Podcasts about recruiters

Emily Durham reveals the smarter approach to job-hunting.— YOU'LL LEARN — 1) Why “medium is more” when it comes to networking 2) The keys to opening the door for opportunities3) Why AI-generated resumes work against youSubscribe or visit AwesomeAtYourJob.com/ep1178 for the full transcript! — ABOUT EMILY — Emily Durham, better known as Emily the Recruiter, is a recruiter turned career coach and content creator. On her popular social media platform and her podcast, Clock In, she gives real-world advice to help people thrive in their careers. Her work has been featured on Good Morning America, BBC News, in the Globe and Mail, and more. She lives in Toronto.• Book: Clock In: No-BS Advice for Getting Ahead in Your Career (Without Losing Your Mind)• Instagram: emily.the.recruiter• Podcast: Clock In• Tiktok: Emily The Recruiter• YouTube: Emily Durham— RESOURCES MENTIONED IN THE SHOW — • Book: Strangers: A Memoir of Marriage by Belle Burden— THANK YOU SPONSORS! — • Shopify. Sign up for your free trial at Shopify.com/awesomepod• Vinted. Download the Vinted app for free to start selling with no seller fees!• Fitnexa. Get $10 off the SomniPods3 with the link and code AWESOMESee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Shred is a weekly roundup of what's making headlines in the world of employment.

Recruiters say they're being inundated with applications generated by AI, sometimes receiving thousands of applications for a single role.

For years, organizations could define a role and expect its responsibilities to remain relatively stable. Today, that assumption no longer holds.  AI is reshaping work. New skills emerge constantly. Responsibilities evolve faster than organizations can update job descriptions, job architectures, or compensation frameworks.  The result? Employees are doing work that doesn't match their job descriptions. Recruiters are hiring for skills that don't fit existing roles. Compensation teams are trying to benchmark jobs that seem to change every quarter.  So what happens when the work changes faster than the systems designed to define it?  In this episode, we explore why organizations need to rethink job architecture for a world of continuous change, how AI is accelerating skills evolution, and what HR leaders can do to build job frameworks that are flexible enough for the future.  Host:   Ruth Thomas – Chief Compensation Strategist, Payscale    Guest:   Katrina Kibben – Founder, Three Ears Media | Recruiting Trainer, Author, and Keynote Speaker  Episode resources: Watch recording: How to prevent offer and pay alignment issues that create hiring delays​ Watch recording: The right and wrong way to use AI in job descriptions

Ask around and most will have nothing but good things to say about Andre Luciano. This Vegas kid turned Hoosier is now using his lifetime's worth of skills and experience to help young players get to the next level: College. As a rep at SRUSA Soccer Andre focuses on an approach that matches a player to the moment... the level... and ultimately the right team. Don't forget to drop a review on your favorite player; it's free, and it helps us spread the word!!! Learn more about your ad choices. Visit megaphone.fm/adchoices

Recruiters have more technology than ever—sourcing platforms, applicant tracking systems, automation and AI. So why do they still spend so much time on administrative work?It's an interesting question for someone who has experienced recruiting technology from both sides: first as a talent acquisition leader and now as someone helping organizations rethink that experience with AgileATS.The bigger question is simple: Are we building technology around the way recruiters actually work—or asking recruiters to work around their technology? Hosted on Acast. See acast.com/privacy for more information.

What happens when you create the “perfect” job candidate and send her into today's job market? Apparently, not much.Emily Durham, better known as Emily the Recruiter, decided to build a completely fake LinkedIn profile and resume for a candidate who checked all the right boxes and then applied to 40 jobs to see whether being “perfect on paper” was actually enough to get noticed. The results were… well, let's just say things are bad when you have to become a “mad scientist” to figure out what is happening in the job market.We talk about why the traditional idea that you can simply apply for enough jobs and eventually get one is increasingly out of touch. We also get into something that hits particularly close to home: what happens when you're mid-career, over 40, and suddenly realize that the job market you knew doesn't really exist anymore? Emily shares what recruiters actually look for and what candidates can realistically control as AI changes the hiring process.And then we get into the stuff that makes me want to scream into the void: workplace ageism, coded language like “fresh perspectives,” pregnancy discrimination, and the pressure to constantly prove that you're still relevant. But don't worry, this episode isn't all doom and gloom. We also talk about accidental entrepreneurship, portfolio careers, and why, hot take, your job does not have to be the thing you love most about your life. In This Episode:- What Emily's “perfect candidate” experiment revealed- Ghost jobs, job platforms, and the reality of applying in 2026- How to build a resume recruiters actually notice- Why networking matters more than mass applying- Accidental entrepreneurship and the rise of portfolio careers- What AI is actually doing in the hiring process- Why AI proficiency is becoming a workplace requirement- The reality of ageism and bias at work- How to protect and advocate for yourself at work- Why your job doesn't need to be your passionAnd much more!Resources:- Get Corporate-level Health Coverage for Solopreneurs with a 50% Discount for 1st Three Months - https://essentlcreator.com/maureen- Clock In by Emily Durham - https://emilydurham.org/clock-in -The hidden challenges younger women face at work - https://leanin.org/articles/findings/the-hidden-challenges-of-younger-women-at-work-face/Connect with Emily Durham:LinkedIn: https://www.linkedin.com/in/edurham-hr/Website: https://emilydurham.org/Connect with Maureen Clough:LinkedIn: maureenwcloughWebsite: itgetslateearly.comInstagram: @maureenwclough YouTube: @itgetslateearly Affiliate Disclaimer:Hey there! Just a quick heads-up — some of the links we share in our show notes, YouTube videos, or episodes might be affiliate links. That means if you click on one and make a purchase, we might earn a small commission (at no extra cost to you).We only shout out products, tools, or services we've actually tried, love, or think you'll find genuinely useful. Still, it's always a good idea to do your own homework before buying anything.Using these links helps support the show and keeps It Gets Late Early rolling — so thanks a ton for being part of the community

“Success is not to be pursued. It is to be attracted by the person you become.” — Jim RohnSuccess in your career is determined by more than performance. It is also shaped by visibility, influence, positioning, relationships, and your ability to communicate your value before someone else defines it for you.Deepali Vyas has dedicated her career to mastering that exact process. Known as The Elite Recruiter, Deepali has spent 25+ years advising Fortune 500 companies, hedge funds, and high-growth organizations on executive hiring and leadership strategy.Deepali has reviewed 1M+ résumés, conducted 50K+ interviews, and helped thousands of professionals secure senior positions and negotiate life-changing opportunities.In this episode:• How to command a higher salary• What separates those who are promoted from those who remain stuck• The skills you need to stay valuable in the age of AI• How to communicate your value so the right relationships and opportunities find their way to youLet's WIN THE DAY with Deepali Vyas!_

Help us become the #1 Data Podcast by leaving a rating & review! We are 67 reviews away! Real recruiter spends 20 seconds on this resume and finds nothing worth keeping. I show you why.

Your morning briefing. All the news you need to start your day.On today's podcast:(1) Treasury Secretary Scott Bessent threatened economic punishment against any country doing business with Iran as part of what he called an “economic D-Day” campaign to isolate the Islamic Republic and end nearly six months of war.(2) UK Prime Minister Andy Burnham said he and other European leaders plan to travel to the US next month to lobby President Donald Trump to let Ukraine access some of its Patriot air defense missile stocks ahead of the winter.(3) The UK became the first foreign nation to gain access to Ukraine’s vast trove of battlefield data in a deal designed to train artificial intelligence models and develop fresh military capabilities.(4) The trade war between the US and Canada erupted into an extraordinary exchange of insults and threats between President Donald Trump and Doug Ford, the leader of Ontario.(5) Treasury Secretary Scott Bessent refrained from any further signals on revamping US debt management on Monday, following a report that his department could draw down some of its cash pile to fund buybacks of higher-yielding older securities.(6) Saudi Arabia plans to build a theme park complex near Paris that will include at least one area dedicated to Japanese manga comic books.(7) Recruiters are facing a problem they may have once wished for: Every resume is perfect. Artificial intelligence tools have made it easy to submit a flawless job application, so employers are bringing back traditional techniques to sift through candidates.Podcast Conversation: More Cheese, Please — Japan’s Guilty ConsumptionSee omnystudio.com/listener for privacy information.

