Podcasts about recruiters

Edouard Clark is a Hospitality Tech recruiter and, in this podcast, he gives our listeners reasons to explore this career path and why the hospitality industry is still lagging behind in this fast-paced field.  Edouard has an international background, grew up in several countries, speaks three languages and used to play professional rugby. In this podcast, we ask Edouard about his early career in Hotel launches, HR management and his first forays into entrepreneurship.  In 2023, Edouard founded Wandery, a tech-driven micro-hostel concept in Germany and in 2024, he decided to take his HR skills and go into recruitment, eventually creating a recruitment business specializing in Hospitality Tech.    We ask Edouard about hospitality technology and what it entails, what kind of jobs are available and what kind of people are good at this kind of career.  Edouard gives our listeners advice about how hospitality executives can improve their business by finding the right kind of people to handle their technology needs.  We also ask him how people who are interested in this particular niche, can improve their chances of finding a rewarding position.  Finally, Edouard gives our audience some advice on how young people, who may be interested in this field, can improve their chances of working in this field.  Edouard Clark is a Hospitality Tech recruiter and founder of Wandery, a tech-driven micro-hostel.  He is uncannily good at connecting people, whether that's finding the perfect hire, sourcing a hotel acquisition, or recommending a tech stack. Growing up between countries and cultures, he has evolved through a career built on grit, growth, and a little chaos.   

Send us a textAaron's done playing nice. In this scorched-earth solo rant, the Ones Ready silverback goes full throttle on cones, meme-lords, and anyone dumb enough to trash the new Zulu Course before it even starts. Peaches and Trent are off the mic, which means there's no filter—just pure truth bombs, sarcasm, and veteran rage.Aaron breaks down why the Zulu Course is actually the biggest step forward for Air Force Special Warfare training—and why today's wannabes are embarrassing themselves online instead of preparing for real work. He's got words for the “day-one quitters,” the recruiters cutting corners, and the soft generation that confuses sarcasm for trauma.This isn't motivation. It's a wake-up call. If you're one of the cones crying about haircuts and Uncrustables, grab a mirror and a helmet—because Aaron's not pulling punches.⏱️ Timestamps: 00:00 – “Fix Your Own Problems” – The brutal intro nobody asked for. 02:30 – Peaches plugs tasty gummies & chaos ensues. 04:50 – “I Can't Believe You Made Me Defend the Air Force” – Aaron vs. the internet. 07:00 – The Zulu Course decoded: what actually happens in each block. 09:30 – Radios, medicine, mission planning—why this pipeline hits harder. 18:40 – The day-one quitter conspiracy. Recruiters, take notes. 25:00 – How the Zulu Course builds killers, not complainers. 38:00 – Aaron's full-auto rant at cones and meme pages. 50:00 – “Soft. Entitled. Unserious.” – The speech every candidate should hear. 1:02:00 – Reality check: you're not ready. Fix it. 1:09:00 – Final message: shut up, show up, and earn it.

Today, we're talking with Kiley Palmertree, Recruiting Manager at Klute Inc., one of the nation's leading substation steel fabricators. Kiley brings over 18 years of experience in relationship management — from education to banking — and now uses her gift for connection to attract top-tier talent and align them with Klute's long-term vision. She's known for her optimism, kindness, and the way she makes candidates feel like part of the family from the very first conversation. In this episode, we'll explore her recruiting philosophy, her community outreach work, and how she's helping Klute meet industry demands while building a strong, people-first culture. 

Send us a textForget the motivational fluff—this one's raw. Peaches sits down with Rob, a Navy vet and father of a Special Warfare candidate, to talk about what really happens when your kid volunteers for hell. From bottom-of-the-pool breakdowns to recruiter nonsense, this convo hits every nerve: pride, fear, frustration, and a dad's brutal honesty about letting go. Rob doesn't sugarcoat it—he talks about raising a son who fails, adapts, and keeps fighting. It's not about the uniform—it's about grit, humility, and realizing your kid's journey isn't yours to control. Parents, this one's gonna sting a little.⏱️ Timestamps: 00:00 – “Nobody quits because it's hard—they quit because of life.” 04:30 – A parent's front-row seat to the pipeline 08:50 – From college athlete to combat pipeline 13:40 – Recruiter lies & learning the hard way 17:00 – The pool doesn't care about your feelings 20:45 – Crack or black: where you meet yourself 27:00 – Why monsters quit and quiet kids survive 33:00 – What parents get wrong about “helping” 43:30 – Moms, chill. He's tougher than you think. 49:00 – Military mindset vs. soft culture 57:00 – The hardest words a son can say: “You were right.”

By J.M. Auron Quantum Tech Resumes These days, apparently, most job seekers are afraid of the Big Bad ATS. And, with the endless drumbeat of horror stories about the ATS destroying careers? It's pretty understandable that people are nervous. So I'd like to follow up my earlier post on IT resume misinformation, and try to relieve some of the anxiety that's come to surround Applicant Tracking Systems. Now, don't get me wrong. ATS systems are far from ideal. But I believe - based on many years as a professional IT resume writer, as well as my own research - that the ATS may not be the bogeyman it's often made out to be. What is ATS and how to deal with it People often see "getting through the ATS" as the biggest challenge in the job search. It's really not, though. Getting through the ATS - and I know this goes against the conventional "wisdom" - isn't that difficult, and shouldn't be the focus of your resume writing. So let's break it down a bit. 1) Getting Through the ATS isn't that Hard I know. I just said that. It bears repeating, though, given the fear-mongering online and on social media. From the research I've done, 80%-95% of all decently written, decently formatted resumes get through the gatekeeper. Decently formatted just means a simple, readable, reverse chronological framework with clear section headings. The problem comes when there are multiple columns, tables, graphics, or very unusual fonts. The ATS can't read that, but, honestly, they're hard for humans to read, too. So keeping things simple, clear, and straightforward is likely to improve your chances with both the ATS and the humans who are really making the decisions. 2) You Don't Need a 100% Keyword Match In fact, a keyword match that high (if it's even possible) looks over-optimized, as though you've just copied and pasted the job description. Recruiters are hip to that - so even if you do get through the ATS with an overly optimized IT resume, you may well not get past the human being making the decision. It's a bit like Google. Keyword stuffing is more likely to get a site lowered rather than raised. The general rule of thumb is that you need a keyword match around 70%-80%. That's not really that hard, though it sounds like a high number. If you're a Cloud Architect, for example, a lot of what you've done is going to overlap with any decently written job description (I know, of course, that not all are decently written, but that's not something we can control). So if you talk clearly about what you've done, and naturally weave in the skills and tools you've used, the keyword matching will actually happen fairly automatically. I'm not suggesting that you don't read job descriptions carefully, but focus on the places where all the job descriptions match, rather than on a few outliers. 3) AI Hasn't Taken Over the Hiring Process! I'm not, in general, a big fan of AI - or at least of the AI hype we're all bombarded with. But from everything I can find, AI has not taken over ATS systems. They are still pretty close to what they've always been. AI is used to automate some tasks nowadays. More importantly, AI may be used for more semantic keyword matching - "cloud computing" can now match "AWS expertise" - for example. That's actually a positive; semantic keyword matching makes writing a resume that reads naturally much, much easier. But AI has not become a demonic (or hopelessly inefficient) entity committed to destroying your careers. It's not even mucking up the works as much as in some other areas - at least at this point. Bottom Line? There's a lot to be concerned about in the job search. Things aren't easy. But the hype about the Big Bad ATS, in my view, is just adding to the many worries that job seekers already have. That's not a good thing. So I recommend writing a good, solid, clear IT resume that tells your career story. If you do that well, the keywords - and the ATS - should take care of themselves. Bio: I'm J.M. Auron and I've owned one of the to...

