Podcasts about recruiters

College football recruiting heats up as Penn State, Ohio State, Miami, North Carolina, Florida State, Oklahoma, Nebraska, and more programs land high-profile commitments during a flurry of June activity. And oh yes, the rumors are flying for Notre Dame after its big recruiting weekend. Brian Smith spotlights elite prospects like Brayden Booth, Deontay Malone, and Jaxon Holly, breaking down which schools are striking gold and which blue bloods risk losing ground. Surging classes from upstarts Kentucky and UCLA spark questions: Are these surprise contenders for the next playoff shake-up? Recruiting's best closers come under scrutiny—can Mario Cristobal, Dan Lanning, or Marcus Freeman deliver when it counts most? Brian Smith examines Texas A&M's national reach, Auburn's defensive reload, and Miami's latest secondary standout Andre Hyppolite. Hot-button topics include NIL-driven flips, commitment uncertainties, and which conferences offer the best launchpad for rising head coaches. Who is college football's ace recruiter, and are title contenders winning the battles in the trenches? Everydayer Club If you never miss an episode, it's time to make it official. Join the Locked On Everydayer Club and get ad-free audio, access to our members-only Discord, and more — all built for our most loyal fans. Click here to learn more and join the community: https://lockedonseminoles.supercast.com/ Support us by supporting our sponsors! Odoo Great organizations win because operations matter. And that's why you should get Odoo. Try for free today at https://Odoo.com/lockedon. Rugiet Get 15% off your treatment → https://rugiet.com/lockedonnhl Rugiet. Performance medicine for men. Indeed Listeners of this show get a $75 Sponsored Job Credit to help give your job the premium placement it deserves at http://Indeed.com/podcast FanDuel Today's episode is brought to you by FanDuel. Right now new customers can bet just five dollars and get one-hundred and fifty dollars in bonus bets if your first bet wins. Visit https://FANDUEL.COM to get started — Play Your Game. FANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expire in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN) Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Why the Recruitment Model Is Broken (And What We're Doing About It)OverviewIn this season opener, George digs into a real conversation with a friend who's trying to hire an Amazon Operations Manager — and uses it to expose a fundamental flaw in how traditional recruitment is structured. The incentives are pointing in the wrong direction, and it's costing brands more than they realise.What We CoverThe Amazon Pyramid — George revisits the three-pillar framework: Operations → Brand & Conversion → Advertising. Why you can't skip the foundation, and why each layer depends on the one below it.The recruiter conversation — A specialist Philippines-based recruiter quotes $2,500–$3,000/month for an Operations Manager. George pushes back — and explains exactly why that number doesn't hold up.The incentive problem — Why even the most honest, specialist recruiter is structurally incentivised to place candidates at higher salaries. Nobody's being dishonest. The model just rewards the wrong outcome.The Pare difference — No margin on salary. No big upfront placement fee. Contracts and payroll handled. And crucially — candidates join a Wednesday community of senior Amazon professionals, so they keep getting better after day one.The agency experience, rebuilt — What agencies gave clients (knowledge density, peer learning, cross-account exposure) and how the Pare community model recreates it — but with everyone at the senior table.The question left open — Did his friend make the right call going direct? And should Pare expand beyond Amazon Ads Managers into Operations?Key TakeawayPaying fairly, vetting rigorously, and removing the upfront fee structure isn't just a nicer model — over a four-month horizon, it's a cheaper one too.Pare places senior Amazon Advertising Managers with DTC brands and agencies globally. Find out more at pare.soRESOURCESVault: Ai Cheater PlaybookMessage George.

Send us Fan MailJody Fletcher is back on Ones Ready with Trent to talk about his new book, Good Humans Make Great Leaders.Jody is a retired Command Master Chief who spent most of his career in the reconnaissance and Marine Special Operations community as a Special Amphibious Reconnaissance Corpsman, or SARC. In this episode, Trent and Jody dig into what leadership actually means, why being a good person does not automatically make someone a good leader, and why so many organizations promote people without ever teaching them how to lead.They also talk about self-awareness, emotional intelligence, parenting, hard conversations, imposter syndrome, building trust, setting expectations, and why the first person you have to lead is the person in the mirror.If you are preparing for Air Force Special Warfare, serving in the military, leading a team, raising kids, or trying to become a better human before chasing a bigger title, this one is worth your time.Jody Fletcher's book, Good Humans Make Great Leaders, releases July 14 and is available for preorder on Amazon.Learn more about Jody:GoodHumanGreatLeader.comTrain with us:OperatorTrainingSummit.comSupport the show:OnesReady.comChapters:00:00 - Ones Ready Intro01:06 - Tasty Gains and Operator Training Summit Updates02:13 - Welcome Back Jody Fletcher03:09 - Jody's Background as a SARC and Command Master Chief04:24 - Making Fun of Marines and Air Force Guys05:21 - Writing Good Humans Make Great Leaders06:51 - Formal Education, Military Schoolhouses, and Learning How to Learn08:26 - Why Pipeline Academics Matter10:07 - Hybrid Publishing and Getting the Book Finished13:08 - Good Humans Make Great Leaders Release Date15:00 - Who the Book Is Written For17:24 - Editing, Structure, and Building a Better Book18:00 - Trent's Problem With the Word “Leadership”19:21 - Leading the Person in the Mirror21:14 - Leadership vs. Management23:51 - Defining Good Humans and Great Leaders25:00 - Selection, Teamwork, and Emotional Intelligence27:06 - Authentic Leadership vs. Repeating Leadership Books28:00 - Superpowers, Compliments, and Imposter Syndrome30:03 - The Voice in Your Head and the Skull Gym32:41 - Doing Hard Things That Are Not Physical34:00 - Parents, Recruiters, and Letting Kids Grow37:26 - Teaching Kids Confidence Through Reps39:00 - Avoiding Dependency as a Leader or Parent40:45 - Accepting Risk and Letting People Learn42:33 - What Great Leadership Feels Like43:14 - The Best Leaders Jody Ever Served With44:53 - Good Humans Who Are Bad Leaders46:01 - EAT: Expectations, Accountability, Advocacy, and Trust47:00 - Different Leadership Styles and Clear Expectations50:00 - Dynamic Leadership and Shifting Gears51:45 - Admitting When You Are Wrong53:00 - The Princess Story and Owning Mistakes56:13 - Practicing Accountability With Your Kids56:58 - Where to Find Good Humans Make Great Leaders58:06 - Jody's Leadership Resources and Flashcards59:04 - Book Club, 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...

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Most recruiters think they lose deals because of the script, the objection, or the client's budget. But often, the deal is lost before a single word is spoken.In this episode, we break down why your emotional state on a sales or business development call matters more than most recruiters realise. Hiring managers can sense neediness, panic, hesitation, and self-doubt quickly, and they respond to it.You'll hear why confident, calm recruiters get treated like peers, while desperate recruiters get treated like suppliers. We also cover how to set your state before a call, stop making the conversation about you, and show up with more authority, certainty, and control.Because clients don't just buy your service. They buy your calm, your credibility, and your standards.

Yep, there is a gap between available jobs and job ready candidates. There are jobs available, but employers are becoming much more selective about who they hire. A few years ago, many facilities were simply trying to fill positions. Today, employers are looking for candidates who can bring reliability, flexibility, safety awareness, and productivity on their first day.  What many of us applicants don’t realize is that employers are often evaluating far more than just experience. I'm Marty here with Warehouse and Operations as a Career. So let’s talk about that.  I recently was enjoying lunch with a long time mentor and the subject of hiring came up. He made a point I had to ponder on for a moment.  He commented that although training was expensive, and of course experience is important, he had learned or felt like, in todays environment, things like attendance history, reliable transportation, the ability to be flexible with shift times, and a strong safety mindset along with a wiliness to cross train, and at least average communication skills were what he was placing more weight on these days. And he made it a point to comment on, what he'd look for first was a stable work history.    The challenge for us applicants becomes, I can do the job is no longer enough. Employers are asking, can I depend on you to do the job consistently?  And some other hurdles for us, or a few things I thought of start off with those pesky Applicant tracking systems or ATS. Many applicants never speak to a recruiter because their application gets filtered before a human ever sees it.  And wage expectations vs market rates. Applicants often see social media posts about higher wages, while many entry level positions are paying less than expected. And I'm seeing more skilled equipment requirements. Many facilities now want forklift, reach truck, electric pallet jack, clamp truck, or inventory experience, even for positions that were once considered entry-level. And communication challenges. I hear this every day, and I think both sides are probably quilty, but Recruiters frequently comment on the struggle to reach applicants who don’t answer calls. Have full voicemail boxes. And don’t respond to texts or emails. Then we have competition from better candidates. When ten applicants apply for a position, employers often choose the one with better attendance, longer tenure, and the better interviewing skills.   The good news is that the hurdle is also the opportunity. A candidate who shows up on time, returns calls, has a positive attitude, accepts coaching, prioritizes safety, is willing to learn additional equipment can often outperform applicants with years more experience.  As we've discussed many times on WAOC, the industry still offers tremendous career opportunities. The challenge isn’t necessarily finding a job, it’s demonstrating that you’re the person an employer can trust with the opportunity.  So, if there’s applicants looking for work, and employers looking for workers, why are they not connecting? Well, I think the hiring game has changed. Twenty years ago, many warehouses and production facilities hired almost entirely on experience. Could you drive a forklift, pull an order, load a trailer, or operate a machine? If the answer was yes, there was a pretty good chance you’d get hired on the spot. Today, things are just different. Most employers are still looking for skills, but they’re looking for something else first. They’re looking for dependability. They’re looking for consistency. And they’re looking for people they can count on.  I’ve sat across the table from hundreds, maybe thousands, of hiring managers throughout my career. And I can tell you something that might surprise applicants. Many managers would rather hire a dependable employee with less experience than an experienced employee there not sure can be counted on. Think about that for a moment. The employee who shows up every day, arrives on time, follows instructions, works safely, and wants to learn often becomes more valuable than the person with years of experience but poor attendance or a negative attitude.  Let’s talk about the first hurdle many applicants never even see. The Applicant Tracking System, or ATS. Years ago, an application landed directly on someone’s desk. Today, many applications are screened by software before a recruiter ever sees them. A computer may be reviewing your application before a human being does. Now, I’m not saying that’s good or bad. It’s just reality.  If your work history is incomplete, if your resume doesn’t match the position, or if key information is missing, you may never make it to the interview stage. Many applicants think nobody called me. The reality may be nobody ever saw the application. That’s why accuracy on our part matters. Taking an extra few minutes to complete an application correctly matters. And that’s why we should tailor our resumes to the position we're applying for.   Now let’s talk about what employers are really seeking. Most people think employers hire labor. I don’t. I think employers hire reliability. Let’s say I have two candidates. Candidate A has five years of forklift experience. Candidate B has one year of forklift experience. Most people automatically assume Candidate A gets the job. What if Candidate A has changed jobs every three months and has attendance concerns and arrives late for the interview? But Candidate B has a solid work history, great references, and arrives fifteen minutes early? The decision suddenly becomes much harder. In fact, many employers will choose Candidate B. Because skills can be taught. Reliability is much harder to teach.  Here’s another challenge I see every day. Applicants submit applications. Recruiters call. Nobody answers. Recruiters text. No response. Recruiters email. No reply. A few days later, the applicant says nobody contacted me. Now, I’m not picking on anyone. But communication matters. If you’re actively looking for work, we need to answer our phone, check our voicemail and respond to texts. And watch our email. I’ve seen qualified candidates lose opportunities simply because another applicant responded first. Speed matters in recruiting. Especially in warehousing and manufacturing. Sometimes positions are filled within hours. Not days. Not weeks. Literally, just hours.  Transportation is often part of the interview before the interview. Can you reliably get to work? Can you make a 5:00 AM shift? Can you work overtime? Can you handle weekends when required? Employers understand that life happens. Cars break down. Traffic exists. Emergencies occur. But employers are also trying to determine whether attendance problems are likely to become a pattern. Remember attendance drives productivity. And productivity drives customer satisfaction. And customer satisfaction keeps facilities open and growing. Again, everything is connected.  Another thing I'm seeing is that Years ago, some facilities focused heavily on production. Today, safety and production must work together. Most employers are looking for candidates who understand safety expectations. They want associates who wear PPE correctly, follow procedures, report hazards, work safely around equipment, and take training seriously. The old mindset of I’ve been doing this for twenty years doesn’t impress many employers anymore. The new mindset is I’ve been doing this for twenty years and I’m still learning. That’s the employee organizations want. Safety conscious employees protect themselves, their coworkers, and the company.  And I think another hurdle for us is Technology. Today we have RF scanners, Warehouse Management Systems, voice picking systems, tablets, inventory software, electronic inspections and productivity tracking. Some applicants become nervous when they hear the word technology. And we can't. All systems can be learned. The bigger issue is willingness I think. Employers aren’t necessarily looking for technology experts. Again, they’re looking for people willing to learn. A positive attitude toward technology often beats resistance every time.  I think competition is stronger than ever. You’re not competing against the job. You’re competing against other applicants. Imagine ten people apply for the same position. Who gets the interview and the offer? Often, it’s the candidate who demonstrates better attendance better communication better attitude better stability better preparation. Notice that experience isn’t the only factor. Sometimes it isn’t even the most important factor. The candidate who prepares wins. The candidate who follows up and demonstrates professionalism wins.  A recruiter told me last week. If I could sit every applicant down and share one message from employers, it would be this, we want to hire you. Think about that. Recruiters don’t wake up hoping positions stay open. Supervisors don’t want to work short staffed. Managers don’t enjoy running operations with vacancies. Everyone wants positions filled. But employers need confidence. Confidence that we'll show up. Confidence that we plan on staying. Confidence that we'll work safely and represent the organization well. That’s what they’re evaluating. Not just whether we can do the work. But whether they can trust us with the work.  So, what can us applicants do? I think it's simple. If we own it. We need to show up early. And we need to dress appropriately. If we're interviewing as an equipment operator or selector, wear our steel or composite toe footwear.  We have to answer our phone and return calls. The hiring agent may be making 50 calls, the next person may answer there’s. And its so important that we bring energy to interviews. And were honest about our experience. And demonstrate willingness to learn. Show our enthusiasm. Ask questions. Express interest in advancement. Employers love hearing things like I’d like to learn more. I’d like to cross-train. I’d like to grow into a lead role someday. Those statements communicate commitment. And like we've learned, commitment gets attention.  As we wrap up today’s episode, I’d like to leave you with a challenge. If you’ve been applying for jobs and not getting results, don’t immediately assume there are no opportunities. Ask yourself a different question. Am I making it easy for an employer to hire me? Am I communicating effectively? Am I presenting myself professionally? Am I demonstrating reliability? Am I showing a willingness to learn?  It’s just a fact that in today’s world, employers are looking for more than experience. They’re looking for trust. They’re looking for consistency. They’re looking for commitment. The jobs are out there. The opportunities and careers are out there. Not to sound corny but the question isn’t always whether the job is available. The question is, Are you available for the job?  Ok, we're running over today so with all that I'll say thank you for joining me today, and please share any thoughts on job opportunities with our Facebook group @whseops or our Instagram feed waocpodcast. Until next time, be safe, stay productive, and keep building your career.

