Podcasts about talent acquisition

The explosion of AI-generated applications isn't just breaking traditional recruiting - it's creating an unprecedented opportunity by making sophisticated assessment tools accessible for early-stage screening. There is now the opportunity to filter thousands of applicants based on actual predictive data. However, the vendor landscape here can be confusing, and some offerings lack the transparency that employers need. So how can organizations identify tools that leverage AI's efficiency while respecting established peer-reviewed assessment science? My guest this week is Djurre Holtrop, Assistant Professor at Tilburg University. In our conversation, Jura reveals how AI could democratize evidence-based assessment for organizations of all sizes and offers advice on best practices and the future assessment landscape. In the interview, we discuss: The science-practice gap in assessment The tension arising from the rapid development of AI and the need to evaluate work performance results over time. AI isn't making the process worse because CVs and cover letters have no predictive validity. How is AI improving the science? Transforming recruiting with early-stage screening How bias carries through the recruiting process Resetting our mental models What does the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Episode Notes On this TXL episode featuring Deloitte, we're joined by Bhawna Bist, Managing Director, Human Capital, Deloitte Consulting LLP, to explore how AI is transforming talent acquisition from task automation to strategic enablement. Bhawna will share insights on how forward-thinking organizations are balancing efficiency with ethics, enabling transparency, and putting humans at the center of an AI-powered hiring process. We'll tackle the practical steps leaders can take to build trust, upskill talent acquisition, and deliver experiences that candidates love.

Up to 20% of the global workforce is likely to be neurodivergent and mostly undiagnosed. Understanding how to unlock the full potential of people with non-typical brains should be important to all employers. The difference between the right and wrong job fit for someone with ADHD or other neurodivergent conditions can be the difference between struggling daily and becoming a top performer.  So what if the key to creating exceptional teams lies not in trying to fit everyone into the same mold, but in asking the right questions to understand what each person needs to thrive? My guest this week is Shell Mendelson, an ADHD career coach with 35 years of experience helping neurodivergent individuals find their ideal work fit. In our conversation, Shell shares her proven process for identifying the "must-haves" that enable neurodivergent employees to perform at their highest level and explains why understanding individual needs benefits both employees and employers. In the interview, we discuss: The challenges for ND people at work Why everyone's needs are different The benefits of recognising the spectrum of different brains in your organization The contradictions of neurodiversity The importance of job fit and asking the right questions How small accommodations can make a massive impact Making work better for everyone Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Culture isn't just a vibe — it's a strategy. In this Pharmacy Friends episode, Prime's Erin Feigal (CHRO) and Jeff Kaczrowski (Director of Talent Acquisition) join host Laura Spitzack to explore how culture sparks innovation, drives engagement, and delivers real business results and why ignoring the idea of culture is like ignoring gravity.From cultural commitments to leadership styles, hear how Prime's 7,000+ employees band together to  deliver results, innovate for growth, win together and do what's right. Whether you're leading a team or just trying to survive the next all-hands, tune in for sharp insights and how bold ideas—from mild to wild—prove culture is the ultimate business accelerator.More about Prime's cultureApply for a job at Primewww.primetherapeutics.com

My guest today is Peter Lacaillade. Peter is the Chief Investment Officer for Private Investments at SCS Financial and has built one of the most respected private equity allocation platforms in wealth management, overseeing $50 billion for ultra-high-net-worth families and earning the same access as top-tier endowments. He shares how SCS's pooled vehicle structure enables them to compete with institutional giants for the best funds, avoiding the adverse selection that plagues most wealth platforms. Peter shares his investment philosophy across lower middle market buyouts, emerging independent sponsors, and early bets on category-defining managers like Thrive Capital and Shore Capital. We discuss what separates exceptional private equity managers, the evolution of the industry toward AI-powered strategies, and private markets going mainstream. Please enjoy this conversation with Peter Lacaillade. For the full show notes, transcript, and links to mentioned content, check out the episode page⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠.⁠⁠⁠⁠⁠⁠⁠⁠ ----- This episode is brought to you by⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ramp⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Ramp's mission is to help companies manage their spend in a way that reduces expenses and frees up time for teams to work on more valuable projects. Go to⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ramp.com/invest⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to sign up for free and get a $250 welcome bonus. – This episode is brought to you by⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ridgeline⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Ridgeline has built a complete, real-time, modern operating system for investment managers. It handles trading, portfolio management, compliance, customer reporting, and much more through an all-in-one real-time cloud platform. Head to⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ridgelineapps.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn more about the platform. – This episode is brought to you by⁠⁠⁠⁠⁠⁠⁠⁠ AlphaSense⁠⁠⁠⁠⁠⁠⁠⁠. AlphaSense has completely transformed the research process with cutting-edge AI technology and a vast collection of top-tier, reliable business content. Invest Like the Best listeners can get a free trial now at⁠⁠⁠⁠⁠⁠⁠⁠ Alpha-Sense.com/Invest⁠⁠⁠⁠⁠⁠⁠⁠ and experience firsthand how AlphaSense and Tegus help you make smarter decisions faster. ----- Editing and post-production work for this episode was provided by The Podcast Consultant (⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thepodcastconsultant.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠). Show Notes: (00:00:00) Welcome to Invest Like the Best (00:04:31) Advantages of Private Equity Over Public Markets (00:08:59) Talent Acquisition and Growth at SCS (00:10:28) SCS's Wealth Management Strategy (00:19:51) Challenges and Risks in Private Equity (00:26:06) The Future of Wealth Management (00:12:42) Trends in Private Equity (00:20:14) Challenges and Risks in Private Equity1 (00:22:58) Building Successful Private Equity Partnerships (00:26:06) The State of the Wealth Management Industry (00:35:07) Lower Middle Market Buyouts and Independent Sponsors (00:49:38) Introduction to Long Lake and Its Innovative Approach (00:50:21) AI-Powered Tools for Homeowners Associations (00:52:46) Permanent Capital Vehicles vs. Drawdown Funds (00:54:26) The Rise of Holding Companies (00:57:03) Emerging Trends in Venture Capital 01:05:44) The Role of Endowments and Liquidity Solutions (01:10:40) Jake and Frank's Partnership (01:13:57) The Kindest Thing Anyone Has Ever Done For Peter