Ich dachte, ich habe schon alles gesehen, und dann landet dieser Lebenslauf auf meinem Schreibtisch …So startet der Reddit-Post, mit dem sich Gast Jette und Host Lisa in dieser Podcastfolge beschäftigen.Im Subreddit r/humanresources hat der Post zahlreiche HR-Professionals dazu animiert, ihre schrägsten Recruiting-Erfahrungen zu teilen. Und für Jette und Lisa ist er der Anlass, um über die Einschätzung von Bewerbungsunterlagen ins Gespräch zu kommen.Höre jetzt rein und finde heraus, ob die Reddit-Storys schräger sind als deine eigenen Erfahrungen: 00:00–03:30 95-Prozent ihrer Internet-Zeit verbringt Jette nicht auf Reddit – aber heute wagt sie den Deep-Dive. 03:31–06:54 Gerade als ich dachte, ich hätte schon alles gesehen, bekomme ich diesen Lebenslauf auf den Tisch… 06:55–14:08 OnlyFans im Lebenslauf – geht das? 14:09–18:02 Red Flags im Lebenslauf 18:03–27:11 Berufserfahrung vs. Abschluss – worauf kommt es wirklich an? 27:12–33:46 Checkst du die Instagram-Accounts deiner Kandidat:innen? 33:47–37:21 Mit Schildkröte im Bewerbungsgespräch. 37:22–40:18 Jettes wildestes Recruiting-ErlebnisDie Extra-Dosis Recruiting-WissenWerde Expert:in für die Bewerber:innen-Auswahl: Jettes erster Podcastauftritt: Networking für Recruiter:innen Personalauswahl: Darauf kommt's an Anforderungsprofil: Deine Grundlage für die PersonalauswahlDu möchtest deine Reddit-Storys oder deine eigenen Erfahrungen im Podcast teilen? Melde dich bei Lisa! Bei Start to Finish hat sich Jette damit beschäftigt, wie Startups die passenden Mitarbeiter:innen finden. Jetzt vernetzen!Workwise ist der Recruiting-Partner für kleine und mittlere Unternehmen. Wir unterstützen dich bei der Optimierung und Vermarktung deiner Jobangebote auf 350+ Kanälen. Derzeit hilft Workwise über 2.000 Unternehmen dabei, passende Fachkräfte zu finden. Sei 2.001 und werde zu unserer nächsten Erfolgsgeschichte

What if homeschooling your children could land you in jail? In 1984, that wasn't a hypothetical—it was reality. Discover how one mom's brave stand against a state superintendent's threats helped spark a movement that changed education in America forever. Join Robert Bortins for a powerful conversation with homeschooling pioneer Zan Tyler, who began her journey in 1984 when the South Carolina State Superintendent of Education threatened her with jail for teaching her own children. This isn't just history—it's the remarkable story of how homeschooling went from illegal to celebrated in just four decades. Zan shares the incredible account of her "Patrick Henry moment" when she told the superintendent, "You'll just have to put me in jail then," and how a U.S. Senator's intervention kept her out of prison. But the legal battles were just beginning—it took eight years to get good homeschool legislation passed in South Carolina, and Zan was on the front lines the entire time. In this episode, you'll hear about: The midnight knock on the door that launched an eight-year legislative battle How 125 letters (written on actual typewriters!) sparked a grassroots movement The cultural turning points that took homeschooling mainstream—from Columbine to COVID Why colleges now actively recruit homeschoolers (and what changed their minds) The surprising story of how the U.S. Military went from rejecting homeschool diplomas to recognizing homeschoolers as top performers Why new legislative threats are emerging even as homeschooling reaches record numbers The critical importance of staying vigilant and supporting state homeschool organizations Zan's story is a testament to God's faithfulness, parental courage, and the power of grassroots advocacy. Whether you're a veteran homeschooler or just considering the journey, this conversation will inspire you to appreciate the freedom you have—and equip you to protect it for the next generation.   Resources: https://zantyler.com/   This episode of Refining Rhetoric is sponsored by the Classical Learning Cohort: Are you a CC parent or graduate wanting to become a more confident classical educator? Why not sample the CLC by attending a free, online "Experience the CLC" event at classicalconversations.com/cohort. Find a time that fits your schedule.

Ricky Burns: How to build £1M profit in year one (after losing it all at 26)Ricky Burns made incredible money at 26.Then he drank it all away.Partied it into oblivion. Got hit with a massive VAT bill he couldn't pay. Shut the whole thing down.Most people never recover from that kind of failure.Ricky went back into employment for 10 years.Ran European divisions. Watched. Learned. Took notes on what actually works.At 33, he started again.September 2024: Pulse Group launched with his co-founder Tony.12 months later:£1.2M in fees£1M in EBITDA (profit)I don't know anyone who's achieved these numbers in year one.This week on The RAG Podcast, Ricky breaks it all down.We cover:How they hit £1M profit in 12 months (it's simpler than you think)What killed his first business (beyond the partying)The 10 years of lessons that made the comeback inevitableWhy he paired recruitment with SOW consultancyThe systems and client focus driving 83% marginsHow AI is making them more efficient without adding headcountWhy work-life balance is now non-negotiableThis isn't your typical "I scaled fast" story.This is brutal honesty about failure, sobriety, and building something sustainable the second time around.If you've ever wondered what separates 6-figure founders from 7-figure founders - or if you think you've already missed your shot - this episode has the answers.__________________________________________Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/__________________________________________Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment founders build predictable revenue systems on LinkedIn, not just noise or vanity metrics.Our clients are turning LinkedIn into £100K–£300K in new billings within months, using their existing...

FASTER, SMARTER, MORE HUMAN: THE FUTURE OF RECRUITER ENABLEMENT.   Hiring has never been harder.   Recruiters are under pressure to move fast, personalise outreach, and tell a story candidates believe in.   But here's the problem: recruiters don't have the same tools that sales or marketing teams take for granted.   I'm teaming up with Vouch to show how recruiters can finally catch up — with a new way to cut through the chaos: Recruiter Enablement.   Join us live for a demo, discussion, and Q&A on Weds 29th October, 1230PM PT / 330pm ET follow the channel here (recommended) and save your spot for this demo by clicking on the green button.

