Podcasts about hr tech

In this episode of The HR Digi Podcast - now relaunched in English - Anna Carlsson breaks down the Nordic Paradox: why one of the world’s most digitally advanced regions still struggles with HR tech, AI adoption, and digital maturity. Despite strong digital skills and infrastructure, the Nordics rank low in AI usage, HR system readiness, and data-driven decision making. Anna explores cultural barriers, vendor limitations, governance gaps and what HR leaders can do to accelerate progress and move from interest to real impact.

This week on Tapod, Bonnie kicks Craig to the curb as we welcome Sophie Hirst—Gen Z career coach, former Google marketing manager, TikTok creator, and founder at Work Baby. You might know Soph from her brilliant podcast, Biz, on the Mamamia network. Beginning her career as a magician's assistant in Japan (yes, you heard right), Soph's career is so interesting. From fails in the workplace to presenting the real stats on Gen Z, Soph's insights bring clarity to generational misnomers and how to navigate 5 generations in the office. Thanks to People Orbit AI for your support this month. 

PORTLAND, OR – In a move to reshape how physicians connect with job opportunities, healthcare recruitment startup Beginly Health announced on Monday its acquisition of ProviderJobs.com. The deal includes the integration of ProviderJobs' video-first recruitment technology and the appointment of its founder, Brian Forrester, as Beginly's new Chief Product Officer. https://hrtechfeed.com/physician-job-discovery-app-acquired/ Other headlines https://hrtechfeed.com/hr-tech-bytes-5/ HR Tech execs on the move https://hrtechfeed.com/hr-tech-execs-on-the-move-13/ Learn more about your ad choices. Visit megaphone.fm/adchoices

This week on Tapod we sit down for a special episode with Michael De Graaf—Global Head of Talent at Workday. It's not often we get to talk to someone from a talent team who uses their own solution (customer zero). Mike is as close as you can get to the product, and we get an opportunity to understand how Workday test and trial. We also touch on acquisitions and how solutions integrate or stand alone. It's a very interesting discussion that will benefit every talent leader.Thanks to People Orbit AI for partnering with us this month. 

Today on the Scoop, the team from Tapod brings you all of the weekly TA & Recruitment News. We cover all sorts of headlines, including…  Christmas parties and how to behave, El Jannah and the bots, Callam Pickering drops in for a chat, can a worker working OS apply for unfair dismissal from an Aussie firm? Trump to take over AI, the Victorian economy in the mud, Gen Z and sandpaper, and much more. And don't forget to listen to the upcoming events!Thanks to Indeed for partnering with us on The Scoop. 

This week on Tapod we wrap 2025 and the year that was with two of the greatest minds in our industry, Sarah Purches and Jo Vohland. Nothing is off the table as we cover every single issue we faced over the past 12 months, from AI to acquisitions to the shrinking TA market to the global economy and much more. Not only that, we all give our crystal ball moment for 2026. We don't always agree, but boy, we had fun! Thanks to Greenhouse for partnering with us this month. 

Whether you run an HR software company or an HR consultancy, one thing is always true: big annual revenue targets only work when you turn them into simple weekly actions that actually bring in demos, sales calls, consulting calls, and new clients. In Episode 299 of the A Better HR Business podcast, Ben outlines a clearer, calmer way to think about sales planning for the year ahead. The ideas apply equally to software founders and consulting firms. (Full show notes and resources list here: https://getmorehrclients.com/blog/a-clear-sales-plan-for-hr-tech-and-hr-consultancies/). Here is a taste of what is covered... Start with one number There is one surprisingly simple number that reveals exactly how many demos or consulting calls you need each week. Most HR businesses never calculate it. Once you do, planning becomes far easier. Work backwards from the goal Instead of trying to be everywhere, there is a cleaner way to map your activity. Ben explains how to reverse-engineer your pipeline so your marketing and sales efforts work together rather than in bursts. Get really good at two or three growth activities More channels do not always mean more clients. Ben shares why most HR tech firms and HR consultancies see better results when they master a couple of activities deeply while using the others to support the core engine. Add small moments of wow to your client experience A few thoughtful improvements in onboarding or delivery can increase conversions, retention, and referrals. Ben recommends a book that will reshape how you think about client experience. Lead nurturing is the silent deal-maker You may have heard the old idea of seven touchpoints. Ben explains why that is outdated and why B2B HR often requires many more interactions before someone is ready to talk. He also covers why so many deals are lost long before the sales call or demo. How HR Growth Engine fits into the picture If you struggle to follow up consistently, keep leads warm, or manage all your touchpoints across different platforms, Ben gives a short overview of how HR Growth Engine helps HR firms stay in front of their audience with less manual effort. Stories from inside the HR industry Some firms grew with low-cost ads. Others filled webinars with ideal prospects. Others grew simply by improving their follow-up. Ben shares the common thread behind all these wins. Listen now If you want a straightforward, practical approach to planning your HR business growth for the year, this episode will help you simplify the process. Listen to Episode 299 of A Better HR Business. If you want help building a simple, consistent growth system for your HR business or want to explore HR Growth Engine, visit Get More HR Clients or go straight to www.getmorehrclients.com/hr-growth-engine. 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 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.

