a complaint filed against them. For example, people might file a complaint because they were not doing their job and their manager held them accountable for not doing it. “It's weird to be in the people industry for so long because it's just behaviors. It's just humans.” – Christy Honeycutt Before someone shows up for work, we have no idea what may be going on in their life outside work. Christy encourages us to meet one another with more grace. “Those of you out there, if you're lucky enough to have a job and be employed, do the job. Because there's a lot of people that don't that will come in and do a better job than you. Honor yourself, honor your employer, and show up. But unfortunately, there's bad actors.” – Christy Honeycutt John directs the conversation back to hiring cycles. He has heard it's beneficial to apply for a job opening quickly and to be in the first wave of candidates but didn't really think about the why behind it. Christy tells us this varies based on the position, the job requirements, location, salary, and other factors. In fact, recruiters often have to reset unrealistic expectations from hiring managers (i.e. what a specific role salary should be). “If you think about a client and them opening a position, they probably needed that position 30 days before it was ever approved. So, there's already a ticking time on the recruiter whether that's fair or not because in the manager's mind that role opened the second they thought they needed it. Not when they requested it, not when it got approved, but when they realized in their brain, ‘I need this position filled,' that's when the clock starts for them. So, it's an unfair disadvantage for a recruiter.” – Christy Honeycutt Listen to Christy's description of a best-in-class 4-week process from job opening to making the right candidate an offer. 20:45 – Today's Job Market and Life Outside the C-Suite If we look at this through the lens of the current job market, how much do recruiters need to sell candidates on roles when there are hundreds of applications to sort through for a single job opening? “Tech is like recruitment, like marketing. It's always the first to go…until they realize…it went, and we need it. So, it's a boomerang effect with those industries…always has been, always will be.” – Christy Honeycutt Christy tells the story of being at the HR Tech conference with a young lady who was recently laid off from a tech company. This person walked from booth to booth and began networking with people in search of new roles and was able to leverage Christy to get some introductions. She had 5 interviews over the course of the 3-day event. “In the job market today, with recruiters not able to tell if it's an AI resume or not, with them being overloaded with a vast amount of resumes…the best thing that anybody can do is make sure that your personal brand is on point. Make sure that whatever it is that you're doing…you're sharing, you're engaging your community, and that you're seen doing it.” – Christy Honeycutt Christy was part of the same tech startup mentioned above and also lost her job. But she had been working on her personal brand before that happened. Christy was speaking at events, sharing with her community, doing podcasts, and doing many go-to-market things on behalf of her employer. Christy's heart goes out to others in her field who have been out of work for multiple years. Within 3 days of losing her role, Christy was offered 3 different C-suite positions. She turned them all down. “I've had that moment where I've realized that where I want to go and where I am are 2 different places…. If I put my focus on something, my energy is going to flow in that direction, and I need to make sure that's the direction I want to go…. Do I want to go be c-suite and kill myself for the next 4 years? …But the reason that gave me confidence is I'm 3 days without a job. I've got several job offers. And I realized, they don't care how I work with them. They just want to work with me, so why don't I go out on my own?” – Christy Honeycutt, on the internal discussions she's having after encountering job loss Christy understands she's in a gifted place only because she put in the work of giving back to her community before she was in a tough spot. Her efforts include things like hosting Inside the C-Suite and doing free mentoring and coaching for others. “It's because of all the goodwill I've done. My community paid it back tenfold. So set yourself apart in whatever it is that you're doing…. Where we are today is you have to have a differentiator, or you're going to be sitting on the shelf for 5 years.” – Christy Honeycutt Christy mentioned previously that it's lonely when someone takes a C-suite role. How did her conversations with executives on Inside the C-Suite together with her experience in talent acquisition and recruitment impact her decision to not take a C-suite role? Christy knows that she doesn't do anything halfway. If she were to take a C-suite role, she would be working 80 hours per week and traveling nonstop. Christy and her partner want to slow the pace down for their family, take time to travel, and do more purposeful things. She shares a story about Matthew McConaughey wanting to make the shift from romantic comedies to more serous roles to illustrate a shift of priority and focus. “Yeah, it crossed my mind. But it does not align with my long-term goal…. I realized I have a choice. You know, the universe has brought a lot of stuff to me. Is it because it's meant for me, or is it noise?” – Christy Honeycutt Christy has shown up, given to her community in a visible way, and found her voice. But taking a C-suite role right now is not where she wants to be. Some of the job offers Christy received came from people