In aflevering 81 heb ik het met Simone Broos en Gertjan de Waal van Recruiters United over recruiters en AMC'ers. Wat kan de een wel, en de ander niet? En andersom? En hoe krijg je ze aan het samenwerken, want het is duidelijk dat dat de beste oplossing is. In deze serie interview ik mensen die te maken hebben met het vakgebied arbeidsmarktcommunicatie. In gesprekken van ongeveer een half uur praten we over wat zij voor interessante dingen aan het doen zijn, en bespreken we ook hoe ze met AMC te maken hebben en er tegenaan kijken. Ik spreek met werkgevers, AMC-bureaus, recruiters, employer branders, recruitment marketeers, data-analisten en nog veel meer. Iedere keer weer een goed gesprek over een mooi vakgebied. Want ik werk zelf al 20 jaar in AMC, en ik vind het echt elke dag weer mooi. Je kunt de show-notes en meer info bekijken op www.hierisamc.nl Marcel Q

Worried about where your tech career is heading in 2025? In this episode, we break down what's changing in engineering roles, how to pivot into AI, and the skills that will actually set you apart—beyond code.You'll learn:Why the best engineers in 2025 are product-minded communicators, not order-takersHow to use AI to augment your work (not replace you) and what to learn “under the hood”Why portfolio proof is better than promises (ship projects, show impact)Smart ways to transition into AI from non-technical backgroundsWhen to stay for compounding impact (why year two can be your peak) and how to avoid burnoutPractical tactics: internal moves, networking with intent, and closing the skills gapWhether you're entry-level, mid-career, or leading teams, this is a realistic roadmap for thriving in the next wave of tech.------

Wie können Recruiter:innen mit ChatGPT bessere Stellenanzeigen schreiben – und gleichzeitig Zeit sparen?In diesem Nugget zeigt Wolfgang Brickwedde, wie KI im Recruiting ganz praktisch eingesetzt werden kann: von der schnellen Erstellung kompetenzbasierter Interviewfragen bis hin zu passgenauen Stellenanzeigen im firmeneigenen Stil.Wir sprechen über Produktivitätsgewinne, bessere Texte und den schmalen Grat zwischen KI-Automation und menschlicher Feinjustierung – gerade in kleinen HR-Teams ein echter Gamechanger.Und hier geht's zur ganzen Folge: https://www.youtube.com/watch?v=0TT8sb0_Fb8

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  SummaryIn this episode, Adam Posner interviews Dave Vu, co-founder of Ribbon, an AI voice interviewing platform. They discuss Dave's immigrant background and the work ethic instilled in him by his parents, his journey into talent acquisition, and the differences in hiring strategies between early-stage startups and scaling companies. The conversation also touches on the importance of culture add over culture fit, the role of recruiters as marketers, and the impact of AI on recruitment processes. Dave shares insights on compliance and bias reduction in AI, the challenges of being a founder, and his definition of success.Takeaways- Hard work is a core value instilled by immigrant parents.- Recruiters must tell a compelling story to attract talent.- Culture fit is outdated; culture add is essential for diversity.- Recruiters are marketers and represent the company's brand.- AI can enhance recruitment but should not replace human interaction.- Compliance in AI recruitment is crucial to avoid bias.- Founders need to be patient and resilient in their journey.- Communication is key for effective leadership.- Success is about building something meaningful and lasting.- The future of recruitment will leverage AI to improve efficiency.Chapters00:00 Introduction to Dave Vu and His Journey03:06 The Immigrant Work Ethic and Its Impact05:51 Transitioning into Talent Acquisition09:04 Hiring Strategies: Early Stage vs. Scaling12:12 Culture Fit vs. Culture Add14:46 Recruiters as Marketers18:11 The Birth of Ribbon and AI in Recruitment20:55 Compliance and Bias in AI Recruitment22:55 The Founder Journey: From People Ops to HR Tech24:45 Building Trust: The Foundation of Co-Founder Relationships27:39 The Human Element in AI Recruiting29:56 The Future of Recruiting: Empowering Everyone32:50 Navigating Challenges: Lessons in Leadership35:52 Defining Success: Building a Legacy 

Still just posting jobs on LinkedIn and hoping clients or candidates come to you? In a world where AI is changing recruiting fast, your personal brand and engaged network are your biggest competitive advantages. This episode of The Elite Recruiter Podcast goes beyond outdated tactics—host Benjamin Mena sits down with LinkedIn branding expert Alexis Albright Meschi to share the blueprint for building a brand that attracts business instead of chasing it.

In this episode of Building Better Developers, hosts Rob Broadhead and Michael Meloche continue their conversation with Agustin Morrone, CEO and co-founder of Vintti, a company improving the remote hiring process for U.S. and Canadian businesses across Latin America. From his base in Barcelona, Agustin explains how Vintti combines AI, automation, and cultural alignment to build remote teams faster while keeping people at the center. Vintti's mission remains clear: help companies hire top Latin American talent in under 21 days, saving up to 60 percent on payroll while maintaining quality and trust. In Part 2, we explore how Vintti's evolving systems make the remote hiring process smarter and more scalable. Using AI to Strengthen the Remote Hiring Process Vintti's young, tech-driven team approaches work with an “AI-first mindset.” Rather than replacing people, AI removes repetitive tasks that slow down the remote hiring process. Originally, every interview was manual. Now, AI manages more than half of all first-round interviews, rating English proficiency and technical expertise. Recruiters then step in to evaluate communication style and cultural fit. “AI helps us focus on what matters most,” Agustin says. “It saves time and allows our recruiters to build stronger relationships.” Automation Tools That Simplify Remote Recruitment Vintti automates much of its communication and reporting to improve efficiency. Instead of sending raw resumes, it builds custom, client-ready CVs using AI. Each profile merges data from interviews, LinkedIn, and client discussions into a consistent, easy-to-read document. Automated follow-ups and feedback loops help recruiters stay engaged throughout the remote hiring process, keeping clients informed without losing the human connection. Automation drives consistency, but empathy drives connection. Human Insight: The Key to Remote Hiring Success AI helps identify top candidates, yet it can't replace intuition. Recruiters still assess tone, enthusiasm, and motivation—critical elements of cultural fit. Similarly, Vintti maintains personal conversations with each client to understand company culture before sourcing talent. This ensures every step of the hiring process reflects both human judgment and data-driven insight. Testing, Learning, and Improving the Remote Hiring Process Experimentation fuels progress at Vintti. Recruiters rely heavily on LinkedIn but constantly test new tools to expand reach and reduce friction. “We test, compare, and adapt,” Agustin explains. “If a tool adds value, we scale it. If not, we move on.” This culture of experimentation keeps the hiring process innovative and resilient. Cultural Patterns in Global Recruiting Regional patterns help Vintti understand candidate strengths. Colombian professionals often shine in customer support, Argentines excel in sales, and Mexican talent frequently leads in finance. However, Agustin cautions against stereotyping. “Patterns are helpful, but people are unique,” he says. That perspective ensures fairness and flexibility in every hiring process decision. Supporting Global Teams After Placement Once hired, contractors integrate fully into client organizations. Vintti provides behind-the-scenes support—helping with taxes, communication skills, and professional development—while avoiding cultural interference. Support Principle: Empower independence and provide structure. This hands-off guidance strengthens relationships and keeps the hiring process transparent from start to finish. Discipline and Growth in the Hiring Journey Internally, Agustin looks for self-motivated people who take ownership. He values discipline over motivation, believing that commitment leads to better long-term outcomes. “Motivation fades, but discipline lasts,” he explains. This mindset ensures every member of the Vintti team contributes to refining the hiring process daily. The Future of the Remote Hiring Process Agustin believes AI will reshape global recruiting. While some jobs will change, others will grow. Vintti plans to: Identify new skill trends early. Use automation and AI to make hiring faster and smarter. “Companies that work with AI—not against it—will win,” Agustin concludes. Key Takeaway Agustin Morrone's story shows that the modern remote hiring process depends on balance. AI delivers speed and consistency, while people provide connection and understanding. Together, they build stronger teams worldwide. Learn more about their mission at www.vintti.com. Stay Connected: Join the Developreneur Community We invite you to join our community and share your coding journey with us. Whether you're a seasoned developer or just starting, there's always room to learn and grow together. Contact us at info@develpreneur.com with your questions, feedback, or suggestions for future episodes. Together, let's continue exploring the exciting world of software development. Additional Resources Online Communities and Marketing Protecting Your Brand and Avoiding Legal Trouble How to Succeed with Digital Marketing for Small Businesses Getting the word out, promoting your blog Building Better Foundations Podcast Videos – With Bonus Content