In this episode, I sit down with Kevin Fasting, founder of Kevin Edward and Kerv Capital, who's built a group of 13+ recruitment JVs alongside a law firm, an FCA-regulated financial services brokerage, and a 70+ unit property portfolio, all while turning the founders he's backed into asset millionaires.We get into the financial education most people in recruitment never get, why earning good money is the easy part, and what Kevin did differently to make it compound.Connect with Kevin here: https://www.linkedin.com/in/kevinfasting/-------------------------Watch the episode on YouTube: https://youtu.be/NoWw0inwE1Q-------------------------Podcast Sponsors: Claim your exclusive savings from our partners with the links below:Sourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Atlas - Check Out Atlas & Claim Your Exclusive Offer HereRaise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Want more content like this?The Wednesday Debrief is our free weekly newsletter for recruiters who take their craft seriously. Join 7,000+ subscribers here: https://newsletter.recruitmentmentors.com/-------------------------Get in touch with me:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

Recruiters can help jobseekers access confidential roles that never appear on LinkedIn or job application portals. But how do you know if a recruiter is representing you well? Nat Fetalvero and Gerald Tan speak with Gavin Teo, director at Michael Page, and Joshua Woo, founder of Recruit Fast, on how to spot red flags in inexperienced recruiters and how to build rewarding relationships with the person who could get you your next job.See omnystudio.com/listener for privacy information.

#104: Vom Azubi zum Aus- und Weiterbildungsleiter – Karriere bei LidlDieses mal sprechen wir mit Milan, Aus- und Weiterbildungsleiter bei Lidl. Sein Karriereweg zeigt eindrucksvoll, welche Entwicklungsmöglichkeiten der Einzelhandel bieten kann: 2015 startete er mit einer Ausbildung zum Kaufmann im Einzelhandel – heute verantwortet er die Ausbildung und Entwicklung von Nachwuchskräften in seiner Region.  Wir sprechen über seinen Weg vom Azubi über das duale Studium bis hin zur Führungsposition, warum er sich nach dem Abitur bewusst gegen ein klassisches Studium entschieden hat und welche Chancen Lidl jungen Menschen bietet, die Verantwortung übernehmen und Karriere machen möchten.  Außerdem gibt Milan spannende Einblicke in den Bewerbungsprozess, den Ausbildungsalltag und die verschiedenen Karrierewege bei Lidl. Dabei erklärt er, worauf es bei Bewerbern wirklich ankommt, welche Entwicklungsmöglichkeiten es gibt und warum Teamgeist für ihn einer der wichtigsten Erfolgsfaktoren ist.  In dieser Episode erfahrt ihr unter anderem

What happens when better technology is no longer a competitive advantage? Host Kortney Harmon is joined by Donnie Gupton, Founder of Ora Marketing and creator of the Uncopyable Recruiter Method, to examine why trust—not tools, speed, or access—is becoming the real differentiator for recruiting firms.Donnie breaks down how AI and automation are creating greater parity between agencies and internal talent teams—and why the bigger challenge for recruiters isn't competition, but comparability. He shares a four-part framework for becoming the standard in your niche through clear positioning, an intentional market ecosystem, authority-building content, and consistent follow-up.Key Takeaways• Why trust becomes the differentiator when technology is table stakes• How clear positioning helps recruiters escape the comparability trap• Why the 97% of buyers not hiring today deserve your attention• How content and consistent follow-up turn authority into demandDiscover how to build the trust and authority that make your firm the first call when hiring needs arise.________________Follow Donnie Gupton on LinkedIn: LinkedIn | DonnieFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

Send us Fan MailComedian Andy Imlay returns to The Days Grimm Podcast for a record-breaking fourth appearance, making him the only guest to appear four separate times with four different backdrops. From testing the boundaries of dark comedy to hilarious small-town Boonville drama, this Comedy Cache episode is packed with unfiltered laughs and wild stories.In this episode, Brian, Cory, and Tom sit down with Andy to explore the mechanics of writing comedy and where the line is drawn with dark humor, referencing heavy-hitting acts like Anthony Jeselnik, Jimmy Carr, and Jim Jeffries. Andy shares a brand new stand-up premise exploring whether historical and religious figures were actually the world's first magicians. He also recounts the unforgettable, laugh-out-loud story of scoring in the 98th percentile on the ASVAB test, only to severely shock the National Guard military recruiter who walked into the office to find Andy on crutches. Whether you are an aspiring comic or just love wild stories about everyday absurdities, this conversation delivers.Comedy is all about timing, as the crew discusses how tragedy plus timing equals comedy. This episode provides a behind-the-scenes look into a comedian's mind, showing how everyday observations—from weird community Facebook pages to viral videos of Amish communities—can be transformed into engaging stage material.   If you enjoyed this episode with Andy Imlay, be sure to subscribe to The Days Grimm Podcast for more comedy cache episodes, wild stories, and interviews! Hit the like button, share this video with a friend, and let us know your favorite moment in the comments below. TIMELINE : 00:00 - Intro & Andy Imlay's 4th podcast appearance 03:06 - Andy's feature on the Weird Careers podcast07:16 - Dark humor boundaries, Anthony Jeselnik, and Jimmy Carr 17:49 - Andy's new stand-up premise: Who was the first magician? 26:24 - The hilarious military recruiter ASVAB story 29:22 - Taking a live online IQ test 34:00 - Audience bucket premise 36:41 - Reacting to Amish men moving a barn by hand 41:25 - Discussing Helen Keller and Steve Martin movies 46:20 - Small town Boonville drama & community Facebook pages 54:35 - Details on Andy's upcoming VFW comedy show[The Days Grimm Podcast Links]- YouTube: https://www.youtube.com/c/TheDaysGrimm- Our link tree: linktr.ee/Thedaysgrimm- GoFundMe account for The Days Grimm: https://gofund.me/02527e7c [The Days Grimm is brought to you by]Sadness & ADHD (non-medicated)

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AI tools are flooding inboxes with hundreds of applications a day and almost everyone is running the same playbook. Recruiters are overwhelmed, the pile is massive, and the people getting lost in it are not the least qualified. They are the ones who sound the most like everyone else. This episode is about the one thing that actually cuts through in a job market like this one and why almost nobody is doing it.   What You'll Learn: Why the most polished and professional-sounding applications are often the ones that get ignored first and what to write instead How to use AI as a drafting tool in your 2026 job search without letting it strip out the one thing that actually makes people respond to you The psychology principle behind why specificity works when generic language never does and how to apply it across every application, message, and interview answer What the real difference looks like between an application that disappears into a pile and one that makes a hiring manager feel like they are already in a conversation Why the bar to stand out in a 2026 job search has never been lower and the specific, practical steps to clear it   Our book, Happen To Your Career: An Unconventional Approach To Career Change and Meaningful Work, is now available on audiobook! Visit  happentoyourcareer.com/audible to order it now! Visit happentoyourcareer.com/book for more information or buy the print or ebook here! Want to chat with our team about your unique situation? Schedule a conversation   Free Resources What career fits you? Join our free 8 Day Mini Course to figure it out! Career Change Guide - Learn how high-performers discover their ideal career and find meaningful, well-paid work without starting over.   Related Episodes Figuring Out Your Perfect Career Match (Spotify / Apple Podcasts) Changing Careers (When You Don't Know Your Next Job Title) (Spotify / Apple Podcasts)   Mentioned Episode AI Job Displacement: 4 Skills That Build Real Job Security and Future-Proof Your Career (Spotify / Apple Podcasts)

