Podcasts about hr tech

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including Uber brutalising their HR Team; 12.5% tariffs imposed by the USA for allowing imports of goods created by modern slavery; Atlassian says AI is making teams slower; the daily commute is dead; businesses spending pay rises on AI; the top 10 in-demand jobs and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

This week on Tapod, we catch up with Jamie Leonard – Founder of Recfest – The LARGEST Talent Acquisition event in the world! Imagine over 4000 recruiters in the field at Knebworth, UK – in the biggest and baddest conference/festival on the planet. This year's theme revolves very heavily around human intervention in a world transfixed on AI. With a focus on practitioner delivery and case studies  Thanks to Greenhouse for partnering with us this month. 

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including Lauren wants us to stop talking about AI and then doesn't stop talking about it; bad hiring decisions cost $7.3 billion annually; redundancy and then enforcing non-competes – is that fair? Would you call someone a ‘fat, ugly pig' in an interview? Ghost jobs on the increase; the Fair Work Commission hands out a pay rise; Gen Z not lazy but harder to manipulate and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

This week on Tapod, we catch up with Rachel Hill, Managing Director at Hill Consulting HRS & Founder at The Recruitment Skills Academy. But Rachel is on a mission. Along with our very own Craig Watson, she has developed the first-ever accredited vocational training for our industry in a Certificate IV in TA and Diploma in TA Management. Not only that, but they are also about to launch the Talent Acquisition Association of Australia – TAAA. This is a member-based industry association to drive the professionalism and standards of talent acquisition in the region. The TAAA will provide guidance and resources, lobby the government, be the voice of internal recruitment and test frameworks around new strategies and technologies. They have already signed on a number of vendor partners who will contribute data, whitepapers and special deals to members. It's high time we are seen as a true profession, and that can only be the case if we take steps to act like one.Thanks to Greenhouse for partnering with us this month. 

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including holding grudges at work and what it's costing you; Callam Pickering – APAC Senior Economist at Indeed joins us for an update on job numbers, the Budget and what we can all look forward to… or not; AI already gaming recruiters; Human Capital reduced to a cost line item; the real story behind Bolt firing their HR team; and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

This week on Tapod, we catch up with Sue Howse – Managing Partner & Founder at The Human Collaborative. Sue is the foremost commentator in the Contingent Workforce in the APAC region. Sue shares with us what has changed and what has stayed the same in the sector. From P&C to Procurement to TA, the Contingent Workforce can be a minefield of risk and the biggest risk of all is a lack of understanding. If you have non-traditional workers in your business, from casuals to contractors to SOW workers you really need to take a listen to this episode.Thanks to Daxtra for partnering with us this month. 

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com CHAPTERS: 00:00 – The Witching Hour: An Impromptu Stop-and-Chat Day 10, final afternoon, luggage everywhere — Adam spots Mike Johnson at the Onboarded booth and pulls him into an unscripted conversation that delivers more insight than most prepared interviews. 02:00 – Meet Onboarded: The Messy Middle of HR Tech What Onboarded actually does: orchestrating the compliance-heavy gap between recruiter technology and back-office HRIS — federal, state, local obligations, background checks, integrations — built elegantly for high-volume hirers. 04:30 – From Checkr to Onboarded: The Origin Story Mike's background building trust and safety infrastructure for the gig economy at Checkr, why that exposed the far greater complexity of W-2 hiring, and what made him want to solve it. 07:00 – Building With People You Know, Love & Trust The team that followed Mike from his previous life — people whose kids and spouses he knows, who've gone on trips together — and why that trust foundation is the real secret ingredient behind Onboarded's early traction. 10:00 – Family First as a Company Value — Not Just a Talking Point Offsites where spouses and kids are invited, a hiring philosophy that prioritizes family relationships above work, and why Mike believes that's not a soft value — it's a performance strategy. 13:00 – The White Space Nobody Else Was Solving Every HR software product has its own onboarding experience. Nobody had built the orchestration layer that unifies the end-to-end worker experience across all of them. 15:30 – Enterprise Software Re-Architecture: 5 Months, Not 5 Years The speed at which AI is upending enterprise software is being radically underestimated. Not a five-year transformation — a five-month one. What Claude and coding agents are making possible right now. 18:00 – Compliance Is Not Vibable Federal, state, and local compliance obligations are discrete, black and white, and non-negotiable. That's Onboarded's moat — and why no amount of AI creativity replaces domain expertise in this space. 21:00 – Enabling Builders on Top of the Compliance Foundation How Onboarded balances compliance rigidity with entrepreneurial flexibility: partners and independent builders using the platform to build their own products on top of a compliance-ready foundation. 24:00 – The Founder Philosophy: Say Stupid Stuff to the Right People Finding people you trust enough to say your dumbest ideas to — who will push back hard and still be with you when the dust settles. That's the real engine of innovation. 27:00 – Where to Find Onboarded onboardr.com — a freshly launched website with a free trial and direct scheduling available.   TAKEAWAYS: 1. The Messy Middle Is the Most Underserved Layer in HR Tech Every recruiting tool has onboarding. Every HRIS has onboarding. But nobody built the orchestration layer that connects them elegantly for the worker and for the operators managing it all. That's the gap Onboarded identified — and it's larger and more painful than most people outside high-volume hiring environments realize. 2. W-2 Hiring Is 10x More Complex Than Contractor Onboarding The gig economy built an enormous amount of infrastructure for contractor trust and safety. But the W-2 world — with its federal, state, and local compliance obligations, background check requirements, I-9 verification, and benefits enrollment — is a fundamentally different problem. Mike learned this at Checkr and built Onboarded to solve it. 3. Enterprise Software Is Being Re-Architected in Months, Not Years Mike's view on AI's pace is one of the most direct in the series: people are underestimating how fast the change is coming. Not a five-year transformation curve — a five-month one. The coding agents available today, powered by tools like Claude, are already capable of building enterprise- grade software. Every software company needs to be honest about what that means for their product. 4. Compliance Is the One Category AI Cannot Vibe Away The federal, state, and local obligations governing W-2 hiring are not ambiguous, interpretable, or creatively solvable. They are discrete, binary, and non-negotiable. That is Onboarded's defensibility. No vibe coding tool can build compliance infrastructure. That requires domain expertise, legal knowledge, and years of working inside the problem — and that's exactly what the Onboarded team brings. 5. The Right Moat Is Domain Expertise, Not Just Technology In a world where building software is getting cheaper and faster, the companies with genuine defensibility are those with deep domain expertise that can't be replicated with a good prompt. Mike's background at Checkr building trust and safety infrastructure for the gig economy is the foundation that makes Onboarded's compliance product credible — and the reason partners trust it enough to build on top of it. 6. Build With People You Know — Especially Your First Team Mike's intentional choice to build Onboarded with people from his past — people whose families he knows, who've traveled together, who have real relational history — wasn't nostalgia. It was strategy. Trust that's pre-built from shared experience is the fastest path to a high-functioning founding team. You spend zero time establishing credibility and all your time solving problems. 7. Family First Is a Performance Strategy, Not Just a Value Onboarded invites families to offsites. They prioritize the spousal and parental relationships of their employees as an explicit part of their culture. Mike's reasoning: companies that ask people to choose between family and work get less from both. Companies that make space for the whole person get more output, more loyalty, and more resilience when things get hard. 8. The Best Founding Teams Can Say Stupid Things to Each Other Mike's counterintuitive founder philosophy: the most important feature of a great founding team isn't complementary skills or market knowledge — it's the psychological safety to say your worst ideas out loud without losing credibility. When you can argue, disagree, say the dumb thing, and still trust each other completely, you can work through anything. That's the trust foundation that makes the rest possible. 9. Enabling Others to Build on Your Foundation Is a Growth Strategy Onboarded isn't just a product — it's a platform. Partners and independent entrepreneurs are building compliance-ready applications on top of the Onboarded foundation, extending its reach and value without the company having to build everything itself. In an era of rapid AI-enabled building, making your core defensible and your surface area open to builders is a powerful combination.