In dieser Folge spreche ich mit unserem Ingenieurshelden Team-Mitglied, HR-Experte und Recruiter Christian Abt darüber, wie Recruiting hinter den Kulissen wirklich abläuft. Christian kennt den Markt von beiden Seiten: Headhunting, internes Recruiting und HR-Businesspartnering. Für Ingenieure in der Umorientierungsphase ist diese Folge ein wertvoller Blick in die Karten der Gegenseite: Wie Stellen besetzt werden, wie man auf LinkedIn gefunden wird und was im CV und Interview über Einladung oder Absage entscheidet. Das lohnt sich! Mehr Infos zu Ingenieurshelden findest du hier. https://ingenieurshelden.de/

In Part 1, Tom Kelly walked us through how EVONA scaled from four founders to 80 recruiters in three years, then deliberately cut back to 30 — and per-head revenue doubled. In Part 2, he hands over the framework that explains how he manages the leaner team. And it starts with a number most agency owners have never been forced to confront. If you haven't heard Part 1 yet, listen to that one first — it sets up everything Tom unpacks here. Brought to you by Atlas. The AI-first recruitment platform that captures every candidate conversation automatically. Atlas customers report 40%+ EBITDA growth and 80%+ increase in monthly billings. Get your exclusive listener offer at recruitwithatlas.com. Tom segments every sales team into four brackets. The top 10% who don't care about anyone else — they just want to bill. The next 20% who aspire to be that top performer. The bottom 10% who were never going to make it. And then the middle 60%. The bracket nobody manages correctly. Because the middle 60% don't measure themselves against the top performers. They measure themselves against the bottom 10%. As long as they're doing enough not to be the worst person on the team, they think they're fine. That's the bracket quietly sinking most agencies, and most owners can't see it because they manage everyone on the team the same way. The second framework Tom hands over is the activity benchmark EVONA uses to define elite. 25 interviews on a rolling four-week period. Reverse engineered from a 12-to-1 interview-to-placement ratio, the number means a recruiter hitting it consistently is doing two placements a month at minimum. Drop below 25 and Tom is direct — you are not fit to play at the top level. Tom also unpacks why he would hate to be running a big recruitment company right now. AI governance is about to break the firms that can't police what their recruiters are doing with dashboards, prompts, and outreach automation. LinkedIn is heading into a tidal wave of AI-driven spam. Vertical platforms are about to replace the way candidates look for jobs. And recruitment is now an IQ-over-EQ game — the people leveraging the tools and staying sharp are pulling away from everyone else. He opens the conversation with the moment that built all of this. Tom had a stutter so bad as a kid he was afraid to pay a phone bill. He chose recruitment specifically because it would force him onto the phone every day. That fear is the engine behind eight years of building EVONA — and the reason "evolving" is the company's core value. Tom closes with the books that shaped him (the Rockefeller Habits, Ronnie Wood, Alex Ferguson on man management), why Claude is the tool changing how he thinks, why he's not crazy about Bullhorn, and the one piece of advice he'd give every recruiter facing the next 18 months. Don't be a lone wolf. What You'll Learn: - The four-bracket framework Tom uses to manage every sales team, and why the middle 60% is the bracket quietly sinking most agencies - The 25-interview rolling 4-week benchmark that defines elite at EVONA, and the ratio behind it - Why Tom says recruitment is now IQ over EQ, and what that shift means for average recruiters - The vertical-platform shift coming for LinkedIn, and how candidates will find jobs in the next two years - Why a stutter became the engine of Tom's career, and what that says about the recruiters who succeed - The tools, books, and habits that shape Tom's leadership at EVONA Connect with Tom Kelly: LinkedIn — https://www.linkedin.com/in/evonatom/ Email — tom@evona.com EVONA — https://evona.com

Tom Kelly scaled EVONA from four bootstrapped founders in a tiny Bristol office to eighty recruiters in three years. Then he made the call most agency owners never make. He cut the team back to thirty. And in doing it, per-head revenue doubled.   This is Part 1 of a two-part conversation that pulls apart exactly how that happened.   Brought to you by Atlas. The AI-first recruitment platform that captures every candidate conversation automatically. Atlas customers report 40%+ EBITDA growth and 80%+ increase in monthly billings. Get your exclusive listener offer at recruitwithatlas.com.     Tom came up on the inside track at one of the biggest STEM recruiters on the FTSE. He spotted space as a high-growth vertical before almost anyone, pitched it internally, got shut down, and walked. He linked up with three other recruiters in the same office — Jack, Rich, and Ryan. They sketched the company out on a whiteboard at Tom's place: no KPIs, no fixed working hours, no fixed location, brand-first, give back to STEM. Eight years and over $40 million in fees later, they've stuck to every line of it.   Their first placement was a chef in a Bristol restaurant for £2,000. Hire number two was a head of marketing — a decision every advisor said was crazy. By Tom's read, recruitment and marketing are the same thing. Brand pull beats spam. That bet became the operating philosophy of the entire company.   Then COVID hit and the space industry — recession-proof, Tom argues, because satellites don't get sick — tripled their revenue and headcount. They paid LinkedIn a fortune ahead of a planned scale to three hundred people. They flew the whole company and their partners to Monaco after a million-dollar month. Tom calls that trip the moment the wheels were about to come off.   By 2021 the cracks were showing. Five account managers, thirty fillers, two RPO teams, a full operations and finance bench. Tom describes the peak as a hot mess. So the four founders sat down and made the hardest call of their careers. Contract team first — running $20K a week with no real strategy. Then perm cuts. Then operations. Then the advisors. Tom and the other three didn't pay themselves for six months. He moved his family to the US in the middle of it.   The episode ends on the moment the four founders agreed one of them had to lead, and that person would be Tom. Without ego. The single reason, Tom says, the business is still standing.   Part 2 drops Wednesday — the 25-interview rule that defines elite recruiters at EVONA, and the segmentation that explains why most agency owners are quietly losing 60% of their team.   What You'll Learn:   - Why scaling to 80 recruiters nearly broke the business, and the moment the four founders knew they had to cut to 30 - The pre-COVID hire every advisor told Tom was crazy, and why it became the engine of the company - How EVONA tripled in COVID while most agencies were frozen - The £300,000 company trip Tom now calls a warning sign - What it actually costs to let 50 people go — emotionally, financially, culturally - Why the four founders agreed one person had to take the wheel, and how they made the call without breaking the partnership   Connect with Tom Kelly:   LinkedIn — https://www.linkedin.com/in/evonatom/ EVONA — https://evona.com  

How is AI actually reshaping talent acquisition? Johnny sits down with Elias Albino, Global Head of Talent Acquisition at Syngenta, to talk through what changes when you free up recruiter capacity — and where human judgment still has to stay. They get into the friction between TA, HR business partners and talent management, why the 360 recruiter is fading, and how to measure whether all this automation is producing better hiring, not just more activity.

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/@TEDAudioCollectiveVisit 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 TikTokFor the full text transcript, visit ted.com/podcasts/fixable-transcripts Hosted on Acast. See acast.com/privacy for more information.

This episode is a compilation of answers to YOUR questions that were asked directly from my listeners who attend my weekly business education YouTube live webcast. I'll be covering the topic on: Topics include: How Finance Hiring Actually Works. What Recruiters Actually Look For and more.Refer to chapter marks below for a complete list of topics covered and to jump to a specific section. Get mentored by Chris: Book a Zoom call to discuss joining my Business Academy, Finance Bootcamp (to get a job in finance) or MBA Degree Programs or for investing/business/personal development coaching: https://haroun.short.gy/1on1CallYTWDownload my free "Networking eBook": www.harouneducation.comAttend my weekly YouTube Live every Thursday's 8am-11am PT. Subscribe to my YouTube Channel to receive notifications. Learn more about my MBA Degree ProgramChapter Marks: 0:25 Welcome 0:33 How Finance Hiring Actually Works 2:17 My Background 3:57 Who Decides Who Gets Hired 6:34 The Resume Screener 9:11 Non-Target Schools & Networking 17:09 Winning the Interview 18:03 The Story That Gets the Offer 21:01 How to Get a High-Paying Finance Job 24:05 Career Switches, MBAs & Global Finance Jobs 26:29 Finance Hiring Recap 27:58 War, China, Cold War & Global Risks 34:14 Stock, Bond & Storage Market Risks 39:19 Career, Company Structure & Education Advice 44:45 Options, Portfolio Strategy & Teaching 49:14 Anthropic CEO, The Pope & AI 52:59 Emailing Portfolio Managers 54:56 SpaceX IPO & Retail Investor Access 56:39 Day Trading & Options Risks 1:01:50 Dreams, Rejection & Resilience 1:07:48 Adobe & Figma Connect with me: Schedule a 1:1 call with Chris: https://haroun.short.gy/1on1CallYTWYouTube: ChrisHarounVenturesCompleteBusinessEducationInstagram @chrisharounLinkedIn: Chris HarounTwitter: @chris_harounFacebook: Haroun Education Ventures  TikTok: @chrisharoun

In this episode of The Career Transition Experts,  we cover the following key strategies for career transition success in the age of AI:AI & the Job Market: Understand how AI is already reshaping hiring across every industry and why waiting to engage with these tools is the most dangerous career move you can make right nowThe Jevons Paradox & Job Security: Why AI is not going to shrink the job market, it is going to expand it and how to position your career to benefit from that growthSkepticism & Fear in the Workplace: How to navigate colleagues and leaders who resist AI, why ego silently drives that resistance, and how to bring people along on the journey as a multiplierCompany Culture & Career Growth: The three non-negotiable ingredients of a great workplace culture  open mindedness, bidirectional communication, respect and trust  and why culture determines whether even the most brilliant AI professional will succeed or failOvercoming Imposter Syndrome: How to silence self-doubt, reframe rejection, show up confidently in interviews, and stop letting fear of being found out hold your career backResume Strategy in the AI Era: Why even the AI expert needed outside expertise to craft a truly compelling resume  and why AI gets it wrong more often than most people realizeInterview Mastery: Why the best hiring managers have completely abandoned old-school whiteboarding interviews and what they are actually measuring in candidates todayCareer Advice for Every Industry: Why AI is coming across every field without exception and why the professionals who experiment constantly, fail forward, and teach others will always be the ones writing their own ticketOur guest, Adam Smith, Director of AI Development and former Senior Software Engineering Manager, has spent years on the front lines of AI adoption  building automated AI pipelines that generated nearly a million dollars in labor value in just three weeks, leading high-performing teams with exceptional retention, and championing a culture of curiosity, experimentation, and human connection. His journey from self-driven AI experimenter to recognized thought leader and career success story is a masterclass in what it truly means to future-proof your career in today's job market.You may contact him at asmith0935@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.