You're not bad at job searching. You're just invisible.When you apply on LinkedIn, recruiters don't see your resume first. They see a Candidate Profile Card—and if it doesn't check the right boxes, you're filtered out before anyone reads a single word you wrote.Today I'm breaking down the exact LinkedIn strategy that's landing my clients more interviews, better response rates, and job offers they never had to apply for. This isn't generic LinkedIn advice. This is the real system I use with Resume Assassin clients to turn their profiles from invisible to irresistible.Here's what we cover:✅ What recruiters ACTUALLY see when you hit "Apply" (spoiler: it's not your resume) ✅ The Candidate Profile Card breakdown—what's on it and why it matters ✅ How to "stack spotlights" to 5x your visibility and move from "one of many" to "priority candidate" ✅ The 3 changes that take 10 minutes but multiply your interview rate ✅ Real client transformation: From 4 responses in 87 applications to a 40% response rate ✅ Behind-the-scenes: How one LinkedIn optimization led to a $133K job offer ✅ The hidden mistakes killing your response rate (and how to fix them today) ✅ Market-aligning your job title so recruiters can actually find you ✅ The exact skills strategy that gets you past recruiter filters ✅ Why "sharing your resume with recruiters" is the setting nobody uses (but should)The truth about LinkedIn in 2025: Most job seekers are optimizing their full resume while recruiters are filtering them out based on a snapshot they never see. The professionals who get interviews fast are the ones who understand what recruiters are actually looking at—and optimize for that first.This strategy works if you want to: Stop applying to 100+ jobs with zero responses Get recruiters reaching out to YOU instead of the other way around Land interviews faster without changing your experience Stand out in a sea of qualified candidates Make your LinkedIn profile work as hard as your resume Never feel invisible in your job search againYour LinkedIn profile isn't just a digital resume. It's your first impression, your credibility signal, and your ticket to getting past recruiter filters.

The Military trained me for war — not for what came after.In this raw and powerful episode of the HeroFront Podcast, recorded live at the Military Influencer Conference 2025 (MIC Atlanta), host Josh White sits down with Dr. J.R. “The Hood Motivator” McIntyre and SFC Akeem “Fly Recruiter” Daley to talk about what happens after the uniform comes off.This conversation dives deep into veteran mental health, PTSD recovery, faith, and finding purpose beyond the military. Both guests share how they turned pain into purpose, rebuilt their lives, and now use their voices to inspire and lead others.If you've ever struggled with identity, faith, or direction after service, this episode will remind you that your story isn't over, it's just beginning.Featuring:Dr. J.R. “The Hood Motivator” McIntyre (@TheHoodMotivator)SFC Akeem “Fly Recruiter” Daley (@FlyRecruiterKeem)Recorded live at MIC 2025, Atlanta, GATimestamps:0:00 - Intro & MIC 2025 vibes2:30 - Meeting The Hood Motivator & Fly Recruiter5:10 - Turning trauma into purpose10:45 - Faith, timing, and divine alignment17:20 - Veteran mental health & healing25:00 - The power of storytelling and influence33:40 - Akeem's story: from struggle to leadership42:00 - Dr. J.R.'s message on identity & purpose50:15 - Josh opens up about depression and recovery58:30 - Closing motivation: “Your story saves lives”#HeroFront #VeteranPodcast #MilitaryInfluencer #FaithAndResilience #LifeAfterTheMilitary #MentalHealthAwareness #MotivationalPodcast #VeteranStories #PurposeAfterService #TheHoodMotivator #FlyRecruiterKeem

Matt Fox achieved a life-changing exit and walked away in 90 days!Matt Fox was 72 hours from a multi-seven-figure exit when COVID killed the deal.What followed: a complete breakdown, 2 years of therapy, and a total rebuild.But he did it differently the second time.Cut from 30 stressed employees to 10 people he loved. Stripped costs. Turned it into a cash machine. By 40, he'd cleared his mortgage and bought Spanish properties with cash.Then, in November 2024, he sold the business and walked away in 3 months.In this episode:Why scaling to 30 people nearly destroyed himThe "cash cow" strategy that made him wealthy before the exitHow to build a team that doesn't need youWhat selling a business actually feels like (the bit nobody warns you about)Why 80% of recruitment founders get exits wrongThis isn't your typical scale-and-sell story. This is what it really takes to lose everything, rebuild on your terms, and exit with your sanity intact.For recruitment founders running 5-30 person agencies, wondering what happens next.Chapters00:03:00 Building Dynamite Recruitment00:09:00 Challenges and Resilience00:15:00 Restructuring for Profitability00:21:00 The Sale Process00:27:00 Lessons Learned and Future Plans__________________________________________Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/__________________________________________Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment founders build predictable revenue systems on LinkedIn, not just noise or vanity metrics.Our clients are turning LinkedIn into £100K–£300K in new billings within months, using their existing networks and a simple repeatable process.To show you how it works, we've created a short training video exclusively for RAG listeners.In less than 10 minutes, you'll learn:- Why most recruiters are getting zero measurable ROI from LinkedIn- How small, niche teams are generating...