Get ready for a special episode of Tapod, where we sit down with Christian Ward – Chief Customer Officer at Daxtra. We talk tech in recruitment. And how many recruitment functions are wasting this valuable asset. We talk about how powerful data is for recruiters, how AI supports data processing and where the future lies. We have so much information at our hands – how do we unlock the candidate data vault? Christian's here to let us in on the secret.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS: 1. The Industry Shifted From Doing More to Doing Better Kyle's State of the Union in a single sentence: a year ago, AI was being applied to do more things faster. In 2026, the question has become whether those things are being done better. Volume was the first wave. Quality is the second. The vendors who survive the next cycle will be the ones who can demonstrate genuine outcome improvement, not just efficiency gains. 2. The Consolidation Bloodbath Is Over — and the Race Is Back On The expected wave of vendor exits didn't fully materialize, but AI gave surviving vendors the ability to ship value to customers faster than ever before. The competitive dynamics haven't eased — they've intensified. The companies still standing are moving faster, not slower. 3. Build vs. Buy Is Now a Real Strategic Question for TA Teams Enterprise talent acquisition teams are building their own AI workflows in-house, and that's changing the calculus for every vendor on the floor. Kyle's framework for go-to-market leaders: track how much building culture exists in your target accounts before burning sales calories. If a prospect is already building, that's not necessarily a lost sale — but it's a fundamentally different conversation. 4. Recruiting Fraud Has Become a National Security Issue The convergence of application agents, high job-seeker volume, and organized bad actors has turned recruiting fraud from an edge case into a genuine organizational risk. Kyle knows first- degree connections who have had the FBI in their office after hiring agents of foreign states. This is not hypothetical. Every company with any sensitive data or infrastructure is a target. 5. Fraud Detection Isn't One Problem — It's a Stack Problem Interview fraud doesn't have a single point of intervention. It needs to be addressed at the ATS, at the top of the funnel, and through identity verification across multiple interview stages. Kyle's benchmark of 12 AI interviewers found screen analysis capabilities — matching visual identity from interview to interview — becoming a standard feature. Manual workflows are a bridge, not a solution. 6. AI Is Finally Making Benefits Personal at Scale Benefits has always been complicated, jargon-heavy, and delivered as a one-size-fits-all package that employees don't understand. AI chat interfaces that know an employee's profile — single, two dogs, no kids — and can explain in plain language which plan makes sense for their specific life are making personalized benefits navigation possible without requiring an HRBP to sit with every employee. That's a meaningful change in how benefits gets delivered. 7. Candidates Are Getting Smarter About Total Comp — And Recruiters Need to Keep Up Kyle's observation from the market matches what Adam hears in the trenches: candidates are increasingly asking about the full picture of compensation, including employer contributions to healthcare, equity, and benefits value. Recruiters who can't articulate total comp in real numbers are at a disadvantage — and companies that can are converting more offers. 8. The Trust Gap Between Candidates and AI Is a Communication Failure, Not a Technology Failure The friction candidates are experiencing with AI in the hiring process isn't primarily a product problem — it's a communication problem. Employers are deploying AI interviewing, screening, and assessment tools without telling candidates how to use AI, what to expect, or why these tools actually benefit them. That vacuum is being filled by Reddit misinformation and candidate frustration. Simple, proactive communication could close most of that gap. 9. AI Interviewers Eliminate Ghosting — and That Matters More Than People Admit Kyle's case for AI interviewers directed at frustrated candidates: no ghosting (every candidate gets an interview option), 24/7 scheduling flexibility, the ability to self-select out of a bad fit, and a genuine touchpoint with a company that otherwise might never respond. The value proposition is real. The problem is nobody is communicating it clearly to the people who most need to hear it. 10. Practitioners Build Better Best Practices Than Vendors Do Kyle's Human-Centric AI Council — an independent group of HR and talent leaders producing free, practitioner-led resources for navigating AI — is a direct response to the gap between what vendors say about AI and what people actually in the trenches need to know. The best guidance on using AI in HR isn't coming from conference keynotes. It's coming from the people doing the work. 11. Data Labeling Is the Final Mile of AI — and Almost Nobody Is Talking About It Kyle's standout product observation from the conference: Findem's data labeling capability gives AI the contextual grounding it needs to move from generic outputs to genuinely useful ones. The last mile of AI isn't the model — it's how well the data feeding the model is understood and labeled. That's an unsexy insight with enormous downstream impact. CHAPTERS: 00:00 – Introduction: The Analyst With the Best Swag Game Adam welcomes Kyle Lagunas — industry analyst, founder, and proud owner of a Peppa Pig cardigan — and sets up a State of the Union on AI in HR tech. 02:30 – State of the Union: From More to Better Kyle's one-line summary: a year ago the industry was doing more stuff. Now it's trying to do better work. What that shift actually means. 05:00 – The Consolidation Question: Is the Bloodbath Over? The expected vendor consolidation didn't fully materialize — but AI unlocked a new level of innovation speed for those who survived, putting the race back on. 07:30 – The Build-vs-Buy Threat: When Clients Become Competitors Enterprise TA teams are building their own AI tools — and what that means for vendors without genuine defensibility beyond workflow automation. 10:00 – Fraud: From Edge Case to FBI in the Office First-degree connections who've had the FBI show up after hiring agents of foreign states. How application agents, volume, and bad actors have converged into a national security problem. 13:00 – Where Fraud Detection Lives in the Stack Fraud isn't one problem with one solution — it needs to be addressed at multiple points from ATS intake through interview identity verification. 16:00 – AI as the Great Equalizer in Benefits How AI chat interfaces are finally making personalized benefits navigation possible at scale — without requiring an HRBP to sit with every employee one-on-one. 19:30 – The Smart Candidate Who Asks About Total Comp Candidates are getting more sophisticated about total compensation — and recruiters need to be ready to explain the full picture in real numbers. 22:00 – The Trust Gap: Candidates, AI, and No One Telling the Rules Employers are deploying AI throughout hiring but issuing no guidance to candidates. The result: friction, mistrust, and a PR problem that doesn't have to exist. 25:00 – The Case for AI Interviewers — Told to the Frustrated Candidate Kyle's win-win reframe: no ghosting, 24/7 scheduling, self-selection out of bad fits, and a real company touchpoint. The value is real; the communication isn't. 28:00 – The Human-Centric AI Council: Practitioners Building the Playbook An independent council of HR and talent leaders producing practitioner-led best practices for navigating AI — free, no vendor influence. 31:00 – Love It: Findem's Data Labeling Capabilities The quiet feature Kyle called the final mile of AI: contextual data labeling that gives models the grounding they need to actually deliver value. 33:30 – Love It: CodeSignal's Persona-Based AI Interviewer The demo that impressed him most — an AI interviewer that adopts the persona of the actual hiring manager, not a generic interviewer. 35:30 – Leave It: Generic Vendors Running the Same Playbook Booths full of AEs, cheap water bottles, same motions. Kyle's prescription: bring your solutions people, bring your product people, bring something worth the conversation. 37:30 – Where to Find Kyle & Transformation Realness kyleandco.com for research, Transformation Realness for the podcast, and LinkedIn where he checks in every morning and afternoon.