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Künstliche Intelligenz bietet im Recruiting erhebliche Potenziale für mehr Effizienz, Qualität, Konsistenz und Geschwindigkeit. Gleichzeitig werden bestimmte KI-Anwendungen durch die europäische KI-Verordnung (EU AI Act) als Hochrisiko-Systeme eingestuft. Das bedeutet jedoch nicht, dass diese Systeme verboten sind! Es gelten lediglich besondere Anforderungen, um einen rechtskonformen, transparenten und verantwortungsvollen Einsatz sicherzustellen. In dieser Episode richten wir uns an HR-Führungskräfte, Recruiter:innen, Datenschutzverantwortliche und Betriebsräte. Wir übersetzen den Gesetzestext in die Praxis, bauen Berührungsängste ab und zeigen, wie KI im HR-Alltag sicher genutzt werden kann. In dieser Episode erfährst du: 1. Warum dieses Whitepaper wichtig ist Wir beleuchten die enormen Chancen von KI für Talent Acquisition und klären auf, warum die Einstufung als „Hochrisiko“ häufig missverstanden wird. Die zentrale Botschaft: Die KI-Verordnung ist keine Innovationsbremse, sondern ein klarer Handlungsrahmen. 2. Die Risikoklassen der europäischen KI-Verordnung Wir erklären das einfache Ampel-Modell (Grün, Gelb, Rot). Du erfährst, wie Recruiting-Anwendungen praxisnah eingeordnet werden und ab wann ein System Entscheidungen vorbereitet und somit als „Hochrisiko“ gilt. 3. Der praktische 30-Tage-Plan Wie fängt man an, ohne ein Großprojekt auszulösen? Wir stellen die wichtigsten Schritte für eine rechtssichere Einführung vor. Von der Anlage eines einfachen KI-Inventars über Dokumentationspflichten bis hin zur Zusammenarbeit mit IT, Legal und Betriebsrat. 4. Zusammenarbeit mit dem Betriebsrat Die Mitbestimmung ist kein Showstopper, sondern ein Erfolgsfaktor. Wir diskutieren, wie KI Fairness und Konsistenz im Recruiting sogar unterstützen kann, welche Schutzmechanismen greifen und warum der Mensch weiterhin die finale Entscheidungsverantwortung trägt (Human Oversight). 5. Die fünf wichtigsten Handlungsempfehlungen Zum Abschluss fassen wir die wichtigsten Erkenntnisse in fünf konkreten, sofort umsetzbaren Empfehlungen zusammen, damit dein Unternehmen KI sicher und erfolgreich integrieren kann. Links & Ressourcen zur Episode: •⁠ ⁠Whitepaper-Quelle: Diese Episode basiert auf dem Praxis-Playbook „KI-VO FÜR TALENT ACQUISITION“ des Queb e. V. Bundesverband •⁠ ⁠Weitere Informationen und die Vorlagen (Templates) aus dem Toolkit findest du unter: https://www.queb.org/ki-vo-de/ Dieser Podcast ist KI-generiert! Dir hat diese Episode gefallen? Dann abonniere unseren Podcast und teile diese Folge mit deinem Netzwerk aus dem HR- und Recruiting-Bereich!

Join LaTangela as she chats with BRPD Chief Morse on the #tanline Baton Rouge, La. is gearing up for the summer. Safety tips, job opportunities and community initiatives to keep our city safe. Recruitment efforts include - Junior Cadets 18-21 years old $45k+ The next Academy is approaching soon. Register upcoming Run with a Recruiter 225-389-3906 www.GeauxBRPD.com Watch full episode HERE chime in: www.LaTangela.com RADIO - WEMX- Baton Rouge, La. Mon-Fri 10a.m.-3p.m.CST KTCX - Beaumont, Tx. Mon-Fri 3-8 CST KMEZ - New Orleans, La. Mon-Fri 7p.m. - mid WEMX Sundays 6a.m. KSMB Sundays 6a.m .WWO - YouTube - #LaTangelaFay Podcast - ALL digital platforms - #iTunes #Spotify #WEMX www.LaTangela.com www.TanTune.com www.TanCares.org Special Thank You - Gordon McKernan Injury Attorney - Official Partner #GordonGives #TanCares #225BulletinBoard TanTune POOFGT Legacy AutoThe Fiery CrabHair Queen Beauty Super Center See omnystudio.com/listener for privacy information.

In dieser Folge des amtlich voran Podcasts spreche ich mit Daniel Hachay, Leiter Recruiting bei der Stadt Nürnberg. Daniel verantwortet seit vielen Jahren das Recruiting einer der größten kommunalen Arbeitgeberinnen Deutschlands und hat die Einführung eines modernen Bewerbermanagementsystems maßgeblich vorangetrieben. Ein Zitat, das mir besonders im Gedächtnis geblieben ist: „Unsere Recruiterinnen und Recruiter müssen ihre Zielgruppen kennen.“

What if loan officers could explore their options without anyone knowing?Ellen Duncan, Founder & CEO of mLOOP and former CMO of AnnieMac Home Mortgage, joins Fobby on this week's episode of Laugh, Lend & Eat — and the conversation goes places we didn't plan.Ellen built mLOOP after sitting in a Discovery Day and realizing something was deeply broken about how recruiting works in this industry. LOs spending their most valuable resource — time — answering basic questionnaires that should've been covered long before they walked in the room. She left that meeting and told the COO: "This industry needs the NCAA transfer portal."What she built is being called the Tinder of mortgage recruiting. Anonymous profiles. Data-driven matches. LOs stay invisible until they choose to connect.But this episode isn't just about a platform.Ellen lost her husband Paul suddenly four years ago — when she was in her mid-thirties, married ten years, two daughters, thought she knew what the next fifty years looked like. She opens up about how grief cracked her open, why she sees that as a gift, and how losing Paul gave her a different relationship with risk.One of the most honest conversations we've had on this show.

