Podcasts about loxo

In this episode, Sam is joined by Dante Nino, managing partner at Tiello, a rapidly growing recruitment agency focused on the architecture, engineering, and construction (AEC) industries. Dante walks us through something he's personally passionate about: specialized recruiting. Niching down isn't just about staking your claim — it's also, Dante explains, about building trust and authority. Dante's team leverages subject matter expertise to develop deeper strategic partnerships with their clients — relationships in which their clients trust them to understand the nuances of their industry and the market. Have you been feeling the pull to niche down a bit? This conversation may just be what you need to hear to make the leap! Chapters:00:00 - Why niching down is the key to recruitment agency growth02:28 - How Tiello became an AEC recruiting powerhouse06:30 - The secret to building a high-performing recruiting team11:00 - How to onboard new recruiters into a niche market14:04 - The specialist strategy: From generalist recruiter to market leader22:24 - Actionable steps to build authority in your niche26:40 - How niching down leads to better clients and higher fees33:40 - Developing deep industry expertise to win better clients36:54 - Expert advice on scaling your recruiting agencyExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Feel like an Account-Based Prospecting expert yet? If not, you'll get there in no time.In this Tactical Tuesday episode, Sam and Vivien are back to dive a bit deeper on ABP — this time getting into advanced strategies like job-based prospecting tactics, tapping into niche markets, and leveraging CRM systems effectively in your bizdev efforts. Like in most things recruitment-wise, the conversation really comes back to just how important it is to build — and maintain — a warm approach. Building relationships > pitch-slapping, every time. Chapters:00:00 - Becoming an expert in account-based prospecting for recruitment02:50 - A practical guide to job-based business development06:08 - How to dominate your recruiting niche for better candidate sourcing09:10 - How account-based prospecting transforms your client pipelineExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this switch-up episode, Lex interviews Sam re: the topic on everyone's mind: Account-Based Prospecting. Proactive business development is the name of the game — but why should recruiters really care? And how can they actually get started? As VP of Marketing at Loxo, Sam knows a lot about Account-Based Marketing, Sales, and Prospecting. He walks us through:How recruiters can leverage this approach to systematically win more clientsDefining an ideal client profile (ICP)The role of AI in this processEffective outreach strategiesMeasuring successAnd more!It's your practical guide to getting started with ABP — and a must-listen for modern recruiters. Want to learn more about business development as a recruiter? Check out our playbook here. And be sure to listen to our Tactical Tuesday episodes on the topic (which bookend this episode) for even more tips. Chapters:00:00 - The ultimate account-based prospecting guide for recruiters03:48 - Why account-based prospecting is a game-changer for recruiters09:30 - How to define your ideal client profile (ICP) in recruitment15:50 - The recruiter's guide to effective client outreach strategies20:26 - The best outreach channels for connecting with new clients20:10 - Getting started with account-based marketing (ABM) for your agency29:50 - Measuring what matters: Recruitment KPIs for ABM success39:40 - Continuing your business development journeyExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam and Vivien discuss the importance of proactive business development in recruitment, focusing on Account-Based Prospecting and how to effectively leverage Most Placeable Candidates (MPCs).Throughout the conversation, they explore strategies for identifying suitable companies for candidates — and emphasize the significance of tailored outreach to enhance engagement and build relationships. Are you currently doing any proactive bizdev? If not, this episode will give you a great overview of the basics and a good idea of where to start! Chapters:00:00 - The proactive playbook for recruitment business development03:10 - Marketing your MPCs: How to find the perfect companies for your top candidates06;00 - How to build your recruitment business development engine08:04 - The hidden goldmine: Building a talent pipeline from rejected candidatesExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Dr. Nathan Pennell and Dr. Cheryl Czerlanis discuss challenges in lung cancer screening and potential solutions to increase screening rates, including the use of AI to enhance risk prediction and screening processes. Transcript Dr. Nate Pennell: Hello, and welcome to By the Book, a monthly podcast series for ASCO Education that features engaging discussions between editors and authors from the ASCO Educational Book. I'm Dr. Nate Pennell, the co-director of the Cleveland Clinic Lung Cancer Program and vice chair of clinical research for the Taussig Cancer Center. I'm also the editor-in-chief for the ASCO Educational Book.  Lung cancer is one of the leading causes of cancer-related mortality worldwide, and most cases are diagnosed at advanced stages where curative treatment options are limited. On the opposite end, early-stage lung cancers are very curable. If only we could find more patients at that early stage, an approach that has revolutionized survival for other cancer types such as colorectal and breast cancer.  On today's episode, I'm delighted to be joined by Dr. Cheryl Czerlanis, a professor of medicine and thoracic medical oncologist at the University of Wisconsin Carbone Cancer Center, to discuss her article titled, "Broadening the Net: Overcoming Challenges and Embracing Novel Technologies in Lung Cancer Screening." The article was recently published in the ASCO Educational Book and featured in an Education Session at the 2025 ASCO Annual Meeting. Our full disclosures are available in the transcript of this episode.  Cheryl, it's great to have you on the podcast today. Thanks for being here. Dr. Cheryl Czerlanis: Thanks, Nate. It's great to be here with you. Dr. Nate Pennell: So, I'd like to just start by asking you a little bit about the importance of lung cancer screening and what evidence is there that lung cancer screening is beneficial. Dr. Cheryl Czerlanis: Thank you. Lung cancer screening is extremely important because we know that lung cancer survival is closely tied to stage at diagnosis. We have made significant progress in the treatment of lung cancer, especially over the past decade, with the introduction of immunotherapies and targeted therapies based on personalized evaluation of genomic alterations. But the reality is that outside of a lung screening program, most patients with lung cancer present with symptoms related to advanced cancer, where our ability to cure the disease is more limited.  While lung cancer screening has been studied for years, the National Lung Screening Trial, or the NLST, first reported in 2011 a significant reduction in lung cancer deaths through screening. Annual low-dose CT scans were performed in a high-risk population for lung cancer in comparison to chest X-ray. The study population was comprised of asymptomatic persons aged 55 to 74 with a 30-pack-year history of smoking who were either active smokers or had quit within 15 years. The low-dose CT screening was associated with a 20% relative risk reduction in lung cancer-related mortality. A similar magnitude of benefit was also reported in the NELSON trial, which was a large European randomized trial comparing low-dose CT with a control group receiving no screening. Dr. Nate Pennell: So, this led, of course, to approval from CMS (Centers for Medicare and Medicaid Services) for lung cancer screening in the Medicare population, probably about 10 years ago now, I think. And there are now two major trials showing an unequivocal reduction in lung cancer-related mortality and even evidence that it reduces overall mortality with lung cancer screening. But despite this, lung cancer screening rates are very low in the United States. So, first of all, what's going on? Why are we not seeing the kinds of screening rates that we see with mammography and colonoscopy? And what are the barriers to that here? Dr. Cheryl Czerlanis: That's a great question. Thank you, Nate. In the United States, recruitment for lung cancer screening programs has faced numerous challenges, including those related to socioeconomic, cultural, logistical, and even racial disparities. Our current lung cancer screening guidelines are somewhat imprecise and often fail to address differences that we know exist in sex, smoking history, socioeconomic status, and ethnicity. We also see underrepresentation in certain groups, including African Americans and other minorities, and special populations, including individuals with HIV. And even where lung cancer screening is readily available and we have evidence of its efficacy, uptake can be low due to both provider and patient factors. On the provider side, barriers include having insufficient time in a clinic visit for shared decision-making, fear of missed test results, lack of awareness about current guidelines, concerns about cost, potential harms, and evaluating both true and false-positive test results.  And then on the patient side, barriers include concerns about cost, fear of getting a cancer diagnosis, stigma associated with tobacco smoking, and misconceptions about the treatability of lung cancer. Dr. Nate Pennell: I think those last two are really what make lung cancer unique compared to, say, for example, breast cancer, where there really is a public acceptance of the value of mammography and that breast cancer is no one's fault and that it really is embraced as an active way you can take care of yourself by getting your breast cancer screening. Whereas in lung cancer, between the stigma of smoking and the concern that, you know, it's a death sentence, I think we really have some work to be made up, which we'll talk about in a minute about what we can do to help improve this.  Now, that's in the U.S. I think things are probably, I would imagine, even worse when we leave the U.S. and look outside, especially at low- and middle-income countries. Dr. Cheryl Czerlanis: Yes, globally, this issue is even more complex than it is in the United States. Widespread implementation of low-dose CT imaging for lung cancer screening is limited by manpower, infrastructure, and economic constraints. Many low- and middle-income countries even lack sufficient CT machines, trained personnel, and specialized facilities for accurate and timely screenings. Even in urban centers with advanced diagnostic facilities, the high screening and follow-up care costs can limit access. Rural populations face additional barriers, such as geographic inaccessibility of urban centers, transportation costs, language barriers, and mistrust of healthcare systems. In addition, healthcare systems in these regions often prioritize infectious diseases and maternal health, leaving limited room for investments in noncommunicable disease prevention like lung cancer screening. Policymakers often struggle to justify allocating resources to lung cancer screening when immediate healthcare needs remain unmet. Urban-rural disparities exacerbate these challenges, with rural regions frequently lacking the infrastructure and resources to sustain screening programs. Dr. Nate Pennell: Well, it's certainly an intimidating problem to try to reduce these disparities, especially between the U.S. and low- and middle-income countries. So, what are some of the potential solutions, both here in the U.S. and internationally, that we can do to try to increase the rates of lung cancer screening? Dr. Cheryl Czerlanis: The good news is that we can take steps to address these challenges, but a multifaceted approach is needed. Public awareness campaigns focused on the benefits of early detection and dispelling myths about lung cancer screening are essential to improving participation rates. Using risk-prediction models to identify high-risk individuals can increase the efficiency of lung cancer screening programs. Automated follow-up reminders and screening navigators can also ensure timely referrals and reduce delays in diagnosis and treatment. Reducing or subsidizing the cost of low-dose CT scans, especially in low- or middle-income countries, can improve accessibility. Deploying mobile CT scanners can expand access to rural and underserved areas.  On a global scale, integrating lung cancer screening with existing healthcare programs, such as TB or noncommunicable disease initiatives, can enhance resource utilization and program scalability. Implementing lung cancer screening in resource-limited settings requires strategic investment, capacity building, and policy interventions that prioritize equity. Addressing financial constraints, infrastructure gaps, and sociocultural barriers can help overcome existing challenges. By focusing on cost-effective strategies, public awareness, and risk-based eligibility criteria, global efforts can promote equitable access to lung cancer screening and improve outcomes.  Lastly, as part of the medical community, we play an important role in a patient's decision to pursue lung cancer screening. Being up to date with current lung cancer screening recommendations, identifying eligible patients, and encouraging a patient to undergo screening often is the difference-maker. Electronic medical record (EMR) systems and reminders are helpful in this regard, but relationship building and a recommendation from a trusted provider are really essential here. Dr. Nate Pennell: I think that makes a lot of sense. I mean, there are technology improvements. For example, our lung cancer screening program at The Cleveland Clinic, a few years back, we finally started an automated best practice alert in our EMR for patients who met the age and smoking requirements, and it led to a six-fold increase in people referred for screening. But at the same time, there's a difference between just getting this alert and putting in an order for lung cancer screening and actually getting those patients to go and actually do the screening and then follow up on it. And that, of course, requires having that relationship and discussion with the patient so that they trust that you have their best interests. Dr. Cheryl Czerlanis: Exactly. I think that's important. You know, certainly, while technology can aid in bringing patients in, there really is no substitute for trust-building and a personal relationship with a provider. Dr. Nate Pennell: I know that there are probably multiple examples within the U.S. where health systems or programs have put together, I would say, quality improvement projects to try to increase lung cancer screening and working with their community. There's one in particular that you discuss in your paper called the "End Lung Cancer Now" initiative. I wonder if you could take us through that. Dr. Cheryl Czerlanis: Absolutely. "End Lung Cancer Now" is an initiative at the Indiana University Simon Comprehensive Cancer Center that has the vision to end suffering and death from lung cancer in Indiana through education and community empowerment. We discuss this as a paradigm for how community engagement is important in building and scaling a lung cancer screening program.  In 2023, the "End Lung Cancer Now" team decided to focus its efforts on scaling and transforming lung cancer screening rates in Indiana. They developed a task force with 26 experts in various fields, including radiology, pulmonary medicine, thoracic surgery, public health, and advocacy groups. The result of this work is an 85-page blueprint with key recommendations that any system and community can use to scale lung cancer screening efforts. After building strong infrastructure for lung cancer screening at Indiana University, they sought to understand what the priorities, resources, and challenges in their communities were. To do this, they forged strong partnerships with both local and national organizations, including the American Lung Association, American Cancer Society, and others. In the first year, they actually tripled the number of screening low-dose CTs performed in their academic center and saw a 40% increase system-wide. One thing that I think is the most striking is that through their community outreach, they learned that most people prefer to get medical care close to home within their own communities. Establishing a way to support the local infrastructure to provide care became far more important than recruiting patients to their larger system.  