Trecentocinquantaduesima puntata della trasmissione "Generazioni Mobili" di Radio 24, il primo "passaporto radiofonico valido per l'espatrio".ON AIR: su Radio 24 tutti i sabati dalle 14 alle 14.15, in versione "Express"IN PODCAST: sulle piattaforme di Radio 24 / Spotify / Apple Music / Amazon Music... e tante altre, in versione "Extralarge"In questa puntata:- Osvaldo Danzi, Recruiter per SCR, snocciola alcune delle offerte di rientro più appetibili per professionisti intenzionati a tornare nella Penisola, nell'ottica di una "circolazione dei cervelli" - all'interno della rubrica Toolbox;- Francesca Latino, studentessa di Informatica 21enne attualmente in mobilità Erasmus in Corea del Sud, ci spiega come approdare nel Paese asiatico per uno scambio studentesco extra-UE - ospite in onda Giovanni Dionisi, anche lui studente in scambio Erasmus in Sud Corea - nel suo caso focus specifico sullo studio nel Paese;- Eures Italia ci aggiorna sulle prossime opportunità e selezioni per lavorare in Europa;- nella rubrica "Expats Social Club" vi forniremo preziose informazioni utili relative ai nuovi bandi DAAD, per soggiorni di studio, ricerca e corsi di lingua in Germania.CONNETTITI CON "GENERAZIONI MOBILI"Studiate/lavorate/siete imprenditori all'estero? Siete junior o senior? Avete una storia da raccontare e consigli preziosi da dare per cogliere opportunità oltreconfine, sfruttando le occasioni di mobilità internazionale? Scrivete a: generazionimobili@radio24.itOppure, avete domande da porre su come studiare/fare stage/lavorare/avviare start-up all'estero? Inviatele a: generazionimobili@radio24.itInfine, avete un sito/blog all'estero, nel quale fornite consigli pratici su come trasferirsi nel vostro attuale Paese di residenza? O avete scritto un libro su questo tema? Segnalateci tutto, sempre a: generazionimobili@radio24.it

What does it take to build a recruitment team that thrives in an AI-driven world? Host Kortney Harmon sits down with Greg Benadiba, CEO of Bilingual Source, to unpack how forward-thinking leaders can integrate AI into their recruiting businesses while strengthening the human skills that truly move the needle.With over 20 years in the industry, Greg shares hard-won insights on using AI to streamline workflows, empower recruiters, and create consistency—without losing the personal touch that defines great recruitment. He breaks down what to automate first, how to use custom GPT tools for higher productivity, and the leadership mindset required to develop recruiters who stay in the top 5% of performers.Key TakeawaysThe Partnership Principle: why AI and humans working together outperform either aloneWhat to automate first to free up time for client calls, interviews, and negotiationHow to use custom GPT tools to improve consistency and recruiter outputThe importance of continual learning and development to stay competitiveWhat separates transactional recruiters from consultative recruiters in the AI era______________________Follow Greg Benadiba on LinkedIn: LinkedIn | Greg Benadiba Access Greg's Slide Deck: Stop Replacing Humans, Start Elevating Them (PDF)Follow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Sponsors - Claim your exclusive savings from our partners with the links below:Sourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Raise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Extra Stuff:Learn more about our online skills development platform Hector here: https://bit.ly/47hsaxeJoin 6,000+ other recruiters levelling up their skills with our Limitless Learning Newsletter here: https://limitless-learning.thisishector.com/subscribe-------------------------Get in touch:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

This week on The RAG Podcast, I'm joined by Nick Hoadley, founder of Insurance Search, a specialist executive search practice in the global insurance market.Nick quit a successful broking career nine years ago and launched a recruitment business with zero agency experience. Since then, he has shifted from 100% contingent to 100% retained, built a lean team, and maxed out a seven-figure practice while holding 50 to 60% profit margins. He is now expanding in the US with a partner model designed to scale without fixed overheads.We talk about:- How he went from insurance broker to founder with no prior agency experience- The playbook for moving from 100% contingent to 100% retained- Why a podcast and thought leadership now drive executive mandates worldwide- Building a lean delivery engine, research and board search that sustains 50% plus margins- The US partner model that scales without headcount or fixed overhead- What to productise next, from human capital research to peer forums- Practical advice on letting go of delivery to win bigger workIf you are aiming to grow an executive search practice while protecting profit, this is the episode to watch.Chapters00:00:30 Nick Hoadley's Journey00:01:00 From Contingent to Retained00:01:28 Impact of Podcasting00:01:57 Aligning Personal and Professional Goals00:02:27 AI and the Future of Recruitment00:02:57 Building Client Trust00:03:27 Scaling with a Partner Model00:03:59 The US Market Expansion00:04:28 Conclusion and Future Outlook__________________________________________Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/__________________________________________Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment founders build predictable revenue systems on LinkedIn, not just noise or vanity metrics.Our clients are turning LinkedIn into £100K–£300K in new billings within months, using their existing networks and a simple repeatable...

The job market is lagging, according to numbers and firsthand accounts from job recruiters. The people who help connect job seekers and employers say navigating the job market has changed significantly compared to prior years.

If you've been applying to job after job and still not hearing a thing, this episode is your sign to pause and listen!We're walking through the LinkedIn habits that quietly kill your chances of getting recruited – and what to do instead. Think of this as your LinkedIn reset for 2025 so your next opportunity actually finds you.We discuss:- Why your headline is making you invisible (and how to fix it)- The real reason recruiters scroll past your titles- How to write an “About” section that actually gets attention- Bonus: The underrated visibility setting that changes everythingIf you want to finally have recruiters DMing you about jobs that fit, this is for you!Cheering you on,Kelsey Kemp & Audrey BagarusBOOK A FREE CALL WITH US THIS WEEK:https://portal.kelseykemp.com/public/appointment-scheduler/6222458612c06afee1de0032/scheduleFREE CAREER COACHING RESOURCES:Free Training: How to Find and Land a Job You Feel Called to in 8 Straightforward Steps → https://thecalledcareer.com/our-processMore of a reader? ⁠Download the 22 page PDF⁠ version instead → https://thecalledcareer.mykajabi.com/PDFFOLLOW US ON OTHER SOCIALS:

He Got Game (1998) — Season 4, Episode 12Ball is life — but at what cost? This week on Sips & Scripts, Kirsten, Terrell, and Jeff are diving into He Got Game (1998), the Spike Lee classic that mixes hoops, hustle, and heartache. Starring Denzel Washington, Ray Allen, and Milla Jovovich, this film goes way beyond basketball — it's about fatherhood, freedom, and forgiveness.We're unpacking:

Scammers are flooding LinkedIn—and they're getting smarter. In this episode, Jim Stroud talks with Jay Jones (aka “The Profiler”), a copywriter-turned-scam hunter who has personally helped take down 31,000+ fake jobs and 7,000+ bogus profiles. Jay breaks down the most common grifts hitting job seekers and employers—from ATS “resume score” shakedowns to hijacked recruiter identities, one-way video “interviews” used to clone you, and brand-impostor company pages—then shares a clear playbook HR and TA leaders can use to protect their pipelines, reputations, and people. You'll learn: • The top red flags: Gmail “recruiters,” zero-activity profiles, low connection counts, camera-off interviews, missing requisitions, too-fast timelines. • How fake “ATS scores” and resume rewrites become gateways to identity theft. • Why hijacked profiles + brand impersonation are skyrocketing—and how to spot them fast. • Practical verification steps your recruiters should follow every time. • What companies can do beyond a website disclaimer to actively deter fraud. Resources & CTA • Jay's Scam Detection Guide (Vol. 1 – Free): Find it in the Featured section of Jay's LinkedIn: https://www.linkedin.com/in/jonesdoyoucopy/ • Volume 2: Advanced tactics, psychology of scams, and hijacked-profile forensics. https://theprofiler.gumroad.com/l/volume2 • Book Jay to brief your team or campus: mrjones@jonesdoyucopy.com • More info about Jay Jones https://theprofiler.gumroad.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Still doing great work for clients who don't fully commit? You're not alone — and this session will change that. Join us for The Reverse Selling Bootcamp — a free live training designed for Recruitment and Search Business Owners who are ready to flip the client dynamic.

Just give up?Everyone says no one's hiring junior developers anymore — but is that actually true?In this episode, I sit down with recruiter David Roberts to uncover what's really happening in the job market, why most applicants are getting filtered out, and what you can do differently to land your first role.We break down the biggest myths about entry-level tech jobs, how recruiters actually think, and the skills that make you stand out in 2025.Don't learn to code, learn to build complex software and get hired: https://parsity.ioAlready know how to code? Get help landing your first role: https://crushing.digital/Send us a textShameless Plugs

Today, I want to share something that happened recently that completely changed how I think about our business—and it might just transform how you think about yours, too. So, I've just moved house. And if you've ever moved, you know it's chaos, right? Boxes everywhere, trying to find the kettle, wondering where you packed your […] The post The Power of the Pause: Why Taking a Break Makes You a Better Recruiter appeared first on Superfast Recruitment.

AI is changing the hiring process, but not in the way most candidates fear. In this podcast episode, Carina breaks down how applicant tracking systems are actually using AI today, why automated resume “fit” scores are often inaccurate for scientific roles, and where simple automations still drive real decisions. You'll learn what recruiters really do when hundreds of resumes flood in, how Boolean keyword searches work, and why tailoring your resume to the job description still matters more than any gimmick. We also cover the rise of AI-driven follow‑ups and asynchronous video interviews, how to handle bot‑like application forms, and practical ways to showcase transferable skills as a career changer. This is a candid, recruiter‑level view of the ATS, specific actions to improve your visibility, and a clear picture of what's coming next in biotech hiring so you can apply with confidence.Learn more about the Collaboratory Career Hub community and access our free resources:Join our Skool CommunityTake the Free 7-day Interview Sprint ChallengeCheck out our sister podcast: Building BiotechsSend Carina a connection request on LinkedIn!Stay connected with us:

RECRUITERS: SAY HELLO TO YOUR NEW CO-WORKERS ARCHER, CHASE & THENA! (LIVE DEMO OF AI AGENTS)   Is your recruitment supplier talking to you about AI Agents? Well this is the show where we challenge the founders to come on screen to live demo their new AI workers to the brainfood audience!   Not content will one agent, our friends at hackajob are have launched no less than three at the same time:   Meet:  

Quote:“When this all started (generative AI for the masses), the fear was ‘this is cheating.' Now we're flipping the conversation and saying, no — this is actually a skill set you need to develop.”-Madeline LaurenoIn this episode I welcome Madeline Laurano, Founder of Aptitude Research and one of the most trusted voices in HR and TA technology.With more than 20 years of research and advisory experience, Madeline's body of work has has tracked the evolution of all things mixing hiring, business, and tech.We have known one another for a long time and are quite simpatico in our thoughts on talent acquisition, assessment, and skills based hiring.And we prove it in this show - as we discuss the ins and outs of these crazy times for HR tech, hiring, and of course- AI.So listen in and take a look into the crystal ball while staying grounded in the truth!Topics discussed and wisdom dropped include:1. Why ATS Are Going to Become ExtinctMadeline explained that ATS systems in their current form are not built for the way talent acquisition is evolving. Recruiters are frustrated because ATSs don't support the workflows or user experience they need, and they will eventually be replaced by more dynamic, integrated platforms that actually match how hiring happens today. Hello AI!2. What Her Research Says About Skills-Based HiringMadeline points out that skills-based hiring is more aspirational than real for most organizations. Aptitude Research has found that companies often treat skills like the old competency models — static, outdated, and resource-intensive — or via an over reliance on AI. Both make it hard to translate into practice without validated frameworks and clean, usable data. The path fwd requires a commitment to strategy, clarity, and validation.3. How the Fast-Moving Nature of AI Impacts HR Tech BuyingMadeline notes that AI has changed how companies buy HR tech because the market is moving so quickly. In the past, companies would take years to build strategies before investing in technology, but now AI allows them to start much faster — sometimes adopting before they fully understand how to implement, which creates both opportunity and risk. Beware of AI FOMO!4. Agentic AI and Hiring — What Will the Impact Be?She described “agentic AI” as a coming wave where AI systems won't just provide insights but will take autonomous actions. In hiring, this could mean systems that source, screen, and even interact with candidates automatically — raising big questions about oversight, fairness, and how much decision-making organizations are comfortable handing off to machines. Get ready because the rise of autonomous hiring agents is upon us.5. The Impact of AI on Candidate ExperienceMadeline stresses that AI can either improve or damage the candidate experience depending on how it's implemented. Candidates expect personalization, transparency, and fairness, and if AI-driven processes feel opaque or impersonal, trust will erode quickly — but if designed well, AI can actually enhance communication and responsiveness. We must not villainize AI for this- there is a lot we can do enhance candidate experience and it can actually include the use of AI if done thougthfully.6. What Will This Look Like 20 Years From Now?Looking ahead, Madeline predicts that hiring will look radically different in 20 years, with skills-based approaches fully realized and AI deeply embedded into every step of the talent lifecycle. The key difference will be that technology will finally deliver on the vision of matching people to opportunities more accurately, quickly, and fairly at scale.AMEN- let's just make sure that people remain in charge!Check out the episode and learn about the trends from two of the best!& do yourself a favor and visit Aptitude Research's website where you can find free access to all of their amazing research! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Want to break into the million-dollar biller club—no matter your age or experience? In this episode, host Benjamin Mena sits down with Kent Depwe, who billed seven figures in his second full year as a recruiter—at just 25. If you're ready for real talk on sales, mindset, business development, and using AI tools to smash your targets, this is the episode to accelerate your growth.