Predictable hiring isn't just possible —it's essential. On this episode, host Ryan Dull is joined by Michael Peterson, Sr. Director of Global Talent Acquisition – Talent Sourcing, Intelligence and Innovation at Edwards Lifesciences, to explore how strategic planning, data-driven practices and a consumer-minded approach are shaping modern TA functions in highly regulated industries. Michael walks through his path from aspiring pilot to TA leadership, sharing lessons from roles across healthcare, tech and international organizations. From building teams from scratch to redefining success metrics, Michael also offers practical insights into the evolving TA landscape.Key Takeaways:(00.00) Introduction.(02:35) Michael pivoted from aviation to a career in TA leadership.(04:48) Edwards Lifesciences leads in heart valves, with 17 on Michael's TA team.(05:59) Intelligence and innovation functions are early, with one analytics role in place.(07:58) The Valencia plant proves the strategy works and uncovers key process gaps.(10:11) TA taught the business the market's tough — now it's about how to act on it.(12:52) Quality of hire is the top priority, even if measurement still needs work.(15:12) TA priorities include field roles, tech optimization and guiding AI innovation.(17:01) Focus on doing the right thing, not on being liked.Resources Mentioned:Michael Petersonhttps://www.linkedin.com/in/taleadermichaelkpeterson/Edwards Lifesciences | LinkedInhttps://www.linkedin.com/company/edwards-lifesciences/Edwards Lifesciences | Websitehttps://www.edwards.com/This episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiters #Recruiting #HRTech

What goes into staffing all of the many roles at a hospital? Sarah Blenner, Director of Talent Resourcing and Joanna Wiseman, Talent Acquisition and Marketing Specialist are responsible for filling all of the non-Physician jobs at Monument Health. Find out how they approach the tall task of keeping over 1,200 spots filled while still remaining selective in an extremely competitive industry. Looking for a new career at a great place to work? Go to monument.health/careers and find the health care role that's right for you. Hosted on Acast. See acast.com/privacy for more information.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Summary:Julie Sexton, Land O'Lakes, organizational culture, HR innovation, employee engagement, technology in HR, veterans in workforce, talent acquisition, flex work, leadership, Land O'Lakes, leadership, talent management, generational differences, agriculture industry, AI in business, career advice, employee engagement, mentoring, organizational cultureTakeaways:- Julie fell into HR by choosing it as a versatile concentration in college.- Land O'Lakes offers a culture where employees can have a real impact.- Transparency and humanness are key in leadership.- People strive to do their best and want to be valued.- The evolution of technology has greatly improved HR processes.- Flexibility in roles can attract a diverse talent pool.- Piloting initiatives allows for learning and adaptation.- Supporting veterans through programs like SkillBridge is crucial.- Diversity includes mindset and experiences, not just demographics.- Land O'Lakes is more than just butter; it's a significant agricultural co-op. Land O'Lakes operates across the entire agricultural value chain.- The cooperative model allows for direct ownership by farmers and producers.- Nurturing future leaders involves experience, mentoring, and skill development.- It's important to recognize that not everyone is suited for leadership roles.- An individual contributor career path is essential for deep expertise.- Understanding employee values through surveys can enhance engagement.- Reverse mentoring programs can bridge generational gaps.- A talent strategy aligns workforce development with business goals.- Honest communication is crucial in performance evaluations.- Self-reflection and openness to feedback are key to career growth.Chapters00:00 Introduction to Julie Sexton and Her Journey02:03 The Importance of Organizational Culture06:49 Defining and Living Organizational Culture08:10 The Evolution of Technology in HR10:18 AI and Innovation in Recruitment12:25 Balancing Flexibility in Manufacturing Roles14:41 Innovating Employee Engagement Strategies17:08 Supporting Veterans in the Workforce20:09 Attracting Talent Beyond Butter21:30 Understanding Land O'Lakes' Unique Position24:05 Nurturing Future Leaders26:51 Navigating Multi-Generational Workplaces28:07 Building a Talent Strategy30:00 Evaluating Talent and Performance30:53 Interviewing for Value Addition33:05 Challenges Facing the Agriculture Industry34:50 Embracing Generative AI37:00 Career Advice and Self-Reflection

Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. This episode is about Talent and Technology. The recruitment marketing landscape has been about more than just job advertising for a long time. However, many employers are still missing out on the unique benefits search and social bring to the marketing mix by approaching these channels in the same way they approach job boards.  As AI reshapes these platforms and candidate behavior evolves rapidly, there's a widening gap between companies seeing dramatic results and those struggling with failed campaigns and wasted investment. The difference isn't budget—it's about building long-term strategies based on data and a strong understanding of each channel's unique strengths and differences.  So what can employers do to ensure they are getting full value from their recruitment marketing budgets? My guests this week are Kelsey Krater, Chief Platform Officer at Appcast, and Appcast's Director of Digital Media, Alexandra Horwitt Anema. In our conversation, we talk about the unique strengths of search and social, how they are evolving and the critical importance of data in recruitment marketing.  In the interview, we discuss: Driving quality hires from recruitment marketing Why search and social aren't job boards Search and intent Filling funnel gaps and building diversity A layered media approach Telling stories with social The danger of prioritising quick wins over long-term strategy Recent developments in search and social The critical importance of data Nurturing and remarketing Pipeline building over transactional thinking What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Jennifer Ingraffea is a seasoned executive leader with over 25 years of experience in the retail, apparel, product merchandising, and management sectors. In July 2025, Jennifer became the CEO of Pendleton Woolen Mills; a family-owned business since its founding in the 1860s. Before joining Pendleton, she served as Chief Product & Merchandising Officer at The North Face, prior to which, she worked at Nike in a number of high-level executive leadership roles. Jennifer and Roy discuss her new role and dig into essential leadership skills like curiosity, stewardship, and much more.Highlights from our conversation include:Core beliefs, values, and principles in Jenn's leadership playbook (2:53)Leading through cycles of massive consumer and retail evolution (5:39)Identifying areas of a business that are in need of clarification and simplification (7:36)Aligning a team towards a long term vision (11:01)Lessons learned around hiring and team building at major brands (14:58)How Jenn developed her hiring process and philosophy (17:07)What a great leader looks like to Jenn (18:36)Valuable traits that Jenn identifies when hiring direct reports (22:58)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

RecOps & AI: TECHNIQUES TO ACCELERATE AI ADOPTION   Recruitment Operations developed as a distinct function with Talent Acquisition with a purpose of ensuring the entire recruiting function operated as efficiently and as resiliently as possible. This was BEFORE the advent of Artificial Intelligence, so what is the situation in 2025 when AI powered efficiency are the No1, 2 and 3 priorities for almost every business?   We're going to be speaking with Ops leaders to find out how RecOps teams have helped TA functions accelerate their adoption of AI.   - What is RecOps in 2025? - What is the relationship between RecOps and the other functions in Talent Acquisition? - Order business: what are the items of work RecOps professionals do? - What makes a RecOps function a high performing one? - Can we measure RecOps efficacy from the performance of those they are supporting? - How does having an independent RecOps function accelerate technology? - What are the unique differences between AI adoption and adoption of other categories of technology? - How do you ensure tech implementation is a success? - How do you increase utilisation of tech products? - Do you get involved in decision making as to what gets automated? - What are the skills required to be an effective RecOps professional? - How do you see the function evolve in a future of workforce where humans are augmented by AI colleagues?   All this and more with Mark Harman, Global Head of Recruitment Operations (Wise), Victoria Murphy,Global Head TA Operations (JLL) & Stephen Collopy, Head of Talent Operations & Enablement (Delivery Hero)   We are on Friday 8th August, 2pm BST / 9ET - follow the channel here (recommended) and save your spot for this demo by clicking on the green button.     Ep322 is sponsored by our friends Teamtailor   Great teams start with great hiring — and that's exactly what Teamtailor is built for.   Loved by companies like Happy Socks, OneFlow, Oatly, and Five Guys, Teamtailor is the all-in-one recruitment platform trusted by over 10,000 businesses and 150,000 recruiters worldwide.   It combines a powerful ATS with fully customizable, AI-powered tools to elevate your employer brand and deliver a standout candidate experience.   From career sites to collaboration workflows, Teamtailor helps talent teams move faster, work smarter, and create hiring journeys that people actually enjoy — candidates and hiring managers alike.   See how top teams are hiring better with Teamtailor:   Experience the magic today!