Geschätzte Lesedauer: 11 Minuten Hand aufs Herz: Wenn du in deiner letzten Stellenanzeige „mindestens zehn Jahre Branchenerfahrung" gefordert hast, dann hast du auf eines der schlechtesten Kriterien gesetzt, die die Forschung kennt. Klingt hart? Ist aber so. Wenn du im Vertrieb Vertriebsmitarbeiter einstellen willst, die wirklich performen, musst du dich von ein paar lieb gewonnenen Annahmen verabschieden. Denn die Kriterien, auf die wir im Recruiting am häufigsten filtern, sind nach vier Jahrzehnten Forschung genau die mit der schwächsten Treffsicherheit. In diesem Beitrag zeige ich dir, wie du einen Recruiting-Prozess auf Basis echter Daten aufbaust – kein Bauchgefühl, keine Bro-Science, sondern das, was die Wissenschaft wirklich misst. Du erfährst, welche Auswahl-Werkzeuge funktionieren, warum der laute Verkäufer ein Mythos ist und wie du deine Fehlerquote von rund 40 % auf unter 10 % drückst. Warum die meisten beim Vertriebsmitarbeiter einstellen die falschen Kriterien nutzen Das teure Missverständnis Ich werde immer öfter gefragt: „Chris, schau dir mal unseren Recruiting-Prozess an, wir stellen ständig die Falschen ein." Und fast immer sehe ich dasselbe Muster – es werden die falschen Methoden genutzt. Berufserfahrung, Studienabschluss, ein nettes Gespräch nach Sympathie. Das fühlt sich sicher an, hat aber mit der Vorhersage von Vertriebserfolg wenig zu tun. Warum sich der Irrtum so hartnäckig hält Diese Kriterien wirken plausibel. Niemand wird gefeuert, weil er einen Kandidaten mit zehn Jahren Branchenerfahrung eingestellt hat. Genau deshalb hält sich der Irrtum so hartnäckig. Wer aber wirklich gute Vertriebsmitarbeiter einstellen will, muss aufhören, auf das zu filtern, was sich gut anfühlt – und anfangen, auf das zu setzen, was nachweislich funktioniert. Gutes Vertriebsrecruiting ist keine exakte Wissenschaft, aber es gibt sehr viel belegtes Wissen, das die meisten schlicht übergehen. Vertriebsmitarbeiter einstellen: Was eine Korrelation wirklich aussagt Zwei Beispiele zum Einordnen Damit du die folgenden Zahlen einordnen kannst, ein kurzer Methoden-Check. Wir sprechen von Korrelationen. Eine Korrelation liegt zwischen 0 und 1: Null heißt kein Zusammenhang, eins heißt perfekte Vorhersage. In der Personalauswahl kommst du praktisch nie über 0,60 – und das nur, wenn du die richtigen Methoden klug kombinierst. Die Korrelation zwischen regelmäßiger Aspirin-Einnahme und einem geringeren Herzinfarktrisiko liegt bei rund 0,03 – und rettet trotzdem Millionen Leben. Rauchen und Lungenkrebs hängen mit etwa 0,40 zusammen. Das ist die größte einzelne Risikoursache, die wir kennen. Eine 0,40 klingt also mickrig, ist in Wahrheit aber ein sehr starker Effekt. Die Faustregel-Skala für die Treffsicherheit Praktisch heißt das: Bei einem Wert von 0,40 hast du in einem Team von 20 Leuten statt drei oder vier Fehlbesetzungen nur noch ein oder zwei. Über drei Jahre gerechnet sind das Hunderttausende Euro Unterschied. Als grobe Orientierung gilt: unter 0,10 ist statistisch wertlos, 0,10 bis 0,20 ist schwach, 0,20 bis 0,35 ist praktisch relevant, 0,35 bis 0,50 ist sehr gut für ein einzelnes Werkzeug – und alles über 0,50 erreichst du nur durch Kombination. Vertriebsrecruiting: Welche Auswahl-Werkzeuge funktionieren Seit über 40 Jahren untersucht die Forschung, wie gut einzelne Auswahl-Werkzeuge Berufserfolg vorhersagen. Wenn du dir die Werte ansiehst, ergibt sich eine klare Rangfolge – und sie widerspricht ziemlich genau dem, was im Mittelstand üblich ist. Wer datenbasiert Vertriebsmitarbeiter einstellen will, sollte diese Reihenfolge kennen. Strukturierte Interviews schlagen das Bauchgefühl Strukturierte Interviews – also Gespräche, bei denen du vorher genau festlegst, welche Fragen du stellst und welche Antworten gut oder schlecht sind – kommen auf einen Wert von 0,42. Unstrukturierte Interviews, das, was du typischerweise siehst, liegen nur bei 0,19. Allein die Struktur verdoppelt also die Treffsicherheit deines Interviews. Das muss man sich auf der Zunge zergehen lassen – und kaum jemand macht es. Arbeitsproben liegen bei 0,33, kognitive Leistung bei rund 0,31, Wissens-Tests bei 0,40. Berufsjahre und Abschlüsse sind fast wertlos Und jetzt der unbequeme Teil: Berufsjahre haben einen Wert von 0,09, Ausbildungsjahre von 0,10 – also quasi nutzlos für die Vorhersage von Vertriebserfolg. Handschrift-Gutachten kommen auf 0,02, das ist reines Voodoo. Wenn deine Ausschreibung Berufsjahre fordert und dein Interview unstrukturiert verläuft, setzt du auf zwei Kriterien zwischen 0,09 und 0,19. Das ist statistisch fast Würfeln. Werkzeuge kombinieren: Von 40 % auf unter 10 % Fehleinstellungen Jetzt kommt der spannendste Hebel. Wenn du die richtigen Werkzeuge kombinierst, kannst du die Treffsicherheit nochmal verdoppeln. Wichtig: Du zählst die Werte nicht einfach zusammen. Ein strukturiertes Interview (0,42) plus eine Arbeitsprobe (0,33) ergibt nicht 0,75. Denn jedes Werkzeug erfasst einen anderen Teil der Leistung. Warum sich gute Kombinationen ergänzen Zwei Verfahren, die Verschiedenes messen, ergänzen sich – zwei, die das Gleiche messen, bringen nichts. Ein kognitiver Test plus ein strukturiertes Interview treibt die Treffsicherheit auf etwa 0,63. Für den Vertrieb ist die stärkste Kombination: strukturiertes Interview plus Arbeitsprobe plus geprüfte Past Performance. Damit landest du bei 0,60 bis 0,65. Nimmst du für die Finalisten noch einen Persönlichkeitstest dazu, kommst du fast auf 0,68. Über 0,70 schaffst du selbst mit sechs Werkzeugen kaum – das ist die theoretische Decke. Was das für deine Fehlerquote bedeutet Übersetzt in die Praxis heißt das: Im klassischen Verfahren liegt deine „Luftpumpen-Quote", also das Risiko einer Fehleinstellung, bei rund 42 %. Fast jeder Zweite daneben. Mit der Maximalkombination sinkt sie auf 8 bis 10 %. Du kommst also von einer Fehlerquote von 40 % auf unter 10 %. Darüber muss man eigentlich nicht mehr reden. Kein Prozess liefert 100 % Sicherheit – aber wer die richtigen Werkzeuge kombiniert, ärgert sich nicht über die übrigen 10 %, sondern vermeidet die teuren 30 % dazwischen. Die Überraschung: Der laute Verkäufer ist ein Mythos Ambivertierte gewinnen Speziell für den Vertrieb gibt es einen Befund, der viele überrascht. Es hält sich die Annahme: je extrovertierter, desto besser der Verkäufer. Falsch. Studien zeigen, dass die besonders Extrovertierten nicht besonders gut verkaufen – aber die ganz Introvertierten eben auch nicht. Am erfolgreichsten sind die in der Mitte: die Ambivertierten, die je nach Situation zwischen offensiv und ruhig wählen können. Was wirklich zählt: Achievement Drive Der klassische Dampfplauderer ist also nicht dein Top-Performer. Im Interview gewinnt er trotzdem oft, weil er redegewandt ist – und genau hier liegen viele falsch. Der stärkste Faktor ist nicht Lautstärke, sondern Achievement Drive: das Leistungsstreben, der Wille zu gewinnen. Und das ist oft leise. Past Sales Performance allein hat übrigens einen Wert von rund 0,50 – der stärkste einzelne Faktor überhaupt. Wer das ernst nimmt, wird beim Vertriebsmitarbeiter einstellen nie wieder auf den lautesten Bewerber hereinfallen. Die Asymmetrie der Trainierbarkeit: selektiere DNA, trainiere Skill Was schnell lernbar ist – und was nicht Hier kommt der vielleicht wichtigste Denkfehler, den du vermeiden musst. Ja, im Prinzip kann man alles lernen. Aber der Trainingsertrag ist sehr verschieden. Skills und Wissen – eine SPIN-Selling-Methode, MEDDIC, ein CRM, dein Produktwissen – hat ein cleverer Verkäufer in Wochen bis Monaten drauf. Das ist mir bei der Auswahl deshalb ziemlich egal. Die rationale Strategie beim Vertriebsmitarbeiter einstellen Persönlichkeit dagegen verschiebt sich nur über Jahre. Achievement Drive, Frustrationstoleranz, intellektuelle Neugier – das bringst du jemandem im Onboarding nicht bei. Daraus folgt die einzig rationale Strategie, wenn du Vertriebsmitarbeiter einstellen willst: Selektiere auf das Stabile, trainiere das Veränderbare. Wer das Leistungsstreben nicht mitbringt, lernt es bei dir nicht mehr. Wer das Branchenvokabular nicht kennt, lernt es in drei Monaten. Die zwei häufigsten Fehler beim Vertriebsmitarbeiter einstellen Fehler 1: Der Fachexperte ohne Vertriebs-Ader Beide klassischen Fehler haben dieselbe Wurzel: Risiko meiden statt sauber prüfen. Der erste Fehler ist der Fachexperte ohne Vertriebs-Ader – der Servicetechniker oder Anwendungsingenieur, der zum Verkäufer gemacht wird. Fachlich top zu sein erhöht die Chance, vertrieblich zu performen, schlicht nicht. Nach 20 Jahren in der fachlichen Beratung ist der Komfort in dieser Rolle kein Trainingsthema mehr. Fehler 2: Der Abschluss-Crack ohne Produkt-Interesse Der zweite Fehler ist das Spiegelbild: der abschlussstarke Sales-Crack ohne echtes Interesse am Produkt. Im Gespräch fragt er nur nach Provision, Gebiet und Tools – nie nach der Lösung. Im komplexen, beratungsintensiven Vertrieb wird der nie glaubwürdig als Experte auftreten. Der Branchenkenner fühlt sich sicher, weil seine Etikette stimmt. Der laute Verkäufer fühlt sich sicher, weil er Gespräche gewinnt. Beide sagen wenig über echte Leistung aus. Der Adjacent Industry Hire: die Lösung für den Bewerbermangel Adjazenz schlägt Branchenetikett Was tust du stattdessen? Du holst dir jemanden, der die Grundeigenschaften eines guten Verkäufers schon mitbringt – aus einer verwandten Branche. Das nennt sich Adjacent Industry Hire und ist sogar wissenschaftlich untersucht. Beispiele: ein SaaS-Vertriebler ins ERP-Geschäft, ein Industrieautomatisierer in die Robotik, jemand aus der Spezialchemie in den Bereich Coatings. Worauf es wirklich ankommt Entscheidend ist nicht die Branche selbst, sondern die Nähe von vier Dingen: Buyer-Persona, Sales-Cycle-Länge, Komplexität des Verkaufs und Entscheidungsstruktur. Wer mit ähnlichen Ansprechpartnern, in einem ähnlichen Zyklus und einer vergleichbaren Komplexität gearbeitet hat, bringt 100 % des Skills mit und braucht nur drei Monate für die Domain Fluency. „Zehn Jahre Branchenerfahrung" ist eben kein Eignungskriterium – es ist die Risiko-Versicherung des Recruiters, auf Kosten der Vertriebsleistung. Wann Fachwissen doch vor Sales-DNA geht Der Lackmustest für deine Rolle Damit ich ehrlich bleibe: Es gibt Fälle, in denen das Fachwissen wirklich vorgeht. Das gilt in hochregulierten, hochtechnischen Feldern – Pharma, Medical Devices, Halbleiter, Spezialchemie, Aerospace oder hochregulierte Cybersecurity. Der Lackmustest ist einfach: Hältst du das Erstgespräch ohne tiefes Fachwissen fünf Minuten durch, oder bist du sofort raus? Drei Lösungen für hochtechnische Rollen Nimm die OP-Technik: Wer nicht mitreden kann, wenn der Chirurg zur Sache kommt, bekommt keinen zweiten Termin. In solchen Fällen hast du drei Optionen: den seltenen Hybrid (teuer und schwer zu finden), den klassischen technischen Verkäufer mit Sales-Basis oder ein Tandem aus Verkäufer und Sales Engineer. Die Frage ist nie pauschal Fach oder Skill, sondern: Wie hoch ist die fachliche Hürde ins Erstgespräch dieser konkreten Rolle? So bildest du das richtige Anforderungsprofil Bevor du den ersten Lebenslauf liest, musst du wissen, wonach du suchst. Und zwar nicht aus dem Profil des – vielleicht mittelmäßigen – Vorgängers und nicht aus einer kopierten Stellenanzeige. Die saubere Methode heißt Anforderungsanalyse: Du leitest die Kriterien aus der Leistung deiner echten Top-Performer ab. In fünf Schritten zum richtigen Anforderungsprofil In fünf Schritten zu einem Anforderungsprofil, das wirklich auf Vertriebserfolg setzt – statt den nächsten Klon des Vorgängers zu suchen. Top-Performer analysieren Geh nicht von der Rolle aus, sondern von den Menschen, die heute oben performen. Was haben sie in Werdegang, Arbeitsstil und Persönlichkeit gemeinsam? Interviewe sie zu ihren besten Deals. Die Rolle entlang vier Achsen abklopfen Sales-Cycle-Länge, Komplexität (Einzelentscheider vs. Buying Center), Akquise- vs. Bestandsanteil und Beratungstiefe. Daraus ergibt sich deine Buyer-Persona. Strategisch vorausschauen Wo geht die Rolle in zwei bis drei Jahren hin? Welche Skills werden vom Nice-to-Have zur Pflicht? Definiere nicht die Rolle von gestern. Must-Have von Nice-to-Have trennen Maximal drei bis fünf Must-Haves – und zwar alles, was kaum trainierbar ist: Achievement Drive, Frustrationstoleranz, Neugier, Past Performance. Produktwissen und CRM sind Nice-to-Have. In messbare CV-Signale übersetzen Aus „Achievement Drive" wird „belegte Quoten-Übererfüllung in zwei der letzten drei Jahre". Lege pro Signal einen klaren Schwellenwert fest. Anforderungsprofil ist nicht gleich Stellenbeschreibung Mehr als fünf Anforderungen brauchst du nicht – Studien zeigen, dass Bewerber ohnehin nur rund fünf Kriterien wirklich wahrnehmen. Das Anforderungsprofil ist nicht die Stellenbeschreibung. Die Stellenbeschreibung ist Werbung. Das Anforderungsprofil sagt, was jemand können muss, um in der Rolle erfolgreich zu sein. Zwei verschiedene Dokumente. Was im Lebenslauf wirklich zählt Wenn du Vertriebsmitarbeiter einstellen willst, ist der Lebenslauf kein Vorhersage-Werkzeug. Er ist ein Filter, der die Falschen aussortiert. Lies ihn rückwärts – fang bei der letzten Leistungs-Zahl an. Im CV zählen Zahlen, nicht Adjektive. Harte Signale: worauf du achtest Harte Signale sind: konkrete Quoten-Erreichung in Prozent („120 % der Quote in 2023"), ein Ranking im Team („Top 3 von 40"), bezifferte Deal-Größen und Cycle-Komplexität sowie Beförderungen innerhalb des Unternehmens. Red Flags: was dich stoppen sollte Red Flags sind: „verantwortlich für" statt „erreicht", Worthülsen wie „strategischer Vertriebsansatz" ohne Zahlen und Job-Hopping unter 18 Monaten pro Station ohne erkennbaren Grund. Die unbequeme Wahrheit: In den meisten deutschen Lebensläufen stehen die entscheidenden Zahlen gar nicht. Deshalb filterst du beim CV nur grob vor – und holst die fehlenden Fakten im Telefon-Pre-Screening. Verkäufer ohne Zahlen im CV haben entweder keine, schlechte – oder sie wissen nicht, dass Zahlen das Einzige sind, was im Vertriebs-CV zählt. Vertriebsrecruiting-Prozess: vom CV bis zum Onboarding Kriterien allein nützen nichts ohne Prozess. Wer 80 Lebensläufe planlos liest, sortiert am Ende den Falschen mit dem schönsten Foto rein. Du brauchst einen Trichter: erst Hard-Filter gegen die harten Signale (maximal 90 Sekunden pro CV), dann eine strukturierte Bewertung mit mindestens drei Signalen für die Einladung. Das Telefon-Pre-Screening: der unterschätzte ROI-Hebel Das Telefon-Pre-Screening ist der am stärksten unterschätzte Schritt im ganzen Prozess. In 15 bis 20 Minuten holst du die Zahlen, die im Lebenslauf fehlen: Quoten-Historie prüfen, Wechselgrund, Gehaltsrahmen, eine Frage zum echten Verhalten. Zwanzig Minuten am Telefon ersparen dir zwei Stunden falsch geführte Vor-Ort-Interviews. Und vergiss das Active Sourcing nicht – die richtig guten Verkäufer bewerben sich selten, sie werden gefunden. Ein gesundes Verhältnis sind 50 % Bewerbungseingang und 50 % Active Sourcing. Drei diagnostische Interviewfragen Im eigentlichen Interview haben sich drei Fragen bewährt. Erstens: „Wie würdest du dich in 30 Tagen in unsere Produktwelt einarbeiten?" – das misst Selbststeuerung und Lernstrategie. Zweitens: „Erzähl mir vom letzten Deal, den du selbst akquiriert hast – nicht ausgebaut, nicht betreut." – das trennt den echten Hunter vom Beziehungspfleger. Drittens: „Wie würdest du unser Produkt nach einer Stunde Vorbereitung verkaufen?" – das misst, wie schnell jemand von Produktmerkmal zu Kundennutzen übersetzt, die zentrale Vertriebsfähigkeit. Wichtig: Diese Fragen sind nur valide mit einer vorab festgelegten Bewertungsrubrik. Und geh nie allein ins Interview – idealerweise stellt HR die Fragen, die Führungskraft beobachtet. Die Rolle von HR: vom Briefträger zum methodischen Treiber Was HR wirklich leisten muss Hier sterben die meisten guten Prozesse. HR leitet CVs weiter, dann Funkstille – und der Vertriebsleiter entscheidet wieder aus dem Bauch. Eine starke Personalabteilung ist nicht der Verwalter im Hintergrund, sondern der methodische Treiber des Prozesses. Von HR kommen die Interview-Leitfäden, die Bewertungs-Skalen, die Arbeitsproben und die Test-Werkzeuge – das ganze Handwerk. Geschwindigkeit ist Qualität HR sorgt dafür, dass der Prozess eingehalten wird, dass die Kriterien gemeinsam festgelegt werden und dass die Führungskraft sauber durch den Prozess geführt wird. Dazu gehört auch Geschwindigkeit: Die besten Kandidaten sind laut LinkedIn nur rund zehn Tage aktiv verfügbar, nach 30 Tagen haben sich über 50 % anders entschieden. Geschwindigkeit ist im Recruiting nicht das Gegenteil von Sorgfalt – sie ist deren Ergebnis. Recruiting endet nicht mit dem Vertrag: Onboarding als zweiter Filter Die diagnostische Verlängerung Auch wer sauber Vertriebsmitarbeiter einstellen will, produziert mit dem besten Prozess noch rund 10 % Fehleinstellungen – das lässt sich rechnerisch nicht vermeiden. Genau diese 10 % fängst du im Onboarding ab. Denn 70 bis 80 % der späteren Fehlbesetzungen zeigen ihre Muster schon in den ersten drei Monaten. Klare Entscheidungspunkte nach 30, 60, 90 Tagen Verstehe das Onboarding deshalb nicht in erster Linie als Wissens-Vermittlung, sondern als Verlängerung des Recruitings mit anderen Mitteln: feste Check-ins, klare Frühwarn-Zeichen, klare Entscheidungspunkte nach 30, 60 und 90 Tagen. Wer nach 60 Tagen vor sich hin meckert und nicht vorankommt, wird nach 120 Tagen meistens nicht besser – sondern schlechter. Nutze die Probezeit konsequent als das, was sie ist: deine zweite Chance. Quick Takeaways Branchenjahre und Abschlüsse sind fast wertlos (Wert 0,09–0,10) – sie sind die teuersten falschen Kriterien. Strukturierte Interviews verdoppeln die Treffsicherheit gegenüber unstrukturierten Gesprächen (0,42 vs. 0,19). Die Kombination der richtigen Werkzeuge senkt die Fehlerquote von ~40 % auf unter 10 %. Achievement Drive schlägt Extraversion – der laute Dampfplauderer ist ein Mythos, die Ambivertierten gewinnen. Selektiere auf das Stabile, trainiere das Veränderbare: Persönlichkeit bleibt über Jahre, Skills holst du in Monaten auf. Der Adjacent Industry Hire löst den Bewerbermangel – Nähe von Buyer-Persona, Cycle, Komplexität und Entscheidungsstruktur zählt, nicht das Branchenetikett. Telefon-Pre-Screening und HR als Treiber sind die unterschätztesten Hebel im ganzen Prozess. Fazit: Schluss mit dem Würfeln beim Vertriebsmitarbeiter einstellen Die drei Kernsätze Fassen wir zusammen. Strukturierte Interviews, Arbeitsproben und kognitive Tests sagen Vertriebserfolg drei- bis fünfmal besser voraus als Berufsjahre und unstrukturierte Bewertungen. Achievement Striving und Gewissenhaftigkeit sind die stabilsten Persönlichkeitsmerkmale – allgemeine Extraversion ist es nicht. Und weil Persönlichkeit über Jahre stabil bleibt, Skills aber in Monaten aufholbar sind, setzt du auf das Erste und trainierst das Zweite. Dein nächster Schritt Wer im Vertriebsrecruiting weiter auf Branchenjahre filtert, setzt auf das schlechteste verfügbare Kriterium. Wer auf Sales-Disposition baut und Wissen aufbaut, formt ein Team, das mit dem Markt mitwächst. Das ist eigentlich gar nicht schwer – du musst es nur konsequent machen. Wenn du Vertriebsmitarbeiter einstellen willst, ohne dich auf dein Bauchgefühl zu verlassen, fang heute mit einem Punkt an: Führe das strukturierte Telefon-Pre-Screening ein. Damit halbierst du deine Time-to-Hire und verdoppelst die Qualität deiner Pipeline. Du willst tiefer einsteigen? Schreib mir einfach eine E-Mail an recruiting@vertriebsfunk.de – dann bekommst du von mir die komplette Zusammenfassung dieser Folge und den Bewertungsbogen, den ich in meinen Vertriebsprojekten als Blaupause nutze. Beides schicke ich dir kostenlos zu. Gib alles, dein Christopher Funk. Welche Kriterien sollte ich beim Vertriebsmitarbeiter einstellen wirklich beachten? Setze auf das, was kaum trainierbar ist: Achievement Drive, Frustrationstoleranz, Neugier und geprüfte Past Sales Performance. Branchenjahre und Studienabschluss haben dagegen eine sehr geringe Vorhersagekraft auf Vertriebserfolg. Wie senke ich meine Fehlerquote im Vertriebsrecruiting? Indem du mehrere valide Werkzeuge kombinierst: strukturiertes Interview plus Arbeitsprobe plus geprüfte Past Performance. Das hebt die Treffsicherheit auf 0,60 bis 0,65 und drückt die Quote der Fehleinstellungen von rund 40 % auf unter 10 %. Ist Branchenerfahrung beim Verkäufer einstellen wichtig? Meistens nicht. Branchenerfahrung ist oft nur die Risiko-Versicherung des Recruiters. Wichtiger ist die Nähe von Buyer-Persona, Sales-Cycle, Komplexität und Entscheidungsstruktur. Ausnahmen sind hochregulierte Märkte wie Pharma, Medical Devices oder Aerospace. Worauf achte ich im Lebenslauf eines Vertrieblers? Auf Zahlen statt Adjektive: konkrete Quoten-Erreichung in Prozent, Ranking im Team, bezifferte Deal-Größen und Beförderungen. Red Flags sind „verantwortlich für" statt „erreicht", Worthülsen ohne Zahlen und Job-Hopping unter 18 Monaten. Welche Rolle spielt HR beim Aufbau eines guten Recruiting-Prozesses? HR ist der methodische Treiber, nicht der Briefträger. Die Personalabteilung baut den Prozess, liefert Interview-Leitfäden und Bewertungs-Skalen, sorgt für Geschwindigkeit und führt die Führungskraft sauber durch das Verfahren. Wie sieht es bei dir aus: Filterst du noch nach Branchenjahren – oder setzt du schon auf Sales-DNA? Schreib mir deine Erfahrungen in die Kommentare und teile den Beitrag mit dem Vertriebsleiter, der das gerade dringend lesen sollte.