In this episode of the Lead Ministry Podcast, Josh Denhart and Bill Van Kirk challenge ministry leaders to stop carrying volunteer recruitment alone. They share seven practical ways to build an invitation culture where enthusiastic volunteers become credible recruiters, equipped with clear language, useful tools, meaningful ownership, compelling stories, and serving seasons that feel manageable.If you are exhausted from filling the same roster by yourself, this episode will help you move from staff-led recruiting to a self-sustaining volunteer culture where everyone carries the joy of inviting.KEY TOPICS COVEREDInvite Culture vs. Recruiting Culture – Helping people invite friends into something meaningfulClear Asks and Practical Tools – Tours, connection events, trial experiences, cards, links, and simple languageOwners, Not Attenders – Giving key volunteers responsibility for growing their areaVision and Storytelling – Moving from desperate needs to a purpose people want to joinServing Seasons – Creating clear on-ramps, check-ins, and off-rampsKEY QUOTE“Stop recruiting. Start reproducing.”SCRIPTURE REFERENCESEphesians 4:11-12 – Leaders equip God's people for the work of ministry1 Peter 4:10 – Use whatever gift you have received to serve othersTAKEAWAYYour volunteers can recruit with a level of trust staff cannot manufacture. Give them a clear invitation, something useful to share, a story worth telling, and permission to help build the team.CALL TO ACTIONWe hope this episode encourages and equips you. Share it with a friend and stay tuned for more resources each week.STAY CONNECTED FOR MORE RESOURCESVisit our website: http://leadministry.comFollow us on Facebook: https://www.facebook.com/LeadVolunteersFind us on Instagram: https://www.instagram.com/leadvolunteers

Note: this episode contains screen sharing, so it's best watched on YouTube.What does a recruiter actually see in the ten seconds they spend on your LinkedIn profile, and what makes them scroll past?In this episode of Supra Insider, Marc Baselga and Ben Erez sit down with Chris Lee, founder of Product Scout, a boutique firm that helps early-stage founders make their first product hires. Chris explains the idea he calls candidate market fit, why he refuses to give profile feedback until he knows what role you're aiming at, and why a profile built to appeal to everyone ends up resonating with no one.Then he opens his actual tooling and walks through a live search for a head of product role at an AI-native pharma startup, showing the rubrics his agents score against and why almost everything at the top of the funnel comes down to keywords. He finishes by reviewing Marc's and Ben's own profiles against that role, out loud and unfiltered, and passes on both.If you're job searching and unsure whether your profile is working, weighing how specific to make your story, or a hiring manager curious how sourcing really happens now, this episode is for you.All episodes of the podcast are also available on Spotify, Apple and YouTube.New to the pod? Subscribe below to get the next episode in your inbox

What do recruiters actually look for—and how can you stand out in a world where AI is changing everything? In this powerful, no-BS conversation, Kanika Chadda Gupta sits down with elite recruiter Deepali Vyas to break down exactly how to build a personal brand that gets noticed—and hired. From helping moms re-enter the workforce, to guiding teens on building standout resumes, to showing you how to use AI as your advantage—not your competition—this episode is packed with actionable strategies you can implement immediately. If you've ever felt stuck, overlooked, or unsure how to position yourself… this episode is your wake-up call. Learn more about your ad choices. Visit megaphone.fm/adchoices

LinkedIn is the one platform almost every recruiter already uses. That is a good instinct. The catch is that most recruitment and search business owners lean on it for one job, sourcing candidates, and leave the more valuable job, winning clients and building a brand, largely untouched. So let me give you an honest breakdown of what LinkedIn does well, what it does not, and how to make it work for both winning clients and finding candidates. LinkedIn Does Two Jobs, Using Two Different Parts of the Platform One idea runs through everything below. Instagram and Facebook, which we covered in the previous two episodes, are candidate attraction and employer brand channels. LinkedIn is different. Most recruiters already use it every day, and for the most part they use it as a sourcing tool, finding candidates by role, skill and sector. That is a fair way to see it, because it is a brilliant sourcing tool. But sourcing is only half of what LinkedIn can do for your business. The other half, and the one many recruiters underuse, is the client side. LinkedIn is also your strongest channel for winning clients and for building a personal brand that brings clients to you. It is where the people who hire you spend their working lives. So for most owners, the opportunity is not to source more; it is to start using the client, business development and personal branding half they have been leaving untouched. Two jobs, one platform, and they do not happen in the same place. The client and brand side lives in the feed, in what you post and how consistently you show up. The sourcing side lives in outbound search and messaging. Treat LinkedIn as one undifferentiated thing, and you dilute both. Understand the split, and you get far more from it. How Big It Is, and Who Is On There LinkedIn passed 1.3 billion members worldwide this year, with around 310 million active every month. More useful than the global figure is how far it reaches into the working population of the markets most of you serve. In the UK, LinkedIn reaches around 71% of the population. In the US, around 83%. In Australia, around 61%. Those are high figures, drawn from LinkedIn's own advertising reach data, so they include some duplicate and inactive accounts. Treat them as a sign of very high penetration rather than a literal count of individuals. Either way, the conclusion is the same. Almost every hiring decision-maker you would want as a client is reachable here. LinkedIn reports more than 65 million decision-makers and 10 million people at C-level among its members. That is your ideal client list, gathered on a single channel. The Lurker Economy, and Why It Matters So Much Now the single most important thing to understand about LinkedIn. Only around one percent of active users post content. Everyone else reads. They scroll, they notice, they form a view, and they rarely like, comment or share. These are the lurkers, and they make up the vast majority of the platform. Think about who they are. Your clients. Hiring managers, business owners and department heads do not spend their working day reacting to posts. But they see them. And when a vacancy appears, they contact the recruiter who has been showing up in their feed. Brand Building and Client Acquisition Are the Same Activity This is why, on LinkedIn, building your brand and winning clients are not two separate tasks. They are the same task. Here is a real example from one of our members. She had been posting consistently on LinkedIn for some time. Nothing elaborate, just useful content in her specialist area, published week after week. Then a client she had not worked with in over a year came to her out of the blue with a senior technical role, a CTO position, and handed it to her exclusively. When she asked what had prompted the call, the answer was revealing. He told her he could not miss her, she was all over LinkedIn, and when the role came up hers was the first name that came to mind. He had never once liked or commented on a single thing she posted. That is the whole point. You are not posting to collect reactions. You are posting to stay in the mind of a buyer who will never engage in public, but who will call you the moment they have a need. Every useful post is a small deposit into that future phone call. Same anonymised member story as the script, the real Rachel / Ice Recruitment example. Say the word and I will name her, since it is already published with permission. What the 2026 Algorithm Now Rewards LinkedIn changed how its feed works this year, and the change favours exactly the kind of person reading this. The platform has moved towards relevance-based distribution. In plain terms, it now works to put each post in front of the people most likely to find it genuinely useful, weighing the author's demonstrated expertise and topic consistency rather than raw reactions. It pushes down engagement bait, the “comment YES if you agree” style of post, along with generic content that reads as machine-made and posted without thought, and posts where the video has nothing to do with the words. What it rewards is teaching something useful, in a clear niche, from someone who obviously knows their field. Read that again. It describes you. You are a real expert in your sector, which means you do not need to chase viral reach. You need to be consistently useful to a specific group of people, which is what the platform now favours. On format, documents, carousels and native video currently outperform plain text and link posts, so if you are unsure what to create, start there. Using LinkedIn to Source Candidates So far we have talked about the feed, which is where clients and brand live. The other job, sourcing, happens through LinkedIn's paid tools, and it is worth knowing LinkedIn splits the two jobs across two different products. Sales Navigator is the business development tool, built to find companies that are hiring and reach the decision-makers behind them, which is what most recruitment owners use it for. A Recruiter licence is the sourcing tool, and that is the one that matters here. A Recruiter licence, whether full Recruiter or the lighter Recruiter Lite, lets you search and reach candidates by job title, seniority, industry, skills and experience with a precision no other platform offers. You can organise candidates into talent pools and use InMail to reach passive people who are not in your network. And the outbound approach delivers. Industry data this year shows a candidate you source and approach directly is around five times more likely to be hired than one who applies to a job advert. It is little wonder many recruiters use LinkedIn every day for sourcing. Where LinkedIn Is Not the Answer An honest series means honest limits. LinkedIn is outstanding for sourcing professional, technical and executive candidates. For high-volume, hourly, trades it is a weaker candidate channel, and that is where Facebook and the other platforms we have covered earn their place. So match the channel to the roles you fill. If you place specialists and professionals, LinkedIn is close to essential on both sides. If you place high volumes of hourly workers, use LinkedIn for the client relationship and source your candidates where they gather. The Mistakes That Hold Recruiters Back A handful of habits hold recruiters back on LinkedIn. Posting only jobs, which turns your profile into a job board and builds no authority. Posting rarely and in bursts, when consistency is the entire game. Chasing engagement tricks that the algorithm now works against and that clients see straight through. Publishing generic, machine-made content with none of your own thinking in it. What aspect of LinkedIn is Right for Your Business? No channel suits everyone, so decide deliberately. Ask three questions. Is my priority winning clients or sourcing candidates? If clients, LinkedIn is close to essential whatever your sector. If candidates, what kind of roles do I fill: professional and technical, and LinkedIn is your best tool; high-volume and hourly, and you should source elsewhere while still using LinkedIn for clients. And can I commit to showing up consistently with useful, niche content rather than the occasional job advert? That consistency is what turns a dormant profile into a channel that brings in business. Answer those honestly and you will know how much of your time LinkedIn deserves. How We Can Help You This Year Knowing what to do is one thing. Doing it consistently, while running a business, is another. That is what we help with inside Superfast Circle. Members get a personalised marketing plan, done-for-you content and campaigns, monthly coaching and a clear system that makes showing up on LinkedIn and the other channels straightforward rather than one more job on the list. If you have been meaning to get LinkedIn working properly for your business, book a call and we will show you how it works. www.superfastrecruitment.co.uk/call Thanks Denise The post Marketing Channels for Recruiters: What Recruiters Need to Know About LinkedIn This Year appeared first on Superfast Recruitment.