It's your weekly episode of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including…  Bunnings Chief wants us to consider hiring reformed offenders; LinkedIn cuts blown totally out of proportion; Tech companies are hiring back laid-off staff; Women suffer more over AI role encroachment and have lost trust in employers; putting on a brave front at work may force you towards the bottle; EY roll back paid parental leave perks and much more.Thanks to Indeed for partnering with us on The Scoop. 

Como a liderança pode, de fato, unir performance, cultura e humanidade — sem abrir mão de nenhum dos três?Neste episódio do Mereo Talks, recebemos Mafoane Odara, ativista, executiva de pessoas, conselheira e professora, para uma conversa profunda sobre o tipo de liderança que constrói pontes: entre gerações, entre diferenças, entre resultados e pertencimento.Ao longo do episódio, exploramos como líderes que desenvolvem humanidade, segurança psicológica e diversidade real constroem organizações mais sólidas, e como confundir dureza com firmeza ou distância com profissionalismo pode custar muito mais do que parece nos indicadores de performance.Você vai entender:Por que 70% da variância no engajamento de uma equipe é explicada pelo comportamento do gestor imediato e o que isso exige de quem lideraComo a segurança psicológica é construída e destruída, e quais comportamentos da liderança sabotam esse ambiente sem que o líder percebaA relação entre diversidade demográfica e pertencimento real e como transformar dado em culturaComo liderar equipes com cinco gerações simultaneamente, com visões de mundo completamente diferentesO que acontece, na prática, quando uma organização entrega performance sem construir pontesSe você atua com RH, lidera equipes ou quer entender como construir uma liderança mais humana sem perder de vista os resultados, esse episódio é para você.

This week on Tapod, we catch up with Bernt Schindler – Head of Talent Acquisition at Holcim Australia and Director at APACAI. AI is threatening to completely change the landscape in TA & Recruitment and Bernt is here to help us navigate the really interesting bits. Lauren and Craig can't seem to agree on anything, and they all take you on a fascinating journey through what's real and what's not. Thanks to Daxtra for partnering with us this month. 

In this episode of #WorkTrends, we sit down with a longtime HR tech leader to unpack the shift from point solutions to AI-driven platforms. We cover what's actually changing, why AI depends on connected, end-to-end data, and what HR leaders should be rethinking in their tech stacks. We also look ahead, platform vs. best-in-class, and how this shift is changing the way HR teams operate and make decisions every day.  

In this episode, Ben is joined by Scott Trompolt, founder and principal consultant at Trompolt Compensation Design Solutions (TCDS). With over 18 years in corporate HR leadership across the US and Germany, followed by more than a decade consulting globally, Scott shares his insights on effective compensation strategy, pay transparency, and the journey from corporate life to independent consulting. The discussion covers the evolving landscape of compensation, the impact of pay transparency laws, and how compensation can be leveraged for employee engagement. Scott also details his approach to structuring consulting projects, pricing strategies, and building a steady client base, as well as his motivations for writing "The Defragmented Consultant." He discusses how he initially relied on established relationships and positive word-of-mouth from previous professional contacts to win his first consulting projects. Over time, referrals and client recommendations helped keep his project pipeline full. As some long-term clients retired, he adapted by improving his website, using LinkedIn for outreach, and appearing on podcasts to reach new, "cold" clients. He emphasizes a long-term view, focusing on building relationships and lifetime client value rather than just single engagements. Topics discussed include:  The emergence and nuances of pay transparency laws and their effects on organizations and employees Linking compensation strategies to employee engagement and development conversations Trends in compensation consulting, including increased focus on variable pay and transparency in sales incentive plans  Deciding between a niche versus a generalist approach as an HR consultant Structuring and pricing consulting services for different types of projects and client needs  Focusing on client lifetime value, not just a one-time project fee  How Scott Trompolt built his client base, starting with word of mouth and evolving toward a mix of referrals, LinkedIn outreach, website optimization, and podcast appearances  Professional and personal challenges that come with independent consulting, and embracing continuous learning  For more insights from Scott Trompolt, including his approach to consulting, compensation design, and tips from his book, visit his website: www.hrcompensationconsulting.com. 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 episode of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including…  China bans workers being sacked for AI,  Qantas on track for a little spat with the union, employers rewarding staff who regularly attend the office, data around just how… or if AI is supporting recruitment, skilled migrants underemployed, James Ellis is the Taylor Swift of TA & EB and much moreThanks to Indeed for partnering with us on The Scoop. 