This week, on episode 1 of season 9 of The RAG Podcast, I'm joined by Samm Green, co-founder of Few & Far, a UK-based product management recruitment business with 22 people and a powerful story of resilience.Samm was the very first guest I ever recorded on The RAG back in 2019, and at that time, he had big plans to scale to 40 staff and eventually exit. While some of that came true, the road since has been far from smooth.In this episode, Samm opens up about: - The financial and emotional toll of losing over £350,000 during the market downturn. - How burnout and stress led to physical illness and a trip to A&E. - The decision to rebuild and focus on profit, not just growth. - Why transparency and community have been key to recovery. - How he's turned the business around to be on track for £1m EBITDA in 2025.This is one of the most honest conversations I've ever had on The RAG. It's a story about resilience, leadership and learning what success really means when the pressure hits hardest.Chapters00:00 Sam Green's Journey02:53 The Growth and Challenges of Few&Far05:55 Navigating the Post-COVID Landscape09:00 The Impact of Financial Loss on Mental Health11:27 Lessons Learned from Redundancies and Business Cuts14:36 Rebuilding and Regaining Profitability17:20 The Importance of Mental Health in Business20:17 Strategies for Business Development and Community Building23:16 The Future of Recruitment in a Changing Market26:00 Personal Reflections and Future Aspirations28:48 Conclusion and Final Thoughts__________________________________________Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/__________________________________________Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment founders build predictable revenue systems on LinkedIn, not just noise or vanity metrics.Our clients are turning LinkedIn into £100K–£300K in new billings within months, using their existing networks and a simple...

Alex Tillo from Indeed Canada breaks down how AI-powered applicant tracking systems filter resumes in 2025, why keyword stuffing no longer works, and how to stand out when competing against 2,000+ candidates. Learn what recruiters actually see when your application hits their desk and the one thing AI can't replace that gets you hired.

Welcome back to Sam's VERY tactical series on Account Based Prospecting for recruiters!This conversation dives deeper into the intricacies of ABP, focusing on building a sustainable business model through strategic engagement with prospects over a 12-month period. In it, Sam outlines a framework for nurturing relationships — one that includes providing valuable market insights, effectively responding to prospect inquiries, delivering value up-front, and selling the conversation. Chapters:00:00 - The 12-month blueprint for account based prospecting02:02 - Month 304:58 - Quarter 306:10 - Quarter 407:25 - Crafting replies that open doors, not close them11:38 - Multi-channel outreach: Orchestrating email, calls, and social17:16 - Recruitment KPIs: The metrics that truly measure ABP success

Mike Peditto is a former recruiter who has transitioned into a well respected and influential job search influencer. Mike shares his journey from working at Kaplan Test Prep, moving into recruiting, and eventually becoming a full-time content creator. He discusses his experience with job seeking, the importance of creating relatable content, and the challenges and strategies in today's job market. Mike also sheds light on the often misunderstood ATS (Applicant Tracking Systems) and the nuances of the hiring process.▬▬▬▬▬ Resources ▬▬▬▬▬Mike Peditto: https://www.linkedin.com/in/mpeditto/https://mikepeditto.com/Mike's Book: https://www.amazon.com/dp/B0FJX996XFRealisticRecruiting: https://www.tiktok.com/@realisticrecruiting?lang=enWhat Is an Applicant Tracking System (ATS): https://www.jobscan.co/blog/8-things-you-need-to-know-about-applicant-tracking-systems/How Salary Range Works: https://www.tiktok.com/@realisticrecruiting/video/7548851206374968590Dave Weinberg: https://www.linkedin.com/in/dweinberg/Instagram: https://www.instagram.com/cacklemedia/TikTok: https://www.tiktok.com/@cacklemediaX: https://x.com/CackleMediaLLCYouTube: https://www.youtube.com/@CackleMediaLinkedIn: https://www.linkedin.com/company/cacklemedia/Support the pod when signing up for Descript / SquadCast: https://get.descript.com/transferableskillSign up for our newsletter: https://shorturl.at/WDrfTWant to be a guest on the show?: https://shorturl.at/umZ2l▬▬▬▬▬ Timestamps ▬▬▬▬▬00:00 Introduction and Guest Overview00:16 Editing Challenges and Podcasting Insights00:41 The Importance of Authenticity in Content Creation09:54 The Journey to Becoming a Content Creator25:41 Recruitment Industry Insights32:52 Digital Footprint and Online Behavior39:19 The Power of Storytelling in Career Journeys40:40 Navigating Career Challenges and Building a Personal Brand42:32 From Content Creation to Career Opportunities46:05 The Realities of Job Searching and ATS Systems56:57 Effective Resume Tips and Job Search Strategies01:03:29 The Emotional Rollercoaster of Job Searching01:15:57 Final Thoughts and Words of Wisdom

6pm: Jule Leers - Microsofts first recruiter // Shari Elliker surpise appearance // AI date ideas

Finding and keeping the right people can make or break a restoration business. In this episode of Restoration Pros Unplugged, host Clinton James sits down with Mitchell Riley, Recruiter and Partner at OPS Staffing, to unpack what works and what doesn't when it comes to hiring in the restoration industry.Mitchell shares practical recruiting strategies that restoration company owners can use right away, including:- Low-cost, high-impact tactics like referral programs, local networking, and community outreach- Where to find the right candidates for different roles from field staff to project managers to executives- How to use technology and AI wisely without falling into common traps like fake resumes or fast-apply overload- The candidate experience what makes top talent choose one company over another- Critical mistakes to avoid when trying to build a strong teamWhether you're struggling to fill positions or looking to upgrade your recruiting process, this episode is packed with insights to help you hire smarter, save time, and build a team that drives long-term growth.Visit: https://www.opsstaffing.net/-----Want to grow your restoration brand and generate more water jobs with expert marketing?Book a free strategy session with our team at Water Restoration Marketing:https://www.waterrestorationmarketing.net/schedule

In this FDE+ episode, Kortney Harmon is joined by Benjamin Mena, Managing Partner at Select Source Solutions and host of The Elite Recruiter Podcast, to explore how AI is transforming the recruiting industry.They discuss how top performers are using AI to automate sourcing, streamline outreach, and clean up CRMs — while doubling down on the human skills that build trust, strengthen relationships, and drive revenue. Benjamin also shares real-world examples of how combining technology with a personal touch is helping recruiters stay competitive and deliver stronger results.Tune in to learn how to leverage AI without losing what makes recruiters indispensable — and position yourself to thrive in 2025 and beyond.__________________________Follow Benjamin Mean on LinkedIn at: LinkedIn | Benjamin MenaLink to the Tool List mentioned at: hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Want to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

When you're exploring nonclinical jobs, one of the very first hurdles is often the recruiter screening call. Many physicians assume this will just be a quick, casual chat but in reality, it can make or break whether you move forward in the process. In this episode, I'll walk you through how to prepare for this important conversation as if I were coaching you one-on-one. You'll learn what recruiters are really looking for, how to connect your story to their needs, and the simple but powerful ways you can build a bridge that sets you apart as a strong candidate. This isn't about rattling off your CV or giving “perfect” answers. It's about understanding the recruiter's perspective, showing authentic interest, and coming across as both capable and collaborative. By the end, you'll feel much more confident heading into that first call and know how to approach it with professionalism and ease. In this episode we're talking about: The “three-legged stool” recruiters use to assess candidates How to build a bridge between your story and the company's mission Tips for answering the classic “Tell me about yourself” opener The most common questions you'll hear—and how to be ready for them How to handle the dreaded salary question with calm confidence Thoughtful questions you can ask to stand out Why a warm, timely follow-up email makes such a difference Links for this episode:

Are you sending out resumes and hearing nothing back?Here's the hard truth: hiring managers aren't always picking the most experienced candidate. They're choosing the one who positions themselves as the obvious choice.In this episode, I'll show you exactly how to:✅ Position yourself as the candidate every hiring manager wants to hire✅ Replace weak, boring resume language with impact-driven results✅ Understand what hiring managers actually look for in 7 seconds✅ Craft your one-line positioning pitch that makes you unforgettablePlus, I've created a free guide: 50 Power Verbs That Instantly Strengthen Your Resume. These are the exact words hiring managers look for when deciding who to interview.