Welcome back to another episode of The Full Desk Experience! In this Industry Spotlight, host Kortney Harmon sits down with Lauren Jednat to unravel the true impact of AI sourcing agents on the recruiting world. With tales from the trenches and insights from daily conversations with recruiting leaders, Lauren and Kortney dive deep into how AI is augmenting—not replacing—the human touch in staffing. From slashing hiring costs and boosting efficiency to shifting recruiter roles from repetitive sourcing to building strategic relationships, you'll hear how the old ways of recruiting aren't keeping up and why embracing AI is now essential for staying competitive. Whether you're curious about AI's ROI or worried about falling behind, this episode is packed with actionable advice and real-world examples to help you rethink your approach for 2025 and beyond. Don't miss out on this timely discussion about the future of recruitment technology and the steps you can take right now to modernize your desk._________________Follow Lauren Jednat on LinkedIn at: LinkedIn LaurenFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Want to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

For too long, gaps in resumes have been a red flag for recruiters. But what if this outdated bias is costing you your best hires? In today's world, where everyone's constantly reskilling and skills become obsolete within months, penalizing career breaks makes absolutely no sense. This red flag mentality drives ageism and automatically screens out experienced professionals. Organizations clinging to "recent experience" requirements are handing their competitors access to mature talent bringing fresh perspectives, proven loyalty, and decades of expertise. So how can forward-thinking employers flip this nonsensical bias into strategic advantage by recognizing that career breaks often create stronger professionals, not weaker ones? My guest this week is Hazel Little, CEO at Career Returners. Hazel exposes the real cost of resume gap discrimination and shares proven strategies for building returner programs that deliver business results. In our conversation, she reveals why the red flag mentality around career breaks belongs in recruiting's past. In the interview, we discuss: What is a career returner? What are the common issues returners face The human impact of bias What drives career gap bias? Incorrect perceptions, false assumptions, and outdated approaches to hiring The significant advantages of tapping into the returner talent pool The significance of the decreasing shelf life of skills Advice to employers What might the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

We look back at John Randolph's conversation with Anshul Chawla, Director of Corporate Development at Chawla & Chawla, on CPA Life Rewind Episode 74. From working at Big Four firms and in private equity, to returning to his family-run CPA firm, Anshul has a deep, varied perspective on accounting, and he is full of useful thoughts about what you can do to improve your firm's efficiency, culture, and talent acquisition and retention. His firm has undergone an extensive modernization process, enhancing the employee experience in addition to efficiency, and they have made the affirmative choice to seek out and integrate younger talent to ensure an ongoing future. Having worked in private equity, he has a great deal of knowledge about its recent second major foray into accounting, and he emphasizes maintaining firm culture amidst the potential for such rapid growth and change. Get the full show notes and more resources at CPALifePodcast.com  

For too long, gaps in resumes have been a red flag for recruiters. But what if this outdated bias is costing you your best hires? In today's world, where everyone's constantly reskilling and skills become obsolete within months, penalizing career breaks makes absolutely no sense. This red flag mentality drives ageism and automatically screens out experienced professionals. Organizations clinging to "recent experience" requirements are handing their competitors access to mature talent bringing fresh perspectives, proven loyalty, and decades of expertise. So how can forward-thinking employers flip this nonsensical bias into strategic advantage by recognizing that career breaks often create stronger professionals, not weaker ones? My guest this week is Hazel Little, CEO at Career Returners. Hazel exposes the real cost of resume gap discrimination and shares proven strategies for building returner programs that deliver business results. In our conversation, she reveals why the red flag mentality around career breaks belongs in recruiting's past. In the interview, we discuss: What is a career returner? What are the common issues returners face The human impact of bias What drives career gap bias? Incorrect perceptions, false assumptions, and outdated approaches to hiring The significant advantages of tapping into the returner talent pool The significance of the decreasing shelf life of skills Advice to employers What might the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