This week on Tapod, we catch up with Tibo Torche – Group Talent Acquisition Manager from Esri (Australia and South Asia). If you've ever checked a rain radar, or dialled before you dug – Esri probably provided the tech – and recruiting in this field is very interesting. We discuss process to tech-stack to AI and future plans. And the end of the day, Tibo has a teamwork-first philosophy and it has enabled him the build a highly successful team. It's a great episode and we learned a lot – you will too.Thanks to Daxtra for partnering with us this month. 

HR is at a pivotal moment. AI has shifted the conversation in a way nothing else has in years, the demands on the function are growing faster than its capacity to respond, and the questions being asked of it are bigger than they have ever been. The opportunity is significant, but so is the gap between where HR is and where it needs to be. So what does it actually take for HR to step into this moment? In this episode, recorded at HR Tech Europe in Amsterdam, I'm joined by two guests with strong views on what's holding the function back and what good looks like. Anna Carlsson, an HR tech analyst based in Stockholm, shares what she's seeing across the Nordic market and why culture and infrastructure matter more than the technology itself. Nazhttps://www.linkedin.com/in/nazim-ünlü-0774b714/im Ünlü, a Global HRD and HR transformation leader, then joins me to talk about why HR is more needed than ever and the strategic shift the function has to make to stay relevant. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.https://open.spotify.com/show/4u3Gl0l4pGBtIHOJZjLTrx?si=49641466567e44d6

Buckle in for a special episode of Tapod, where we sit down with Craig Watson, (yes you read that right - Craig is a guest), as he launches his new venture, People Orbit AI. Craig has spent the last year embedding himself in all things AI and has some very controversial views on where our industry sits. People Orbit AI has been created to add knowledge, power and value to TA and HR functions as we navigate the new reality. He believes that we are right on the precipice of a ‘Kodak moment', and if we as an industry don't wake from our slumber, we may suffer a similar fate. No one disputes that we are implementing more AI in our workflows to remove the repetitive, boring, adminny (not sure that's a real word) tasks. But businesses are also hiring less staff in many industries while they work out their own tech-led restructures.So if automation is allowing us to get more work done, but there is less work – where does that leave us as a function? With a massive opportunity to step up and grow up – that's where!Who knows roles in businesses better than TA and HR? Who knows what tasks are required to be successful in any role better than TA and HR? No-one… So it makes sense that we take ownership for tasks, roles and workforce planning. That's right, we need to run the workforce re-architecture projects, and we need to make the decisions on whether humans, agents or a combination of both are the right fit. And then WE need to be the ones hiring not only the people but also the automation solutions.Craig has built People Orbit AI to get teams and businesses to that point.It's a fascinating development and you should speak to Craig if you want to learn more…

It's your weekly episode of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including… Lauren sings for us all, candidate fraud on the increase, workplace cocaine use on the up, possible changes to leave entitlements and redundancies, AI stirring up religious objections, money to be invested in apprenticeships and much moreThanks to Indeed for partnering with us on The Scoop. 

In this episode of The E1B2 Collective Sunday Brief, AJ Vaughan breaks down a hard truth: most HR tech deals aren't lost in procurement—they're lost long before that.Drawing from 80+ monthly conversations with HR leaders, this session challenges the outdated playbook of outbound, inbound, and surface-level demos, and replaces it with a research-driven, relationship-first model built on what AJ calls strategic empathy.At the core of this conversation:Why most AEs fundamentally misunderstand how HR leaders actually buyThe gap between product knowledge and real operational understandingHow poor GTM strategy is quietly driving churn, layoffs, and missed revenueWhy partnerships—not pipelines—are the new growth engineWhat it really takes to meet HR leaders at the right time, in the right placeThis is a direct message to AEs, revenue leaders, and founders. If you're not grounded in real buyer behavior, real context, and real timing, you're guessing.And in this market, guessing is expensive.This is Pulse HR.

Talent acquisition is sitting in a strange place right now. AI is in every conversation, but the work of actually hiring people is getting harder rather than easier. Application volumes are swinging in unpredictable ways, the workforce itself is changing shape, and the reality on the ground is some distance from the hype. So what is actually going on in talent acquisition right now? In this episode, recorded at HR Tech Europe in Amsterdam, I'm joined by two guests who have spent decades watching this industry evolve.  Wolfgang Brickwedde from the Institute for Competitive Recruiting shares what his research is telling him about the market employers are navigating and where vendors are still getting it wrong.  Mervyn Dinnen then joins me to talk about the reality behind the AI hype and how the multigenerational workforce is reshaping the world of work. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

This week on Tapod, we catch up with Gareth Flynn – Talent & Workforce Expert, Founder and CEO at TQ Solutions. The world is overwhelmed by AI, but the rate of change continues at a pace we have never seen. We dive really deep, from AI twins to who owns AI agents' IP developed by humans, to how we should put a value on our time, roles that are going to be affected and a whole lot more. We look at countries that are at the forefront and those (hint hint starts with A) that are lagging behind. The most important takeaway is DO NOT ignore AI, no matter how much fatigue you have or how overwhelmed you feel.Thanks to Daxtra for partnering with us this month. 

What does it take to bridge one of the most persistent translation problems in talent acquisition – getting a Fortune 500 recruiter to see why a Little Bird attack helicopter pilot from the 160th Special Operations Aviation Regiment is the perfect candidate for their open role? Tim Best, CEO of RecruitMilitary and former active duty Army officer, gives us a mission-driven and practical answer: go beyond the resume. Resumes and job descriptions flatten people. And for veterans, who enter the civilian workforce carrying hundreds of thousands of skills and attributes that don't map to corporate job architectures, that flatness is the enemy. The technology RecruitMilitary built with Findem, the Veteran Talent Source, solves this by giving recruiters a three-dimensional view of who a candidate actually is: not just what they did, but what they've continuously become. Because profiles are enriched in real time, the candidate in someone's ATS today is not the candidate from 25 years ago – and the AI knows the difference. The results are outstanding. In 2025, RecruitMilitary created over 600,000 connections between employers and military community job seekers. The hyper-personalized outreach campaigns powered by the Veteran Talent Source are generating email open rates of 80–90% and click-through rates five times higher than industry norms. These aren't just efficiency gains but create a fundamentally better experience for veterans, who have long lived with the frustration of applying and never hearing back. Tim's vision is for veterans inundated with recruiters who understand them, not spam from algorithms that don't. But Tim's ambitions go further than better sourcing. He wants veteran hiring to stop being a special project that lives in a corner of the TA function and instead become a normal part of a recruiter's everyday workflow, all made possible by AI. Looking ahead to the agentic AI era, Tim sees the next leap: intelligent job posting and agent-driven delivery that reduces friction between “here's my job description” and “here are the right people to talk to” to (almost) nothing. This conversation is essential listening for anyone in talent acquisition who wants to understand how AI creates new business value, not just faster versions of the old model. Related resources Podcast: Why AI Is A Massive Job Creation Technology. Automated Integration. Findem. And Thank You. Research: Insights-First AI: Better and Explainable People Decisions Research: The Talent Acquisition Revolution: How AI is Transforming Recruiting Chapters (00:00:03) - What Works: The Future of Talent(00:00:40) - Interview: Tim Best on Recruit Military's AI(00:03:27) - What Recruit Military Jobs?(00:05:21) - David Furnace, Head of Veteran Talent at HR Tech(00:08:32) - The Veteran Talent Source(00:15:57) - Veteran Recruitment Tech(00:17:04) - What's The Challenge of AI at Work?(00:19:39) - What lessons learned would you share with employers about AI and the role(00:22:03) - Machine Learning and the Veteran Talent Market(00:24:26) - What Works With Recruit Military