Een uitverkocht RTE25, verdiende Award-winnaars én de terugkeer van Facebook Jobs: een greep uit de Recruitment Tech Monthly van december. Verder: Recruitment Tech Awards 2025: Selection Lab en Decathlon winnenOTYS Walk-InsightsZakennieuws: wisseling van de wacht bij In2DialogSoftware Combined neemt WCC Group overConsolidatie in HR-tech: Fusies en overnames nemen toeRecruitment Tech Landscape 2026 & Benchmark nog actiefVooruitblik: Trend Talkshow 2026 

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.

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News. We cover all sorts of headlines, including…  The Australian government throws its hat into the AI world, the French Culture Ministry drugs interviewees, MI5 investigates recruiters, career opportunities for over 50's, Bunnings nails the 5-generation workforce, Australia's gender pay gap is improving, and much more!  And don't forget to listen to the upcoming events!Thanks to Indeed for partnering with us on The Scoop. 

Struggling with low profitability? Here's the truth most business owners don't want to hear: it's rarely about selling more. It's about tightening operations, focusing on the right clients, and removing the stress that drains your team and your bottom line. Not every customer is a good fit - and that's okay. When you intentionally serve your most profitable and appreciative clients, your culture shifts from burnout and resentment to excellence and energy. Choose wisely whom you serve. In my latest episode of A Better HR Business, I sit down with Ben Hansen, CEO and Founder of Profit Doctor, to talk about how HR-related companies - and the entrepreneurs leading them - can double their profitability, regain control, and build the kind of business they originally dreamed of running. Ben knows the journey firsthand. He built an 8-figure consulting firm with 100 team members in just eight years, earning a spot on the Inc. Magazine fastest-growing companies list five years in a row. Today, he helps companies in the $5–50M range build healthier, stronger businesses. In this episode, Ben talks about: Why Not Every Client Is Worth Keeping: Some clients drain more than they contribute. Identifying and exiting these “profit killers” frees up resources for higher-value relationships. Growth ≠ Profitability: More sales don't automatically mean more profit. Sometimes the biggest gains come from tightening processes and prioritizing profitability - even for just a few focused months. Listen to Your Frontline Teams: Your staff often knows which clients, products, or workflows are hurting the business. When you involve them, you gain insights and boost engagement. If you're ready to reclaim the dream of entrepreneurship, it's time to optimize - not just grow for growth's sake. Website: www.profitdoctor.com LinkedIn: www.www.linkedin.com/in/benhansen 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.

This week on Tapod we sit down with one of the leading minds in AI in Australia—Professor Toby Walsh, Chief Scientist at UNSW AI Institute. Fresh from his keynote presentation at ATC2025, the Good Professor guides us through the myths associated with AI as well as plenty of practical applications. If you are nervous, intimidated, or worried about where technology is headed, rest assured—we have you covered. Oh—and did we tell you the story about Toby and his little challenge with Russia?Thanks to Greenhouse for partnering with us this month. 

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

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

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

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

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

Join Steven Frost, CEO and Founder of WorkBuzz, in an insightful conversation with Gary Fowler as they explore why AI-first transformation is no longer optional — it's urgent. Discover how WorkBuzz is redefining employee listening far beyond traditional surveys by building an AI-powered platform designed for real-time insights, continuous feedback, and more human-centric workplaces.

Today on the Scoop, the team from Tapod brings you all of the weekly TA & Recruitment News. We cover all sorts of headlines including… Workday not done with acquisitions, who wants a job paying $300k? AI updates on many fronts, NT raiding NZ for Cops, CSIRO wields the axe, hiring at the Jonas Brothers concert and much more. And don't forget to listen to the upcoming events!Thanks to Indeed for partnering with us on The Scoop. 