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Jobs aren't changing once every few years anymore. They're evolving constantly.  Skills are shifting, AI is reshaping roles, and organizations are redefining jobs faster than traditional job architectures can keep up. At the same time, Talent Acquisition and Compensation teams often evaluate talent through different lenses. Recruiters are responding to hiring realities and candidate expectations, while Compensation is balancing market data, internal equity, and long-term pay strategy.  In this episode, we explore how these two functions can stop speaking different languages and start working from the same playbook. We'll discuss what alignment looks like in practice, how organizations can create a shared understanding of talent and market value, and why stronger collaboration leads to better hiring decisions and more sustainable compensation strategies.     Host:  Ruth Thomas – Chief Compensation Strategist, Payscale     Guests:   Danielle DuBois – Director of Global Rewards, HR Technology, HR Operations & Talent Acquisition, American Dairy Queen Corporation   Michelle Antonsen – Talent Acquisition Leader, American Dairy Queen Corporation   Join us for our upcoming live events to get your questions answered in real time by compensation experts and earn HRCI and SHRM recertification credits: https://www.payscale.com/events

The Employer Branding Reckoning: Authenticity vs Automation   Employer branding has entered a new era. AI can now write careers content, personalise candidate outreach, generate videos, and automate engagement at a scale that would have been unimaginable just a few years ago. At the same time, candidates have never been better at spotting generic messaging, over-produced content, or a culture that doesn't match reality. So where should employers draw the line? In this session, we'll explore how organisations can embrace AI without losing the authenticity that attracts - and retains - the right talent.   Key Themes We'll Cover: The New Employer Brand Toolkit – How AI is changing the way organisations create, distribute and measure employer brand content Authenticity Still Wins – Why real employee stories continue to outperform polished corporate messaging in building trust with candidates Scaling Without Sounding Generic – Practical ways to use automation while keeping your employer brand distinctive and human Personalisation at Scale – Where AI can improve candidate engagement, and where human interaction still makes the biggest difference The Candidate Trust Factor – How job seekers evaluate employer claims through reviews, social media and employee-generated content Balancing Speed with Substance – Avoiding the temptation to prioritise content volume over meaningful communication The Role of Recruiters and Employer Brand Teams – How AI is changing workflows, skills and responsibilities rather than replacing them Examples That Get It Right – Organisations successfully combining AI-powered efficiency with genuine employer storytelling What Comes Next – How employer branding is likely to evolve as AI becomes a standard part of every talent acquisition function Whether you're building an employer brand from scratch or adapting an established strategy for the AI era, this session will provide practical insights to help you stay credible, competitive and connected with candidates. Join Recruiting Brainfood as we explore what authentic employer branding looks like when automation becomes the norm.   We're on Friday 7th August, 2pm BST. Follow the channel here (recommended) and register for the show (save my spot) here.   Ep396 is supported by our friends at Joveo   High-Performance Recruitment Marketing Powered by Agentic AI. Integrated Talent Attraction - everything before the ATS. Find out more here

Ever wondered whether you're on the right career path for you — or if there's a better opportunity out there you just haven't found yet?

AI is transforming every industry, but few are changing as quickly as recruitment.This week, I'm joined by Arsham Ghahramani, Co-Founder and CEO of Ribbon, an AI-powered hiring platform helping companies interview every applicant through conversational AI.Before founding Ribbon, Arsham led machine learning teams at Amazon and completed a PhD focused on AI bias and model stress-testing. Since launching Ribbon, the company has grown to more than 500 customers, raised $8 million in funding, and was recently named Fast Company's #1 AI recruiting platform.In this episode, we discuss:Building AI that recruiters and candidates can trustWhy AI should improve—not replace—the hiring processThe biggest misconceptions around AI recruitmentWhy bias remains one of the hardest problems to solveProduct-market fit and scaling an AI startupWhat hiring could look like in five years' timeWhether you're a founder, recruiter, hiring manager, or simply interested in where AI is taking the future of work, this is a conversation you won't want to miss.

Finding Your Next Role in Energy: What Executive Headhunters Really Look ForWhether you're actively looking for your next role, thinking about a career move, or simply wanting to understand how senior hiring really works, this episode is packed with practical advice. Many people spend hours applying for jobs online without knowing what actually happens behind the scenes. In this conversation, I speak with executive headhunter Andy Jenkins about how recruiters search for senior talent, how AI is changing recruitment, and what candidates can do to improve their chances of standing out.Andy shares his perspective after almost three decades in executive search, including his experience recruiting senior leaders across the global energy sector. We discuss everything from LinkedIn profiles and CVs to networking, graduate careers and why human connections still matter in an increasingly AI-driven hiring process.