In exciting news, "End Lung Cancer Now" has partnered with the IU Simon Comprehensive Cancer Center and IU Health to launch Indiana's first and only mobile lung screening program in March of 2025. This mobile program travels around the state to counties where the highest incidence of lung cancer exists and there is limited access to screening. The mobile unit parks at trusted sites within communities and works in partnership, not competition, with local health clinics and facilities to screen high-risk populations. Dr. Nate Pennell: I think that sounds like a great idea. Screening is such an important thing that it doesn't necessarily have to be owned by any one particular health system for their patients. I think. And I love the idea of bringing the screening to patients where they are. I can speak to working in a regional healthcare system with a main campus in the downtown that patients absolutely hate having to come here from even 30 or 40 minutes away, and they'd much rather get their care locally. So that makes perfect sense.  So, under the current guidelines, there are certainly things that we can do to try to improve capturing the people that meet those. But are those guidelines actually capturing enough patients with lung cancer to make a difference? There certainly are proposals within patient advocacy communities and even other countries where there's a large percentage of non-smokers who perhaps get lung cancer. Can we expand beyond just older, current and heavy smokers to identify at-risk populations who could benefit from screening? Dr. Cheryl Czerlanis: Yes, I think we can, and it's certainly an active area of research interest. We know that tobacco is the leading cause of lung cancer worldwide. However, other risk factors include secondhand smoke, family history, exposure to environmental carcinogens, and pulmonary diseases like COPD and interstitial lung disease. Despite these known associations, the benefit of lung cancer screening is less well elucidated in never-smokers and those at risk of developing lung cancer because of family history or other risk factors. We know that the eligibility criteria associated with our current screening guidelines focus on age and smoking history and may miss more than 50% of lung cancers. Globally, 10% to 25% of lung cancer cases occur in never-smokers. And in certain parts of the world, like you mentioned, Nate, such as East Asia, many lung cancers are diagnosed in never-smokers, especially in women. Risk-prediction models use specific risk factors for lung cancer to enhance individual selection for screening, although they have historically focused on current or former smokers.  We know that individuals with family members affected by lung cancer have an increased risk of developing the disease. To this end, several large-scale, single-arm prospective studies in Asia have evaluated broadening screening criteria to never-smokers, with or without additional risk factors. One such study, the Taiwan Lung Cancer Screening in Never-Smoker Trial, was a multicenter prospective cohort study at 17 medical centers in Taiwan. The primary outcome of the TALENT trial was lung cancer detection rate. Eligible patients aged 55 to 75 had either never smoked or had a light and remote smoking history. In addition, inclusion required one or more of the following risk factors: family history of lung cancer, passive smoke exposure, history of TB or COPD, a high cooking index, which is a metric that quantifies exposure to cooking fumes, or a history of cooking without ventilation. Participants underwent low-dose CT screening at baseline, then annually for 2 years, and then every 2 years for up to 6 years. The lung cancer detection rate was 2.6%, which was higher than that reported in the NLST and NELSON trials, and most were stage 0 or I cancers. Subsequently, this led to the Taiwan Early Detection Program for Lung Cancer, a national screening program that was launched in 2022, targeting 2 screening populations: individuals with a heavy history of smoking and individuals with a family history of lung cancer.  We really need randomized controlled trials to determine the true rates of overdiagnosis or finding cancers that would not lead to morbidity or mortality in persons who are diagnosed, and to establish whether the high lung detection rates are associated with a decrease in lung cancer-related mortality in these populations. However, the implementation of randomized controlled low-dose CT screening trials in never-smokers has been limited by the need for large sample sizes, lengthy follow-up, and cost.  In another group potentially at higher risk for developing lung cancer, the role of lung cancer screening in individuals who harbor germline pathogenic variants associated with lung cancer also needs to be explored further. Dr. Nate Pennell: We had this discussion when the first criteria came out because there have always been risk-based calculators for lung cancer that certainly incorporate smoking but other factors as well and have discussion about whether we should be screening people based on their risk and not just based on discrete criteria such as smoking. But of course, the insurance coverage for screening, you have to fit the actual criteria, which is very constrained by age and smoking history. Do you think in the U.S. there's hope for broadening our screening beyond NLST and NELSON criteria? Dr. Cheryl Czerlanis: I do think at some point there is hope for broadening the criteria beyond smoking history and age, beyond the criteria that we have typically used and that is covered by insurance. I do think it will take some work to perhaps make the prediction models more precise or to really understand who can benefit. We certainly know that there are many patients who develop lung cancer without a history of smoking or without family history, and it would be great if we could diagnose more patients with lung cancer at an earlier stage. I think this will really count on there being some work towards trying to figure out what would be the best population for screening, what risk factors to look for, perhaps using some new technologies that may help us to predict who is at risk for developing lung cancer, and trying to increase the group that we study to try and find these early-stage lung cancers that can be cured. Dr. Nate Pennell: Part of the reason we, of course, try to enrich our population is screening works better when you have a higher pretest probability of actually having cancer. And part of that also is that our technology is not that great. You know, even in high-risk patients who have CT scans that are positive for a screen, we know that the vast majority of those patients with lung nodules actually don't have lung cancer. And so you have to follow them, you have to use various models to see, you know, what the risk, even in the setting of a positive screen, is of having lung cancer.  So, why don't we talk about some newer tools that we might use to help improve lung cancer screening? And one of the things that everyone is super excited about, of course, is artificial intelligence. Are there AI technologies that are helping out in early detection in lung cancer screening? Dr. Cheryl Czerlanis: Yes, that's a great question. We know that predicting who's at risk for lung cancer is challenging for the reasons that we talked about, knowing that there are many risk factors beyond smoking and age that are hard to quantify. Artificial intelligence is a tool that can help refine screening criteria and really expand screening access. Machine learning is a form of AI technology that is adept at recognizing patterns in large datasets and then applying the learning to new datasets. Several machine learning models have been developed for risk stratification and early detection of lung cancer on imaging, both with and without blood-based biomarkers. This type of technology is very promising and can serve as a tool that helps to select individuals for screening by predicting who is likely to develop lung cancer in the future.  A group at Massachusetts General Hospital, represented in our group for this paper by my co-authors, Drs. Fintelmann and Chang, developed Sybil, which is an open-access 3D convolutional neural network that predicts an individual's future risk of lung cancer based on the analysis of a single low-dose CT without the need for human annotation or other clinical inputs. Sybil and other machine learning models have tremendous potential for precision lung cancer screening, even, and perhaps especially, in settings where expert image interpretation is unavailable. They could support risk-adapted screening schedules, such as varying the frequency and interval of low-dose CT scans according to individual risk and potentially expand lung cancer screening eligibility beyond age and smoking history. Their group predicts that AI tools like Sybil will play a major role in decoding the complex landscape of lung cancer risk factors, enabling us to extend life-saving lung cancer screening to all who are at risk. Dr. Nate Pennell: I think that that would certainly be welcome. And as AI is working its way into pretty much every aspect of life, including medical care, I think it's certainly promising that it can improve on our existing technology.  We don't have to spend a lot of time on this because I know it's a little out of scope for what you covered in your paper, but I'm sure our listeners are curious about your thoughts on the use of other types of testing beyond CT screening for detecting lung cancer. I know that there are a number of investigational and even commercially available blood tests, for example, for detection of lung cancer, or even the so-called multi-cancer detection blood tests that are now being offered, although not necessarily being covered by insurance, for multiple types of cancer, but lung cancer being a common cancer is included in that. So, what do you think? Dr. Cheryl Czerlanis: Yes, like you mentioned, there are novel bioassays such as blood-based biomarker testing that evaluate for DNA, RNA, and circulating tumor cells that are both promising and under active investigation for lung cancer and multi-cancer detection. We know that such biomarker assays may be useful in both identifying lung cancers but also in identifying patients with a high-risk result who should undergo lung cancer screening by conventional methods. Dr. Nate Pennell: Anything that will improve on our rate of screening, I think, will be welcome. I think probably in the future, it will be some combination of better risk prediction and better interpretation of screening results, whether those be imaging or some combination of imaging and biomarkers, breath-based, blood-based. There's so much going on that it is pretty exciting, but we're still going to have to overcome the stigma and lack of public support for lung cancer screening if we're going to move the needle. Dr. Cheryl Czerlanis: Yes, I think moving the needle is so important because we know lung cancer is still a very morbid disease, and our ability to cure patients is not where we would like it to be. But I do believe there's hope. There are a lot of motivated individuals and groups who are passionate about lung cancer screening, like myself and my co-authors, and we're just happy to be able to share some ways that we can overcome the challenges and really try and make an impact in the lives of our patients. Dr. Nate Pennell: Well, thank you, Dr. Czerlanis, for joining me on the By the Book Podcast today and for all of your work to advance care for patients with lung cancer. Dr. Cheryl Czerlanis: Thank you, Dr. Pennell. It's such a pleasure to be with you today. Thank you. Dr. Nate Pennell: And thank you to our listeners for joining us today. You'll find a link to Dr. Czerlanis' article in the transcript of this episode.  Please join us again next month for By the Book's next episode and more insightful views on topics you'll be hearing at the education sessions from ASCO meetings throughout the year, and our deep dives on approaches that are shaping modern oncology. Disclaimer: The purpose of this podcast is to educate and to inform. This is not a substitute for professional medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience, and conclusions. Guest statements on the podcast do not express the opinions of ASCO. The mention of any product, service, organization, activity, or therapy should not be construed as an ASCO endorsement. Follow today's speakers:     Dr. Nathan Pennell    @n8pennell   @n8pennell.bsky.social Dr. Cheryl Czerlanis Follow ASCO on social media:     @ASCO on X (formerly Twitter)     ASCO on Bluesky    ASCO on Facebook     ASCO on LinkedIn     Disclosures:    Dr. Nate Pennell:        Consulting or Advisory Role: AstraZeneca, Lilly, Cota Healthcare, Merck, Bristol-Myers Squibb, Genentech, Amgen, G1 Therapeutics, Pfizer, Boehringer Ingelheim, Viosera, Xencor, Mirati Therapeutics, Janssen Oncology, Sanofi/Regeneron       Research Funding (Institution): Genentech, AstraZeneca, Merck, Loxo, Altor BioScience, Spectrum Pharmaceuticals, Bristol-Myers Squibb, Jounce Therapeutics, Mirati Therapeutics, Heat Biologics, WindMIL, Sanofi    Dr. Cheryl Czerlanis: Research Funding (Institution): LungLife AI, AstraZeneca, Summit Therapeutics

In this episode, we bring back Paul Stansik, Partner at ParkerGale Capital, to explore the critical distinction between what he calls Simplifiers and Complicators.Throughout the conversation, Paul and Sam discuss how to identify Simplifiers, the challenges of being a Simplifier (and what makes them truly special), and effective interview techniques to find candidates who embody this mindset. Paul dives into the nuances of hiring, focusing on the importance of enthusiasm, the right metrics for assessing business health, and the balance between micromanagement and excellence.We're not exaggerating when we say this is an episode that had both our audio and video editors picking up their pens to take notes. So don't be a Complicator — just give it a listen. Want to listen to Paul's first guest appearance on Becoming a Hiring Machine? Check that out here. You can also follow him on LinkedIn or subscribe to his newsletter, Hello Operator. Chapters:00:00 - Decoding talent: Insights for recruiters03:40 - Simplifiers vs. complicators: The critical hiring distinction12:12 - Unmasking complicators: Key behavioral indicators for recruiters17:00 - Strategic questioning: Identifying key candidate traits in interviews20:50 - The recruiter's guide to identifying and hiring simplifiers24:02 - Data-driven recruiting: Essential metrics for candidate assessment34:03 - From talk to action: Identifying candidates who execute and deliver results41:37 - Attracting top talent: Expert advice for recruiters and agenciesExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam and Vivien dive deeper into the evolution of email deliverability and the importance of building genuine relationships in recruitment — through better content. They emphasize the need for recruiters to move away from checking boxes and instead focus on personal connections, networking, and understanding industry trends. The takeaways? More strategy, more intention. Less doing things just to do them. Chapters:00:00 - This week on Tactical Tuesday: Elevating recruiter outreach02:30 - Maximizing impact: The optimal length for recruiter outreach03:45 - Essential tips for recruiter content that drives candidate engagement05:20 - Beyond the job spec: Using valuable content for strategic talent attraction09:28 - Boost email deliverability: Critical words recruiters must avoid to beat spam filters12:56 - Final thoughts: Proactive strategies to elevate your recruitment resultsExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this special episode, Lex is joined by Tara Flickinger, partner at ON Partners, to discuss the critical topic of gender equity in the executive suite — drawing insights from ON Partners' 2025 Women's Report. Throughout the conversation, they explore the persistent compensation gap between men and women, the importance of salary negotiation, and the need for structured hiring practices to ensure equity across all levels. The conversation also highlights the impact of workplace flexibility, common traits of successful women in leadership, and the societal biases that affect work-life balance.Ultimately, Tara emphasizes the importance of women advocating for themselves to accelerate progress towards economic parity — but paints a hopeful picture for what's ahead. Chapters:00:00 - Unlocking gender equity in leadership: A deep dive03:50 - Unpacking the complexities of the gender pay gap08:50 - What female executives value in a compensation package12:50 - Driving change: Practical steps to improve gender equality in your company19:57 - Identifying top talent: Key leadership traits of successful women24:38 - Building an inclusive workplace: Strategies to eliminate hiring bias30:20 - Accelerating equality: What's the outlook for women in leadership?Explore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this episode, Sam and Vivien discuss the importance of social networking for recruiting — especially now that cold emailing has begun to see a dropoff in success. They discuss changing email deliverability regulations — and the effect they have on cold email — and why modern recruiting requires a return to an old school recruitment strategy.The moral of the story? Focus on personal connections, networking, and understanding industry trends — and be ready to zig when others zag. Chapters:00:00 - Cold email is cooling: What's next for talent acquisition?04:02 - Beyond outreach: Building lasting talent relationships 06:20 - Navigating the noise: Smart channel selection for effective recruitmentExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Do you ever feel like you're shouting into the void? Like it used to be so easy to send an email and get a response...but that now something has changed? In this episode, Vivien interviews Will Spengler of Frederick Fox about the state of recruitment outreach in 2025. From the shift in email outreach strategies, the impact of COVID on hiring trends, changes in email deliverability regulations, and beyond... This is a juicy episode, jam-packed with tips for anyone who is looking to improve their outreach efforts. Chapters:00:00 - Recruitment outreach 2025: Navigating the new landscape03:23 - When recruitment email was king: A look back05:46 - The 2024 recruitment shift: What's impacting your outreach strategies?08:11 - Solving the recruiter outreach puzzle: Proven strategies for success10:00 - Back to basics: Classic BD strategies for modern recruiters15:20 - Inbox intelligence: Mastering email deliverability for recruiters20:44 - Building trust: Effective reputation management for recruitment agencies24:11 - Crafting compelling email outreach: Content strategies that convert28:20 - Smarter outreach: Quality over quantity in candidate engagement33:29 - Team tactics: Managing your agency's email domain reputation38:10 - The AI revolution: Reshaping recruitment outreach and the future recruiter43:28 - Parting advice: Thriving in modern recruitment outreachExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