Legendary DL coach Pete Jenkins joined Sports Talk. Coach Jenkins shared his thoughts on Myles Garrett, Henry Thomas, and the upcoming Louisiana Line Camp. Coach Jenkins also praised LSU assistant coach Ed Orgeron's recruiting ability.

In this episode, Brad Minton interviews Tony Yang, a former Amazon recruiter, to uncover insider tips on how job seekers can stand out in a competitive market. They discuss the impact of AI on hiring, crafting authentic stories, and strategic job search tactics for 2026.Key Takeaways:The impact of AI on job applications and interviewsHow to craft authentic and compelling stories for interviewsStrategies for effective resume writing and interview preparationBe intentional and strategic in your job search in 2026.Own your narrative and be authentic during interviews.Use AI as an augment, not a crutch, in preparing for interviews.Keep resumes simple, focused, and impactful with 3-5 bullets per role.Focus on your genuine enthusiasm and energy in interviews.Avoid over-reliance on frameworks like STAR; be natural and confident.Apply to roles strategically, considering reposts and application volume.Set daily goals for job applications to stay motivated.Showcase your curiosity and potential, even if you don't meet all qualifications.Authenticity and human connection remain key in interviews.Guest Info: Tony Yang is a former Principal Recruiter and Bar Raiser at Amazon for 9 years who's spent time inside the hiring process, reviewing resumes, running interviews, and sitting in the debriefs where decisions actually get made. He's seen how candidates are really evaluated and what gets said behind the scenes. Now, as the Founder of Liminality, he mentors students, early-career and industry professionals—helping them understand how hiring actually works so they can be clear, tell better stories, and turn interviews into offers. Website: https://liminality.services/LinkedIn: https://www.linkedin.com/in/tonyyang409/ This podcast was brought to you by Mint To Be Career. www.minttobecareer.com