O papel do Business Partner vai muito além de “RH dentro da área”.Neste episódio do Mereo Talks, recebemos Jussamara Ferreira, Especialista em Business Partner na Neoway e Vice-Presidente da ABRH/Florianópolis, para uma conversa profunda sobre como o BP pode se tornar um verdadeiro parceiro estratégico do negócio, conectando cultura, liderança e performance.Entre os temas, falamos sobre:Como o BP deixa de ser operacional e se torna um arquiteto de cultura.O equilíbrio entre estratégia, agilidade e cuidado com as pessoas.A importância das soft skills e da influência na atuação do BP.Como desenvolver o BP do futuro: humano, analítico e orientado a dados.A Jussamara compartilha sua vivência em empresas de alto crescimento, trazendo exemplos práticos sobre como transformar a relação entre RH e negócio em uma parceria que impulsiona resultados e fortalece a cultura.Se você atua ou quer atuar como Business Partner, esse episódio é um guia essencial para entender como posicionar o RH de forma estratégica, relevante e transformadora.

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. 

This week my company, RecTech media announced the official rebrand of our press release newswire service from RecTech PR to HR Technology Wire. https://hrtechfeed.com/introducing-hr-technology-wire/ ZoomInfo the Go-To-Market (GTM) Intelligence and Talent Solutions platform, today announced the launch of its AI Builder Catalog, a specialized dataset that surfaces verifiable Proof-of-Work Signals to accelerate AI hiring. https://hrtechfeed.com/new-hr-tech-from-zoominfo-employ/ Employ Inc., a leading provider of people-first, intelligent hiring solutions across JazzHR, Lever, and Jobvite, today announced the launch of the AI Screening Companion….Built using IBM watsonx.governance, the AI Screening Companion delivers proactive, intelligent assistance that goes beyond basic automation.  https://hrtechfeed.com/new-hr-tech-from-zoominfo-employ/ CHICAGO, Nov. 20, 2025 — Yello, a leading provider of early talent acquisition software solutions, today announces the acquisition of Symba, the go-to platform for new hire readiness. Through this acquisition, Yello will help employers reduce the manual work of running internship and new grad programs while maximizing candidate engagement and conversion rates. https://hrtechfeed.com/yello-acquires-symba-onboarding-tool/ SAN JOSE, CA—Zoom has announced the acquisition of BrightHire, a leading AI-powered hiring intelligence platform, in a move to significantly expand its enterprise offering and embed intelligent capabilities into the critical talent acquisition workflow. The purchase, which was announced in a blog post, integrates BrightHire's capabilities directly into Zoom Workplace, the company's AI-first work platform. https://hrtechfeed.com/interviews-zoom-acquires-brighthire/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News. We cover all sorts of headlines, including… Lloyds uses banking data in pay negotiations,  Pakistani newspaper has an AI whoopsie - so does Deloitte, whilst KPMG in the UK cuts overtime for juniors, the French cry ‘Sacre Bleu!' against Meta, Zoom acquires Brighthire, WFH test case in Victoria, the latest workplace sex trend for Gen Z, massive pay gap for people living with a disability in the UK; and much more. And don't forget to listen to the upcoming events!Thanks to Indeed for partnering with us on The Scoop. 

This week on Tapod we catch up with ITAs 2025 Corporate Talent Leader of the Year, Kylie Cashion and Corporate Talent Professional of the Year, Sara Kean – both from Tasmania and both working at Tas Networks! In a year where the Apple Isle really announced itself as a Talent Acquisition Industry heavyweight, we explore what it takes to be the ‘best of the best'. From EVP to increased quality of candidates to innovative processes to hiring manager training to DEI programs to Tas Talent Day to early careers and more.If you are looking to develop a leading TA function, Kylie and Sara will give you a tip or two!Thanks to Greenhouse for partnering with us this month. 

Discover the future of HR technology in this insightful conversation with Sonali Chowdhry, CEO of Officenet, on The Brand Called You podcast. Sonali shares her journey in the HR tech space, how Officenet is redefining workforce management for leading organizations, and the transformative impact of AI, machine learning, and data-driven insights in HR. Learn about hire-to-retire solutions, the importance of a people-first approach, real-world examples of tech-enabled HR practices, and how next-gen tools are empowering employees and HR leaders across industries. If you're passionate about technology, leadership, and the changing world of work, this episode is a must-watch!