We've talked before about the importance of data in recruitment — but in this episode, Sam and Vivien dig deeper to explore key metrics for assessing client health, including job performance and the duration jobs remain open.Recruiters who utilize data to identify issues in the hiring process and improve overall recruitment strategies — especially before larger issues or frustrations can develop — are the ones who will rise to the top, get repeat business, and win more clients. Chapters:00:00 - Recruitment intelligence: Using recruitment analytics for more placements 02:33 - The power of data-driven recruitment: Why metrics matter 05:12 - Beyond spreadsheets: Data visualization techniques for recruiters 08:02 - Essential recruitment reports: KPIs every top recruiter should track 10:08 - Actionable strategies: Turning recruitment data into results12:13 - Bonus: Mastering time to fill - The game-changing recruitment KPIExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this special episode Sam, Lex, and Vivien discuss the difference in quality between sourced and applied candidates.Loxo is currenlty hiring for several roles, so we've learned some some lessons and noticed some trends — and are sharing the wealth. The conversation also delves into identifying red and green flags during interviews, the benefits of proactive sourcing, personal branding, the pros & cons of putting the salary in the job description, and the integration of AI in the interview process.In short: we cover a lot of ground — sharing our own experience, anecdotes, and tips in hopes that they'll help you refine your own recruitment & hiring processes. Chapters:00:00 - Hiring intelligence: Unpacking today's top recruiting challenges02:11 - Sourced talent vs. applied candidates: Decoding the quality divide10:38 - Candidate differentiation: What makes an applicant memorable?11:50 - Referral strategies that actually work for recruiting agencies19:43 - Raising hiring standards: How to identify exceptional talent24:13 - Dodging bad hires: Key red flags throughout the application journey27:49 - AI in recruitment: How candidates are using AI and what it means for you37:50 - Salary transparency in job ads: Pros, cons, and best practices for recruiters40:48 - Recruiting career pivoters: How they enrich your talent pool44:38 - Final insights: Elevating your agency's recruitment successExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam and Vivien discuss the evolving landscape of recruitment, focusing on the need to reevaluate traditional hiring advice given how much things have changed.Throughout the conversation, they explore the implications of job hopping, the necessity of industry experience, the relevance (or lack thereof) of college degrees, and — of course — AI and its ripple effect.Chapters:00:00 - Beyond the basics: Fresh recruiting strategies for modern recruiters01:58 - Resume screening decoded: Effectively evaluating modern resumes05:30 - Tenure vs. talent: Rethinking how recruiters view candidate job history08:55 - Recruiting for adaptability & potential: Is industry experience overrated?12:16 - Skills-based hiring: Does a college degree still define capability in the new talent pool?16:04 - The AI advantage: How recruiters thrive with AI recruiting toolsExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Host Dr. Nate Pennell and his guest, Dr. Chloe Atreya, discuss the ASCO Educational Book article, “Integrative Oncology: Incorporating Evidence-Based Approaches to Patients With GI Cancers,” highlighting the use of mind-body approaches, exercise, nutrition, acupuncture/acupressure, and natural products. Transcript Dr. Nate Pennell: Welcome to ASCO Education: By the Book, our new monthly podcast series that will feature engaging discussions between editors and authors from the ASCO Educational Book. We'll be bringing you compelling insights on key topics featured in Education Sessions at ASCO meetings and some deep dives on the approaches shaping modern oncology.  I'm Dr. Nate Pennell, director of the Cleveland Clinic Lung Cancer Medical Oncology Program as well as vice chair of clinical research for the Taussig Cancer Institute. Today, I'm delighted to welcome Dr. Chloe Atreya, a professor of Medicine in the GI Oncology Group at the University of California, San Francisco, Helen Diller Family Comprehensive Cancer Center, and the UCSF Osher Center for Integrative Health, to discuss her article titled, “Integrative Oncology Incorporating Evidence-Based Approaches to Patients With GI Cancers”, which was recently published in the ASCO Educational Book. Our full disclosures are available in the transcript of this episode.  Dr. Atreya, it's great to have you on the podcast today. Thanks for joining me. Dr. Chloe Atreya: Thanks Dr. Pennell. It's a pleasure to be here. Dr. Nate Pennell: Dr. Atreya, you co-direct the UCSF Integrative Oncology Program with a goal to really help patients with cancer live as well as possible. And before we dive into the review article and guidelines, I'd love to just know a little bit about what inspired you to go into this field? Dr. Chloe Atreya: Yeah, thank you for asking. I've had a long-standing interest in different approaches to medicine from global traditions and I have a degree in pharmacology, and I continue to work on new drug therapies for patients with colorectal cancer. And one thing that I found is that developing new drugs is a long-term process and often we're not able to get the drugs to the patients in front of us. And so early on as a new faculty member at UCSF, I was trying to figure out what I could do for the patient in front of me if those new drug therapies may not be available in their lifetime. And one thing I recognized was that in some conversations the patient and their family members, even if the patient had metastatic disease, they were able to stay very present and to live well without being sidelined by what might happen in the future. And then in other encounters, people were so afraid of what might be happening in the future, or they may have regrets maybe about not getting that colonoscopy and that was eroding their ability to live well in the present.  So, I started asking the patients and family members who were able to stay present, “What's your secret? How do you do this?” And people would tell me, “It's my meditation practice,” or “It's my yoga practice.” And so, I became interested in this. And an entry point for me, and an entry point to the Osher Center at UCSF was that I took the Mindfulness-Based Stress Reduction Program to try to understand experientially the evidence for this and became very interested in it. I never thought I would be facilitating meditation for patients, but it became a growing interest. And as people are living longer with cancer and are being diagnosed at younger ages, often with young families, how one lives with cancer is becoming increasingly important.   Dr. Nate Pennell: I've always been very aware that it seemed like the patients that I treated who had the best quality of life during their life with cancer, however that ended up going, were those who were able to sort of compartmentalize it, where, when it was time to focus on discussing treatment or their scans, they were, you know, of course, had anxiety and other things that went along with that. But when they weren't in that, they were able to go back to their lives and kind of not think about cancer all the time. Whereas other people sort of adopt that as their identity almost is that they are living with cancer and that kind of consumes all of their time in between visits and really impacts how they're able to enjoy the rest of their lives. And so, I was really interested when I was reading your paper about how mindfulness seemed to be sort of like a formal way to help patients achieve that split. I'm really happy that we're able to talk about that. Dr. Chloe Atreya: Yeah, I think that's absolutely right. So, each of our patients is more than their cancer diagnosis. And the other thing I would say is that sometimes patients can use the cancer diagnosis to get to, “What is it that I really care about in life?” And that can actually heighten an experience of appreciation for the small things in life, appreciation for the people that they love, and that can have an impact beyond their lifetime. Dr. Nate Pennell: Just in general, I feel like integrative medicine has come a long way, especially over the last decade or so. So, there's now mature data supporting the incorporation of elements of integrative oncology into comprehensive cancer care. We've got collaborations with ASCO. They've published clinical practice guidelines around diet, around exercise, and around the use of cannabinoids. ASCO has worked with the Society for Integrative Oncology to address management of pain, anxiety, depression, fatigue – lots of different evidence bases now to try to help guide people, because this is certainly something our patients are incredibly interested in learning about. Can you get our listeners up to speed a little bit on the updated guidelines and resources supporting integrative oncology? Dr. Chloe Atreya: Sure. I can give a summary of some of the key findings. And these are rigorous guidelines that came together by consensus from expert panels. I had the honor of serving on the anxiety and depression panel. So, these panels will rate the quality of the evidence available to come up with a strength of recommendation. I think that people are at least superficially aware of the importance of diet and physical activity and that cannabis and cannabinoids have evidence of benefit for nausea and vomiting. They may not be aware of some of the evidence supporting these other modalities. So, for anxiety and depression, mindfulness-based interventions, which include meditation and meditative movement, have the strongest level of evidence. And the clinical practice guidelines indicate that they should be offered to any adult patient during or after treatment who is experiencing symptoms of anxiety or depression. Other modalities that can help with anxiety and depression include yoga and Tai Chi or Qigong. And with the fatigue guidelines, mindfulness-based interventions are also strongly recommended, along with exercise and cognitive behavioral therapy, Tai Chi and Qigong during treatment, yoga after treatment.  And some of these recommendations also will depend on where the evidence is. So, yoga is an example of an intervention that I think can be helpful during treatment, but most of our evidence is on patients who are post-treatment. So, most of our guidelines separate out during treatment and the post-treatment phase because the quality of evidence may be different for these different phases of treatment.  With the pain guidelines, the strongest recommendation is for acupuncture, specifically for people with breast cancer who may be experiencing joint pain related to aromatase inhibitors. However, acupuncture and other therapies, including massage, can be helpful with pain as well. So those are a few of the highlights. Dr. Nate Pennell: Yeah, I was surprised at the really good level of evidence for the mindfulness-based practices because I don't think that's the first thing that jumps to mind when I think about integrative oncology. I tend to think more about physical interventions like acupuncture or supplements or whatnot. So, I think this is really fantastic that we're highlighting this.  And a lot of these interventions like the Qigong, Tai Chi, yoga, is it the physical practice of those that benefits them or is it that it gives them something to focus on, to be mindful of? Is that the most important intervention? It doesn't really matter what you're doing as long as you have something that kind of takes you out of your experience and allows you to focus on the moment. Dr. Chloe Atreya: I do think it is a mind, body and spirit integration, so that all aspects are important. We also say that the best practice is the one that you actually practice. So, part of the reason that it's important to have these different modalities is that not everybody is going to take up meditation. And there may be people for whom stationary meditation, sitting and meditating, works well, and other people for whom meditative movement practices may be what they gravitate to. And so, I think that it's important to have a variety of options. And one thing that's distinct from some of our pharmacologic therapies is that the safety of these is, you know, quite good. So, it becomes less important to say, “Overall, is Tai Chi better or is yoga better?” for instance. It really depends on what it is that someone is going to take up. Dr. Nate Pennell: And of course, something that's been really nice evidence-based for a long time, even back when I was in my training in the 2000s with Jennifer Temel at Massachusetts General Hospital, was the impact of physical activity and exercise on patients with cancer. It seems like that is pretty much a universally good recommendation for patients. Dr. Chloe Atreya: Yes, that's absolutely right. Physical activity has been associated with improved survival after a cancer diagnosis. And that's both cancer specific survival and overall survival.  