For too long, gaps in resumes have been a red flag for recruiters. But what if this outdated bias is costing you your best hires? In today's world, where everyone's constantly reskilling and skills become obsolete within months, penalizing career breaks makes absolutely no sense. This red flag mentality drives ageism and automatically screens out experienced professionals. Organizations clinging to "recent experience" requirements are handing their competitors access to mature talent bringing fresh perspectives, proven loyalty, and decades of expertise. So how can forward-thinking employers flip this nonsensical bias into strategic advantage by recognizing that career breaks often create stronger professionals, not weaker ones? My guest this week is Hazel Little, CEO at Career Returners. Hazel exposes the real cost of resume gap discrimination and shares proven strategies for building returner programs that deliver business results. In our conversation, she reveals why the red flag mentality around career breaks belongs in recruiting's past. In the interview, we discuss: What is a career returner? What are the common issues returners face The human impact of bias What drives career gap bias? Incorrect perceptions, false assumptions, and outdated approaches to hiring The significant advantages of tapping into the returner talent pool The significance of the decreasing shelf life of skills Advice to employers What might the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

In this solo summer edition of the HR Famous Podcast, host Tim Sackett unpacks one of the biggest HR tech acquisitions of the year: SAP SuccessFactors acquiring SmartRecruiters. Tim gives his unfiltered, insider take on why this move matters, how it stacks up against Workday and Oracle, and whether SAP will actually leverage the cutting-edge, AI-driven tech they just bought—or bury it in corporate bureaucracy. You'll hear Tim's firsthand reaction to: Why SmartRecruiters was a smart buy (but maybe not the smartest one) The risk of “Big Tech crushing little tech” and what history tells us The future of SAP's Talent Acquisition stack—will they go all in or keep Frankensteining? Why TA pros should care about this acquisition right now But that's not all. Tim also dives into the recent Workday legal battle over alleged AI discrimination. He dissects the lawsuit, explains why it's a misunderstanding of how AI works in TA tech, and makes a compelling argument that AI is more likely to reduce bias—not amplify it. If you're trying to make sense of where AI, algorithms, and HR law are crashing into each other, this segment is a must-listen. Plus, Tim shares real talk about the current state of AI in recruiting: What AI matching actually does (and doesn't do) Why old-school hiring processes were way more biased than today's algorithms What leaders need to know before joining the “AI is evil” mob And just for fun, Tim gives a quick update on generative AI image tools—why they've gotten better, where they're still awkward, and how that reflects broader trends in machine learning and bias. This episode is loaded with: Hot takes from a real-world HR tech advisor and investor Cautionary tales from past acquisitions (remember Taleo + Oracle?) Expert analysis on what this means for HR leaders and TA tech buyers No BS commentary on the future of HR, recruiting, and AI in enterprise systems Whether you're a TA leader looking for insights, an HR tech nerd following every move in the space, or just trying to figure out what the hell SAP is thinking—this episode delivers.

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News including… a massive acquisition in the HRTech space, working from home reserved for the elite… (except in Victoria), LinkedIn called out by industry, 20% of companies in the US impacted by DEI policy change, Gen Z accused of laziness… again. And much more. Thanks to Indeed for your ongoing support. 

Travis is joined by Ronda S. - Roehl's Talent Acquisition Specialist. Ronda shares her career journey and how she came to work on TeamRoehl. Ronda is passionate about helping grow Roehl Transport and matching candidates with the great opportunities that we offer. 

In this episode, Mitch Robbins sits down with Alina Lisanke, Director of Talent Acquisition at Lexington Medical, to discuss her impressive 20+ year career in recruiting. Alina shares how she transitioned from video production to HR, ultimately finding her passion in talent acquisition within the medical device industry.She talks about pivotal moments in her career, such as moving from agency to corporate recruiting, and her intentional shift into healthcare. Alina also discusses the challenges and rewards of leading a talent acquisition team, offering valuable insights on managing a growing team, delegating effectively, and the importance of setting goals.As a strong advocate for leveraging technology, Alina dives into how she integrates AI and tools like Bright Hire into the hiring process, helping her team to make more informed, data-driven decisions. She also reflects on the evolving role of talent acquisition professionals as strategic partners in business success.Alina's passion for building teams at Lexington Medical shines through as she explains how the company is growing and focused on innovation in the surgical stapling market. A must-listen for anyone in talent acquisition or the med-tech industry.Don't miss out on Alina's candid advice and her journey through the world of recruiting and talent development.For more, visit Alina's LinkedIn profile and Lexington Medical's website below:Alina on LinkedIn: https://www.linkedin.com/in/alinalisanke/Lexington Medical on the web: https://lexington-med.com/

This week on Tapod we sit down with the ultimate Swiss army knife of talent—Jo Vohland—to discuss exactly WTF is going on in the Talent Industry. Focusing on the ‘State of TA Report' commissioned by ATC, we look at rumour vs reality. There is no issue left off the table, and we cover AI, DEI, RTO (a lot of acronyms), the future-looking recruiter, and much more. It's a fascinating deep dive into real issues, challenges, and successes—we hope you'll join us. Thanks to Paradox for your support this month. 