who had been on her podcast. Christy tells more of the story of being at HR Tech and the reactions people in the industry had to her being on the market. Christy plans to continue conversations with those people about ways they can work together moving forward. “I'm really good at certain things, which you guys have broken down and helped me understand. I repeatedly get asked for those things, and those are the things I like to do. So why not go do that? Why not go be a consultant and do the things that I really like to do for people and not do the things I don't like to do…? …I can just go do the fun stuff that they need my specialization in.” – Christy Honeycutt Christy wants to stay true to herself and honor the decision to increase bandwidth for her family. Many of the C-level executives Christy speaks to on her podcast love what they do, but they've had to learn to put themselves first. “I hear this more often than not. When they first start their organization, it's business business business. Their health fails. Their family fails. So, the ones that actually made it and recovered through that little spike and actually make it out on the other side very quickly flip to ‘take care of my body (my temple), my soul, my family, then my business. It's a battle for them.” – Christy Honeycutt At the time of this recording, Christy is thinking of starting her own firm, so she hopes she can take it slow enough to avoid these pitfalls. When we decide to slow the pace and do more of what we enjoy, can reflecting on those 3 wins from each previous job help us be confident that we can still get those wins without running at a hectic pace? Did Christy do this when thinking about what she wanted to do? Christy says she did not think about these for herself even though it would be her coaching to others in need of advice. “What I found interesting is that when you're looking for an answer, if you actually open your eyes, it's right there. It plays back to you. It plays back to you in conversations you have with people…. You often say what you need and what you want and where you're at, but you don't comprehend it. But if you hear someone you love, that you trust, repeat it back to you…it's almost like it gives you permission to accept it.” – Christy Honeycutt Sometimes instead of giving people advice, we need to act as a mirror and reflect back what they've said. Christy didn't need a C-level title. She doesn't need to go do something to prove she can do it. She's already done it. Christy understood she was ready for something different, even if it's a little bit scary to consider going out on one's own. “It's scary to put yourself out there like that, but if you don't, you'll never know. I'd rather try and fail and learn than regret and not know.” – Christy Honeycutt If you want to follow up with Christy on this conversation, you can find here: On LinkedIn On her website On the podcasts she hosts – Inside the C-Suite and StrategicShift Mentioned in the Outro Do you have 3 wins from each job or at least the past several jobs you've held? And do you know the stories that go along with these? There are prerequisites that must be met before we can speak to our wins in an interview. It starts with documenting our accomplishments on a regular basis. Consider what the 3 wins are from your accomplishment list. Maybe you have more than 3 or need to use a different set of 3 based on a job to which you're applying. Consider writing the story that goes with each win. It could be a resume bullet, but think of it as more detailed and something you can share in an interview. This is part of drafting a career narrative like Jason Belk suggested in Episode 284 – Draft Your Narrative: Writing and Building a Technical Portfolio with Jason Belk (2/2). We should not only write the draft but gain practice sharing the stories verbally in interviews, possibly conversations with our manager, and maybe even in conversations with industry peers at networking events (if and when appropriate). This is an iterative process! We like looking at conversations with recruiters as opportunities to practice telling our win stories. In the discussion with Christy, we heard about her experience losing a job. In Christy's case she had been giving to her network long before this happened in a very visible way. Maybe you are doing this in a less visible way. Consider documenting that work, but make the overall intent to help others and impact people positively. It will pay off later when you need help. Christy shared an exercise in finding clarity. She knew a C-suite role would not match the pace that was aligned with what her family wanted. It wasn't just about personal ambition. Remember to check out Christy's podcasts, Inside the C-Suite and StrategicShift. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.

November 25, 2025: Fast Company reports that on-site workers are experiencing significantly worse "Sunday Scaries" than remote employees. The Wall Street Journal highlights how the U.S. economy is becoming increasingly dependent on corporate AI spending. Fortune features Slack's cofounder warning that employees are drowning in "fake work" that looks productive but delivers little value. Amazon's latest layoffs are tied directly to automation and robotics. The WSJ outlines the next wave of office design focused on biophilic spaces, flexible collaboration zones, and personalized climate control. And Moderna has merged its technology and HR departments, creating a unified workforce systems model that signals a major structural shift in how organizations will operate in the AI era.   ---------- Future-ready organizations are built, not hoped for. My latest book, -The 8 Laws of Employee Experience shows how. Preorder here: 8EXlaws.com