The other thing I'll say about physical activity, especially the mindful movement practices like Tai Chi and Qigong and yoga, is that they induce physiologic shifts in the body that can promote relaxation, so they can dampen that stress response in a physiologic way. And these movement practices are also the best way to reduce cancer-associated fatigue. Dr. Nate Pennell: One of the things that patients are always very curious about when they talk to me, and I never really feel like I'm as well qualified as I'd like to be to advise them around dietary changes in nutrition. And can you take me a little bit through some of the evidence base for what works and what doesn't work? Dr. Chloe Atreya: Sure. I do think that it needs to be tailored to the patient's needs. Overall, a diet that is plant-based and includes whole grains is really important. And I often tell patients to eat the rainbow because all of those different phytochemicals that cause the different colors in our fruits and vegetables are supporting different gut microbiota. So that is a basis for a healthy gut microbiome. That said, you know, if someone is experiencing symptoms related to cancer or cancer therapy, it is important to tailor dietary approaches. This is where some of the mindful eating practices can help. So, sometimes actually not just focusing on what we eat, but how we eat can help with symptoms that are associated with eating. So, some of our patients have loss of appetite, and shifting one's relationship to food can help with nutrition. Sometimes ‘slow it down' practices can help both with appetite and with digestion. Dr. Nate Pennell: One of the things that you said both in the paper and just now on our podcast, talking about how individualized and personalized this is. And I really liked the emphasis that you had on flexibility and self-compassion over rigid discipline and prescriptive recommendations here. And this is perhaps one of the real benefits of having an integrative oncology team that can work with patients as opposed to them just trying to find things online. Dr. Chloe Atreya: Yes, particularly during treatment, I think that's really important. And that was borne out by our early studies we called “Being Present.” So, after I was observing the benefits anecdotally among my patients of the ability to be present, we designed these pilot studies to teach meditation and meditative practices to patients. And in these pilot studies, the original ones were pretty prescriptive in a way that mindfulness-based stress reduction is fairly prescriptive in terms of like, “This is what we're asking you to do. Just stick with the program.” And there can be benefits if you can stick with the program. It's really hard though if someone is going through treatment and with GI cancers, it may be that they're getting chemotherapy every two weeks and they have one week where they're feeling really crummy and another week where they're trying to get things done. And we realized that sometimes people were getting overwhelmed and feeling like the mindfulness practice was another thing on their to-do list and that they were failing if they didn't do this thing that was important for them. And so, we've really kind of changed our emphasis. And part of our emphasis now is on incorporating mindfulness practices into daily life. Any activity that doesn't require a lot of executive function can be done mindfully, meaning with full attention. And so, especially for some of our very busy patients, that can be a way of, again, shifting how I'm doing things rather than adding a new thing to do. Dr. Nate Pennell: And then another part I know that patients are always very curious about that I'm really happy to see that we're starting to build an evidence base for is the use of supplements and natural products. So, can you take us a little bit through where we stand in terms of evidence behind, say, cannabis and some of the other available products out there? Dr. Chloe Atreya: Yeah, I would say that is an area that requires a lot more study. It's pretty complicated because unlike mindfulness practices where there are few interactions with other treatments, there is the potential for interactions, particularly with the supplements. And the quality of the supplements matters. And then there tends to be a lot of heterogeneity among the studies both in the patients and what other treatments they may be receiving, as well as the doses of the supplements that they're receiving.  One of my earliest mentors at Yale is someone named Dr. Tommy Chang, who has applied the same rigor that that we apply to testing of biomedical compounds to traditional Chinese medicine formulas. And so, ensuring that the formulation is stable and then formally testing these formulations along with chemotherapy. And we need more funding for that type of research in order to really elevate our knowledge of these natural products. We often will direct patients to the Memorial Sloan Kettering ‘About Herbs, Botanicals, and Other Products' database as one accessible source to learn more about the supplements. We also work with our pharmacists who can provide the data that exists, but we do need to take it with a grain of salt because of the heterogeneity in the data. And then it's really important if people are going to take supplements, for them to take supplements that are of high quality. And that's something in the article that we list all of the things that one should look for on the label of a supplement to ensure that it is what it's billed to be. Dr. Nate Pennell: So, most of what we've been talking about so far has really been applying to all patients with cancer, but you of course are a GI medical oncologist, and this is a publication in the Educational Book from the ASCO GI Symposium. GI cancers obviously have an incredibly high and rising incidence rate among people under 50, representing a quarter of all cancer incidence worldwide, a third of cancer related deaths worldwide. Is there something specific that GI oncologists and patients with GI cancers can take home from your paper or is this applicable to pretty much everyone? Dr. Chloe Atreya: Yeah, so the evidence that we review is specifically for GI cancers. So, it shows both its strengths and also some of the limitations. So many of the studies have focused on other cancers, especially breast cancer. In the integrative oncology field, there are definitely gaps in studying GI cancers. At the same time, I would say that GI cancers are very much linked to lifestyle in ways that are complicated, and we don't fully understand. However, the best ways that we can protect against development of GI cancers, acknowledging that no one is to blame for developing a GI cancer and no one is fully protected, but the best things that we can do for overall health and to prevent GI cancers are a diet that is plant-based, has whole grains. There's some data about fish that especially the deep-water fish, may be protective and then engaging in physical activity.  One thing I would like for people to take away is that these things that we know that are preventative against developing cancer are also important after development of a GI cancer. Most of the data comes from studies of patients with colorectal cancer and that again, both cancer specific and overall mortality is improved with better diet and with physical activity. So, this is even after a cancer diagnosis. And I also think that, and this is hard to really prove, but we're in a pretty inflammatory environment right now. So, the things that we can do to decrease stress, improve sleep, decrease inflammation in the body, and we do know that inflammation is a risk factor for developing GI cancers. So, I think that all of the integrative modalities are important both for prevention and after diagnosis. Dr. Nate Pennell: And one of the things you just mentioned is that most of the studies looking at integrative oncology and GI cancers have focused on colorectal cancer, which of course, is the most common GI cancer. But you also have pointed out that there are gaps in research and what's going on and what needs to be done in order to broaden some of this experience to other GI cancers. Dr. Chloe Atreya: Yeah, and I will say that there are gaps even for colorectal cancer. So right now, some of the authors on the article are collaborating on a textbook chapter for the Society for Integrative Oncology. And so, we're again examining the evidence specifically for colorectal cancer and are in agreement that the level of evidence specific to colorectal cancer is not as high as it is for all patients with adult cancers. And so even colorectal cancer we need to study more.  Just as there are different phases of cancer where treatments may need to be tailored, we also may need to tailor our treatments for different cancer types. And that includes what symptoms the patients are commonly experiencing and how intense the treatment is, and also the duration of treatment. Those are factors that can influence which modalities may be most important or most applicable to a given individual. Dr. Nate Pennell: So, a lot of this sounds fantastic. It sounds like things that a lot of patients would really appreciate working into their care. Your article focused a little bit on some of the logistics of providing this type of care, including group medical visits, multidisciplinary clinics staffed by multiple types of clinicians, including APPs and psychologists, and talked about the sustainability of this in terms of increasing the uptake of guideline-based integrative oncology. Talk a little bit more about both at your institution, I guess, and the overall health system and how this might be both sustainable and perhaps how we broaden this out to patients outside of places like UCSF. Dr. Chloe Atreya: Yes, that's a major focus of our research effort. A lot of comprehensive cancer centers and other places where patients are receiving care, people may have access to dietitians, which is really important and nutritionists. In the article we also provide resources for working with exercise therapists and those are people who may be working remotely and can help people, for instance, who may be in, in rural areas. And then our focus with the mind-body practices in particular has been on group medical visits. And this grew out of, again, my ‘being present' pilot studies where we were showing some benefit. But then when the grant ends, there isn't a way to continue to deliver this care. And so, we were asking ourselves, you know, is there a way to make this sustainable? And group medical visits have been used in other settings, and they've been working really well at our institution and other institutions are now taking them up as well. And this is a way that in this case it's me and many of my colleagues who are delivering these, where I can see eight or ten patients at once. In my case, it's a series of four two-hour sessions delivered by telehealth. So, we're able to focus on the integrative practices in a way that's experiential. So, in the clinic I may be able to mention, you know, after we go over the CT scans, after we go over the labs and the molecular profiling, you know, may be able to say, “Hey, you know, meditation may be helpful for your anxiety,” but in the group medical visits we can actually practice meditation, we can practice chair yoga. And that's where people have that experience in their bodies of these different modalities. And the feedback that we're receiving is that that sticks much more to experience it then you have resources to continue it. And then the group is helpful both in terms of delivery, so timely and efficient care for patients. It's also building community and reducing the social isolation that many of our patients undergoing treatment for cancer experience. Dr. Nate Pennell: I think that makes perfect sense, and I'm glad you brought up telehealth as an option. I don't know how many trained integrative oncologists there are out there, but I'm going to guess this is not a huge number out there. And much like other specialties that really can improve patients' quality of life, like palliative medicine, for example, not everyone has access to a trained expert in their cancer center, and things like telemedicine and telehealth can really potentially broaden that. How do you think telehealth could help broaden the exposure of cancer patients and even practitioners of oncology to integrative medicine? Dr. Chloe Atreya: Yes, I think that telehealth is crucial for all patients with cancer to be able to receive comprehensive cancer care, no matter where they're receiving their chemotherapy or other cancer-directed treatments. So, we will routinely be including patients who live outside of San Francisco. Most of our patients live outside of San Francisco. There's no way that they could participate if they had to drive into the city again to access this. And in the group setting, it's not even safe for people who are receiving chemotherapy to meet in a group most times. And with symptoms, often people aren't feeling so well and they're able to join us on Zoom in a way that they wouldn't be able to make the visit if it was in person. And so, this has really allowed us to expand our catchment area and to include patients, in our case, in all of California. You also mentioned training, and that's also important. So, as someone who's involved in the [UCSF] Osher Collaborative, there are faculty scholars who are at universities all over the US, so I've been able to start training some of those physicians to deliver group medical visits at their sites as well via telehealth. Dr. Nate Pennell: I'm glad we were able to make a plug for that. We need our political leadership to continue to support reimbursement for telehealth because it really does bring access to so many important elements of health care to patients who really struggle to travel to tertiary care centers. And their local cancer center can be quite a distance away.  So, sticking to the theme of training, clinician education and resources are really crucial to continue to support the uptake of integrative oncology in comprehensive cancer care. Where do you think things stand today in terms of clinician education and professional development in integrative oncology. Dr. Chloe Atreya: It's growing. Our medical students now are receiving training in integrative medicine, and making a plug for the Educational Book, I was really happy that ASCO let us have a table that's full of hyperlinks. So that's not typical for an article. Usually, you have to go to the reference list, but I really wanted to make it practical and accessible to people, both the resources that can be shared with patients that are curated and selected that we thought were of high-quality examples for patients. At the bottom of that table also are training resources for clinicians, and some of those include: The Center for Mind-Body Medicine, where people can receive training in how to teach these mind-body practices; The Integrated Center for Group Medical Visits, where people can learn how to develop their own group medical visits; of course, there's the Society for Integrative Oncology; and then I had just mentioned the Osher Collaborative Faculty Fellowship. Dr. Nate Pennell: Oh, that is fantastic. And just looking through, I mean, this article is really a fantastic resource both of the evidence base behind all of the elements that we've discussed today. Actually, the table that you mentioned with all of the direct hyperlinks to the resources is fantastic. Even recommendations for specific dietary changes after GI cancer diagnosis. So, I highly recommend everyone read the full paper after they have listened to the podcast today.  Before we wrap up, is there anything that we didn't get a chance to discuss that you wanted to make sure our listeners are aware of? Dr. Chloe Atreya: One thing that I did want to bring up is the disparities that exist in access to high quality symptom management care. So, patients who are racial and ethnic minorities, particularly our black and Latinx patients, the evidence shows that they aren't receiving the same degree of symptom management care as non-Hispanic White patients. And that is part of what may be leading to some of the disparities in cancer outcomes. So, if symptoms are poorly managed, it's harder for patients to stay with the treatment, and integrative oncology is one way to try to, especially with telehealth, this is a way to try to improve symptom management for all of our patients to help improve both their quality of life and their cancer outcomes. Dr. Nate Pennell: Well, Dr. Atreya, it's been great speaking with you today and thank you for joining me on the ASCO Education: By the Book Podcast and thank you for all of your work in advancing integrative oncology for GI cancers and beyond. Dr. Chloe Atreya: Thank you, Dr. Pennell. It's been a pleasure speaking with you. Dr. Nate Pennell: And thank you to all of our listeners who joined us today. You'll find a link to the article discussed today in the transcript of the episode. We hope you'll join us again for more insightful views on topics you'll be hearing at the Education Sessions from ASCO meetings throughout the year and our deep dives on approaches that are shaping modern oncology. Disclaimer: The purpose of this podcast is to educate, educate and to inform. This is not a substitute for professional medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience, and conclusions. Guest statements on the podcast do not express the opinions of ASCO. The mention of any product, service, organization, activity, or therapy should not be construed as an ASCO endorsement. Follow today's speakers:    Dr. Nathan Pennell   @n8pennell  @n8pennell.bsky.social  Dr. Chloe Atreya  Follow ASCO on social media:    @ASCO on X (formerly Twitter)    ASCO on Bluesky   ASCO on Facebook    ASCO on LinkedIn    Disclosures:   Dr. Nate Pennell:       Consulting or Advisory Role: AstraZeneca, Lilly, Cota Healthcare, Merck, Bristol-Myers Squibb, Genentech, Amgen, G1 Therapeutics, Pfizer, Boehringer Ingelheim, Viosera, Xencor, Mirati Therapeutics, Janssen Oncology, Sanofi/Regeneron      Research Funding (Institution): Genentech, AstraZeneca, Merck, Loxo, Altor BioScience, Spectrum Pharmaceuticals, Bristol-Myers Squibb, Jounce Therapeutics, Mirati Therapeutics, Heat Biologics, WindMIL, Sanofi   Dr. Chloe Atreya: Consulting or Advisory Role: Roche Genentech, Agenus Research Funding (Institution): Novartis, Merck, Bristol-Myers Squibb, Guardant Health, Gossamer Bio, Erasca, Inc.