How do we move from reactive recruiting to predictive talent acquisition? In an era where performance metrics drive every business decision, recruitment often remains stubbornly intuition-based, especially when evaluating soft skills like empathy, communication, and critical thinking. What if AI could help us predict performance before a candidate even starts? And what happens when we connect hiring decisions to actual performance outcomes, creating a feedback loop that makes recruiters smarter over time? Can technology help us understand which risks are worth taking, and which gut feelings we should trust?  My guests this week are Veronique Lacasse, Senior Manager at Bell Canada, and Stephane Rivard, Co-founder and CEO of HiringBranch. In our conversation, Veronique and Stephane walk us through Bell's integrated approach to talent acquisition, which utilizes AI assessment data on soft skills to create a predictive, performance-driven hiring system that is still very much driven by human recruiters. In the interview, we discuss: Soft skills and business performance Measuring soft skills with AI driven assessments Challenges in high-volume hiring Building a feedback loop in recruiting, onboarding, and training Showing recruiters the performance outcomes of their decisions The candidate experience Why human recruiters aren't being replaced What does the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment; it takes less than 5 minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Organizations face a critical AI inflection point: the pressure to implement quickly conflicts with uncertainty about the right approach. While some companies are still cautiously experimenting with basic AI tools, others have fundamentally reimagined how work gets done. What separates the companies achieving remarkable results from those stuck in endless pilots? Often, it's not the technology itself but the culture and approach to adoption. So how exactly are companies at the cutting edge getting to the cutting edge? My guest this week is Brandon Sammut, Chief People Officer at Zapier. Ever since Zapier's"CEO issued a 'Code Red" on AI back in March 2023, Zapier has been undergoing an AI transformation in every part of its business.. In our conversation, Brandon shares how their AI strategy is boosting both productivity and employee engagement, why and how every new hire must demonstrate AI fluency, and why it is critical to keep the human touch in talent acquisition and throughout the employee journey. In the interview, we discuss: Competing in an AI-first world AI is a tool, not an outcome in itself. AI in People Operations Increasing personalization and connection in talent acquisition Understanding the moments that matter Using the human touch as a competitive advantage The critical importance of psychological safety and experimentation  Why culture beats skills The four levels of fluency in Zapier's AI Fluency Framework Bias & ethics Where is AI transformation heading, and what will the future look like Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Teyou'regy. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

During the month of August, we will be enjoying some summer weather and taking a break from recording new episodes. To satiate your thirst we will be re-releasing the hottest episodes of the year, every week, for you to enjoy with a Mai Tai by the pool like David will be.In this episode of the FocusCore Podcast, host David Sweet interviews Roop Kaistha, the head of Asia Pacific at AMS, about the evolving landscape of talent acquisition in Asia, particularly in Japan. With nearly two decades of experience, Roop shares her career journey, insights on the challenges and opportunities in talent acquisition, and the importance of relationship-building in recruitment. The latest FocusCore Salary Guide is here: 2025 Salary Guide In this episode you will hear:The importance of being market ready for Asian markets particularly in communication method choicesThe future of hybrid work vs in office only and the challenge of keeping engagement levels up The role of technology and AI in recruitment and some of Roop's favourite toolsThe future trends in recruitment in AsiaParticipate in our 2026 Salary Survey here: 2026 Salary SurveyAbout Roop:Roop brings two decades of experience working across multiple markets, spending the last 15 years in Outsourcing and Talent Acquisition. She has a proven track record in the strategic management of large scale RPOs and MSPs across Asia Pacific. She has held various roles including Solution Design, Implementation, running the Innovation Centre for Asia Pacific and, most recently, as Regional Head of RPO and Professional Services.Roop was appointed as Regional Managing Director of APAC in 2022. She heads the APAC leadership team, driving APAC's growth strategy and business plan objectives. Roop ensures the firm continues to exceed the expectations of clients across Asia, and to deliver further growth in this vital region.Connect with Roop: https://www.weareams.com/ https://www.linkedin.com/in/roopkaistha/ Connect with David Sweet:LinkedIn: https://www.linkedin.com/in/drdavidsweet/ Twitter: https://twitter.com/focuscorejp Facebook: https://www.facebook.com/focuscoreasiaInstagram: https://www.instagram.com/focuscorejp/ Website: https://www.japan.focuscoregroup.com/