Success in business isn't just about working harder. Dr. Eugene K. Choi highlights the importance of recognizing when we're stuck in survival mode and intentionally shifting to the executive state, where creativity, empathy, and better decisions thrive. Many of us spend about 70% of our adult lives in a stress-driven survival state. Imagine the impact if leaders could operate from the executive state more often. It starts with self-awareness. Fight, flight, and freeze responses often appear subtly - as overworking, avoidance, or busywork - quietly holding leaders and teams back. In the latest episode of A Better HR Business, I speak with Dr. Eugene K. Choi, PharmD, BCPS, a neuroscience-based leadership coach, about how leaders can rewire their minds to access their best thinking and potential. We've talked about: Why most leaders unknowingly operate in a survival state and how it limits productivity. How emotional triggers sabotage decision-making and team culture. Practical neuroscience techniques - meditation, exercise, emotion-labeling—to rewire your brain and shift your mindset. P.I.E. Theory of Success: Performance, Image, and Exposure - and why the right order matters. The power of storytelling, emotional resonance, and authenticity in leadership and marketing. Strategies for breaking free from self-sabotage and building impactful habits. If you're ready to go beyond “working harder” and lead from the executive state, this episode is full of actionable tools for high-stress business environments. Website: wwwneurohackingschool.com LinkedIn: www.linkedin.com/in/eugenekchoi 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.

Noah Mithrush, Director of Growth Marketing at Guusto, joins us live from the UKG Aspire Conference to unpack the critical intersection of User Experience (UX) and Employee Experience (EX) in HR technology. Noah explains why so many HR programs fail to gain adoption and how even the best intentions can be derailed by a poor user experience. We discuss how to get into the user's mindset, why HR tech should be as easy to use a consumer app, and how making the emotional journey of an employee is the key to success.  [0:00] Introduction Welcome, Noah! Today's Topic: Rethinking User Experience to Improve Employee Experience & Program Adoption [3:53] What do people get right and wrong about user experience? Why good intentions often fail, and the common mistake of not considering all technology touchpoint for the end-user The problem of designing programs that are manually intensive for managers [10:43] How do you get into the users' mindset to align UX and EX? Going beyond just mapping process steps to mapping the employee journey Why implementing "emotional IQ" into the design process is critical for driving program adoption [16:59] How does AI impact the employee experience? Using agentic processes to allow teams to do more with less The potential for AI to allow teams to "think differently" and fundamentally redesign the employee journey [22:28] Closing Thanks for listening! Quick Quote “What I see a lot of the time is what people get right is their intention. At the very beginning, they're trying to solve a problem . . . but when it comes to tech and the user experience, [they're] not taking into consideration all of the points along the way of different technology [and] how the actual end-user (or employee) has to use and interact with it.”

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

On this special episode of Tapod, Lauren sits down with Daniel Chait—CEO—and Meredith Johnson—CPO—at Greenhouse at the recent ATC2025. Daniel and Meredith take us on a journey of evolution and development, covering AI, user case studies, and a roadmap for the future.

The HR technology market is booming - but with so much innovation (and noise), how can HR leaders and investors tell what's truly transformative from what's just trendy? In this episode of the Digital HR Leaders Podcast, host David Green sits down with Thomas Otter, General Partner and Venture Capitalist at Acadian Ventures - a firm dedicated to investing in groundbreaking companies that make work better. With decades of experience spanning SAP, Gartner, and now venture capital, Thomas brings a rare 360-degree view of the HR tech ecosystem - from building and leading product teams to backing the next generation of innovators. Together, David and Thomas explore: Whether HR tech is going through a true transformation or simply evolving Where AI is actually making a difference, and where the hype is getting ahead of reality Why AI adoption remains slow for many organisations, and what leaders can do about it The traits and technologies that make HR tech startups stand out to investors The trends and breakthroughs shaping the next five years of HR technology and the future of work If you're an HR or people analytics leader, tech founder, or investor looking to cut through the noise and understand where HR tech is really headed, this is a conversation you won't want to miss. This episode is sponsored by TechWolf. TechWolf helps enterprises get fast, accurate, and actionable skills data—without surveys. From identifying the skills your workforce has to mapping what they need, TechWolf's AI integrates seamlessly with your existing systems to turn messy data into strategic advantage. Learn more at techwolf.com Hosted on Acast. See acast.com/privacy for more information.