Let me start with a question I get asked more than almost any other when it comes to marketing channels. Should I be using Facebook for my recruitment business? It usually comes with a follow-up. Is it not just for personal stuff now? Has everyone not moved on to LinkedIn or Instagram? Is it worth my time? Here is the honest answer. Facebook can be genuinely useful for recruitment, but only for a particular kind of hiring, and only if you use it in a particular way. A lot of the owners I work with get this wrong on both counts. Some write it off completely and miss a real opportunity. Others pour hours into it expecting it to bring them clients, then feel let down when it does not, because winning clients was never what Facebook was for. So let me clear it up. Here is what Facebook is good for, what it is not, and how to decide whether it deserves a place in your marketing for the rest of the year. Facebook is bigger than you think First, let us deal with the myth that everyone has left. Globally, Facebook has more than three billion people using it every month. It is still the biggest social network in the world. Closer to home, in the markets most of you work in: Around 56% of the UK population have a Facebook account, roughly 55 to 56 million people. In the US, around seven in ten adults use Facebook. In Australia, around 65% of the population are on it. In our markets, the audience is broadly stable rather than growing fast, but it is enormous, and it is not going anywhere. So no, Facebook is not dead. Not even close. But scale is not the same as relevance Here is the thing to hold onto. A huge audience only matters if the right people are on it and you can reach them. So the real question is not how big Facebook is. It is who is on there for you, and whether you can get in front of them. What Facebook is really for in recruitment When it comes to recruitment, Facebook has one clear job. Candidate attraction, and specifically for volume and local hiring. It is not a client channel, at least not organically. It is not where you win business development or reach senior hiring managers. And this is not just my opinion, it is built into how the platform works. On LinkedIn, people show up as professionals. They tell the platform their job title, their company, their seniority. That is why you can target a hiring manager or a head of talent so precisely. On Facebook, people are not there as professionals. They are there as people, catching up with friends, sitting in local groups, watching video. So the targeting recruiters rely on, by job title, by seniority, by company, either is not available or is not reliable. That single difference tells you almost everything. Facebook is brilliant at reaching a broad, local, personal-life audience. It is weak at reaching a specific professional one. One exception, and it is paid There is one important caveat. Everything above is about organic Facebook, the free posting side. Paid is a different lever. When you put budget behind Meta ads, you can build brand awareness with a far wider audience than your own followers, and that can include potential clients, not only candidates. It will not replace LinkedIn for winning business, but it can keep your name in front of the right people. There is a fair bit to running Meta ads well, and we will cover that properly in a dedicated episode later in this series. The reach problem nobody tells you about Now for the single most useful thing I can tell you about Facebook. If your Facebook strategy is a company Page that you post to now and again, I am sorry to say, almost nobody is seeing it. Organic reach on a Facebook Page, the number of your followers who see a post without you paying, has collapsed. The benchmarks now sit at around 2% of your followers per post. So a thousand followers might mean twenty people see a post. Ten years ago that figure was closer to 16%. It has fallen off a cliff, and it is not coming back, because Meta makes its money selling reach through ads. So where is the life on Facebook? Groups. Facebook Groups reach 15 to 40% of their members per post, five to fifteen times more than a Page. The algorithm favours Groups because people opt in and engage there. A niche local jobseeker group, or a sector-specific community, will do far more for you organically than your company Page ever will. That flips the usual advice on its head. The instinct is to build your Page and post your jobs. The reality is that your Page is the weakest tool Facebook gives you, and Groups are the strongest. If you take one thing from this, let it be that. Where it works, and where it does not Let us make it practical. Facebook works well when your hiring depends on candidate volume in a specific area. Retail, trades, hospitality, industrial, warehouse, driving, admin. Roles where you need a steady flow of local applicants, and where those candidates are living their everyday lives on the platform and in local groups. For that kind of hiring, Facebook’s local reach and low cost are hard to beat. Where does it fall down? Executive search. Specialist technology roles. Professional services placements. Anything where the candidates and clients are senior, specific and few. Those people are far easier to reach on LinkedIn or through niche channels, and Facebook’s lack of professional targeting works against you. So the question is not whether Facebook is good or bad. It is whether the hiring you do matches what Facebook is good at. For some of you that is a strong yes. For others it is a clear no. Both are fine, as long as you are honest about which one you are. A real example Here is what this looks like done well. A technical staffing company wanted more applications for the roles it was filling. Rather than relying on its Page, it ran a tightly targeted local campaign, focused on people of working age within about a fifty-mile radius, using job-related search terms, backed by consistent content. Over the year, job applications rose by 82%. They nearly doubled. Follower numbers climbed sharply, and website traffic rose too. Notice the pattern. Local. Targeted. Consistent. A little paid spend to earn reach, rather than hoping the Page would deliver it. That is the Facebook playbook for recruitment in a nutshell. If you use it, here is what works If you have decided the hiring you do fits, here is what works, based on the data rather than guesswork. Lead with Groups, not your Page. Get active in niche and local groups where your candidates already are, or build one if the right group does not exist. That is where your organic reach lives now. Use video, and caption it. Native and live video get the highest reach by a distance, and most people watch with the sound off on their phone. Captions are the difference between being watched and being scrolled past. Do not treat Facebook as free. Pair organic activity with a small, consistent paid budget. Even ten to twenty pounds or dollars a day, run properly and given time to settle, will do more than occasional bigger bursts. Go hyper-local for volume roles. Target by area and by interest, exactly as in the example above. And the mistakes to avoid: relying on your Page as your main channel, posting rarely and expecting reach, using Facebook to chase senior decision-makers it was never built to target, and running paid campaigns on too small a budget for the platform to learn anything. How to decide if Facebook is right for you Three questions to consider Does my hiring depend more on candidate volume in a specific area than on reaching senior client decision-makers? If yes, Facebook is worth a proper look. Do I have even a small budget, say ten to fifty a day, and a few hours a week for content and a group presence? If not, organic-only effort at today’s reach levels probably will not repay the time. Is my priority reaching hiring managers or senior clients in professional services or technology? If so, Facebook is a secondary channel at best, and LinkedIn is where your energy should go. Answer those honestly and you will know. That is the whole point of this series. Not to be on everything, but to choose the channels that fit how you win, and give those your full attention. How we can help you this year Working out which channels are right for your business, and then producing the content consistently, is exactly what we help recruitment and search companies with inside Superfast Circle. Our members get done-for-you content, monthly coaching and a clear plan, so marketing stops being the thing that slips when you get busy. If that is the kind of support you have been looking for, book a call and let us show you how it works. www.superfastrecruitment.co.uk/call Thanks Denise The post What Recruiters Need to Know About Facebook This Year appeared first on Superfast Recruitment.

In this episode, I sit down with Craig Whiting, co-founder of RLS Search, who has spent 18 years placing technologists into hedge funds and now bills £2.5M off four clients with a team of three.We get into why he believes 70% of recruitment companies will be gone within two years, and why only the top 10% of recruiters survive what AI is doing to the market.We cover the knowledge advantage that replaced business development entirely, the June 2024 reset from 14 people back to 3, and the process that takes his team to a 93% offer-to-placement ratio.Connect with Craig here: https://www.linkedin.com/in/craig-whiting-b75a8ba/-------------------------Watch the episode on YouTube: https://youtu.be/Atr9hYlJ5uM-------------------------Podcast Sponsors: Claim your exclusive savings from our partners with the links below:Sourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Atlas - Check Out Atlas & Claim Your Exclusive Offer HereRaise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Want more content like this?The Wednesday Debrief is our free weekly newsletter for recruiters who take their craft seriously. Join 7,000+ subscribers here: https://newsletter.recruitmentmentors.com/-------------------------Get in touch with me:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

Sometimes, getting a recruiter on the phone isn't about luck. It's about making it easy for them to see you're the right candidate to call. Tune in to this episode where Director of People Operations, Jessica Reynolds, shares insider tips about a recruiter's day to day and how to best get them on the phone. Hosted on Acast. See acast.com/privacy for more information.

Recruiters, do not limp into December. The Finish The Year Strong 2026 virtual summit runs September 28 through October 5, with the top producers and leaders in recruiting, including Pinnacle Society's Michelle Flynn, sharing exactly what is working right now to close the year with momentum. Grab your spot: https://recruiters-finish-the-year-strong.heysummit.com/ This episode is brought to you by Atlas, the CRM that actually understands context. Atlas captures every interview, client call, email, and message automatically, then tells you the next action to take. Agencies building on Atlas are reporting 50 percent higher candidate response rates and monthly billings jumping 85 percent. See it for yourself at https://recruitwithatlas.com/ What actually separates a recruiter who plateaus in the mid six figures from one who breaks a million? Kimberly Laipple spent years stuck between $500K and $600K before she found the answer, and it was not a new sourcing tool or a script. In this episode she tells the story most top billers never tell, starting with the moment at 18 when, as a pregnant single mom, someone told her she would never get a degree. She went on to survive foreclosure, stand in line at food banks to feed her kids, and pour herself into a recruiting desk at Scientific Search, the firm she joined 18 years ago as a recruiter and now leads as president. Kimberly personally billed $1.4 million in her best year while running a team of nearly 20, and she is one of only 80 recruiters admitted to the Pinnacle Society, where she serves as vice president of the board. But the heart of this conversation is how she got unstuck. She walks through the inner work that took her from years of plateaued billings to her first million dollar year, why she believes the one constant in every stuck recruiter's story is the person in the mirror, and what happened when she stopped blaming the market and started examining how she showed up for clients, candidates, and her own team. From there it gets tactical. Kimberly breaks down the Mr. Miyagi deal she makes with every new hire, six months of painting the fence and waxing the car before they ever freelance, and the repeatable process that turned her desk into what a fellow Pinnacle member called a production line, stacking $100K months back to back. She explains why nobody on her team is allowed to source a single candidate until their pitch, email, and voicemail are written and reviewed, how she reads hiring managers that everyone else misreads, and the exact playbook she used to grow from recruiter to president inside one firm: prove yourself, then ask for it. She also shares why she still chooses contingent search at the highest level, how she builds a culture where recruiters stay seven and eight years, and the philosophy that reshaped her career: you cannot keep what you do not give away. If you are sitting at a plateau right now and wondering whether the problem is the market, this episode will challenge you in the best way.  Links:  

In this episode of The Career Transition Experts podcast, we cover the following key strategies for career transition success in today's AI-driven job market:The EMPOWER Framework: How to stop being a passive applicant and put yourself in the driver's seat of your career, building a clear action plan that takes you from stuck to strategicUnderstanding Your Industry Landscape: Why the most important first step in any job search is researching what is happening in your specific industry space and mapping your strengths to the right opportunitiesAI Detectors, the ATS Evolution, and Strategic Research: How to use AI to go far beyond resume tailoring, researching why a position is open, what a company is currently prioritizing. How to position yourself around their real challenges and initiativesPLUS- Smart AI Prompting for Job Search: Why the quality of your prompts determines the quality of your results and how to ask AI the strategic questions that produce a narrative response, not just a generic outputAND The Biggest Job Search Mistake to Avoid: Why relying on automated services to tailor and mass-submit resumes is one of the most damaging things a job seeker can do in today's hiring landscape and what to do insteadOur guest, Carrie Christiano, is a career strategist, recruiter, and author with a background spanning talent acquisition, résumé writing, and career coaching. She is the founder of Empower Career Studio and author of EMPOWER Your Job Search with AI. Carrie's work focuses on helping experienced professionals stop reacting emotionally to career change and start navigating today's job market with clarity, strategy, and confidence.You may contact her at carrie.christiano@gmail.comIf you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Resume and Strategy Review session - click here for more information.