We are on the cusp of a significant transformation in the world of work, with HR and Talent teams currently at the frontline of change. CHROs face unprecedented questions about the impact of agentic AI on the structure of organisations and the continuing need for agility and adaptation as skills go in and out of relevance at an ever-accelerating pace. The most innovative CHROs are looking in two directions - collaborating with IT teams in entirely new ways and studying how product teams operate with their test-learn-iterate mindset. Over the last few years, talent acquisition has often been more exposed to constant tech experimentation and workflow optimization than their HR colleagues. So could TA Leaders play a significant role in driving this workforce transformation? My guest this week is Amy Schultz, VP Market Development & Operations for RPO at Korn Ferry ANZ. Amy brings a unique perspective from a career spanning agency, RPO, and senior in-house roles at LinkedIn and Canva. In our conversation, she shares her belief that TA's natural product mindset and tech experience well-position recruiting teams to guide HR's evolution from fixed programs towards an agile, iterative product development mindset. This is a fascinating discussion! In the interview, we discuss: The core challenges employers are facing A mismatch in AI readiness What are the most innovative CHROs doing? Learning from product managers to move from programs to products TA's unique influence and tech adoption advantage Removing silos in the talent function The changing meaning of Build, Buy, Borrow, Bot, Bounce. Human / Agent hybrid working. Human first doesn't mean AI last and vice versa. What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

On this special episode of Tapod we catch up with Daniel Chait—CEO at Greenhouse. We talk through the changes in the TA landscape since Greenhouse's launch in 2012. From skills-based hiring to AI to the avalanche of technology available to teams to ‘Dream-job' (you need to listen to know)—we even touch on magicians's optical illusions! A really interesting discussion with an industry leader. 

A career shaped by competition and strategy is now fueling transformation in talent acquisition. On this episode, host Ryan Dull is joined by Chris Ross, Head of TA of North American Packaging at International Paper. Chris shares insights from nearly 25 years in TA, including agency work, leadership roles at Johnson & Johnson, and now guiding strategic transformation at International Paper. They discuss his unique path from Division I college hockey player to recruiter, and how his hands-on agency experience shaped his leadership approach. Key Takeaways:(02:32) Transitioning from hockey to headhunting in medical sales.(05:10) Early corporate TA experience begins at Monster during its startup heyday.(10:00) Strategic TA work unfolds, backed by strong leadership and a 19-person team.(13:18) DS Smith deal grows IP to 60,000 and expands EMEA reach.(14:55) A focus on listening and observation reveals early opportunities in team structure.(18:12) Recruiting efficiency becomes priority, with Gem and Beamery aiding speed to fill.(20:21) TA metrics shaped by J&J experience guide internal and executive priorities.(24:09) Growth comes from stretching beyond your comfort zone and taking the leap.Resources Mentioned:Chris Rosshttps://www.linkedin.com/in/chrisrossrecruiter/International Paper | LinkedInhttps://www.linkedin.com/company/international-paper/International Paper | Websitehttps://www.internationalpaper.com/Monster.comhttps://monster.comMathWorkshttps://www.mathworks.com/Johnson & Johnsonhttps://www.jnj.com/DS Smithhttps://www.dssmith.com/Beameryhttps://beamery.com/Gemhttps://www.gem.com/This episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com.✉ ryan.dull@sagemarkhr.com#Talent #Recruiters #Recruiting #HRTech

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News including… Aussie workers are planning to quit, tech behemoth eats its own, U-turn in the AI recruitment space, bye-bye to the 4-day workweek, the Gen Z stare, and much more. Thanks to Indeed for your ongoing support. 

My guest today is Megan Dias. Megan is a Career Coach with 10+ years of experience working with 5,000 diverse job seekers from all industries to define personal brand and increase confidence in application materials (resumes, cover letters, LinkedIn profiles, behavioral interviews) to pivot careers and/or take next steps in career development. Megan is published in 25 articles with content centered around topics involving HR, talent, recruitment, hiring trends, and diversity in the workplace. She has been featured on 3 podcasts discussing the intersection of Talent Acquisition & Career Coaching. Megan is certified in the Myers-Briggs Type Indicator Assessment (MBTI), has a Masters in Education & Leadership, and represents the top 1% of talent on Upwork. Megan is passionate about collaborating with individuals to support career growth and development. Megan lives in Silicon Valley where she has for over a decade and has worked at various startups and tech companies. In this episode we discuss career coaching, career success, burnout, negotiation and networking.LinkedIn - https://www.linkedin.com/in/megandias/In this episode you will learn:1. The importance of understanding your value and the art negotiation and how it can impact your career trajectory.2. Tips on how to help avoid the dreaded burnout.3. Strategies to stand out as a unicorn candidate in the current noisy employment landscape. “Your career is a huge part of your life and you want to find something where your interests meet your strengths."- 00:04:04“I think today's market is very competitive just because of all of the layoffs and right now it's an employer's market." - 00:22:40“I think the one quote that helps me with that is work will always be there. Will your family, will this experience to go travel and do X, Y, Z, whatever.” 00:45:27

Need a mindset reset to push past fear, reframe failure, and persist through uncertainty?What if the challenges you're facing—layoffs, life pivots, burnout—aren't setbacks, but setups for your next breakthrough?In this episode of SkillSharp The Podcast, media executive and relationship strategist Thomas Walker reveals how to rewire your thinking, rediscover your purpose, and build the unstoppable mindset needed to thrive—no matter what life throws your way.You'll learn:+  How  to spot and overcome the mindset blocks holding you back+  Why purpose—not just passion—is key to lasting success+  The role of resilience in career, relationships, and uncertainty+  How to realign your life, income, and identity with your valuesWhether you're bouncing back or breaking through, this episode delivers clear, actionable tools to get unstuck—and become truly unstoppable.Support the showFor more sharp content, visit our YouTube Channel @skillsharpmedia - Like, subscribe, and set the notification bell to Stay Sharp!