In this episode of The Impostor Syndrome Files, we talk about burnout, not just feeling tired or having a hard week, but the deeper, chronic exhaustion and self-doubt that so many high achievers experience but rarely name. My guest this week is Alison Campbell, founder of unBurnt and a former senior corporate leader who turned her own health crisis into a mission to help others recover from and prevent burnout.Alison shares her journey from fast-paced corporate roles in finance, retail, and tech to the moment she landed in the ER, the wake-up call that changed everything. Together, we unpack what burnout really is (and isn't), how to recognize its unique signs and why exhaustion, cynicism and self-doubt often travel together. We also explore practical ways to shift from constant reactivity to proactive self-care, including Alison's simple but powerful stressor scan exercise to bring clarity and agency back to your week.About My GuestAlison Campbell is the Founder of unBurnt - a company on a mission to eliminate workplace burnout with modern and measurable solutions. Aimed at improving resilience across teams and helping employees build sustainable micro-habits to reduce chronic stress, unBurnt is tackling the global burnout epidemic with a fresh and innovative approach.Prior to founding unBurnt, Alison had nearly twenty years of corporate experience across Finance, Ecommerce and HRTech. In her last corporate role, she was the Chief of Staff and Head of Strategy & Analytics at a $1B global company. But after years of accepting exhaustion & overwhelm as normal, a health scare became the catalyst to change course. Now, Alison is combining her operational experience with expertise as a Certified Health & Wellness Coach to reimagine how we work, lead and live. With a deep understanding of the challenges faced by professionals in fast-moving organizations, unBurnt delivers workshops, training and coaching interventions to unblock friction and help companies thrive.~Connect with Alison:Website: www.getunburnt.com  LinkedIn: https://www.linkedin.com/in/alison-campbell-3035b63/ Instagram: www.instagram.com/get_unburnt ~Connect with Kim and The Impostor Syndrome Files:Join the free Impostor Syndrome Challenge:https://www.kimmeninger.com/challengeLearn more about the Leading Humans discussion group:https://www.kimmeninger.com/leadinghumansgroupJoin the Slack channel to learn from, connect with and support other professionals: https://forms.gle/Ts4Vg4Nx4HDnTVUC6Join the Facebook group:https://www.facebook.com/groups/leadinghumansSchedule time to speak with Kim Meninger directly about your questions/challenges: https://bookme.name/ExecCareer/strategy-sessionConnect on LinkedIn:https://www.linkedin.com/in/kimmeninger/Website:https://kimmeninger.com

Today on the Scoop, the team from Tapod brings you all of the weekly TA & Recruitment News. We cover all sorts of headlines, including… the rise of ghost growth at work, recruiters acting like toss bags, upstairs and downstairs of the meth lab are firing, Big Brother is back, AI is killing workplace wellbeing, opening the Church of TaPod, most ridiculous workplace rules, perks with dating the boss, Gen Z demanding leave and much more.Thanks to Indeed for partnering with us on The Scoop. 

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

How much of your benefits budget actually helps people live and work better?In this episode of the HRchat Podcast, host Bill Banham sits down with David Duckworth, Co-Founder and COO at Ben, to explore why so much global benefits spend gets wasted—and how a smarter, more human approach can turn perks into performance.David draws on his background in payments, financial services, and HR tech to reframe benefits as what they really are: complex, recurring payments that deserve the same precision and transparency as payroll. That mindset, he argues, is key to building cleaner, simpler, and more impactful experiences for employees everywhere.The conversation covers:The shift from work-life balance to work-life integration—and how policy design must evolveHow Ben encourages real-time off and embeds wellbeing into daily workflowsWhy boldness and resilience define great hires and high-performing teamsThe mechanics of fixing a fragmented benefits ecosystem with AI, automation, and open architectureHow to measure ROI in practical ways—through adoption, engagement, experience scores, and retention impactWe also preview Disrupt London 25.0, hosted at Ben on November 12, 2025, and discuss why bringing innovators together accelerates progress in employee experience and HR tech.If you're rethinking your benefits strategy or building the next generation of workplace experience, this conversation is your playbook.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

This week on Tapod we catch up with Mike Beeley – CEO at Lightbox Communications and EVP expert. We talk everything Employer Branding especially the results from the recent global ‘EB' survey, involving over 300 organisations and close to 800 individuals, generating a 41-page report. We tackle the concerns, strategies, and successes in the space, and Mike shares with us the data that matters and the trends for the future. He creates new streams of thought like HVP and talks through consumer marketing as it relates to recruitment marketing. Our favourite quote from Mike… ‘It's like air freshener… it disguises all the stinks, but the dry dog turd is still in the corner…'Thanks to Greenhouse  for partnering with us this month. 