In a recent episode of the HR business marketing podcast, A Better HR Business, Ben and his guest, Si Beales, Founder/Learning Director at Sidedoor Studio talk about how to attract HR clients with visual storytelling and habit-based learning. Si Beales is a trainer, speaker, and academic at Leeds School of Art & Design and Leeds Beckett University. He's also the founder of Sidedoor Studio. He works with businesses, students, and creative teams to build practical human skills—like thinking, collaboration, and curiosity—and turn them into habits that actually stick. Through Sidedoor Studio, he creates learning experiences using video, workshops, and events, helping organisations make their training more engaging and useful. His focus is simple: make learning clearer, more relevant, and easier to apply in the real world. Si has worked with organisations including Nike, Carlsberg, Boots, E.ON, and Central Saint Martins. With a background across industry and academia, he brings a practical, straightforward approach—focused on ideas people can actually use. You'll hear practical strategies for marketing for HR consultants, using storytelling to stand out as a consultant, and shaping learning experiences that stick. 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 habit-based learning and visual storytelling can make training and onboarding more impactful Why authentic, relevant content engages learners and drives real culture change Si Beals' approach to finding the right clients (and why working with SMEs brings agility and creative freedom) Episode highlights: Si's career journey from marketing and academia to founding Sidedoor Studio, and the realisation that traditional learning approaches are often ineffective. The development of the “PEARS” framework for learning: Prepare, Engage, Apply, Reflect, Strengthen. The importance of making learning personal, authentic, and relevant to ensure it is effective and memorable. Using innovative approaches like first-person drone video and interactivity to immerse learners in real-world scenarios. Key client types and use cases—working with SMEs on both marketing content and learning & development projects. Avoiding “creativity by committee” and the value of collaborative content development with clients. Examples of social learning, like building an internal radio station and creating story-driven engagement for distributed teams. Focus on understanding audiences by directly observing client environments and existing training. Resources & Links Mentioned: Sidedoor Studio website: www.sidedoor.studio Si Beales' website: www.sibeales.com Si Beale' LinkedIn: www.linkedin.com/in/si-beales 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.

Richard is joined by Pilar Orti and Brie Caggiati , co-authors of 'Connection and Disconnection in Remote Teams', a book that grew out of a season of the 21st Century Work Life podcast.  They discuss the misconceptions that exist about remote work (and co-located office work!) and the role that organisational leaders, managers and individual employees can play in improving connection - whatever their work set-up. They flag the importance of job design, intentional communication, and the latitude individual employees have to make their remote working day work for them.  How do you and your colleagues navigate the remote work challenge? Have you been summoned back to the office? How do you make remote work into something that works for you? Let us know via email (podcast at worklifepsych dot com) or by joining WorkLife Spark and joining the conversation there.  As always, thanks for listening! Resources for this episode Connect and Thrive: the guide from WorkLifePsych to help combat loneliness and disconnection at work Buy Connection and Disconnection in Remote teams from the Virtual not Distant website Join WorkLifeSpark to keep the conversation going! About our guests Pilar Orti After many years of teaching, training and collaborating with others, Pilar has finally settled down to a more solitary (but not lonely!) way of working, focusing on her work as a writer, voiceover and mat Pilates teacher. She's currently putting the finishing touches to 'All the World's a Workplace', a personal commentary on how remote work affects us emotionally and cognitively (to be published this Autumn 2026 by Blue Goat Books). She's already started laying down the foundations of her next book, which is leading her down memory lane as she discovers the origin of popular Spanish phrases. Pilar still hosts the 21st Century Work Life podcast, and is the voice of GoJetters' Xuli. The Connection and Disconnection in Remote Teams, in ebook and paperback format, can be purchased from online retailers. You can also buy the ebook directly from www.virtualnotdistant.com/books Bree Caggiati  Bree Caggiati is the co-author of Connection and Disconnection in Remote Teams. She lives in Melbourne, Australia where she works as a journalist. She writes for Asiafruit Magazine and Produce Plus Magazine and has been published in Broadsheet, The Herald Sun, Silverkris and Escape Australia, among others. She has previously worked in marketing and brand journalism in the HR Tech sector, where she supported both companies and individual executives to become thought leaders in the future of work space. During this time, Bree hosted the Connection and Disconnection in Remote Teams podcast season on Virtual not Distant's 21st Century Work Life podcast.

What does it take to lead the people strategy for one of the most iconic and scrutinized sporting brands in the world? Toni Grimshaw, Chief People, Safety, and Wellbeing Officer at New Zealand Rugby, joins us to go behind the curtains of the All Blacks and Black Ferns. She reveals the "Operator's Playbook" for building a culture that thrives under the weight of a nation's expectations.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It's your weekly episode of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including… LinkedIn Best 10 places to work, Hudson Australia enters voluntary administration, Gen Z says no to promotions, 8-hour job interviews, Australian Government finally talking AI, $10k for a skinny dip and much more.Thanks to Indeed for partnering with us on The Scoop. 