For job seekers, landing a newsroom job can feel increasingly dependent on luck, connections and an opaque hiring process. Cristina Silva, managing editor for Operations & Standards at The Boston Globe and the new author of Poynter's Ask the Recruiter column, says candidates have more control than they may realize. The key is to understand how editors make decisions, communicate clearly and make it easier for a hiring manager to see your value. Access more at this episode's landing page, at: https://www.editorandpublisher.com/stories/how-to-stand-out-when-journalism-jobs-are-harder-to-find,262881  

Send us Fan MailPeaches sits down with Kaylon, a former Air Force Security Forces military working dog handler, dog trainer, and father of a 17-year-old preparing for Air Force Special Warfare.This episode is for the parents.Kaylon talks about his time as a Security Forces K9 handler at RAF Mildenhall, his deployment experience, working explosive detection dogs, and eventually transitioning into professional dog training. But the real focus of this conversation is what it feels like as a parent when your kid says, “I want to join the military,” and then starts looking at Air Force Special Warfare.They talk about how Kaylon's son went from considering Navy SEALs to discovering Combat Control, how the family handled that decision, why his mom supports him even while being nervous, and what parents should do when they do not fully understand the path their kid wants to take.Kaylon also breaks down why he sent his son to Operator Training Summit, what the experience did for him, how the cadre helped expose holes in his training, and why the event gave his son more confidence that this is the path he wants.If your son or daughter is talking about CCT, PJ, TACP, Special Reconnaissance, or any other military path that makes you nervous, this episode is a great place to start.Check out Tasty Gains: TastyGains.comRegister for Operator Training Summit: OperatorTrainingSummit.comJoin the Ones Ready membership for early access, members-only episodes, and exclusive content.Chapters:00:00 - Intro, Tasty Gains, and Operator Training Summit02:25 - Why This Episode Is for Parents02:45 - Meet Kaylon03:08 - Peaches and Kaylon at RAF Mildenhall03:41 - Security Forces and Military Working Dogs05:10 - EOD, K9 Handlers, and Career Field Banter06:12 - Mildenhall, Old Friends, and Trusting the Ones Ready Crew07:51 - Kaylon's Military Family Background08:01 - Joining the Air Force After 9/1109:42 - Giving His Son the Chance to Try09:56 - His Son's Interest in Special Operations11:26 - From Navy SEALs to Air Force Special Warfare12:27 - School, Homeschool, and Graduating Early14:45 - Mom's Support and Military Spouse Reality18:28 - What Parents Should Know When They Are Nervous20:14 - Why Parents Should Use Ones Ready as a Resource22:32 - Prior Military Parents and Steering Your Kid24:35 - Training Around Special Tactics at Mildenhall25:24 - CCT or Bust and Not Building an Escape Hatch27:21 - Why Every Air Force Job Matters28:56 - The Reality of Security Forces Shifts31:50 - Life as a Dog Handler33:57 - The Ugly Side of Working Dogs34:48 - Helping His Son Build a Network36:52 - Physical Training and Keeping a 17-Year-Old Honest39:12 - Lessons From the TF Voodoo Rucking Episode41:20 - Trash Hips and Mobility Work41:57 - What It Was Like Arriving at Operator Training Summit44:53 - Parents Sending Young Candidates to OTS47:00 - OTS Is Instruction, Not a Smoke Session48:52 - Why “Just Show Up and Don't Quit” Is Bad Advice49:20 - Why Kaylon Chose OTS Over Other Prep Camps50:25 - The Value of Real Instructors50:53 - Taylor Starch, Running Form, and Mobility55:10 - Advice for Parents Whose Kids Want to Join57:50 - Letting Your Kid Become Their Own Person01:01:37 - Recruiters, Contracts, and Ship Dates01:02:26 - Sitting Down With the Special Warfare Recruiter01:03:40 - TSP, Blended Retirement, and Money Lessons01:05:49 - Picking Battles in the Air Force01:07:55 - Kaylon's Son at OTS01:08:32 - Why OTS Validated the Goal01:09:57 - Trent, Peaches, and Cadre Mentorship01:11:20 - Finding Holes in Training01:12:31 - Final Thoughts and Wrap-UpSupport the showJoin this channel to get access to perks: HEREBuzzsprout Subscription page:  HERERegister for our Operator Training Summit:  OperatorTrainingSummit.comFind an Air Force Recruiter: AirForce.comCollabs:Ones Ready - OnesReady.com 18A Fitness - Promo Code:  ONESREADY ATACLete - Follow the URL (no promo code):  ATACLeteDanger Close Apparel - Promo Code:  ONESREADYDFND Apparel...

Right now a hiring manager is typing "accounting recruiter near me" into ChatGPT, and somebody is coming up. Steve Gipson's argument is that the recruiter who gets named is almost never the best one. It is simply the most visible one. Benjamin sat in a room at the Pinnacle Society conference adding up numbers as top billers casually mentioned inbound work arriving through their websites. Two hundred thousand here. Four hundred thousand there. Another hundred somewhere else. Roughly a million dollars in placement fees that nobody chased. That is the conversation that led to this episode. Steve grew up in the industry listening to his father close deals from a home office, spent seven years on a direct hire desk in insurance, then got recruited out of recruiting by his brother Jeff. Recruiters Websites enters its fourteenth year this December and has worked with over a thousand firms. The number that anchors this episode belongs to one of those clients. A two person firm that had billed four hundred and four thousand dollars of inbound business as of the day this was recorded. They pull twenty to thirty leads a month from people who have never heard of them. Steve is careful with the caveat. That firm planted its tree seven or eight years ago, and they still had to vet the client, sell the fee agreement, and do the work. Then they get into what actually changed. Steve explains why the doom posts claiming Google killed search got it backwards, what an AI snippet is really pulling from, and why the models reward specificity in a way the old ten blue links never did. He breaks down topical authority in plain language, why a page for accounting recruiters in St. Louis should link back to a page for accounting recruiters in Missouri, and how that structure becomes the answer when someone asks a model who to call. He also gives away the tactics most agencies charge for. Directories and industry associations. Publishing your own comparison lists and putting your competitors on them. Three hundred dollar press releases through the newswire. Answering questions on Reddit and Quora, where the models go looking. The uncomfortable part is Steve's estimate that maybe five percent of the people who hear this will act on it. He is fine with that, because the five percent who move have an open field. What You'll Learn Why visibility beats quality in who gets the job order What Google actually changed and why SEO did not die How topical authority works on a recruiting website The listicle and directory play for showing up in AI answers Whether Wix and Squarespace can rank The single on page fix to make this week Finish The Year Strong 2026 runs September 28 through October 5. Free live sessions with the recruiters who are actually finishing the year in front. Register here: https://recruiters-finish-the-year-strong.heysummit.com/ This episode is brought to you by Atlas, the AI first recruitment platform built for modern agencies. Atlas remembers every email, every interview, and every conversation, and makes all of it instantly searchable. With Magic Search you can ask who mentioned relocating next year or who wanted a four day week, and get the answer without digging through notes. Atlas customers have reported over 40 percent EBITDA growth and over 80 percent increase in monthly billings. Unlock your listener offer at https://recruitwithatlas.com/ Thank you also to Recruiters Websites. Mention Elite Recruiter and get 10 percent off any new service at https://recruiterswebsites.com/ Join the Elite Recruiter Community: https://elite-recruiters.circle.so/checkout/elite-recruiter-community Get the newsletter: https://eliterecruiterpodcast.beehiiv.com/subscribe Figures shared in this episode are self reported and have not been independently verified. Connect with Steve Gipson: https://www.linkedin.com/in/recruitingwebsitedesign/ Listen and subscribe: [APPLE LINK] [SPOTIFY LINK] [YOUTUBE LINK]