In this Trending Topics episode, Sam and Lex discuss a recent DM exchange Lex had with a recruiter on LinkedIn. This recruiter reached out regarding a role — one that Lex clearly had relevant experience for. Because this recruiter had clearly done her research, Lex felt compelled to respond. She told the recruiter she wasn't interested in the position but that she appreciated the outreach...And what the recruiter did next was surprising and impressive.Listen to this episode to get a peek at how you can turn even a "no" into an opportunity — and to see how impactful innovation at every stage of your workflow can be.Chapters:00:00 - The art of the follow-up: Turning candidate rejection into recruitment gold03:44 - Unlocking new talent pools: The power of recruiter referral programs05:40 - Elevating your agency: How innovative candidate outreach benefits recruiters08:47 - The creative recruiter: Enhancing every stage of your talent acquisition workflowExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In the final episode of our Top Billers series, Sam and Vivien focus on the importance of candidate scorecards and candidate highlights in the recruitment process.Scorecards help recruiters align with hiring managers on candidate evaluations, and highlights can provide additional context to a candidate's qualifications so that hiring managers can see, at high level, which candidates could be the best fit. At the end of the day, the conversation emphasizes the need for clear communication and the use of structured methods to improve recruitment outcomes — which is something that we see top billers doing in Loxo on every single job. Chapters:00:00 - The ultimate guide to candidate assessment: Top billers edition02:24 - Maximizing hiring accuracy with strategic candidate scorecards06:46 - The alignment advantage: Getting on the same page for optimal recruitment08:50 - Candidate highlights: Your secret weapon for engaging hiring managersExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam and Vivien discuss one simple move that top Loxo users employ: post placement outreach. They explore effective strategies for engaging with both candidates and hiring managers through regular check-ins — during the first week, month, and year of a candidate's placement — as well as the role of automation in streamlining these processes. Ultimately: consistent outreach not only enhances candidate experience but also opens doors for new business opportunities through referrals and expanded accounts.Chapters:00:00 - Why post-placement outreach is crucial01:33 - Implementing an effective post-placement strategy04:06 - Workflow for post-placement for recruiters05:50 -  Key questions for post-placement candidate check-ins09:30 - Essential questions for hiring manager follow-ups14:05 - Using automation effectively for post-placement follow-upsExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this special episode, Sam and Lex discuss Loxo's Shape the Future campaign, which celebrates the pivotal role recruiters play in shaping candidate careers and our collective future. As part of this campaign, the team made a Buzzfeed-style quiz to determine which "recruiter archetype" you are, based on some iconic figures throughout history. On today's episode, Sam takes the quiz live. Take the quiz yourself to determine your own archetype — and send us an email with your result at podcast@loxo.co if you want a cool sticker with your archetype on it! Take the quizChapters:00:00 - Setting the stage for recruiter innovation02:20 - Defining your impact: the future-shaping recruiter types05:44 - Uncovering recruiter profiles: a practical example18:00 - How we developed the recruiter architect assessment23:40 - Explore the 'shape the future' initiative for recruitersExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam and Vivien discuss one simple move that top Loxo users employ: post placement outreach. They explore effective strategies for engaging with both candidates and hiring managers through regular check-ins — during the first week, month, and year of a candidate's placement — as well as the role of automation in streamlining these processes. Ultimately: consistent outreach not only enhances candidate experience but also opens doors for new business opportunities through referrals and expanded accounts.Chapters:00:00 - Tactical Tuesday: Mastering post-placement strategy03:16 - Keeping candidates warm: The art of the status update05:47 - Let automation handle interview logistics: Focus on talent06:59 - Bonus insights: Elevating your candidate screening effectiveness09:07 - Implementing effective post-placement automation workflows10:53 - Unlock referrals and expand accounts with automated follow-upExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this episode, Sam is joined by Lauren Price Adams, Director of Recruitment at Career Innovator — a 100% talent partner. Career Innovator is known for their human-centric approach, so it only made sense for us to dig into the ins & outs of relationships in recruitment — on both the candidate and client sides. They also dig into: Job fit versus job match, proactive recruitment strategies, and the significance of building trust with clients. Along the way, Lauren shares insights on how Career Innovator approaches recruitment differently, focusing on unique candidate engagement and leveraging technology to enhance their processes.Long story short: The conversation highlights the value of personal relationships in recruitment and the need for recruiters to embrace change and innovation in their practices. It's a must-listen! Chapters:00:00 - Meet Lauren Price Adams: Architect of human-centric recruiting03:16 - Moving beyond keywords: Why job fit isn't the same as job match06:20 - When strategy shifted: Embracing a people-focused approach08:43 - Putting theory into practice: How skill-based hiring works11:34 - The art of building deep trust and partnership with clients13:28 - Case studies: Applying unique engagement strategies in practice19:42 - How RecTech can empower, not replace, recruiter connections24:05 - Effectively championing your candidates to hiring managers26:29 - Lauren Price Adams's parting advice for future-focused recruitersExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam and Vivien discuss the often daunting topic of... Data migration in recruitment. They explore the emotional challenges associated with data migration, the importance of reevaluating what data is truly necessary, and best practices for ensuring a smooth transition to a new ATS.The biggest takeaway? User adoption is everything — and the early stages of migrating to a new platform can make or break you. Creating a training and onboarding experience that builds buy-in and encourages team members to adhere to best practices can be your winning formula. Explore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

On the inaugural episode of ASCO Education: By the Book, Dr. Nathan Pennell and Dr. Don Dizon share reflections on the evolution of the ASCO Educational Book, its global reach, and the role of its new companion podcast to further shine a spotlight on the issues shaping the future of modern oncology. TRANSCRIPT Dr. Nathan Pennell: Hello, I'm Dr. Nate Pennell, welcoming you to the first episode of our new podcast, ASCO Education: By the Book. The podcast will feature engaging discussions between editors and authors from the ASCO Educational Book. Each month, you'll hear nuanced views on key topics in oncology featured in Education Sessions at ASCO meetings, as well as some deep dives on the advances shaping modern oncology. Although I am honored to serve as the editor-in-chief (EIC) of the ASCO Educational Book, in my day job, I am the co-director of the Cleveland Clinic Lung Cancer Program and vice chair for clinical research for the Taussig Cancer Center here in Cleveland. I'm delighted to kick off our new podcast with a discussion featuring the Ed Book's previous editor-in-chief. Dr. Don Dizon is a professor of medicine and surgery at Brown University and works as a medical oncologist specializing in breast and pelvic malignancies at Lifespan Cancer Institute in Rhode Island. Dr. Dizon also serves as the vice chair for membership and accrual at the SWOG Cancer Research Network. Don, it's great to have you here for our first episode of ASCO Education: By the Book. Dr. Don Dizon: Really nice to be here and to see you again, my friend. Dr. Nathan Pennell: This was the first thing I thought of when we were kicking off a podcast that I thought we would set the stage for our hopefully many, many listeners to learn a little bit about what the Ed Book used to be like, how it has evolved over the last 14 years or so since we both started here and where it's going. You started as editor-in-chief in 2012, is that right? Dr. Don Dizon: Oh, boy. I believe that is correct, yes. I did two 5-year stints as EIC of the Educational Book, so that sounds about right. Although you're aging me very clearly on this podcast. Dr. Nathan Pennell: I had to go back in my emails to see if I could figure out when we started on this because we've been working on it for some time. Start out a little bit by telling me what do you remember about the Ed Book from back in the day when you were applying to be editor-in-chief and thinking about the Ed Book. What was it like at that time? Dr. Don Dizon: You know, it's so interesting to think about it.  Ten years ago, we were both in a very different place in our careers, and I remember when the Ed Book position came up, I had been writing a column for ASCO. I had done some editorial activities with other journals for sure, but what always struck me was it was very unclear how one was chosen to be a part of the education program at ASCO. And then it was very unclear how those faculty were then selected to write a paper for the Educational Book. And it was back in the day when the Educational Book was completely printed. So, there was this book that was cherished among American fellows in oncology. And it was one that, when I was newly attending, and certainly two or three years before the editor's position came up, it was one that I referenced all the time. So, it was a known commodity for many of us. And there was a certain sense of selectivity about who was invited to write in it. And it wasn't terribly transparent either. So, when the opportunity to apply for editor-in-chief of the Educational Book came up, I had already been doing so much work for ASCO. I had been on the planning committees and served in many roles across the organization, and editing was something I found I enjoyed in other work. So, I decided to put my name in the ring with the intention of sort of bringing the book forward, getting it indexed, for example, so that there was this credit that was more than just societal credit at ASCO. This ended up being something that was referenced and acknowledged as an important paper through PubMed indexing. And then also to provide it as a space where we could be more transparent about who was being invited and broadening the tent as to who could participate as an author in the Ed Book. Dr. Nathan Pennell: It's going to be surprising to many of our younger listeners to learn that the Educational Book used to be just this giant, almost like a brick. I mean, it was this huge tome of articles from the Education Sessions that you got when you got your meeting abstracts book at the annual meeting. And you can always see people on the plane on the way out of Chicago with their giant books. Dr. Don Dizon: Yes. Dr. Nathan Pennell: That added lots of additional weight to the plane, I'm sure, on the way out. Dr. Don Dizon: And it was not uncommon for us to be sitting at an airport, and people would be reading those books with highlighters. Dr. Nathan Pennell: I fondly remember being a fellow and coming up and the Ed Book was always really important to me, so I was excited. We'll also let the listeners in on that. I also applied to be the original editor-in-chief of the Ed Book back in 2012, although I was very junior and did not have any real editorial experience. I think I may have been section editor for The Oncologist at that point. And I had spoken to Dr. Ramaswamy Govindan at WashU who had been the previous editor-in-chief about applying and he was like, “Oh yeah. You should absolutely try that out.” And then when Dr. Dizon was chosen, I was like, “Oh, well. I guess I didn't get it.” And then out of the blue I got a call asking me to join as the associate editor, which I was really always very thankful for that opportunity. Dr. Don Dizon: Well, it was a highly fruitful collaboration, I think, between you and I when we first started. I do remember taking on the reins and sort of saying, “You know, this is our vision of what we want to do.” But then just working with the authors, which we did, about how to construct their papers and what we were looking for, all of that is something I look back really fondly on. Dr. Nathan Pennell: I think it was interesting too because neither one of us had really a lot of transparency into how things worked when we started. We kind of made it up a little bit as we went along. We wanted to get all of the faculty, or at least as many of them as possible contributing to these. And we would go to the ASCO Education Committee meeting and kind of talk about the Ed Book, and we were thinking about, you know, how could we get people to submit. So, at the time it wasn't PubMed indexed. Most people, I think, submitted individual manuscripts just from their talk, which could be anywhere from full length review articles to very brief manuscripts. Dr. Don Dizon: Sometimes it was their slides with like a couple of comments on it. Dr. Nathan Pennell: And some of them were almost like a summary of the talk. Yeah, exactly. And so sort of making that a little more uniform. There was originally an honorarium attached, which went away, but I think PubMed indexing was probably the biggest incentive for people to join. I remember that was one of the first things you really wanted to get. Dr. Don Dizon Yeah. And, you know, it was fortuitous. I'd like to take all the credit for it, but ASCO was very forward thinking with Dr. Ramaswamy and the conversations about going to PubMed with this had preceded my coming in. We knew what we needed to do to get this acknowledged, which was really strengthening the peer review so that these papers could meet the bar to get on PubMed. But you know, within the first, what, two or three years, Nate, of us doing this, we were able to get this accepted. And now it is. If you look at what PubMed did for us, it not only increased the potential of who was going to access it, but for, I think the oncology community, it allowed people access to papers by key opinion leaders that was not blocked by a paywall. And I thought that was just super important at the time. Social media was something, but it wasn't what it is now. But anybody could access these manuscripts and it's still the case today. Dr. Nathan Pennell: I think it's hard to overstate how important that was. People don't realize this, but the Ed Book is really widely accessed, especially outside the US as well. And a lot of people who can't attend the meeting to get the print, well, the once print, book could actually get access to essentially the education session from the annual meeting without having to fly all the way to the US to attend. Now, you know, we have much better virtual meeting offerings now and whatnot. But at the time it was pretty revolutionary to be able to do that. Dr. Don Dizon: Yeah, and you know, it's so interesting when I think back to, you know, this sort of evolution to a fully online publication of the Ed Book. It was really some requests from international participants of the annual meeting who really wanted to continue to see this in print. At that time, it was important to recognize that access to information was not uniform across the world. And people really wanted that print edition, maybe not for themselves, but so that access in more rural areas or where access in the broadband networks were not established that they still could access the book. I think things have changed now. We were able, I think, in your tenure, to see it fully go online. But even I just remember that being a concern as we went forward. Dr. Nathan Pennell: Yeah, we continued with the print book that was available if people asked for it, but apparently few enough people asked for it that it moved fully online. One of the major advantages of being fully online now is of course, it does allow us to publish kind of in real time as the manuscripts come out in the months leading up to the meeting, which has been, I think, a huge boon because it can build momentum for the Education Sessions coming in. People, you know, really look forward to it. Dr. Don Dizon: Yeah, that was actually a concern, you know, when we were phasing out Ed Book and going to this continuous publication model where authors actually had the ability to sort of revise their manuscript and that would be automatically uploaded. You had a static manuscript that was fully printed, and it was no longer an accurate one. And we did have the ability to fix it. And it just goes to show exactly what you're saying. This idea that these are living papers was really an important thing that ASCO embraced quite early, I think. Dr. Nathan Pennell: And with the onset of PubMed indexing, the participation from faculty skyrocketed and almost within a couple of years was up to the vast majority of sessions and faculty participating. Now I think people really understand that this is part of the whole process. But at the time I remember writing out on my slides in all caps, “THIS IS AN EXPECTATION.” And that's about the best word I could give because I asked if we could make people do it, and they were like, no, you can't make people do it. Dr. Don Dizon: So right.  