In dieser Folge tauchen wir tief in einen der umkämpftesten und gleichzeitig spannendsten Wachstumsmärkte ein: Nahrungsergänzungsmittel. Zu Gast ist Sarah Müller, CEO von InnoNature. Sie räumt mit den Mythen der Supplement-Branche auf und erklärt, warum 100 % natürliche Inhaltsstoffe (wie Omega 3 direkt aus der Alge statt aus dem Fisch) heute der entscheidende Wettbewerbsvorteil sind. Wir sprechen darüber, warum unglaubliche 70 % dieses Marktes immer noch offline (z. B. bei dm oder Rossmann) stattfinden, wie InnoNature mit einer "Own Shop First"-Strategie 95 % D2C-Anteil hält und warum ihr stärkster Umsatzkanal – das Influencer Marketing – strengen Regeln wie einer 4-Wochen-Testpflicht unterliegt. Ein spannender Deep Dive in nachhaltiges Wachstum, Zielgruppen-Fokus auf Mütter und Kinder sowie die Kunst der Retention in einem extrem von Rabatten getriebenen Markt. Über Sarah Müller: Sarah Müller ist seit gut einem Jahr CEO bei InnoNature, einem stark wachsenden D2C-Unternehmen mit Fokus auf natürliche Frauengesundheit, Nahrungsergänzungsmittel, Superfoods und Naturkosmetik. Sie blickt auf eine beeindruckende digitale Karriere zurück und hat bereits in verschiedenen Industrien (u. a. Erneuerbare Energien und HR Tech) erfolgreich bewiesen, wie man Unternehmen auf die nächste Skalierungsstufe hebt. Ihr Fokus liegt auf nachhaltigem, profitablem Wachstum, exzellenter Marketingeffizienz und dem Aufbau einer hochgradig vertrauenswürdigen Marke, die Frauen vom Kinderwunsch bis zur Menopause sowie ihre Familien ganzheitlich begleitet. Hier geht es zum Connected Commerce Guide von Front Row: https://www.connected-commerce.com Der Marketing Transformation Podcast wird produziert von TLDR Studios.

This week on Tapod, we catch up with Appy Sarepaka National Talent Acquisition Manager at MSS Security – with the parent group sitting in the top 40 (by volume) employers across Australia.Appy has led some amazing initiatives at MSS Security, including growing the TA team from 2 to 20 over the past 2 years (with approximately 2,000 hires a year), decreasing time to hire from 24 days to 10, navigating the complicated world of compliance and background checking in the world of security, DE&I programs, and the changing world of recruitment. Join us as we unpack all of these issues with Appy.Thanks to PeopleOrbitAI for partnering with us this month. 

Inside Comp: Talent Strategy in the AI Era If you're building a startup right now, you've probably felt it: the old culture and talent playbooks don't seem to work anymore. Hiring and org charts feel different. The talent profile you've been looking for seems to have changed with the demands this new paradigm brings. And if you're being honest, you're not entirely sure what the new rules are, because no one really does yet. It's being experimented with as we speak, and is constantly changing. Very quickly. Fresh off their $17.5M Series A led by Khosla Ventures (Keith Rabois' first investment in Brazil), Chris Gerlach (Founder & CEO) and Gabi Guidugli (Founding Team & Head of CX) from Comp join Florian Hagenbuch (Founder & General Partner at Canary) to break down how they're building an AI-native company, not just in product, but in culture, talent strategy, and organizational design. Chris and Gabi walked through the actual decisions they've made: why they eliminated traditional people managers, why everyone at Comp is a builder, how they're hiring future founders, and why they work out of a house instead of a corporate office. We explore new hybrid roles emerging in the AI era, forward-deployed HR specialists, AI builders who sit between product and customers, and what these unlock in terms of leverage, learning, and completely different career paths. You should listen to this if you are: A founder scaling teams in the AI era and questioning traditional org design An ambitious talent curious about new roles and career paths in AI-native companies Anyone rethinking what culture means when the rate of change is exponentially high Listen to hear how one of Brazil's most intentional AI-first startups is building differently. Chapters: 0:00 – Intro 1:43 – Welcome & the Khosla Series A announcement3:00 – What Comp does: rethinking HR as a product5:38 – From traditional SaaS to the "superpowered HR teammate" model10:50 – How AI enables scaling customization14:48 – Everyone becomes a builder: the internal paradigm shift16:08 – Culture in the AI era: building an intentional company17:48 – Org design: high span of control & no traditional management ladder19:34 – Comp's three core values24:05 – Treating people like owners: equity, unlimited PTO & no micromanagement26:35 – Introducing Gabi (Head of CX) & the forward-deployed model28:25 – Forward-deployed vs. traditional customer success31:44 – The talent archetype: high IQ, high EQ, high agency32:09 – The value proposition for ambitious professionals33:50 – Where Comp finds this talent35:15 – Talent retention & the Future Founder Track38:14 – Culture as a moat in the age of AI40:14 – The Comp House: why a home beats a corporate office43:19 – Wrap-up See omnystudio.com/listener for privacy information.

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

It's your weekly episode of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including… Atlassian sacks engineer, unemployment remains steady, employees winning payouts in the UK & Australia, things are pretty bleak for Wrexham Council, ICE recruitment is not up to standard, and much more.Thanks to Indeed for partnering with us on The Scoop. 

This week on Tapod, we catch up with Andrew Fairhurst, Senior Manager of Talent Acquisition at Ashurst. We discuss how recruiting has changed in the Legal Industry, as well as navigating a mammoth global merger. We touch on the positive and the perils with AI, and we check in on Craig, who has had a pretty bleak run of bad luck. A wholesome episode with real takeaways.Thanks to PeopleOrbitAI for partnering with us this month. 

How does a global phenomenon like Canva scale a "family feeling" across 5,500 people in eight countries while maintaining its soul? Jennie Rogerson, Global Head of People at Canva, joins host Justin Angsuwat to discuss her unconventional journey from hospitality and executive support to the C-suite in under three years.In this episode of Culture Leaders, Jennie pulls back the curtain on the operator's playbook that keeps Canva agile. She reveals how "crazy big goals," radical transparency, and treating kindness as a competitive advantage fuel a culture where every employee is an active contributor, not just an observer.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It's your weekly episode of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including… AI reshaping Banking Recruitment, Truck driver sacked for distributing porn, Unilever pauses hiring due to the Middle East conflict, Start-Up Founder delivers a patience-building lesson, worker sacked for chasing down an Easter Egg thief, EY comes up with a great AI agentic partnership, a bar just for those looking to quit their job, and much more.Thanks to Indeed for partnering with us on The Scoop. 

This week on Tapod, we catch up with Tosh Onishi – People & Talent Executive, HR Leader, AI Expert & Global Keynote Speaker. Tosh has recently returned to Sydney after a stint as Head of TA for Okta in Singapore and prior to that over 10 years at Visa in Japan & Singapore.We met Tosh at the Avature Upfront event where he spoke about AI and how current recruitment processes can be exploited using AI. Tosh gives us his views on this, as well as the recent 60 Minutes segment covering North Korean spies infiltrating local Tech companies via deep fake candidates and AI. It's fascinating and it's really happening – are you ready?Thanks to PeopleOrbitAI for partnering with us this month. 