At HR Tech 2025, AI stole the spotlight, but not everyone was convinced. Amid the hype and bold claims, HR and compensation professionals were asking tougher questions: What's actually working? What's just marketing? And how can AI really make their jobs easier? In this episode of Comp and Coffee, host Ruth Thomas sits down with Peh Keong Teh, Chief Product Officer at Payscale, Olivia Sedler, Product Manager at Payscale, and Mark Feffer, contributing analyst at 3Sixty Insights and editor of WorkforceAI.News and HCM Technology Report. Together, they cut through the noise from HR Tech, unpack what vendors got right and wrong, and discuss where AI can and cannot move the needle for HR and comp leaders today. Episode Resources: Pay trends report -  https://www.payscale.com/featured-content/pay-trends-report How AI is reshaping your workforce - https://www.payscale.com/compensation-trends/how-ai-is-reshaping-your-workforce AI 101 - https://www.payscale.com/compensation-trends/ai-101-the-hr-and-compensation-starter-p[…]gn=brd_ai-blog-engagement_wv&utm_content=data_blg_ai-101_pst AI Webinar - https://www.payscale.com/research-and-insights/how-ai-is-reshaping-pay-decisions-on-d[…]ement_wv&utm_content=data_wbn-o_how-ai-is-reshaping-comp_pst Email: coffee@payscale.com for listener questions and suggestions

Today on the Scoop, the team from Tapod brings you all of the weekly TA & Recruitment News. Lauren is away, and Bonnie joins us in the hot seat. We cover all sorts of headlines, including…  beach interviews, anyone? Gen Zers hit 30! Albania's first AI Government Minister is pregnant with 83 digital offspring, Welsh uni students can't understand recruitment language (who would've thought?), Amazon cuts 14k jobs, people stuck in careers they hate, and much more.Thanks to Indeed for partnering with us on The Scoop. 

This week 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 Greenhouse for partnering with us this month. 

I recently had the pleasure of speaking with Geraldine Butler-Wright, Founder and Chief People Officer of RorCas and about scaling tech companies. Geraldine is also the host of the excellent "People and Pioneers" podcast, where she explores the human side of innovation and success. Here are other topics from our conversation: The Real Reputation of HR: HR shouldn't be a cost center stuck pushing paperwork. Tie your people practices to business impact. Ask: How does this initiative move the needle and help us win? Move beyond red tape and become a true strategic partner. Intentionality & Company Culture: Great culture starts with intentionality. Don't get lost in HR noise - focus on what really helps your business grow and brings people together with purpose, not just policies. Technology & High-Talent Teams: Small, high-talent teams powered by AI are the future. Automate admin, and double down on the moments only humans can deliver - quality service, empathy, and growth. Action & Iteration: Don't aim for perfect. Launch your podcast or idea, even if it's rough. Start with trusted people, keep learning, and let your work evolve. Action leads to clarity and confidence. Resilience & Entrepreneurship: Building a business is tough - don't let setbacks stop you. Give yourself time to process, then move forward. Progress is about grit, focus, and staying ready to learn and adapt. Geraldine's insights are a must-read for anyone looking to make HR a driver of business growth rather than just a function. Website: www.rorcas.com LinkedIn: www.linkedin.com/in/headofpeoplegbutlerwright/ 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.

On this episode, Pete and Julie are back from Las Vegas after Dayforce Discover sharing insights, observations, and takeaways from the big HCM event!  Pete and Julie opine on a long list of updates from Dayforce, including the acquisition of Agentnoon to enable its new Strategic Workforce Planning solution and ‘continuous planning' ambitions, new products and features across the platform, and those next up on the roadmap, its agentic AI progress and plans, and more! Connect with the show:    LinkedIn:  http://linkedin.com/company/hr-payroll-2-0  X: @HRPayroll2_0 @PeteTiliakos @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social  YouTube: https://www.youtube.com/@HRPAYROLL2_0