Actually, I don't think people are aware of the work on the back end every year when I was on as EIC, Nate and myself, and then subsequently Dr. Hope Rugo would have these informational sessions with the education faculty and we would tout the Ed Book, tout the expectation, tout it was PubMed indexed and tout multidisciplinary participation. So, we were not seeing four manuscripts reflecting one session. You know, this encouragement to really embrace multidisciplinary care was something that very early on we introduced and really encouraged people not to submit perspective manuscripts, but to really get them in and then harmonize the paper so that it felt like it was, you know, one voice. Dr. Nathan Pennell: I consider that after PubMed indexing, the next major change to the Ed Book, that really made it a better product and that was moving from, you know, just these short individual single author manuscripts to single session combined manuscript that had multiple perspectives and topics, really much more comprehensive review articles. And I don't even remember what the impetus was for that, but it was really a success. Dr. Don Dizon: Yeah, I mean, I think in the beginning it was more of a challenge, I think, because people were really not given guidance on what these papers were supposed to look like. So, we were seeing individual manuscripts come forward. Looking back, it really foreshadowed the importance of multidisciplinary management. But at the time, it was really more about ensuring that people were leaving the session with a singular message of what to do when you're in clinic again. And the goal was to have the manuscripts reflect that sort of consensus view of a topic that was coming in. There were certain things that people still argued would not fit in a multidisciplinary manuscript. You know, if you have someone who's writing and whose entire talk was on the pathology of thyroid cancer. Another topic was on survivorship after thyroid cancer. It was hard to sort of get those two to interact and cover what was being covered. So, we were still getting that. But you're right, at the end of my tenure and into yours, there were far fewer of those individual manuscripts. Dr. Nathan Pennell: And I think it's even made it easier to write because now, you know, you just have to write a section of a manuscript and not put together an entire review. So, it has helped with getting people on board. Dr. Don Dizon: Well, the other thing I thought was really interesting about the process is when you're invited to do an Education Session at ASCO, you're either invited as a faculty speaker or as the chair of the session. And the responsibility of the chair is to ensure that it flows well and that the talks are succinct based on what the agenda or the objectives were as defined by the education committee for that specific group. But that was it. So really being named “Chair” was sort of an honor, an honorific. It really didn't come with responsibility. So, we use the Ed Book as a way to say, “As chair of the session, it is your responsibility to ensure A, a manuscript comes to me, but B, that the content of that paper harmonizes and is accurate.” And it was very rare, but Nate, I think we got dragged into a couple of times where the accuracy of the manuscript was really called into question by the chair. And those were always very, very tricky discussions because everyone that gets invited to ASCO is a recognized leader in their field. Some of us, especially, I would probably say, dating back 10 years from today, the data behind Standards of Care were not necessarily evidence-based. So, there were a lot of opinion-based therapies. You know, maybe not so much in the medical side, but certainly some of it. But when you went to, you know, surgical treatments and maybe even radiotherapy treatments, it was really based on, “My experience at my center is this and this is why I do what I do.” But those kinds of things ended up being some of the more challenging things to handle as an editor. Dr. Nathan Pennell: And those are the– I'll use “fun” in a broad sense. You know, every once in a while, you get an article where it really does take a lot of hands-on work from the editor to work with the author to try to revise it and make it a suitable academic manuscript. But you know what? I can't think, at least in recent years, of any manuscripts that we turned down. They just sometimes needed a little TLC. Dr. Don Dizon: Yeah. And I think the other important thing it reminds me of is how great it was that I wasn't doing this by myself. Because it was so great to be able to reach out to you and say, “Can you give me your take on this paper?” Or, “Can you help me just join a conference call with the authors to make sure that we're on the same page?” And then on the rare example where we were going to reject a paper, it was really important that we, as the editorial team, and I include our ASCO shepherder, through the whole process. We had to all agree that this was not salvageable. Fortunately, it happened very rarely. But I've got to say, not doing this job alone was one of the more important facets of being the EIC of ASCO's Educational Book. Dr. Nathan Pennell: Well, it's nice to hear you say that. I definitely felt that this was a partnership, you know, it was a labor of love. So, I want to go to what I consider sort of the third major pillar of the changes to the Ed Book during your tenure, and that was the introduction of a whole new kind of manuscript. So up to, I don't know, maybe seven or eight years ago, all the articles were authored just by people who were presenting at the Annual Meeting. And then you had an idea to introduce invited manuscripts. So take me through that. Dr. Don Dizon: Yeah, well, you know, again, it went to this sort of, what can people who are being asked to sort of lead ASCO for that year, what can they demonstrate as sort of a more tangible contribution to the Society and to oncology in general? And I think that was the impetus to use the Ed Book for everyone who was in a leadership position to make their mark. That said, I was here, and I was either president of the society or I was Education Program Chair or Scientific Program Chair, and they got to select an article type that was not being covered in the annual meeting and suggest the authors and work with those authors to construct a manuscript. Never did any one of those folks suggest themselves, which I thought was fascinating. They didn't say, “I want to be the one to write this piece,” because this was never meant to be a presidential speech or a commemorative speech or opportunity for them as leaders. But we wanted to ensure that whatever passion they had within oncology was represented in the book. And again, it was this sort of sense of, I want everyone to look at the Ed Book and see themselves in it and see what they contributed. And that was really important for those who were really shepherding each Annual Meeting each year for ASCO that they had the opportunity to do that. And I was really pleased that leadership really took to that idea and were very excited about bringing ideas and also author groups into the Educational Book who would not have had the opportunity otherwise. I thought that was just really nice. It was about inclusiveness and just making sure that people had the opportunity to say, “If you want to participate, we want you to participate.” Dr. Nathan Pennell: Yeah, I agree. I think the ASCO leadership jumped on this and continues to still really appreciate the opportunity to be able to kind of invite someone on a topic that's meaningful to them. I think we've tried to work in things that incorporate the presidential theme each year in our invited manuscript, so it really allows them to put kind of a stamp on the flavor of each edition. And the numbers reflect that these tend to be among our more highly read articles as well. Dr. Don Dizon: You know, looking back on what we did together, that was something I'm really, really quite proud of, that we were able to sort of help the Educational Book evolve that way. Dr. Nathan Pennell: I agree. You brought up briefly a few minutes ago about social media and its role over time. I think when we started in 2012, I had just joined Twitter now X in 2011, and I think we were both sort of early adopters in the social media. Do you feel like social media has had a role in the growth of the Ed Book or is this something that you think we can develop further? Dr. Don Dizon: When we were doing Ed Book together, professional social media was actually a quite identified space. You know, we were all on the same platform. We analyzed what the outcomes were on that platform and our communities gathered on that platform. So, it was a really good place to highlight what we were publishing, especially as we went to continuous publishing.  I don't remember if it was you or me, but we even started asking our authors for a tweet and those tweets needed work. It was you. It was you or I would actually lay in these tweets to say, “Yeah, we need to just, you know, work on this.” But I think it's harder today. There's no one preferred platform. Alternate platforms are still evolving. So, I think there are opportunities there. The question is: Is that opportunity meaningful enough for the Ed Book to demonstrate its return on an investment, for example? What I always thought about social media, and it's still true today, is that it will get eyes on whatever you're looking at far beyond who you intended to see it. So, you know, your tweets regarding a phase 3 clinical trial in lung cancer, which were so informative, were reaching me, who was not a lung oncologist who doesn't even see lung cancer and getting me more interested in finding that article and more and more pointing to the Educational Book content that speaks to that piece, you know. And I think coupling an impression of the data, associating that with something that is freely accessed is, I think, a golden opportunity not only for our colleagues, but also for anyone who's interested in a topic. Whether you are diagnosed with that cancer or you are taking care of someone with that cancer, or you heard about that cancer, there are people who would like to see information that is relevant and embedded and delivered by people who know what they're talking about. And I think our voices on social media are important because of it. And I think that's where the contribution is. So, if we had to see what the metric was for any social media efforts, it has to be more of the click rates, not just by ASCO members, but the click rates across societies and across countries. Dr. Nathan Pennell: Yeah, social media is, I mean, obviously evolving quite a bit in the last couple of years. But I do know that in terms the alt metrics for the track access through social media and online, the ones that are shared online by the authors, by the Ed Book team, do seem to get more attention. I think a lot of people don't like to just sit with a print journal anymore or an email table of contents for specific journals. People find these articles that are meaningful to them through their network and oftentimes that is online on social media. Dr. Don Dizon: Yes, 100%. And you know what I think we should encourage people to do is look at the source. And if the Ed Book becomes a source of information, I think that will be a plus to the conversations in our world. We're still dealing with a place where, depending on who sponsored the trial, whether it was an industry-sponsored trial, whether it was NCI sponsored or sponsored by the National Institutes of Health, for example, access to the primary data sets may or may not be available across the world, but the Ed Book is. And if the Ed Book can summarize that data and use terms and words that are accessible no matter what your grade level of education is. If we can explain the graphs and the figures in a way that people can actually easily more understand it. If there's a way that we structure our conversations in the Ed Book so that the plethora of inclusion/exclusion criteria are summarized and simplified, then I think we can achieve a place where good information becomes more accessible, and we can point to a summary of the source data in places where the source is not available. Dr. Nathan Pennell: One of the other things that I continue to be surprised at how popular these podcasts are. And that gives you an opportunity pretty much the opposite. Instead of sort of a nugget that directs you to the source material, you've got a more in-depth discussion of the manuscript. And so, I'm delighted that we have our own podcast. For many years, the Ed Book would sort of do a sort of a “Weird Al takeover” of the ASCO Daily News Podcast for a couple of episodes around the Annual Meeting, and I think those were always really popular enough that we were able to argue that we deserved our own podcast. And I'm really looking forward to having these in-depth discussions with authors. Dr. Don Dizon: It's an amazing evolution of where the Ed Book has gone, right? We took it from print only, societally only, to something that is now accessed worldwide via PubMed. We took it from book to fully online print. And now I think making the content live is a natural next step. So, I applaud you for doing the podcast and giving people an opportunity actually to discuss what their article discusses. And if there's a controversial point, giving them the freedom and the opportunity to sort of give more nuanced views on what may not be something that there's 100% consensus over. Dr. Nathan Pennell: Yes. Well, I hope other people enjoy these as well. Just want to highlight a few of the things that have happened just in the couple years since you stepped down as editor-in-chief. One of them, and I don't know if you noticed, but last year we started adding manuscripts from the ASCO thematic meetings, so ASCO GI and ASCO GU, something we had certainly talked about in the past, but had lacked bandwidth to really do. And they seem to be pretty widely accessed. Dr. Don Dizon: That's fantastic. Yes, I do remember talking about the coverage of the thematic meetings and you're right, this takes a long time to sort of concentrate on the Annual Meeting. It may seem like everything happens in the span of like eight weeks. Dr. Nathan Pennell: It does feel like that sometimes. Dr. Don Dizon: Right? But this is actually something that starts a year before, once the education program is set. We're in the room when they set it. But then it's really chasing down manuscripts and then making sure that they're peer reviewed because the peer review is still really important, and then making sure that any revisions are made before it's finalized and goes to press. That is a many months process. So, when we're trying to introduce, “Oh, we should also do ASCO GU or-,” the question was, how do you want to do that given this very, very involved process going forward? So, I'm glad you were able to figure it out. Dr. Nathan Pennell: Well, it's challenging. I don't think people realize quite the compressed timeline for these. You know, the Education Session and authors and invited faculty are picked in the fall, and then basically you have to start turning in your manuscripts in February, March of the following year. And so, it's a really tight turnaround for this. When we talk about the ASCO thematic meetings, it's an even tighter window. Dr. Don Dizon: Right, exactly. Dr. Nathan Pennell: And so, it's challenging to get that moving, but I was really, really proud that we were able to pull that off. Dr. Don Dizon: Well, congratulations again. And I think that is a necessary step, because so much of what's going on in the various disease management sites is only covered cursorily through the Annual Meeting itself. I mean, there's just so much science