2022 年台灣創投圈的主流敘事還是「新南向、布局東南亞」，達盈管顧卻在那一年逆勢決定北進日本，開展東北亞投資布局。本集拆解達盈三年來在日本投資 11 家公司的實戰觀察：為什麼日本創投生態 70% 由企業創投基金（CVC）主導？人資科技（HR Tech）為何成為日本最大新創賽道？一家受 NEDO 資助長達 20 年的 Ball Wave 球型感測器，如何在達盈投資後兩年內導入台灣半導體供應鏈？節目最後也回應科技投資圈最熱的爭論：AI 衝擊下 SaaS 的真實價值在哪裡。 【聽完這集你會知道】 03:13｜20 年的日本變化：從「拼命證明自己」到大公司主動找新創 20 年前台灣公司必須拼命證明價值才能打入日本電信商，如今日本新創與大公司的合作密度大幅上升，且日本創投生態中 CVC 佔比高達 70%，遠高於台灣。 09:37｜HR Tech 為何是日本最大賽道？從 Recruit 兩兆台幣市值說起 日本人力資源龍頭 Recruit 市值超過 2 兆台幣背後結構性原因：日本勞動法規嚴格、解僱困難、面試流程冗長，導致雇主與求職者都願意支付溢價給中間人、平台與工具。 36:58｜深科技投資：Ball Wave 球型感測器 源自德州儀器早期想做球面半導體的研究計畫，技術核心是體積極小的球型氣體感測器，可連續偵測極微量氣體。達盈投資後兩年內成功導入台灣大型半導體廠的特殊氣體洩漏監測，關鍵在於「產品夠特別」加上「介紹到對的對口」。 43:49｜AI 吃掉 SaaS？ 面對 Salesforce 股價大跌的市場焦慮，Kay 提出反論：企業付錢給 Salesforce 買的從來不是軟體，而是「客戶管理的經營方法」——軟體只是載體。AI 取代的是表達層。 【本集金句】 「日本有很多技術很厲害但找不到應用的公司，台灣人比較會鑽，市場機動性強——這是雙方天然的互補。」 #達盈管顧 #Findy偏差值 #BallWave球型感測器 #日本CVC #HRTech 主持人：天下雜誌總主筆 陳良榕 來賓：達盈管理顧問公司合夥人暨總經理 林桂光 ＊立即報名阿榕伯X群聯電子執行長實體對談：https://bit.ly/4bfyOs7 ＊到官網看最新文章，立即訂閱： https://bit.ly/3TuL8eb ＊意見信箱：bill@cw.com.tw -- Hosting provided by SoundOn

Most HR technology decisions don't fail because of the product; they fail because of misalignment, poor timing, and a lack of organizational readiness.In this session, AJ Vaughan breaks down the real reasons HR tech investments stall, underperform, or never reach adoption. Drawing on thousands of conversations with HR leaders and operators, he reframes the buying process through a behavioral and psychological lens, shifting the focus from features and demos to internal alignment, stakeholder dynamics, and decision-making authority.This conversation challenges traditional vendor-led buying motions and equips HR leaders with a new framework: diagnose the business before selecting the tool, align stakeholders before evaluating vendors, and prioritize behavioral readiness over technical capability.Attendees will walk away with a sharper understanding of how to:Identify the hidden organizational blockers that derail HR tech adoptionNavigate CFO, IT, and cross-functional stakeholder dynamics with confidenceAsk better questions during vendor evaluation to expose real fitBuild internal alignment before entering the buying processPosition HR as a strategic driver of business outcomes, not just a buyer of toolsThis is not a conversation about software; it's a conversation about how modern HR leaders make smarter, faster, and more aligned decisions in a rapidly evolving technology landscape.

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 snail mail, the ‘new' weapon for candidates, another recruitment tech cyber attack, the latest on layoffs, overqualified candidates, the UK to mandate new pay gap reporting, start-ups paying obscene salaries and much more.Thanks to Indeed for partnering with us on The Scoop. 

This week on Tapod, we catch up with Reegan Kerkin – People & Culture Manager at OceanaGold Corporation and ITA's 2025 Corporate Talent Leader of the Year!Reegan has an amazing story which has recently culminated in being promoted to Global P&C Manager and moving halfway across the world to Charlotte in the USA. An inspirational story and an aspirational journeyThanks to PeopleOrbitAI for partnering with us this month. 

97%. That's the percentage of e.l.f. Beauty employees who say they feel passionate about the people they work with. For most leaders, that number stops them cold.In an industry defined by fierce competition and constant reinvention, e.l.f. has built something rare: a company that moves at its own category of speed without sacrificing the human connections that fuel it. So what's actually behind that?In the debut episode of Culture Leaders, host Justin Angsuwat sits down with Kerry Preston, VP of People Development at e.l.f. Beauty, to pull back the curtain on how one of the world's fastest-growing beauty brands is built to last. Kerry makes the case that boldness and kindness aren't in tension, they're the same engine running at full speed.From a CEO who writes over 600 personalized notes a year to an equity program that has generated more than $220 million in employee wealth, this episode is a masterclass in what intentional culture actually looks like in practice.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Most job platforms say they help you “get more applicants.” What employers actually need is understanding why roles aren't getting filled - and fixing that. Yevhen Onatsko, US Country Manager at Jooble, shares his take on growing internationally, using data smartly, and building strong partnerships - lessons that are very useful for anyone in HR tech or looking to expand their business. Jooble is a global job search aggregator operating in 60+ countries, connecting millions of job seekers with opportunities every day. What really caught my attention, beyond the scale, was how they think about growth, data, and partnerships. Instead of just driving traffic, they focus on what actually matters:

Fifteen years ago, Jeffrey Fermin co-founded OfficeVibe, one of the world's first employee pulse survey platforms. Since then, the HR tech market has exploded with over 200 similar tools, yet global employee disengagement remains stubbornly high. In this very honest episode, Jeffrey joins Al and Leanne to explain why the industry he helped create hasn't solved the problem it promised to fix. We dive into the "subscription economy" traps of HR Tech, the rise of "job hugging" in 2025/26, and why your fancy engagement dashboard might actually be making things worse.