Paul Strouts has run a business of four people.His first business, James Harvard, quickly grew beyond 100 people and sold to Hays for approximately £20 million at 32.He then spent a decade running Hays Life Sciences globally. Got headhunted to PE Backed Acacium and quickly made two strategic acquisitions.He now runs:3 brands.250 people.12 countries.Contingent, SOW, RPO and Solutions revenuePredicted £45 million GM in 2026.£12 million EBITDA target.He has seen every stage of headcount growth. The good version and the expensive version.This week on The RAG Podcast, Paul Strouts gives the most direct answer we have had on this show about when headcount creates value and when it just creates cost.We cover:- The first question Paul asks any founder who wants to grow from 5 to 20 people- Why you need a minimum of £500K to grow headcount properly, and what happens if you don't have it- When headcount genuinely creates value in a recruitment business, and when it becomes a cost- The ceiling Paul believes exists in life sciences, and why going beyond it risks diluting everything you built- How Acacium Life Sciences grew from 160 people to a £45 million GM operation through two targeted acquisitions- Why Paul sold James Harvard to Hays three years ahead of plan, and whether it was the right call- What working inside a global corporate taught Paul that founding a business never could- Why AI will not kill specialist boutique recruitment, but will change the lower end of the market permanentlyGrowing headcount is not the right move for every recruitment business. Paul is the first to say that. But if you are building a people-based business and you want to know exactly what it takes to do it properly, what it costs, when to bring in outside funding, and where the ceiling actually is, this is the episode.If you've ever wondered when headcount creates value and when it becomes a cost... this episode has the answer.-------------------------------------------------------------__________________________________________Episode Sponsor: Remote RecruitmentHiring shouldn't be slow, stressful, or expensive. That's why there's Remote Recruitment — the smart hiring partner for modern businesses. They don't just help you find great people. They help you access elite South African talent that's ready to deliver. No PAYE. No NI. No bloated overheads. Just trained, remote professionals who integrate seamlessly into your team. Their process handles everything: sourcing, shortlisting, onboarding, and retention. Fully managed. Fully supported. Fully remote. And now, Remote Recruitments has entered a new chapter. From ops to admin, sales to strategy, we're helping businesses scale smarter with people they trust, at a cost they can afford. Clients have seen: * Up to **60% productivity boosts** * **300% ROI** on BD roles * **30% faster completion** of operational tasks No overhead burden. No talent shortage panic. Just growth-focused hiring that makes business sense. Remote Recruitment is your flexible hiring solution for the modern era. **RAG Listeners:** Get 5% off your first hire + a free strategy session at www.remoterecruitment.co.uk/rag -------------------------------------------------------------Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences. Building connections. Posting content. Sending outreach.But here's the problem. AI has turned all of that into a commodity. The same templated messages. The same AI-written posts. The same automated outreach landing in the same inboxes.When everyone sounds the same, the market stops listening.The recruiters winning right now are not the ones shouting the loudest. They are the ones the market actually trusts.That's what we build at Hoxo. We help recruitment founders become the most influential name in their niche. A niche audience that knows you, respects you, and comes to you when they need someone in your market.We use AI to multiply your output. Faster content, smarter research, better engagement. But trust is the product, and trust cannot be automated.Our clients are turning their existing networks into £100K to £300K in new billings within months. Not through volume. By becoming the recruiter their market comes to first.To show you how it works, we've made 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 build the kind of trust that generates consistent inbound, and how to turn LinkedIn from a commodity channel into your most profitable one.Fill in the form today to see how this could become your agency's most profitable channel: https://hubs.ly/Q03lBpYC0

Happy Leave Work Early Day! You're excused. Some family is reeling over the wrong body being found in father's casket, a woman made a movie review of the new Star Wars movie with no knowledge of the franchise, there's a new career website you may be interested in if you're a slacker, and there's a little kid out there who means business if you mess with his Granny! We also hit the phones to hear what led to you being knocked unconscious! See omnystudio.com/listener for privacy information.

In this episode of The Career Transition Experts, we share one of the most powerful and urgent career wake-up calls: AI is not coming, it is already here. And the professionals who are waiting for someone else to teach them may already be falling behind.Our guest explains what every career professional needs to hear right now regardless of industry. Stop waiting. Start experimenting. The job market is not going to slow down for anyone, and the only way to build real confidence with AI is to get in, let the tool fail, and learn from it. The people who will lead in tomorrow's hiring landscape are the ones teaching others today  not waiting to be taught.Our guest, Adam Smith, Director of AI Development and former Senior Software Engineering Manager, has dedicated years to experimenting with, applying, and championing AI across his organization. His hands-on approach to AI adoption has made him a recognized thought leader and a trusted voice on how professionals at every level can embrace these tools to accelerate their careers.You may contact him at asmith0935@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.

Today's episode will be a throwback to one of the people that I'd call the "founding fathers" of solar recruitment: Clark Manwaring. This episode from a few years back focuses on recruiting both in industry and word-of-mouth, detailing the origin of the recruiting systems that the majority of the industry uses today.CLICK HERE: https://apply.solarpreneurs.com/ https://zendirect.com/ https://crmx.app/ https://zapier.com/ https://www.solarscout.app/taylor https://www.youtube.com/@solarpreneurs goals.solarpreneurs.com oneliners.solarpreneurs.com https://solciety.co/ - JOIN SOLCIETY NOW! SIRO APP - LEARN MORE

In episode 254, Coffey talks with David Miklas about rapidly changing employment law trends surrounding DEI programs, EEOC enforcement priorities, workplace discrimination claims, AI risks in HR investigations, and the evolving legal landscape employers face in 2026.  They discuss the EEOC's proposal to eliminate EEO-1 reporting requirements and how demographic data impacts systemic discrimination claims; the legal distinction between lawful diversity efforts and illegal DEI employment practices; reverse discrimination lawsuits and Title VII protections for all employees regardless of majority or minority status; the risks of workforce balancing, quotas, and race-conscious hiring decisions; employee resource groups and affinity programs that may unintentionally create unlawful workplace segregation; recent federal court rulings on DEI training, race-based programming, and compelled speech claims; practical recruiting strategies for expanding applicant pools without violating discrimination laws; how employers can maintain merit-based hiring while improving diversity outreach efforts; the increasing role of AI-generated deepfakes and manipulated media in workplace investigations and litigation; discovery risks involving ChatGPT prompts, AI-generated HR documentation, and employment decisions; AI-related hiring fraud, fake applicants, and remote interview concerns; legal concerns around confidentiality, metadata, and AI-generated evidence; and management failures highlighted by viral Reddit workplace stories involving poor supervision, accommodations, and employee performance management.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP254  Media mentioned in this podcast:  The JPMorgan Sexual Assault Lawsuit Was Already Messy. AI Is Making It Worse Reddit: Anyone Hire a Recruiter to Recruit Away a Problem  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  David Miklas owns a Labor & Employment law firm and for 27 years he has practiced all types of labor and employment law exclusively representing Florida employers. He has written hundreds of employment law articles, is the co-author for the premier legal textbook used by lawyers for Florida employment law, is a frequent employment law presenter and is a nationally recognized speaker and an invited guest lecturer addressing employment law and human resource issues with over thirty universities, including Harvard. Mr. Miklas graduated from the University of Florida College of Law.   David Miklas can be reached at  https://www.miklasemploymentlaw.com/  https://www.linkedin.com/in/david-miklas-301861121/  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Distinguish between lawful diversity initiatives and illegal employment discrimination practices. Identify emerging AI-related legal risks affecting workplace investigations and HR decision-making. Apply practical management and recruiting strategies that reduce discrimination and compliance risks. 

Nathan O'Connell spent nine years as a British military officer. Iraq, Syria, Afghanistan. He finished on the withdrawal with 16 Air Assault Brigade and left the forces two weeks before his 30th birthday with no sales background, no LinkedIn profile, and no recruitment experience of any kind.He got into rec-to-rec by accident. Spotted an advert on his wife's Instagram, joined R2R Global, and was given a cold desk focused on energy and renewable energy recruitment companies in London. Within 12 months he was their top biller in London. By year two, he was number one globally.Then he left. And instead of replicating what he'd done, he built the opposite. O'Connell Search Partners runs retained mandates with a maximum of four clients per geographic region. A team of four billing from Liverpool, covering London, New York, and Texas. In four months they invoiced £427,000.“I had nothing to sell at the time. So it was truly just a genuine interest.”This week on The RAG Podcast, Nathan breaks down how a military background shaped the most deliberate rec-to-rec model you will hear about this year.We cover:How a British military officer with zero sales experience became a global top biller in rec-to-rec within two yearsWhy Nathan limits his client base to four per region and how he selects between startups, scale-ups, and executive search boutiquesThe retained model in a space where most rec-to-recs work contingently, and what happens when mandates stay open for monthsHow he reconciles being anti-headcount whilst running a business that depends on agencies wanting to grow headcountWhy he gives clients 12 to 18 months grace before considering headhunting from businesses he has placed intoThe Atlas CRM and Device integration that he says saves a week of work per retained searchWhat he sees across dozens of agencies about which ones attract top talent and which ones struggleHis plan to personally bill £1m across three international locations with one researcherWhy he wants to be financially free by 45 and has no intention of building a big teamNathan O'Connell is not building a rec-to-rec empire. He is building a business designed around financial freedom, genuine relationships, and a small team where everyone bills.If you run a recruitment agency and you have ever wondered what a rec-to-rec headhunter actually thinks about your business, your culture, and your ability to attract talent, this episode will tell you.__________________________________________Episode Sponsor: Remote RecruitmentHiring shouldn't be slow, stressful, or expensive. That's why there's Remote Recruitment — the smart hiring partner for modern businesses. They don't just help you find great people. They help you access elite South African talent that's ready to deliver. No PAYE. No NI. No bloated overheads. Just trained, remote professionals who integrate seamlessly into your team. Their process handles everything: sourcing, shortlisting, onboarding, and retention. Fully managed. Fully supported. Fully remote. And now, Remote Recruitments has entered a new chapter. From ops to admin, sales to strategy, we're helping businesses scale smarter with people they trust, at a cost they can afford. Clients have seen: * Up to **60% productivity boosts** * **300% ROI** on BD roles * **30% faster completion** of operational tasks No overhead burden. No talent shortage panic. Just growth-focused hiring that makes business sense. Remote Recruitment is your flexible hiring solution for the modern era. **RAG Listeners:** Get 5% off your first hire + a free strategy session at www.remoterecruitment.co.uk/rag __________________________________________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 consistent inbound demand- The 3X Revenue System we use to turn LinkedIn into a predictable cash-generating channelSo fill in the form today to see how this system could transform LinkedIn into your agency's most profitable channel: https://hubs.ly/Q03lBpYC0

In this episode of The Career Transition Experts, we dive into one of the most honest conversations happening in today's job market, the fear and skepticism surrounding AI that is quietly holding professionals back from career growth.Our guest breaks down why so many people struggle to embrace AI in the workplace, how ego and the fear of being replaced silently drives resistance, and what mindset shift separates the professionals who thrive in today's hiring landscape from those who get left behind. If you are navigating a career transition or simply trying to stay relevant in a rapidly evolving job market, this conversation will challenge the way you think about AI and your own potential.Our guest, Adam Smith, Director of AI Development and former Senior Software Engineering Manager, has dedicated years to experimenting with, applying, and championing AI across his organization. His hands-on approach to AI adoption has made him a recognized thought leader and a trusted voice on how professionals at every level can embrace these tools to accelerate their careers.You may contact him at asmith0935@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.

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://limitless-learning.thisishector.com/subscribe-------------------------Get in touch with me:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

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

Not many people can say they helped dismantle the most dangerous nuclear weapons network in history. Then again, not everyone is former CIA operative, Jim Lawler. Jim speaks to Raza Jaffrey about his CIA career (that almost wasn't), bringing A.Q. Khan's nuclear network to its knees, and whether he thinks a similar Khan-level threat is lurking in the shadows...See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Emily Angeloni co-founded WOW Recruitment in Sydney at 22. No salary for six months. Just her laptop, working from a building set for demolition. Nine years later: a team of 18 across every major Australian state, New Zealand, and the United States. One of the most respected boutique sales and marketing agencies in the country.The year she became a mother, her co-founder told her he was leaving. She came back from maternity leave to a business that had saved every problem for her return, hit a serious road block, and stood in a strategy offsite thinking she could not do it anymore. She needed to rediscover her why.She did. WOW has since had its strongest period in nine years. But then she had a valuation done. And as she says herself: valuations can be a pretty uncomfortable truth.This week on The RAG Podcast, Emily breaks down what it actually looks like to lose a business partner, build something you are not sure you even want to continue, find the clarity, and watch everything change.We cover:- How a co-founder exit right before maternity leave forced Emily into the driver's seat for the first time- Why she seriously considered walking away from nine years of work, and what made her stay- The rookie hiring model that cost WOW its billing average, its culture, and its margins- How she redesigned her role entirely around what she loves: external focus, 18 people, zero internal ops- The five-year plan to build an asset with freedom of choice, not a job she cannot leave- Why a recent valuation was an uncomfortable truth and what it sharpened her focus on- What AI is actually changing for WOW's delivery model right now-Why personal brand has been her competitive advantage since 2017 and how it converts to real revenueLosing a co-founder. Building something you are not sure you even want any more. Then getting clear on the why and watching everything change.More founders have been down this road than would ever admit it. Emily is just prepared to say it out loud. Nine years in, she is building something worth having on her own terms, and working out exactly what that is worth.If you've ever wondered what it looks like to rebuild a business around a life you actually want to live, this episode has the blueprint.--------------------------------------------------------------------------------------------Admin 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 looking 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/--------------------------------------------------------------------------------------------Every 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 LinkedInHow small, niche teams are generating consistent inbound demandThe 3X Revenue System we use to turn LinkedIn into a predictable cash-generating channelSo fill in the form today to see how this system could transform LinkedIn into your agency's most profitable channel: https://hubs.ly/Q03lBpYC0