Most hiring conversations start too late. They start with where to post the job. This one starts three steps earlier, with whether you even know what you are hiring for.We brought two powersports recruiters together for this one, and they come at it from opposite sides of the table. Jaye Sanders is a Talent Partner at Dream Team Referrals and Managing Director at Powersports Listings on the M&A side, so she sees how your team affects what your store is actually worth. Kevin Vaughn, who goes by Elvis, just founded Coreline Search, and he was a General Manager at House of Harley-Davidson until a few months ago. He has been GM at three different dealerships and came up from the sales floor all the way to the top seat.Between the two of them you get both sides. Kevin speaks for the dealer who has to make the hire. Jaye speaks for the person deciding whether to take it. It gets honest, it gets a little spicy, and it is packed with things a dealer can act on this week.Watch on YouTube: ⁠https://youtube.com/@dealershipfixit⁠Connect with Jaye Sanders (Dream Team Referrals): ⁠520-850-0236Connect with Kevin "Elvis" Vaughn: https://www.linkedin.com/in/elvisvaughn/Connect with Jacob: ⁠https://www.linkedin.com/in/jacob-b-berry/⁠Follow the Fixit Online: ⁠https://linktr.ee/dealershipfixit⁠MotoHunt for Dealers: ⁠https://dealers.motohunt.com⁠

Daniel Siad, a 69-year-old modeling scout extensively linked to Jeffrey Epstein in newly released records, was found dead Monday inside his home in Colombes, outside Paris. French prosecutors have opened an investigation into the cause of death and ordered an autopsy, although one report cited cardiac arrest. Siad had not yet been questioned by investigators examining allegations that he helped Epstein traffic and abuse women, despite being the subject of several complaints, including rape allegations. He denied wrongdoing and said he wanted the opportunity to explain himself, maintaining that Epstein had taken advantage of his trust.Siad's name appeared in more than 1,000 documents connected to the Epstein files, including years of emails in which he discussed scouting young women across Europe and elsewhere, arranging meetings, sending photographs and descriptions, and seeking reimbursement for travel and recruitment expenses. Some of the women discussed were teenagers, and Epstein often responded by asking about their ages or physical appearance. Siad claimed these introductions were legitimate modeling castings and denied knowingly placing anyone in danger, but multiple women accused him of abuse or of helping funnel women toward Epstein. His death also draws comparisons to Jean-Luc Brunel, another modeling-industry figure accused of procuring women for Epstein, who died in a French jail in 2022 before his case reached trial.to contact me:bobbycapucci@protonmail.comsource:Modelling scout and suspected Epstein pimp is found dead at his Paris home after name appeared more than a thousand times in declassified files | Daily Mail OnlineBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-moscow-murders-and-more--5852883/support.

Daniel Siad, a 69-year-old modeling scout extensively linked to Jeffrey Epstein in newly released records, was found dead Monday inside his home in Colombes, outside Paris. French prosecutors have opened an investigation into the cause of death and ordered an autopsy, although one report cited cardiac arrest. Siad had not yet been questioned by investigators examining allegations that he helped Epstein traffic and abuse women, despite being the subject of several complaints, including rape allegations. He denied wrongdoing and said he wanted the opportunity to explain himself, maintaining that Epstein had taken advantage of his trust.Siad's name appeared in more than 1,000 documents connected to the Epstein files, including years of emails in which he discussed scouting young women across Europe and elsewhere, arranging meetings, sending photographs and descriptions, and seeking reimbursement for travel and recruitment expenses. Some of the women discussed were teenagers, and Epstein often responded by asking about their ages or physical appearance. Siad claimed these introductions were legitimate modeling castings and denied knowingly placing anyone in danger, but multiple women accused him of abuse or of helping funnel women toward Epstein. His death also draws comparisons to Jean-Luc Brunel, another modeling-industry figure accused of procuring women for Epstein, who died in a French jail in 2022 before his case reached trial.to contact me:bobbycapucci@protonmail.comsource:Modelling scout and suspected Epstein pimp is found dead at his Paris home after name appeared more than a thousand times in declassified files | Daily Mail Online

On this edition of The Adult in the Room, Victoria Taft brings you a high-octane mix of special operations fiction and real-world investigative updates: Hot Book Summer — Alex Decker (Desert Heist): Debut novelist and 20-year Army Special Forces Green Beret Alex Decker joins the show to discuss his new military/archaeology thriller, Desert Heist. Decker shares how he drew from his real-world combat experience in 5th Special Forces Group, his intelligence background, and extensive archaeological research to create protagonist Nate Wilde. He also opens up about surviving a near-ambush grenade blast in Afghanistan and marrying a former CIA operations officer. Epstein Thursday — Moguls & Models: Victoria breaks down major new developments in the Jeffrey Epstein saga. French model recruiter Daniel Sayad—who appeared in over 1,000 declassified Epstein documents and was facing a rape complaint from a former Swedish model—has been found dead in his home outside Paris. The Gates Foundation Review: A deep dive into the official WilmerHale internal review examining Bill Gates's 30+ meetings with Jeffrey Epstein between 2011 and 2014, the failed Donor-Advised Fund (DAF), and Warren Buffett's decision to pull billions in donations. Plus, a look at Epstein victims testifying on Capitol Hill regarding Attorney General nominee Todd Blanche.

Recruiters often think they need more cold calls to grow their desk—but Jamie Lupo argues they're overlooking the biggest revenue opportunities already built into their workflow.In this FDE+ episode, Kortney Harmon sits down with Jamie Lupo, Founder of Lupo Advisory, to explore how reference checks and quality control calls can uncover hidden job orders, strengthen client relationships, and generate new business without adding extra activities to your day. Jamie shares practical word tracks, proven frameworks, and simple strategies recruiters can implement immediately to increase fill ratios and grow revenue naturally.Discover how to turn everyday recruiter conversations into long-term business growth.________________Follow Jamie Lupo on LinkedIn: LinkedIn | JamieFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

From the latest developments in the Jeffrey Epstein files to the ongoing turmoil within MAGA and the heartbreaking Nolan Wells case, Don Lemon and political strategist Mike Nellis break down the day's biggest headlines. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Daniel Siad, a 69-year-old modeling scout extensively linked to Jeffrey Epstein in newly released records, was found dead Monday inside his home in Colombes, outside Paris. French prosecutors have opened an investigation into the cause of death and ordered an autopsy, although one report cited cardiac arrest. Siad had not yet been questioned by investigators examining allegations that he helped Epstein traffic and abuse women, despite being the subject of several complaints, including rape allegations. He denied wrongdoing and said he wanted the opportunity to explain himself, maintaining that Epstein had taken advantage of his trust.Siad's name appeared in more than 1,000 documents connected to the Epstein files, including years of emails in which he discussed scouting young women across Europe and elsewhere, arranging meetings, sending photographs and descriptions, and seeking reimbursement for travel and recruitment expenses. Some of the women discussed were teenagers, and Epstein often responded by asking about their ages or physical appearance. Siad claimed these introductions were legitimate modeling castings and denied knowingly placing anyone in danger, but multiple women accused him of abuse or of helping funnel women toward Epstein. His death also draws comparisons to Jean-Luc Brunel, another modeling-industry figure accused of procuring women for Epstein, who died in a French jail in 2022 before his case reached trial.to contact me:bobbycapucci@protonmail.comsource:Modelling scout and suspected Epstein pimp is found dead at his Paris home after name appeared more than a thousand times in declassified files | Daily Mail OnlineBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