Today we are introducing the Mars release of Galileo®, the AI Superagent for HR. We're calling it a Superagent because it's now fully programmable, open to integration with Workday and other systems, and is even more intelligent with new models, new content, industry data, and exciting features for learning, content development, and orchestration. I explain what all this means in the podcast, so listen in. Galileo is now used by more than 1,100 companies so it's becoming the industry standard AI agent for HR, with lots of fans, new solutions, and features. And as a Superagent, Galileo can now coordinate user's needs across many back-end systems, through Sana's integration with Workday as well as Galileo for ServiceNow, which talks with 60+ corporate apps. The Galileo Suite includes Galileo Agent and Galileo Learn, and includes Galileo for Managers. Read about it in our press release here. Exciting launch video here. Get Galileo here!. Additional Information Workday and Sana Unveil A Bold New Strategy For AI Agents, Superagents, and Intelligent Orchestration: 2026 Imperatives for Enterprise AI The L&D Revolution Has Arrived: AI Enables Dynamic Enablement For All Get Ready For A Wild Time In HR Technology (where HR Tech is going)   Chapters (00:00:00) - NASA's Galileo Release 4.7(00:06:10) - ServiceNow: Connecting with Galileo and Workday(00:10:00) - The next area of AI HR: Agents and Super Agents

On this episode, Pete and Julie are joined by veteran HR Tech exec and Founder and CEO of Traxxion, Jim Jensen, for a wide-ranging conversation on why workforce management has become one of the most strategic and misunderstood pillars of modern HR.  Drawing on Jim's decades of HR Tech experience, the group explores the past, present, and future of HCM and WFM (Workforce Management) technology in an AI-enabled workplace. The conversation explores how time data, compliance, and scheduling have become foundational to payroll accuracy, employee experience, and operational resilience.  The group dives into the real role of AI in HR and why it should assist, not replace, human judgment, the resurgence of best-of-breed strategies, and why workforce management is now where culture, trust, and engagement are most visibly won or lost. Connect with Jim: LinkedIn: https://www.linkedin.com/in/jimjensen3/ https://www.traxxion.ai/  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 Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/

Today Workday unveiled its “Front Door to Work” strategy and products with Sana. Here is a brief overview and more to read below. Additional Information Workday and Sana Unveil A Bold Strategy for AI (detailed article) Video Overview of Workday-Sana Announcements The New, Wild, Redefined World of HR Tech (advanced AI use-cases) Experience Sana Yourself: Galileo, the AI Agent for HR       Chapters (00:00:02) - SANA Announcement with Workday(00:04:12) - Workday Adding SANA to its Productivity Platform

HR Technology is on a collision course with AI companies, desktop productivity tools, and middleware providers. Where is all this going? In this podcast I explain why this is a question of “back-end” vs. “front-end” and how the ERP software architectures of the past (present) are colliding with the AI tools and interfaces of the future. The bottom line is not “who wins” but rather how well do you think through the use-cases and employee experiences you want to provide? Read this article for more details and stay tuned for a bunch of announcements this week that will bring much of this to your company. Additional Information Get Ready For A Wild Time In HR Technology The World of Corporate Training Lurches Toward Enablement Digital Twins Are Here, And They Make You More Productive Get Galileo. We put ALL our research, case studies, and models in there. It's like the Bloomberg Terminal, Encyclopedia Britannica, and HR Expert with new research, vendors, and case studies every day.         Chapters (00:00:00) - HR Technology: The Future of IT(00:11:00) - The Future of HR IT Is AI

In this episode of Culture Into Quota, AJ Vaughan tackles one of the most uncomfortable truths in HR technology and enterprise sales: most deals fail not because the product is weak, but because the organization isn't actually ready for it.AJ breaks down the dangerous gap between revenue expectations and market reality, explaining why founders, CROs, AEs, and even HR leaders often operate without the real operational data needed to make sound technology decisions. The result? Forced narratives, misaligned forecasts, and conversations happening with leaders who may hold titles—but not true decision gravity.This episode challenges HR tech revenue teams to rethink how they approach discovery, forecasting, and stakeholder alignment. It also calls on HR leaders to get closer to the real business problems inside product, marketing, and revenue teams before evaluating new technology.Key themes in this episode include:Why doesn't every C-suite title actually carry decision powerThe dangerous disconnect between board-level projections and real buying cyclesHow HR leaders can better align with revenue, product, and financeWhy authentic discovery matters more than product pitchingThe concept of decision gravity and how it shapes enterprise dealsIf you're selling into HR or leading HR inside a scaling organization, this episode offers a powerful reminder: before discussing tools, features, or demos, you must first understand where real business problems actually live inside the organization. This is Culture Into Quota - where leadership, culture, and revenue strategy finally meet in the same conversation.

This week I discuss the AI, HR Tech, and consumer AI market in front of announcements next week at the Unleash Conference in Vegas. I discuss how HR Tech is now becoming “Life Tech” (not just Work Tech) and the dynamics of big players like Microsoft, Oracle, Workday, SAP, ServiceNow, Anthropic, OpenAI, Google, and smaller vendors like Cornerstone, Findem, Lightcast, Maki People, Eightfold, WorkHuman and others who are vying for attention with their AI offerings. Next week I'll detail many of these announcements in my keynote and I hope to see many of you in Vegas at Unleash and the following week at Transform. So much to absorb and understand: we are here to help you sort it all out. Additional Information Layoffs at Atlassian, Block, Amazon are Misleading. AI Alone Is Not The Story. The World of Corporate Training Lurches Toward Enablement Oracle's Earnings Prove That AI Infrastructure Is Eating Enterprise Software Enterprise AI Architecture: Imperatives for 2026 Webinar: Watch a replay of Josh's walkthrough of the 11 essential imperatives HR & business leaders need to know for success and progress in 2026. Galileo Learn: Complete The Superworker Organization: AI Goes Enterprise learning program, and discover the hands-on skills required to navigate the redefinition of work, HR teams, and organizations in the era of superworkers and superagents. Get Galileo: The Enterprise AI Agent for HR  Chapters (00:00:00) - All the HR Technology Announcements(00:07:29) - Oracle's strategy for growth(00:10:37) - Microsoft's Copilot, and More

On this episode, Pete and Julie welcome longtime HR transformation consultant, HR tech expert, Margaret Godwin, to take the pulse on the SMB HR tech buyer, and explore what's actually happening inside HR teams in small and mid-market organizations. From AI hype versus operational readiness to why service models, not features, are driving vendor churn.  The group discusses why SMBs churn through HCM systems, where HR tech buying decisions break down, and why service, change management, and implementation strategy matter more than features or “best AI.”  Margaret shares frontline insights on AI readiness, managed services, PEO tradeoffs, enterprise platforms moving down market, and the growing gap between what technology promises and what organizations can realistically absorb. Connect with Margaret: ‘HR Tech Minute' Substack: https://hrtechminute.substack.com/profile/posts LinkedIn: https://www.linkedin.com/in/mtgodwin/ 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 Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/