Discord comments! Drafting CBB programs for the next 10 years! The 10 scariest coaches on the recruiting trail! The Sleepers Podcast is now available daily with new episodes every Monday-Friday! The College Basketball stock market is LIVE on Stakeholder! Buy low or sell high on teams as they lose and add players in the portal! Join using our link for an instant $15 bonus: https://stak3holder.com/join/sleepersmedia Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What separates the recruiters billing seven figures from the ones who plateau year after year? According to Scott Love, only one out of a hundred recruiters will ever reach their full potential. The other ninety-nine are stuck in the same loop — relying on the most placeable candidate call, avoiding real business development, and confusing activity with progress. In this episode, Scott breaks down exactly why 99% of recruiters fail at BD and what the 1% are doing differently going into 2026. Scott Love is one of the most recognized names in the recruiting industry. He runs partner-level legal recruiting for global law firms, hosts The Rainmaking Podcast (a top 2% show globally with 300+ episodes), serves as editor-in-chief of The Rainmaking Magazine, and has coached 4,500 recruiting firms across 36 countries. He's a Naval Academy graduate, a former card-counting blackjack player mentored by alumni of the MIT blackjack team, and one of the sharpest strategic minds in the search business. In this conversation, Scott shares why most recruiters never escape transactional BD, the three traits that define the top 1%, why niching down is non-negotiable, and how to build thought leadership that pulls clients toward you instead of chasing them. He explains why "they need you more than you need them" is the posture shift behind every seven-figure desk, when to stop thanking your clients, how game theory applies to deal management and emotional recovery, and what every recruiter should do in the first hour of the day. This episode is brought to you by Atlas. Atlas is the AI-first recruitment platform built for agency recruiters and search firms who want to source faster, manage pipeline smarter, and bill more without adding headcount. If you're stitching together five tools to run your desk, Atlas was built for you. Try it free at https://recruitwithatlas.com This episode is also brought to you by Millee. Millee analyzes every detail of your live deals and builds the exact strategy you need — powered by a curated knowledge base from elite recruiters. It's encoded intuition, the judgment and gut feel of big billers translated into real-time guidance for every single process. Users save an hour a day on email alone. Try Millee free for 30 days at https://millee.ai Scott also gets into the trends he's tracking for 2026, including his prediction that LinkedIn will lose its grip as the dominant sourcing channel within two years, the dirty-secret play that built his thought leadership in legal, and the journaling discipline he's used since 2017 to track his greatest achievements, his mistakes, and the patterns underneath both. If you want to bill more in 2026, this is the conversation.

What if some job applicants aren't actually trying to get jobs — but are instead trying to infiltrate companies? Dani Tepedjiyska, who works with the recruitment firm Michael Page, describes a strange and growing world of fake resumes, organized applicant networks, AI-assisted interviews, and suspicious staffing firms that may be helping fraudulent actors gain access to banks and other financial institutions. We talk about the real-world signs she's seen while interviewing deceptive candidates — from people secretly receiving answers during interviews to applicants who suddenly crack under simple follow-up questions. We also explore how AI tools are making this kind of fraud much easier, why remote work creates new vulnerabilities, and how some infiltrators may be playing a very long game. Along the way, Dani shares practical insights for job seekers about how recruiters analyze applicant resumes and behavior, and tips on optimal LinkedIn strategies. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Friddy Hoegener, co-founder of SCOPE Recruiting, shares how his background in supply chain led him to build a niche recruiting firm that only hires recruiters with real supply chain experience. He explains why generic job descriptions fail, how defining an ideal candidate profile and using a structured scorecard creates more objective and faster hiring, and why specific, outcome-based examples in interviews matter. Friddy discusses the industry's shift from pure cost savings to risk mitigation and vendor relationships, the growing importance of cross-functional, people-oriented skills over narrow niche expertise, and the strategic value of embedding procurement early in product design. He also offers practical advice for high-growth industrial startups on when to hire their first supply chain professional, how to compete with Fortune 500s for talent, and why a single rockstar generalist often beats a team of specialists in the early stages. Highlights from their conversation include: Friddy's Supply Chain Background and Move Into Recruiting (0:29)   Founding SCOPE Recruiting and Identifying a Niche (2:15)   Why Supply Chain Background Matters for Recruiters (3:21)   Defining Roles and Ideal Candidate Profiles with Clients (4:42)   Building and Using a Candidate Scorecard for Objectivity (7:17)   Balancing Cost Reduction and Supplier Risk Management (9:46)   How AI Is Changing Desired Supply Chain Skills (11:55)   Embedding Procurement with Operations and Engineering (13:51)   When Startups Should Hire Their First Supply Chain Professional (15:52)   Competing With Fortune 500s for Supply Chain Talent (17:28)   Choosing a Rockstar Generalist vs Multiple Specialists (19:41)   Final Thoughts and Takeaways (20:04)   Dynamo Ventures is a venture firm backing founders upgrading the physical economy. As intelligence moves into critical infrastructure and technology collides with physics, industry is entering a new era of transformation - the industrial renaissance. Born from the dirt and grit of supply chains and shaped by operations, not spreadsheets, Dynamo focuses on the complex realities of building in the real world. We invest in companies transforming infrastructure, manufacturing, logistics, transportation, and the systems that power global commerce. Dynamo works closely with founders who combine ambition with a bias to action, bringing a builder mindset to venture capital through deep operational insight, systematic pressure-testing and hands-on partnership. Our purpose is simple: to back the relentless shaping the industrial renaissance. Learn more at www.dynamo.vc Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

When organizations hire thousands of frontline workers, delivering a personal candidate experience becomes almost impossible. Recruiters spend all of their time answering calls, responding to messages, and running through the same screening questions over and over. There is little time left for the conversations that actually matter. Meanwhile, candidates want speed, flexibility, and a process that respects their time, including outside business hours. So how can AI solve this? My guests this week are Jeroen Klerkx, People Operations Leader at Picnic, and Bill Fischer, CTO at VONQ. In our conversation, recorded live at HR Tech Europe, they share what happened when Picnic gave candidates the choice of a human or AI screening call, the surprising feedback they received, and how they built 10 years of recruiting knowledge into an AI agent that frees up time for their recruiters to have more valuable conversations. In the interview, we discuss: Picnic's unique approach to candidate experience The current market challenges Building an AI recruiter Closely monitoring candidate sentiment and responding to their feedback. Overcoming the considerable technical challenges How recruiters responded to automation and how their role is developing Managing candidate expectations around AI What does the future look like for AI in TA Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

When we watch sports, we watch the surface: the goals, the speed, the final score. But Colin Cerniglia, Sports Journalist for the Charlotte Observer, is looking for something else.In this episode, we dive into the "human undercurrent"—the invisible cues and personal values that dictate whether a team rises or crumbles. Colin, author of Culture of Excellence and a veteran of both the corporate recruiting world and the sports press box, takes us on a journey through the high-stakes decisions of the New York Yankees and the protective leadership of coaches like Dean Smith.But leadership isn't just found in stadiums. Colin pulls back the curtain on his own life, from his obsessive quest to write an unauthorized biography of rock legend Don Henley to a sobering reality check in his own home during a postpartum crisis. We close with a moving tribute to the "first hero" in his life—his grandfather—and the legacy of decency that remains long after the scoreboard is turned off.In this episode, we explore:The Recruiter's Lens: Why judging talent based on "charm" alone is a recipe for failure.The Coach's Shield: How great leaders protect their players from the noise.The Henley Rabbit Hole: A detour into 1960s Texas yearbooks and investigative obsession.The Legacy of Decency: What a grandfather's quiet life teaches us about being remembered.Connect with Colin Cerniglia:Official Substack: CERNIG – The home for Colin's latest writing, including updates on his Don Henley biography project.The Book: Culture of Excellence: What We Can Learn From The Yankees About Leadership – Colin's deep dive into the organizational secrets of baseball's most storied franchise.Professional Hub: Talent 409 – Colin's leadership academy and consulting firm.Podcast: 2 Jocks & A Schlub – A weekly mix of sports, beer, and "nonsense" hosted by Colin and friends.Writing Portfolio: Muck Rack – A collection of Colin's sports journalism and features.Follow Colin on Social Media:X: @cjcernigInstagram: @cjcernig

The "Lean, Mean, Hiring Machine": 6 Recruiters vs. 2,400 Locations How do you hire for Applebee's, Taco Bell, Arby's, and Planet Fitness without losing your mind? If you're Mark Gibson at Flynn Group, you don't—you let a robot named Frankie do it. In this episode of The Chad and Cheese Podcast, we hang out with the man managing the world's largest franchise empire with a recruiting team so small they could all fit in one booth at Applebee's. Mark breaks down how they ditched boring forms for text-based AI, turning their six recruiters into "high-level media buyers" instead of resume-shuffling zombies. What's inside: The "Midnight Million": What happens when you flip the switch on a new system and wake up to a literal mountain of applicants. Frankie Goes to Hollywood (and Pizza Hut): How an AI assistant handles the "boring stuff" so humans can actually be human. TikTok vs. The Churn: Using Gen Z influencers to drive talent and AI surveys to make sure they don't "ghost" after day three. Judgment Day: Mark addresses the "Terminator" fears of automation. Spoiler alert: the robots aren't making the pizzas... yet. From "black card" memberships for fries to surviving the HR tech "Judgment Day," this is a deep dive into how to scale a global empire without the overhead. Grab a snack and listen in—Frankie is watching. If you could automate the single most annoying part of your job today, what would it be?

Liam Naughton grew up in a hyper-competitive environment, from nonstop sports to a 35-day wilderness trip that pushed his limits early on. Now Head of Recruiting at Merge, he's applying that same mindset to building scalable, AI-driven systems while stepping into a new chapter of leadership and fatherhood. In this conversation, he shares how discipline, system thinking, and learning to push through tough moments continue to shape how he operates.Connect with host James Mackey on LinkedIn! Thank you to our sponsor, SecureVision, for making this show possible!  Follow us:https://www.linkedin.com/company/82436841/SecureVision: #1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

SPECIAL GUEST HOST CARLISLE KENNEDY FILLS IN FOR MICHELLEGuest:Today's guest is Robert Parker II, Commander of VFW Post 2933 in Dripping Springs — a guy who went from growing up on a tiny island in Maine and commercial fishing to serving 30 years in the U.S. Army as a Military Policeman, Drill Sergeant, Recruiter, and Command Sergeant Major. Basically, if leadership had a uniform, Rob wore it. Now he's serving veterans and the local community here in the Hill Country with the same steady, no-drama leadership style. He's a husband, father, grandfather, church volunteer, outdoorsman, and one of the few people alive who proudly says quitting social media made him happier. Frankly… the man may be onto something. Monologue:Foreclosures Jump In Q1 2026Silver TsunamiRetail Closure SurgeMac and Cheese CrimeSaying what needs to be said and broadcasting straight outta Dripping Springs, Steve Mallett and Michelle Lewis serve up unfiltered, unforgettable conversations with the most interesting folks you've never heard of-yet. From wild small-town stories and Hill Country gossip to sharp takes on real life, they mix humor, heart, and a healthy dose of Texas grit. It's like pulling up a chair at your favorite local bar, where the banter is real, the guests are bold, and nobody's afraid to speak their mind. You'll laugh, you'll think, and you just might see your own story in theirs. New episodes every week...because ordinary people make the best damn stories.Send us Fan MailSupport the showThe Best Realtor in Dripping Springs? The #1 choice is the Mallett Integrity Team, led by Steve Mallett. Local experts and results-driven service-Cedric Mills, Carlisle Kennedy, Maury Boyd, and Michelle Lewis.SouthStar Bank a tradition of full-service community banking for over 100 years. Your neighborhood Bank. Stop by a branch today! The Deep Eddy Vodka Tasting Room in the TX Hill Country just outside Austin, TX, welcomes over 75K visitors annually and sits within the former bottling plant. Family Friendly Fun in the Hill Country. Black Slate Construction /Black Slate Roofing-Locally owned and operated in Austin, TX! Over a decade of experience-their skilled team delivers high-quality construction/roofing and exceptional service.Follow us, leave a review and TELL A FRIEND!AppleInstagramWebsite