breaking at any one time that I think if we want to comprehensively catalog the Year in Review in oncology, it kind of behooves us to do that. Dr. Nathan Pennell: Some other things that are coming up because we now have manuscripts that are going to be coming in year-round, and just to kind of make it easier on the editorial staff, we're going to be forming an editorial board. And in addition to our pool of reviewers who get ASCO points, please feel free to go online to the ASCO volunteer portal and sign up if you are interested in participating. So, moving forward, I'm really excited to see where things are going to go. Dr. Don Dizon: Well, that's great. That's great. And I do remember talking about whether or not we needed to have an editorial board. At least when I was there, having this carried by three people was always better than having it carried by one person. And I think as you expand the potential for submissions, it will be very helpful to have that input for sure. And then it gives another opportunity for more members to get involved in ASCO as well. Dr. Nathan Pennell: Absolutely. People want involvement, and so happy to provide that. Dr. Don Dizon: Yes. Dr. Nathan Pennell: Is there anything we didn't cover that you would like to mention before we wrap up? Dr. Don Dizon: Well, I will say this, that ASCO and through its publications not only has had this real emphasis on multidisciplinary management of cancers, especially where it was relevant, but it also always had a stand to ensure representation was front and center and who wrote for us. And I think every president, every chair that I've worked with naturally embraced that idea of representation. And I think it has been a distinct honor to say that during my tenure as EIC, we have always had a plethora of voices, of authors from different countries, of genders, that have participated in the construction of those books. And it stands as a testament that we are a global community and we will always be one. Dr. Nathan Pennell: Well, thank you for that. And I'm happy to continue that as we move forward. Well, Don, thank you. It's been great speaking with you. You played such a pivotal role in the Ed Book's evolution and I'm so glad you were able to join me for our inaugural episode. Dr. Don Dizon: Well, I'm just tickled that you asked me to be your first guest. Thank you so much, Nate. Dr. Nathan Pennell: And I also want to thank our listeners for joining us today. We hope you'll join us again for more insightful views on topics you'll be hearing at the Education Sessions from ASCO meetings throughout the year, as well as our periodic deep dives on advances that are shaping modern oncology. Have a great day. Disclaimer: The purpose of this podcast is to educate and to inform. This is not a substitute for professional medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience and conclusions. Guest statements on the podcast do not express the opinions of ASCO. The mention of any product, service, organization, activity or therapy should not be construed as an ASCO endorsement. Follow today's speakers:   Dr. Nathan Pennell  @n8pennell @n8pennell.bsky.social   Dr. Don Dizon @drdondizon.bsky.social  Follow ASCO on social media:   @ASCO on X (formerly Twitter)   ASCO on Bluesky  ASCO on Facebook   ASCO on LinkedIn   Disclosures:  Dr. Nathan Pennell:      Consulting or Advisory Role: AstraZeneca, Lilly, Cota Healthcare, Merck, Bristol-Myers Squibb, Genentech, Amgen, G1 Therapeutics, Pfizer, Boehringer Ingelheim, Viosera, Xencor, Mirati Therapeutics, Janssen Oncology, Sanofi/Regeneron     Research Funding (Inst): Genentech, AstraZeneca, Merck, Loxo, Altor BioScience, Spectrum Pharmaceuticals, Bristol-Myers Squibb, Jounce Therapeutics, Mirati Therapeutics, Heat Biologics, WindMIL, Sanofi  Dr. Don Dizon: Stock and Other Ownership Interests: Midi, Doximity Honoraria: UpToDate, American Cancer Society Consulting or Advisory Role: AstraZeneca, Clovis Oncology, Kronos Bio, Immunogen Research Funding (Institution): Bristol-Myers Squibb          

In this Tactical Tuesday episode, Sam and Vivien talk about a powerful question that you can use to instantly improve your candidate (and client) outreach efforts. That question? "Why did you respond to this message?" Sam and Vivien explain why it's so important to understand what prompts candidates and hiring managers to engage — and open-ended questions can give you the feedback you need to improve your efforts.Chapters:00:00 - Episode kickoff: Outreach mastery for recruiters02:01 - Instantly improve your recruiting outreach with one question05:56 - Enhancing your recruiting reach: Practical tipsExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this episode, Sam is joined by Benjamin Mena, Managing Partner at Select Source Solutions and host of The Elite Recruiter Podcast. Throughout the conversation, Sam & Ben cover all of the bases — discussing the significant changes in recruitment over the past two years, particularly focusing on the impact of AI and technology.Together, they explore:The ideal tech stack for modern recruitersThe importance of proactive talent pipeliningThe challenges of maintaining clean databasesHow AI is going to make it easier to focus on candidatesWhy differentiation is more important now than ever beforeAll in all, the discussion highlights the need for integration and efficiency in recruitment processes —  emphasizing the enduring value of relationships, even in this tech-heavy world we're living in. Chapters:00:00 - Recruitment redefined: insights from industry leaders05:12 - Building a robust talent pipeline: strategic proactive recruiting16:50 - Essential recruiter tech stack: tools for modern efficiency27:00 - Leveraging AI in recruiting: enhancing efficiency and focusing on people34:38 - Personalizing recruitment: the importance of agency personality37:20 - AI in action: leveraging LLMs and machine learning in talent acquisition45:28 - Recruitment's evolution: parting insights for modern agenciesExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Understatement of the year: recruitment has changed a lot, and will continue to.With that in mind, for this Tactical Tuesday episode, Sam and Vivien discuss the evolving landscape of recruitment —  emphasizing the need for us to adapt our communication strategies in order to engage candidates and clients effectively. Differentiation is the name of the game — and with our help, you'll be on your way to implementing strategies that help your outreach stand out. Chapters:00:00 - Navigating recruitment's new landscape04:07 - Recruitment trends over the years09:45 - Stand out: recruitment differentiation strategies19:50 - Final recruitment advice and farewellExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

All good things must come to an end...and today brings the final episode of our 3-part series on contract recruitment. In this episode, Lex and Reegan explore some of the nuances of contract recruitment, focusing on the candidate side of the process. They discuss the importance of adapting the Most Placeable Candidate (MPC) strategy for contract roles, emphasizing the need for long-term relationships with contractors.The conversation also highlights the consultative approach recruiters need to adopt — regardless of whether they're working with contract or perm placements — providing industry insights and maintaining transparency with candidates. In short: a lot of ground gets covered in 30 minutes. Jump in! Chapters:00:00 - Launching the final contract recruitment episode04:04 - Mastering the MPC strategy in contract recruitment08:44 - Building long-term contractor relationships14:04 - Pipeline strategies for contract teams20:16 - Tech and workflows for contract recruitment success24:40 - Essential automations for contract recruiting30:35 - Closing advice for contract recruitment successExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In today's episode, Sam and Vivien dive into the ~fascinating~ world of Boolean operators, discussing their importance in recruitment — and how to effectively use them to enhance candidate sourcing. Throughout the conversation, they explore both advanced and basic techniques, emphasizing the need for recruiters to adapt their search strategies to find the best candidates. Different candidates may express their skills and experiences using different terminology — which is why using Boolean effectively can help ensure you find the best possible match.Chapters:00:00 - Welcome to Boolean Mastery: Sourcing Top Talent02:30 - Circumflex Power: Ranking Variables in Boolean Searches06:06 - Logic in Sourcing: Harnessing AND, OR, and Parenthesis08:54 - Getting Started with Boolean: Practical Advice for RecruitersExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Great news: it's time for part 2 of our 3-part series on contract recruitment featuring Loxo's very own Reegan Coleman! In this episode, Lex and Reegan delve into the intricacies of contract recruitment — focusing on how to structure contracts effectively, the differences between W-2 and 1099 contracts, and the importance of maintaining strong relationships with contractors.This conversation touches on everything from the long-term benefits of contract recruitment, to the nitty-gritty details, to the role of technology & automation, retention strategies, and beyond. In short? You don't want to miss it. Don't forget to check out the first episode in this series, too!Chapters:00:00 - Trending Topics: Advanced Contract Recruitment Strategies03:40 - The Anatomy of a Contract: Best Practices for Recruiters10:38 - Contract Types Explained: Navigating W-2 and 109914:13 - From Candidate to Client: Building Long-Term Contract Relationships23:35 - Nurturing Relationships: Essential for Contract Recruitment28:08 - Final Tips: Mastering the Contract Talent MarketExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam and Vivien discuss the intricacies of reference checks in the recruitment process — from when and how to effectively use them, to the importance of context in evaluating references, best practices for conducting them, and beyond.The conversation emphasizes:The types of references to considerThe need for personal interaction over surveysKey questions to ask to ensure a comprehensive understanding of a candidate's fitChapters:00:00 - Tactical Tuesday: Effective Reference Checking Techniques04:32 - When to Seek References: Optimizing Your Recruitment Process08:36 - Asking the Right Questions: Reference Check Best Practices15:33 - Quick Tips for Reference Check SuccessExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Trending Topics episode, Lex is joined by Reegan Coleman, a Strategic Account Manager at Loxo, to discuss the evolving landscape of contract recruitment. We've talked a lot on this podcast about the rise in freelance talent and the gig economy — so we figured it was time to talk about how recruiters can structure their business in a way that supports this shift. Part 1 of a three-part series, in this episode we explore the benefits of contract recruitment for both businesses and candidates, the industries that are best suited for this model, and the critical role of technology and AI in enhancing recruitment processes. Stay tuned for parts 2 & 3, where we'll get more into the nitty-gritty of contract recruitment! Chapters:00:00 - Exploring the Gig Economy: Contract Recruitment Insights05:08 - Contract Talent Advantages: A Win-Win for All Parties14:07- Targeting Contract Talent: Key Industries and Niches21:38 - Digital Tools for Contract Talent: Efficiency and Growth27:55 - Enhancing Sourcing Efficiency: Leveraging AI in Contract Hiring30:45 - Final Insights: Navigating the Modern Contract Talent MarketExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam and Vivien discuss the intricacies of candidate evaluation — especially striking the right balance between charisma and true fit. Structuring your interviews in a specific way can help you avoid getting too wrapped up in a candidate's charm, so that you can make balanced, informed decisions about who is truly the best fit for the role. This conversation will give you the tips you need to get a good process in place — from interview techniques to ways to prime hiring managers to make well-rounded decisions, too. Chapters:00:00 - Tactical Tuesday: Evaluating Candidates Beyond Charisma04:20 - Beyond Charisma: Critical Factors in Candidate Assessment06:50 - Applying Evaluation Strategies: A Practical ScenarioExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this episode, Sam is joined by Nick Poloni, president of Cascadia Search Group, to discussing the evolution of recruitment practices. They cover everything from fundamental best practices in recruitment to the impact of AI on candidate experience and the necessity of maintaining a human touch. The takeaway? Balance is everything in when it comes to modern recruitment — combining the right use of tech with human interaction & genuine connection. Nick shares his journey from corporate America to the recruitment world, emphasizing the lessons learned along the way. One of his biggest nuggets of wisdom? The fact that your attitude as a recruiter can have a major impact on the candidate's experience of job-seeking, interviewing, and even rejection. How you navigate these experiences with them can be the thing that sets great recruiters apart from good ones.Chapters:00:00 - Modern Recruitment: Balancing Tech and Human Connection02:33 - Nick Poloni's Path: Lessons Learned in Recruitment09:34 - Understanding Cascadia Search: Their Unique Approach11:33 - Human Connection vs. Automation: The Future of Recruiting15:01 - The Downsides of Easy Apply: Inbound Recruiting Challenges19:18 - Humanizing Recruitment: Practical Strategies24:40 - Approaching Rejected Candidates: Building Positive Experiences32:30 - Trust and Transparency: Essential Recruitment Practices41:50 - Final Thoughts: Balancing Tech and Human ConnectionExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Ah, culture fit: the elusive yet all-important component in the interview process. So difficult to pin down, but so critical to making the right hire.In this Tactical Tuesday episode, Sam and Vivien explore how to effectively assess candidates not just based on their skills but their compatibility with the hiring organization's culture.The conversation emphasizes the importance of understanding the dynamics between hiring managers and candidates, the nuances of communication preferences, and the techniques for interviewing that can reveal a candidate's true potential fit within a team. As with every Tactical Tuesday episode, you can expect some practical takeaways — this time, on gauging culture fit throughout the interview process. Chapters:00:00 - Tactical Tuesday: Decoding Culture Fit in Hiring03:42 - Understanding Hiring Manager Culture Preferences for Better Matches08:47 - Extracting Culture Clues: How to Interview for True Compatibility 20:16 - Last Word of Wisdom for RecruitersExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Buckle up, job nerds—Chad Sowash and Joel Cheesman are back with J.T. O'Donnell, serving up the week's employment chaos with a side of snark. Joann's 800 fabric havens are kaput after 80 years—no buyer, 19,000 pink slips. DOGE is slashing like it's Black Friday: 75,000 “voluntary” goodbyes, 1,000 at Veterans Affairs, 1,300 at Energy, 700 at the CDC—pundits say the total could top 100K, while Blue Origin (1,000) and Starbucks (1,100) join the layoff party, and Polywork's a December corpse. Buy or Sell: Mercor's 21-year-old Thiel babies nabbed $100M, hit a $2B valuation ... Joel's screaming "SELL" ‘cause remote work's deader than disco. Perfect's $23M AI dream promises hires while you nap; J.T.'s all "BUY" for their 44-person squad surfing the consolidation wave. Loxo's $115M talent tech flex? Joel's like, "SELL—big hype, but the founder's greener than a lime Slurpee." Indeed yanked search fields from its homepage, forcing logins—Alex Chukovski's jazzed, but Chad's cackling, “Monster 2.0, meet your doom!” And Musk's AI grading federal job essays? J.T.'s rolling her eyes—unions are raging, and it's sketchier than a back-alley job board. Laugh, cry, and listen up! Chapters 00:00 Introduction to Uncertainty in the Job Market 01:00 The Rise of Deep Fakes and Their Implications 04:08 Job Seekers' Struggles in a Changing Economy 10:17 Corporate Accountability and Leadership Failures 18:41 The Impact of Layoffs on the Workforce 23:19 The Future of Employment in an Automated World 24:09 Economic Pressures and Education Choices 27:42 The Rise of AI in Recruitment 30:12 Challenges in AI Recruitment Tools 34:20 The Future of Job Platforms 38:16 Indeed's Strategic Shift 47:21 AI's Role in Employment Decisions

The Shred is a weekly roundup of what's making headlines in the world of employment. The Shred is brought to you today by Jobcase.