Louise Archer spent more than twenty years as a contingent recruiter. She believed retained was probably smoke and mirrors, something dressed up to justify a bigger fee, and definitely not a pool she was ever going to swim in.Then her employer handed her a project called Most Money Soonest, with a brief to make the permanent division's revenue predictable enough to survive a major acquisition. She and one colleague started visiting clients, asking better questions, and converting them to retained one conversation at a time.The division went from five million pounds in annual revenue to twelve million, all of it retained, from a standing start of zero retained revenue. Then Louise walked away and set out to teach the rest of the industry how to do the same.Since founding Retrained Search in 2018, she has trained more than fifteen hundred recruiters across thirty-one countries. In December 2024 she completed a management buyout with her three directors, and the target now is three point four million pounds in revenue by the close of 2027.On this episode of The RAG Podcast, Louise breaks down how the retained conversation actually works, why exclusivity is the worst model of all, and why the industry is now splitting in two.Louise Archer did not just theorise about retained search. She built the proof of concept inside someone else's business, walked away, and has spent the last eight years showing thousands of recruiters around the world how to do the same.The numbers do not lie. The contingent model is under pressure, the industry is splitting into trusted advisors and commodity suppliers, and the window to move is still open.If you have ever looked at your fill rate and thought something feels wrong, this episode has the blueprint.-----------------------------------------------------------Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, a CRM that actually understands context.Atlas captures everything you say, hear, read and write. Every interview, every client call, every LinkedIn message, email and WhatsApp, automatically. Not because you typed it up, but because Atlas was listening. Then it goes one step further and tells you the next action to take.So when you need to fill a role, People Search ranks your best candidates and tells you why, no digging required. That same memory turns your BD into a shortlist of exactly who to chase and why, so you win more clients. And when you want to see your pipeline, you just speak to your dashboards and Atlas builds the view for you in real time, tracking only what you care about.Whether you place permanent or contract, Atlas covers both. Its Contract Suite means you never chase a timesheet again, with live margin visibility across every placement. And with its new MCP and API, Atlas plugs straight into your LLMs and the rest of your stack, so the low-value admin that keeps you from billing gets done for you.This is not theory. Atlas customers are seeing 50% higher candidate response rates, a 35% increase in new clients won, 15+ hours saved every week, and monthly billings jumping by 85%. Some agencies are hitting 130% of their annual revenue target after building their business around Atlas.So if you're thinking you need to bolt AI onto your CRM, don't bother. Take a look at Atlas instead.Head to https://recruitwithatlas.com/therag/ to find out more.-----------------------------------------------------------Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn, but AI has turned templated posts and outreach into a commodity. When everyone sounds the same, the market stops listening. The recruiters winning now are the ones the market trusts.At Hoxo we help recruitment founders become the most influential name in their niche, using AI to multiply output while trust stays the product. Our clients turn their existing networks into £100K to £300K in new billings within months. Watch the free RAG listener training to see how: https://hubs.ly/Q03lBpYC0

Not long ago, Misan Harriman was working a job in recruitment that just didn't feel right. But when he picked up a camera and started sharing his photos online, they went viral. Misan is a British photographer and activist, whose photographs of both the Black Lives Matter and Palestine solidarity movements have been seen by millions. Now, there's a new documentary about his work called Shoot the People. Guest host Ali Hassan talks to Misan about the documentary and why capturing these social movements is so important to him.

LinkedIn has become one of the most powerful business development tools for recruiters—but only when it's used with intention.Kortney Harmon sits down with Clark Willcox, Founder of Digital Recruiter, to discuss how recruiters can build a revenue-driving brand on LinkedIn without relying on generic AI messaging or chasing viral content. Clark shares practical strategies for creating meaningful conversations, attracting the right clients, and using automation to support—not replace—human connection.Key takeaways include:Building a LinkedIn profile that attracts ideal clientsCreating content that drives conversations instead of likesUsing automation and AI without losing authenticityTurning LinkedIn into a consistent source of new businessDiscover how to build a recruiter brand that earns trust, generates revenue, and creates long-term business growth.________________Follow Clark Willcox on LinkedIn: LinkedIn | Clark WillcoxCheck out Clarks website: https://digitalrecruiter.io/Follow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Host: Ben Criddle (@criddlebenjamin) and Co-Host: (ronthe3manweav)Subscribe to the Cougar Sports with Ben Criddle podcast: Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676

4PM: Lindsey Graham dead at 71 // The conspiracies theories are abound // Trump Backs Lindsey Graham’s Sister to Fill His Senate Seat // Mitch McConnell provides proof of life; Many, including AI, call it AI // Why recruiters can’t find workers and new grads can’t find jobs (it’s not AI) // The obstacle keeping America from building the homes it needs; skilled workers // John’s ill-fated DIY deck 

 A wellness MLM does not announce itself as a cult. It arrives as a smoothie recipe, a flyer of smiling mothers, and a promise of working from home while you take your health back. My recent guest on Cults, Culture & Coercion, Brandie Hadfield, lived inside one for a decade. She is a Registered Psychotherapist  and co-founder of the peer support nonprofit Flipping the Pyramid, and she spent roughly ten years selling supplements for a wellness MLM before she understood she had been recruited into a commercial cult. Brandie was a new mother in 2011, isolated and exhausted, when the pitch found her. I invite you to notice how ordinary the entry point was, because the same machinery now drives coaching programs, prosperity preaching, and the speculative frenzy around cryptocurrency, which I consider a form of multi-level marketing. A small group sells the dream, recruits everyone else to buy in, and the people at the top profit while almost everyone below them loses money. Her recruitment began with a parenting book by a famous pediatrician and a home-based coaching certification. She paid for the courses, the workbooks, and the materials. Then a package arrived in the mail from the pediatrician's daughter, inviting her into the MLM the family sat near the top of. Brandie saw it later for what it was. A funnel. She is intelligent, devoted, and the kind of employee who gives more than anyone asks. Recruiters prize those traits. Her ADHD, undiagnosed at the time, sharpened her focus into something the group put to use. “My kind of tunnel vision and focus and tenacity, which can be a beautiful aspect of having ADHD, was really exploited,” she told me. Brandie was a mother with undiagnosed ADHD raising a son later identified as autistic. Isolation, a hunger for belonging, and a tendency to commit fully to a mission left her exposed. Her graduate research examined narcissistic leadership in commercial cults and its impact on neurodivergent people, and it filled a gap she had felt firsthand. She wants to help others now. A fascinating interview. Learn more about your ad choices. Visit megaphone.fm/adchoices

Does your “dream job” really exist? You may know Emily Durham as Emily the Recruiter on social media, where she shares practical, refreshingly honest career advice and coaches people through the biggest professional decisions of their lives. Emily doesn't believe in the idea of a dream job. In this episode, she joins Anne to make the case for the “awake job” that actively fits into your purpose, lifestyle, and financial needs. Emily reflects on how her own purpose has evolved over time, and answers questions from listeners about how to gracefully quit a job, find a path forward when you feel stuck, and communicate your values to a potential employer.Featured guestFollow Emily Durham on Instagram, YouTube, TikTok, and at https://emilydurham.org/Listen to Clock In with Emily DurhamConnect with the teamFollow Anne on Instagram and LinkedIn Follow Frances on Instagram and LinkedInWatch Fixable videos on youtube.com/@TEDPodsVisit Anne and Frances' websiteHave a question you want Anne and Frances to solve? Email the team at fixable@ted.com or leave a voicemail at 234-349-2253Follow TED on X, Instagram, Facebook, LinkedIn, and TikTok Hosted on Acast. See acast.com/privacy for more information.

In an AI-driven market, technology may be easier to replicate, but the right people remain a true competitive advantage. In this episode, Mike Silverstein, Managing Partner of Healthcare IT and Life Sciences at Direct Recruiters, discusses what healthcare companies often get wrong when building their teams. He explains why leaders should value grit over impressive résumés, how passive candidates can strengthen an organization, and why healthcare requires patience, resilience, and industry understanding. Mike also shares how beginning his recruiting career during the 2008 financial crisis helped him develop the relationships and determination needed to navigate future challenges. He emphasizes that lasting success comes from authenticity, meaningful networks, and consistently putting people first. Tune in to learn how healthcare organizations can build teams capable of thriving through uncertainty, technological change, and continued industry disruption. Resources Connect with Mike Silverstein on LinkedIn. Follow Direct Recruiters on LinkedIn and explore their website. Email Mike at mike@directrecruiters.com