Charlie Saffro started CS Recruiting by accident. Pregnant with her third child, out of a job overnight, doing free matchmaking from the school carpool line in Chicago. Her first placement fee was $1,200 with a year-long guarantee. Sixteen years later, she had built a $5 million logistics and supply chain recruitment firm with 48 employees at its peak. Inc. Best Workplaces honouree. TEDx speaker. A brand built entirely on the idea that business is personal. Then the market turned. Three brutal years, 2022 to 2024, forced her to halve the team. On Thanksgiving 2024, she took a walk with her husband and said the words out loud for the first time: "I'm done." She sold CS Recruiting on December 1st 2025. The same year her oldest son left for college. Within weeks, the woman who had been needed by everyone suddenly wasn't needed by anyone. "Who am I without these titles? Who am I if I'm not in charge of my kids, if I'm not in charge of my team?" This week on The RAG Podcast, Charlie opens up about the reality of selling a recruitment business and what comes after. We cover: How an advertising career in downtown Chicago accidentally led to a logistics recruitment firm Why her first big client needed 200 hires and she had zero recruiters How personal branding on LinkedIn generated more business than any marketing budget The moment on Thanksgiving that triggered the decision to sell after 16 years What it actually takes to sell a recruitment business that carries your name Why she describes life after the exit as "grieving" The parallel between sending your kid to college and handing over your company How she navigates being an employee inside someone else's business after being a founder What she wishes someone had told her before she signed the deal So many recruitment founders think about selling one day. Very few actually do it. And almost nobody talks about what happens after the champagne stops flowing. If you have ever wondered what it really feels like to sell the business you built from nothing, to hand over the team you hired and the brand you created, this episode is the most honest answer you will hear. __________________________________________ Episode Sponsor: Atlas Let's be honest. Admin is one of the biggest drains on growth in a recruitment business. That's where Atlas comes in. Atlas is the AI-first recruitment platform built for modern agencies that want to scale without adding more manual work. It doesn't just track CVs and calls. It captures every conversation - emails, interviews, client calls - and makes it fully searchable. With Magic Search, you can literally ask: Who mentioned they're open to relocating next year? Who talked about wanting a four-day week? Who's worried about their commute? Atlas searches across real conversations, not just keywords on a CV, and gives you answers instantly. Atlas 2.0 also makes business development easier. With Opportunities, you can track and grow client relationships using generative AI, all inside your existing workflow. And this isn't hypothetical. 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 information. Just faster shortlists, better hires, and more time spent on the work that actually drives revenue. If you want to see what the future of recruitment looks like, unlock your exclusive RAG listener offer at: https://recruitwithatlas.com/therag/ __________________________________________ Episode Sponsor: Hoxo Every 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 consistent inbound demand The 3X Revenue System we use to turn LinkedIn into a predictable cash-generating channel So fill in the form today to see how this system could transform LinkedIn into your agency's most profitable channel: https://hubs.ly/Q03lBpYC0

Resumes never tell the full story. The candidate who casually mentioned she's open to relocating, the manager who said he wants a four-day week, the senior dev who's quietly looking — that detail gets buried in notes and forgotten. Atlas changes that. It's the AI-first recruitment platform built to eliminate admin, capturing every conversation automatically and turning it into something you can actually search. With MagicSearch you can ask Atlas "who talked about relocating?" or "who mentioned a four-day week?" and it pulls the answers instantly across your entire database. Atlas also makes BD easier with opportunity tracking and client relationship tools powered by generative AI, plus smart dashboards that give you full pipeline visibility across the business. Atlas customers report 40%+ EBITDA growth and 80%+ increases in monthly billings after adoption. It's built for agencies that want to grow without adding more manual work. https://recruitwithatlas.com April 24, 2020. Catiana Ibarra Aponte was handing layoff letters to her own team when her own letter came. Her director's parting line: "If we had more recruiting, you'd still be here." She heard what she'd been hearing her whole life. Not good enough. This wasn't her first no. Her father, a second-generation pharmacy owner, told her she couldn't take over the family business — she was a girl, she'd have other roles. Her master's professor told the class on day one they weren't degree material. Now her employer was saying the same thing during a global pandemic. She cried for four hours. Then she built a plan. In this episode of The Elite Recruiter Podcast, Catiana — now CEO and Brand Manager of PeopleLift, an HR staffing and AI consulting firm serving clients across Puerto Rico, Latin America, and the United States — walks Benjamin Mena through one of the most resilient career arcs in recruiting. Surviving Hurricane Maria with six months of no electricity while still trying to fill jobs. Bouncing through four contract roles in two years. Driving alone to a hotel during COVID lockdown for a first interview she suspected might be a kidnapping. Getting publicly attacked in a company-wide Slack channel by a teammate who compared her to a dog chasing a bone. Building the trust with clients that eventually moved her from talent acquisition manager to CEO. This is an episode for any agency recruiter, executive search professional, or staffing firm owner who's ever wondered whether they have what it takes to become an operator, a partner, or a CEO. It's also for any recruiter who's been told no — by a client, a candidate, a boss, a family member — and needs to hear from someone who turned every one of those nos into the next chapter. What you'll learn: Why being told "no" is the single most useful career fuel for an agency recruiterHow Catiana rebuilt her career across four contract roles before landing the CEO seatThe after-5pm work that took her from TA manager to operator to CEOHow to spot top billers who can become leaders — and which top billers should stay individual contributorsThe change-management playbook she used to push new processes through resistant teamsWhy one-service staffing firms are at risk and how PeopleLift expanded into fractional HR and AI consultingThe mindset shift that transformed her client retention and BD resultsWhat recruiters who dream of becoming operators or partners need to start doing tomorrow  

In this episode, Scott Love, a renowned legal recruiter and host of the Rainmaking Podcast, delves into the complexities of lateral partner transitions within law firms. Scott shares his wealth of experience, offering listeners a roadmap to navigate these high-stakes decisions effectively. From understanding the motivations behind partner moves to the strategic importance of building trust and conducting thorough due diligence, Scott provides actionable insights to help partners avoid common pitfalls and achieve successful transitions. Key Takeaways: Surge in Lateral Moves: Discover why lateral moves are increasing and what firms are looking for in new partners. Motivations for Change: Explore common reasons for partner transitions, including leadership and strategy issues. Building Trust: Learn the importance of trust and relationship-building in legal business development. Due Diligence: Gain a step-by-step guide to assessing opportunities and avoiding costly mistakes. Common Mistakes: Understand the pitfalls partners often encounter, such as unrealistic expectations about client portability and integration challenges. Successful Transitions: Understand the role of process, connection points, and force multipliers in seamless integrations. Ethics and Timing: Learn about the ethical considerations and strategic timing crucial for minimizing risks. Timestamps: 00:00 - Introduction to lateral partner movement 01:01 - Scott Love's background in legal recruiting 05:37 - Strategic reasons for partner moves 10:45 - Navigating moves effectively with a clear process 18:10 - Common mistakes in lateral moves 20:22 - What firms seek in new partners 26:47 - Trust-building and successful recruiting moves 35:20 - Final advice for partners considering a move Resources: Partners on the Move - Scott's process hub and resources Rainmaking Podcast - Scott's podcast on business development for lawyers Steve Seckler's appearance on the Rainmaking Podcast Connect with Scott Love: LinkedIn Email

Blaine Daws started in data centres in 2008 with a stack of papers and a wired phone. By 25, he was billing £475k a year as a solo 360 recruiter. At a family Christmas party in December 2019, he met Karl Chatterjee, a man who had already sold two recruitment businesses for multi-millions. Karl said: "Why are you going to line someone else's pockets?" Four weeks later, WNTD was incorporated. Two weeks after that, the world went into lockdown.Like so many other founders back then, he dropped his niche, went after every market he could find, and started to make money. They grew to 20 people and had a huge office in the post-Covid boom. But lost a foothold in their niche and over a quarter of a million pounds doing it.Then he stripped everything back. Let everyone go. Rebuilt from scratch around the one market he knew inside out: the Nvidia ecosystem and the global data centre buildout powering the AI revolution.WNTD is now 75 people, generating £15 to 20 million in revenue, and running a £100 billion GPU infrastructure deployment across Europe. Blaine is 35, working 7 days a week, with two young children at home."I want to make as much money as possible. So then in five years time, when I'm 40, I don't have to do it anymore."This week on The RAG Podcast, Blaine Daws tells the real story behind one of the most unusual businesses in recruitment.We cover:How a family Christmas party sparked WNTD, launched two weeks before lockdownGoing mass market, losing £250K, and why he told Karl most weeks he wanted to quitWhy stripping back to one niche was the actual growth strategyWhat statement of work really means in AI infrastructure recruitmentRunning a £100 billion GPU build and what that looks like day to dayGetting equity stakes in the partner companies they work withWorking 7 days a week at 35 with two young kids, and what it's actually costingThe question Sean asked that changed the tone of the whole episodeBlaine went from nearly shutting the business down to running one of the most specialised agencies in the world's fastest growing market.If you've ever wondered what it actually costs to build something extraordinary... this episode has the answer.__________________________________________Episode Sponsor: Remote RecruitmentHiring shouldn't be slow, stressful, or expensive. That's why there's Remote Recruitment — the smart hiring partner for modern businesses.They don't just help you find great people. They help you access elite South African talent that's ready to deliver. No PAYE. No NI. No bloated overheads. Just trained, remote professionals who integrate seamlessly into your team.Their process handles everything: sourcing, shortlisting, onboarding, and retention. Fully managed. Fully supported. Fully remote.And now, Remote Recruitments has entered a new chapter. From ops to admin, sales to strategy, we're helping businesses scale smarter with people they trust, at a cost they can afford.Clients have seen:* Up to **60% productivity boosts*** **300% ROI** on BD roles* **30% faster completion** of operational tasksNo overhead burden. No talent shortage panic. Just growth-focused hiring that makes business sense.Remote Recruitment is your flexible hiring solution for the modern era.**RAG Listeners:** Get 5% off your first hire + a free strategy session at www.remoterecruitment.co.uk/rag__________________________________________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 consistent inbound demand- The 3X Revenue System we use to turn LinkedIn into a predictable cash-generating channelSo fill in the form today to see how this system could transform LinkedIn into your agency's most profitable channel: https://hubs.ly/Q03lBpYC0

AI is already changing procurement, but, for many, the bigger and more difficult question is what will happen to people in the process. Procurement has long been constrained by capacity: too much data, too many transactions, and not enough time to step back and think strategically. Now, with AI accelerating analysis, automating tasks, and reshaping workflows, that constraint is starting to loosen. But more capacity doesn't automatically create more value. In this episode of Buy: The Way…To Purposeful Procurement, Friddy Hoegener, co-founder of Scope Recruiting and a former procurement practitioner, joins co-hosts Philip Ideson and Rich Ham to explore what AI really means for procurement talent, hiring, and the future of the function. Friddy sits at a unique intersection. He has lived procurement from the inside and now evaluates it from the outside, helping companies hire the people who will define its future. What he sees is both promising… and unsettling. On the one hand, AI is making work more efficient. Recruiters no longer spend hours taking notes or writing candidate summaries, and procurement can analyze data faster and make decisions more quickly. Entry-level roles that once focused on repetitive tasks are beginning to evolve into something more strategic. However, AI is also distorting how talent is evaluated, and not always to the benefit of the candidate or the employer. It has never been easier for candidates to look polished, tailored, and highly qualified on paper. Resumes, outreach messages, and even interview preparation can be AI-assisted, making it harder than ever to distinguish between genuine capability and well-generated output. As a result, the traditional filters procurement relies on are breaking down, forcing hiring teams back to something more fundamental: actual human conversation. Links: Friddy Hoegener on LinkedIn Rich Ham on LinkedIn Learn more at FineTuneUs.com