Sam Kuehnle, VP of Marketing at Loxo, joins Evan Hughes and Steph Crugnola for a discussion about taking on a leadership role in Demand Creation and how to make an impact.  The discussion focuses on evolving demand generation strategies, the interplay between lead generation and demand creation, and how Sam transitioned from agency work at Refine Labs to a leadership position. Throughout, Sam offers insights into planning effective marketing strategies in a rapidly changing digital landscape.The conversation begins by exploring Sam's marketing journey, from his foundational experiences in a family-run agency to working as an account development representative in SaaS, highlighting his shift from the predictable revenue model to a demand-focused approach inspired by Chris Walker. Sam also shares invaluable advice on stakeholder management, emphasizing the necessity of aligning marketing strategies with overarching business goals. He discusses methodologies for generating quick wins, such as optimizing Google Ads and refining audience targeting, providing practical insights into sustainable marketing practices. The episode concludes with forward-thinking strategies and preparing for the future of marketing, stressing the importance of adaptability and continuous learning.Episode topics: #marketing, #leadgen, #demandgeneration, #sales, #B2BSaaS, #digitalmarketing #demandcreation ______Subscribe to Stacking Growth on Spotify and YouTubeLearn More About Refine LabsSign Up For Our NewsletterConnect with the guest:Sam KuehnleConnect with the hosts:Evan HughesSteph Crugnola

In this Tactical Tuesday episode, Sam and Vivien discuss the challenges of coordinating interviews in the recruitment process — and why keeping things moving is of the utmost importance. The conversation highlights the role technology can play in streamlining the scheduling process — and, as you can always expect from a Tactical Tuesday episode — offers practical tips for recruiters to improve their efficiency. Chapters:00:00 - Tactical Tuesday: Mastering Interview Coordination02:45 - Interview Scheduling: Pros, Cons, and Solutions07:00 - The Impact of Interview Coordination on Candidate Experience09:00 - Streamlining Interviews for Hiring Managers: Best Practices14:30 - Interview Coordination Tips: Last Word of Advice for RecruitersExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this thought-provoking episode, Loxo's CEO Matt Chambers interviews Kelli Vukelic, CEO of N2Growth, to discuss the future of executive search and recruitment agencies — with a focus on how technology is very rapidly transforming the industry. Throughout the conversation, the two will talk about everything from purpose-driven work, to how search firms can become more tech-enabled, and beyond. Matt and Kelli also dive into N2Growth's proprietary platform, Vue, which is built on Loxo's API and helps uncover talent insights that drive better decision-making. Vue allows N2Growth's clients to have real-time access to candidate information, and provides a holistic view of candidates beyond their resumes. With this in mind, Matt and Kelli also discuss how tech can help search firms develop more collaborative and strategic partnerships with their clients — positioning themselves as not just "recruiters" but true talent advisors. This episode is chock-full of wisdom from two fantastic leaders and experts in the space — as well as some practical tips for you to chew on.Chapters:00:00 - Podcast Intro04:45 - Transforming the Executive Search Industry12:16 - The Turning Point: Embracing Change14:00 - Speed and Efficiency: Why They Matter17:05 - Developing a Proprietary Recruitment Tool26:03 - Boosting Team Performance and Client Satisfaction29:48 - The Impact of Choosing the Best Recruiting Platform37:20 - Final Thoughts and FarewellExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

 Vetty, thebackground screening company announced that Jason Putnam has joined the company as CEO, effective immediately. The appointment marks a new phase in Vetty's continued expansion, with the company accelerating growth at 78 percent year over year while maintaining high customer satisfaction ratings. Putnam succeeds Reddy Karri, who will remain with the organization as an advisor. https://hrtechfeed.com/jason-putnam-named-ceo-of-vetty/ NEW YORK — Fiverr International launched a new Freelancer Equity Program that will grant shares to U.S. based top performing, eligible freelancers on the platform. https://hrtechfeed.com/fiverr-launches-equity-program-to-give-freelancers-direct-stake-in-the-business/ AUSTIN, Texas — Loxo, a talent intelligence platform and recruiting software company, today announced its closing of a growth investment led by Tritium Partners, a private equity firm focused on partnering with talented founders with the goal of building market leading companies. This significant investment ($115M) will enable Loxo to expand its market reach and further its advantage as an AI-powered recruiting platform. https://hrtechfeed.com/loxo-ats-gets-huge-private-equity-investment/ SYDNEY—-KKR, a leading global investment firm, announced the signing of definitive agreements under which funds managed by KKR will acquire a stake in Employment Hero from SEEK Investments. The SEEK Growth Fund continues to be a material investor in Employment Hero. https://hrtechfeed.com/kkr-acquires-stake-in-hrm-platform-employment-hero/ Chris Russell joining Upwage as go-to-market advisor. https://www.upwage.com/    

Gopa Iyer from MSKCC joins the show to discuss his initial results from this phase 2 trial.

In this almost-Valentine's Day Tactical Tuesday episode, Sam and Vivien discuss the significance of showing appreciation in the recruitment process — whether to clients, candidates, or colleagues.Remember this: small gestures can go a long way toward creating better relationships and improved outcomes! This conversation highlights: several practical ways to show appreciation, the impact of positive reinforcement, and how to ~show the love~ while still being the consummate professional. Explore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Trending Topics episode, Sam and Lex discuss the emerging concept of Agentic AI — which refers to autonomous digital workers designed for specific roles.Throughout the conversation, they explore the implications of these AI agents on recruitment, the future of work, and the philosophical questions they raise about human and AI coexistence.The ultimate takeaway: recruiters need to adapt and position themselves strategically in a landscape increasingly influenced by AI technology. The train is in motion, and the time is now to firm up your competitive advantage against both other recruiters and AI-only solutions. Chapters:00:00 - Podcast intro: How AI is reshaping the future of recruitment02:22 - Agentic AI explained: The rise of autonomous digital workers11:17 - How Agentic AI is impacting recruiters and the hiring process19:12 - Future-proofing your recruitment strategy in an AI-powered world26:14 - Final thoughts: Preparing for AI's growing role in recruitmentExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam and Vivien discuss effective recruitment strategies — focusing on building trust with candidates, structuring conversations, and understanding candidate motivations. Candidates won't open up and be as transparent if they feel like they can't trust you — which is why building true rapport is more important than almost any other aspect of an interview. Treating an interview like an interrogation is an easy way to ensure you never get to know the real person on the other side of the phone or screen. Throughout this conversation, Sam and Vivien emphasize the importance of authenticity and human connection in recruitment, providing practical tips for recruiters to engage candidates more effectively and help connect them to the right job opportunities.Chapters:00:00 - Podcast intro: Mastering trust and connection in recruitment03:12 - The key to better interviews: Establishing trust with candidates06:26 - How to understand and identify candidate motivations12:50 - Podcast wrap-up: Key takeaways for stronger candidate relationshipsExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam is joined by Vivien to discuss key performance indicators (KPIs) in recruitment — with a focus on how to improve metrics such as time-to-source, time-to-submission, and submission-to-hire conversion rates. Throughout the conversation, Sam and Vivien emphasize the importance of leveraging technology and AI to streamline the recruitment process, enhance candidate engagement, and improve outreach strategies — because sometimes, the right usage of automation can help make our efforts more human, not less. That being said: the conversation also touches on the increasing significance of creativity in communication and the need to stand out in a crowded market, particularly on platforms like LinkedIn. It's a must-listen episode! Chapters:00:00 - Podcast intro: Mastering recruitment KPIs and creative outreach02:25 - Time-to-source optimization: Finding top talent faster09:36 - Time-to-submission optimization: Tips for efficient hiring workflows15:24 - Submission-to-hire success: Turning candidate submissions into hires19:55 - Mastering LinkedIn InMail: Engaging candidates in a crowded spaceExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this REPLAY episode, we're running back some thoughts on AI in recruitment that our CEO, Matt Chambers, shared in early 2024. This conversation is even more relevant today — and it's important to understand the context before forecasting the future. So:What's the reality of AI in recruiting? How does this buzzword *really* fit into your daily routine as a recruiter?Matt joins us for a Mic Drop episode to explain his POV, debunk misconceptions, and explore the different use cases of AI in the recruiting industry.From generative AI to automated sourcing, we uncover the possibilities and discuss how recruiters can prepare themselves for the future.Chapters:00:00 - Podcast Intro01:21 - Exploring AI's Role in Recruiting: Unveiling Its Impact and Origins05:26 - The Rise of HR Tech Giants: Y Combinator and Its Influence on Recruiting11:18 - Preparing Recruiters for the AI-Powered Future14:37 - Practical AI Applications for Recruiters: Current Use Cases22:35 - Understanding Knowledge Graphs: The Foundation of Artificial Intelligence in Recruitment27:00 - Podcast FarewellExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday video, Sam and Vivien discuss the importance of understanding key performance indicators (KPIs) in recruitment. They emphasize that technology alone won't improve hiring results; instead, it's about strategy, execution, and measuring the right metrics. In particular, the conversation covers various metrics in recruitment — such as time to source, time to hire, and the significance of conversion rates — and how to evaluate these metrics to enhance your effectiveness. Chapters:00:00 - Podcast intro: Mastering KPIs to improve recruitment results03:59 - Breaking down time-to-hire and time-to-source metrics11:07 - How conversion metrics can improve your recruitment outcomes 16:40 - Closing thoughts: Elevating your recruitment game with better metricsExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Ah, predictions. If you've been around for a while, you likely know how we feel about them...which is that they're very frequently wrong. But in this Trending Topics episode, Sam and Lex dive into a few studies that focus on the fastest growing jobs, industries poised for growth, and the state of job hunting in 2025 — with an emphasis on studies that have taken current macrotrends into account. We also have some fun diving into Harvard Business Review's "Charts That Help Make Sense of 2024." If you're a visual learner (or just want to see where "humans working alongside robots" falls in a visualized timeline), take a look! Chapters:00:00 - Intro: Exploring the fastest growing jobs and recruitment trends in 202504:20 - The 25 fastest growing jobs recruiters should watch in 202512:20 - The fastest growing industries and what they mean for recruitment15:10 - How job seekers feel about finding jobs in 202521:22 - How layoffs are shaping employee morale and expectations26:30 - Funny and fascinating studies from 2024 you need to see30:48 - Podcast farewell: Looking ahead to 2025Explore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Sam takes to the mic solo to discuss the (still) evolving landscape of recruitment, focusing on the integration of AI and machine learning tools. It's 2025, and these tools aren't going away — if anything, they're only going to become more prevalent. That's why finding a way to strike the balance between automation and manual effort is so critical. In particular, Sam emphasizes the importance of automating repetitive tasks, improving candidate sourcing through diverse channels, and utilizing predictive analytics for better hiring decisions. The future is here — it's time to roll with the punches.Chapters:00:00 - Welcome: Striking the balance between automation and human effort01:58 - Top skills recruiters aim to master in 202503:17 - Saving time by automating repetitive recruitment tasks05:03 - Improving candidate sourcing with new tools and strategies08:32 - Transforming recruitment strategies with predictive analytics10:40 - Podcast goodbye: Rolling with the punches in recruitment's futureExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this episode Sam and Lex discuss LinkedIn's predictions for 2025. It's a list that's much shorter than last year's — which we're taking to mean that LinkedIn is just as confused as the rest of us when it comes to what's to come in the year ahead. Throughout the conversation, we focus on the predictions like the rise of millennial CEOs, the importance of supporting workers for global growth, and the evolving role of corporate employees as influencers. And, of course, we explore how these trends will impact recruitment and workplace dynamics. Chapters:00:00 - Podcast intro: Exploring LinkedIn's 2025 predictions for recruitment03:30 - The rise of millennial CEOs: What it means for recruitment08:38 - How global growth is reshaping recruitment strategies13:50 - The rise of employee influencers: What recruiters need to know20:40 - How subject matter experts are reshaping workplace dynamics24:00 - Podcast wrap-up: Key trends shaping recruitment and workplace dynamicsExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this first episode of 2025 (WILD), Sam is joined by Vivien to discuss New Year's resolutions —  specifically tailored for recruiters, of course. They reflect on the changes in recruitment communication from 2024, emphasizing the importance of building relationships, prioritizing quality over quantity in outreach, and developing a strong personal brand. The conversation also highlights the need for creativity in recruitment strategies as we move into this new year — especially with AI and other technological advancements continuing to shake things up. Chapters:00:00 - Welcome to 2025: New Year's resolutions for recruiters02:12 - Lessons from 2024 and what's ahead for recruitment in 202503:23 - Prioritizing relationships: The key focus for recruiters in 202504:40 - Why quality over quantity matters in recruitment outreach06:22 - Building your personal brand to boost word-of-mouth referrals07:35 - Creating value to make an impact in recruitment strategies10:50 - Closing thoughts: Resolutions to elevate your recruitment gameExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co