In this episode of The Chad & Cheese Podcast, the boys interview Malcolm Frank, former president of Cognizant Digital and current CEO of Talent Genius, a platform focused on AI-driven talent acquisition. Frank, an Ohio native, discusses his extensive experience in technology and consulting, highlighting Cognizant's growth from 10,000 to over 300,000 employees. He traces AI's rise in business, noting its "slow, then sudden" impact since ChatGPT's 2022 debut. Frank critiques CEOs for layering AI onto outdated structures, leading to poor ROI, as shown in an MIT survey, and advocates for first-principles thinking to redesign processes. He sees recruiting transforming with AI, cutting sourcing time (e.g., scanning 7.5 million profiles instantly) and improving cultural fit analysis, though human recruiters remain vital for emotional connection. Frank warns of AI scaling biases faster than humans, necessitating strong governance to avoid issues like predatory lending seen in early AI experiments. He discusses Talent Genius's “Agent Powered” platform, which helps workers leverage AI to amplify skills (e.g., becoming “5x” more effective), drawing parallels to historical job shifts like the iceman's obsolescence. The lively discussion, peppered with humor about Davos and Buckeyes, emphasizes AI's potential to turbocharge talent management if thoughtfully integrated, urging listeners to visit talentgenius.io for more. Chapters 00:00 - Introduction to Malcolm Frank 01:56 - The Rise of AI and Its Impact 05:20 - Challenges in AI Implementation 09:02 - The Future of Recruiting with AI 12:53 - Investing in Employee Development 17:19 - The Role of AI in Talent Acquisition 21:16 - Big Tech vs. Niche Vendors in HR Tech 24:48 - The Evolution of ATS and Recruiting Tools 28:51 - Bias in AI and Its Implications 35:23 - AI's Impact on Blue Collar Jobs 37:39 - The Vision Behind Talent Genius

From Cashier to HR Strategist: Oksana Day on Hiring Smarter, Not HarderVisit https://flexhr.com/ & https://www.truarthr.com/Learn the mindset and moves that lead to real results. Please visit my website to get more information: http://diversifiedgame.com/

It's time - to rehash the event season to date and ask: where is the actual sign of innovation? Join us - and help sort out the promising HR tech from the BS, we've got special guest and HR tech analyst par excellence Stacey Harris joining Jon Reed and Brian Sommer. Harris should also have fresh data on what matters to customers and HR leaders. Brian and Jon will pick their enterprise highs and lows, with the spiffy help of Brian's infamous slide deck. Bring your savviest and snarkiest commentary, as always.... Note: if you want to see the video version with Brian's infamous slide deck, you can catch that on YouTube: https://www.youtube.com/live/FCOpVpjtbhU

What happens when you put a mic in front of HR leaders and ask them for their unfiltered takes on AI?In this episode, Daniel and Stephen recap their trip to HR Tech — where they recorded 12 quick-hit “AI Confessions” from folks they met on the conference room floor. From agentic workflows and custom GPT chaos to the real blockers slowing down AI adoption, this one's packed with candid insights from the front lines.You'll hear what HR leaders from companies like Lumen, Articulate, and Airbnb.---- Sponsor Links:

Mônica Hauck, CEO da Sólides, HR Tech voltada para pequenas e médias empresas, é a convidada deste episódio do podcast Do Zero ao Topo, do InfoMoney, apresentado por Mariana Amaro. Historiadora por formação, Hauck se especializou em gestão para traçar sua trajetória no empreendedorismo. Ao lado do marido e co-CEO, Alessandro Garcia, criou, em 2010, a Sólides, que chegou a passar por um momento de quebra, em meados de 2014, por mau planejamento e decisões erradas. Com uma reestruturação, porém, o negócio foi ganhando tração novamente, alcançando mais de 43 mil clientes. A meta, agora, é chegar em uma receita bruta de R$ 1 bilhão por ano em 2028.

Recruiting Future Round Up is back in a brand-new live format. Round Up has always been a quick way to catch up on the most important insights from the month's Recruiting Future interviews. Now we're taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time. In this recording (previously live) Matt is joined by special guest HR Analyst Mervyn Dinnen, as they look back at September's seven interviews.  Episodes featured in this Round Up: Ep 727 Becoming A Long-Haul Leader Ep 728: The Problem With Bias Ep 729: Using AI Responsibly In TA Ep 730: Is Recruitment Marketing Stuck In A Rut? Ep 731: Recruiting Top AI Talent Ep 732: Are Job Interviews Obsolete? Ep 733: Making Sense of HR Tech's AI Explosion Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.