What role does social media really play in your job hunt? TLO's Leah Ova talks with career coach Janel Abrahami to separate myth from reality, exploring how recruiters view your online footprint, what helps (and what backfires), and why one underrated job search tool might be the best advice you'll hear this year.

It's part 2 of our expert-level playbook on Account Based Prospecting, where Sam outlines a tactical approach based on a structured four-week sprint.This framework is designed to establish credibility and earn recruiters conversations with cold prospects. In this episode, Sam details specific actions for each week to build trust, identify challenges, and ultimately secure meetings with potential clients. Get out a pen and paper because this is literally everything you need to know to start actioning an Account Based Prospecting play for your recruitment business today. Chapters:00:00 - The four-week sprint to landing new recruitment clients01:50 - Week 103:28 - Week 204:40 - Week 308:46 - Week 4Explore all our episodes and catch the full video experience at loxo.co/podcastsBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this episode, I sit down with Liam to unpack his journey from struggling recruiter to top biller and now entrepreneur in Dubai.Liam went from a tough first year in recruitment to billing £32.5K weekly GP at Opus, before taking the leap to start his own business.We dive into the hard lessons of year one as a founder, the reality of moving to Dubai with £100K saved, and the strategies that helped him rebuild and succeed in a brand-new market.Connect with Liam here: https://www.linkedin.com/in/liam-moir-holland-a194b3158/-------------------------Watch the episode on YouTube: https://youtu.be/CulZLPbdZsg-------------------------Sponsors - Claim your exclusive savings from our partners with the links below:Sourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Raise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Extra Stuff:Learn more about our online skills development platform Hector here: https://bit.ly/47hsaxeJoin 5,000+ other recruiters levelling up their skills with our Limitless Learning Newsletter here: https://limitless-learning.thisishector.com/subscribe-------------------------Get in touch:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

Recruiter, podcaster, and process evangelist Darren Saul returns to More Than a Few Words to unpack a painfully relatable story: the one that got away. After weeks of work, multiple interviews, and a seemingly perfect match, Darren's top candidate vanished right after receiving the offer—without so much as a “thanks, but no thanks.” Ouch. But this isn't just a story about recruitment. It's a wake-up call for marketers, sales pros, and anyone who works with humans (aka all of us). Because whether you're filling a role, closing a deal, or pitching a new client, the lessons are the same: assumptions kill deals, and skipping steps in your process will always come back to haunt you. Key Points Even perfect processes can fail if you don't fully qualify the people you're dealing with. Ghosting isn't just rude—it's bad business. Burning bridges happens silently and swiftly. Recruitment and sales are two sides of the same coin: both require curiosity, follow-through, and respect. Process isn't optional. Skipping steps may feel faster, but it will cost you in the long run. Actionable Takeaways Qualify early and thoroughly. Ask the hard questions up front: Are they really ready to make a move? Who else is involved in the decision? Treat recruitment like sales. Whether it's a client, candidate, or customer—if you're not uncovering hidden decision-makers or motivations, you're setting yourself up for a surprise. Build a repeatable process. Ad hoc might get you a few wins, but systems scale success. Stay professional—even when others don't. When someone disappears, take the high road. It pays off in long-term reputation. Track the quiet ones. That candidate who ghosted? He's still in the same job. You dodged a bullet. My guest Darren Saul Darren is a Serial Podcaster, Strategist, Trainer, Coach, Keynote Speaker and Student of Human Attention. He started using the Power of Podcasting to build his photography business and was so amazed with the results he never looked back! He is now a Podcast Junkie who consults with organizations to help them get serious business results integrating Podcasting into their marketing strategy.  LEARN MORE: https://suspendedanimation.com.au/

What does it really take to get hired in design today? In this episode, design recruiter and former product designer Hang Xu shares hard truths about what's changed in hiring, why portfolios miss the mark, and how candidates can better align with what employers actually want. He also talks about his bold new project, OnlyFAANGs.design, where he documents his journey back into design from the recruiter's seat.About Hang Xu: LinkedIn | OnlyFAANGs.designLevel Up Your UX Career with UX Certification: nngroup.com/learningRelated Free NN/G Resources:Templates and Tools for UX Job Seekers (article)How to Apply & Secure a UX Job (article)The Return of the UX Generalist (article)How to Get UX Experience Without a Job (video)User Experience Careers Report (free report)More articles & videos about UX careers

Have you ever wondered how executive recruiters work? Or why some recruiters seem more invested in your job search than others?  In this episode of The Career Rx we'll discuss: The different types of recruiter models - retained, contingent, and in-house How recruiters can help you navigate the job market and land your dream role Tips on how to negotiate your salary and benefits effectively  In this episode, we dive into the world of retained executive search with Brian Evans, a seasoned recruiter from Discovery Search Partners. He shares insights into the recruiting process, how to work effectively with recruiters, and what you can expect from a retained search firm.  In this Episode:  Learn about internal vs. external talent acquisition, including retained and contingency search, recruitment agency types, and fees.  Understand how recruiters are compensated, and whether that impacts how they work with candidates – and candidate offers   How recruiters really use LinkedIn, and how to optimize your profile to get noticed Find out how recruiters can provide company insights, help candidates prep for interviews, and more   Links and Resources:  Industry Insider - 12 hours of CME, learn exactly how to land a rewarding nonclinical career without a new degree, special connections, prior experience, or a pay cut    Support the show

Provocateurs Eyeing Charlie Kirk's Funeral & So Are Military Recruiters Learn more about your ad choices. Visit megaphone.fm/adchoices

0:00-6:00 I Am Next Intro6:00-7:11   Fran Bran Interview Begins7:11-13:51   Fran's Background13:51-18:51 Recruiting Philosophy18:51-30:51  Coaching Principles30:51-43:05  Navigating NIL & Transfer Portal43:05-53:30 Year 1 Success53:50-58:20 Faith/Advice58:20-1:01:50 Music1:01:50-1:04:50 Bigger Picture1:04:50-1:10:50 Financial Literacy1:10:50-1:11:55 Outro Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.