This week on Tapod we sit down with the ever-brilliant Gary Park, a very good friend and TA Industry expert. We cover a myriad of topics, from AI to Skills-Based Hiring to the pressures TA Teams take on in the face of changing economic and political environments to his fixation with Netball. We also touch on the very important issue of mental health, physical health, and well-being for practitioners in TA—particularly in times of crisis. Gary is one of the most generous people in our sphere, and we loved spending time with him. Thanks to Greenhouse for your support this month. 

Recruiting Future is a podcast that helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology.  This episode is about Foresight. The pace of change has become relentless. Economic volatility, AI adoption, hybrid work challenges, and geopolitical shifts are forcing companies to completely rethink their workforce strategies. Organizations that once planned in five-year cycles now refresh their approaches on a quarterly or even monthly basis. This unprecedented disruption demands immediate action - but many HR and talent teams remain paralyzed by uncertainty. Traditional recruitment and development approaches simply can't keep pace with how rapidly skills requirements are evolving. What concrete steps should companies take today to build resilience into their talent strategies? My guest this week is Peter Miscovich, Global Future of Work Leader at JLL. Peter has spent 25 years helping Fortune 100 companies navigate workforce transformation and has never been busier than right now. In our conversation, he shares practical insights on building adaptive talent strategies, why continuous learning has become non-negotiable, and the specific skills companies must prioritize immediately to remain competitive in a constantly changing environment. In the interview, we discuss: What are employers most concerned about? AI integration and workforce transformation The age of anxiety Creating multiple flexible scenarios to shape the future Building Liquid Workforces Organisational structures that combine humans and AI Continuous learning, psychological safety, and resilience Anticipating the skills of the future and bridging the L&D gap Reframing your professional identity How should employers be preparing for 2030? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Step confidently into the post-AI era with this episode of The Full Desk Experience. Join CEO Aaron Elder and host Kortney Harmon as they uncover how AI is not just changing, but fundamentally reinventing, the rules of recruiting—transforming processes, expectations, and business models in real time.Key Insights:Discover why every search firm's true competitive edge is their proprietary data and the conversations they own—not just access to the latest AI tools.Learn how AI agents are reshaping sourcing, business development, and operational efficiency, enabling firms to outpace change by deploying narrowly-focused, high-impact agents across the talent lifecycle.Explore strategies for moving beyond the outdated “KPI hamster wheel” and how leaders should refocus on solving future-forward, strategic client problems.Hear candid advice on balancing automation with human expertise—and why blindly trusting AI outputs can lead to costly missteps.Unresolved questions that spark reflection:As AI becomes ubiquitous, what truly differentiates your firm's client value proposition?With rapid AI evolution, are you thinking far enough ahead—beyond today's inputs to tomorrow's outcomes?Ready to future-proof your executive search firm? Tune in now to catch the strategies, pitfalls, and opportunities redefining the industry.____________________________Follow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Want to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experienceClick here to learn more about AI-Powered Strategic Recruiting with Crelate's Living Platform™

On this special episode of Tapod we catch up with Carin Van Vuuren—CMO—and Robby Perdue—Senior Director of Product Management at Recfest UK. It was hot—both the weather and the topics we covered in this brief chat as we talk all things Greenhouse and what it means for the APAC region. 

In this episode of Wine After Work, I sit down with Jim Riney, a seasoned recruiter and talent acquisition leader who has spent 25 years in the AEC industry. Jim's journey is remarkable—starting at an agency, moving into corporate at a national firm (later acquired by a global giant), and spending several years shaping talent acquisition operations before joining Freese and Nichols. Four years ago, Jim joined Freese and Nichols to do something unprecedented in their 130-year history: build their first talent acquisition team from the ground up. Today, he leads a team of eight with an ambitious mission—to hire 350 people this year—all while shaping a culture that attracts and retains top talent in a competitive market. Pour a glass, tune in, and discover: What it takes to build a high-performing TA team from scratch in a legacy firm How Jim and his team approach hiring at scale without losing the human touch Lessons learned over 25 years in AEC recruiting and why culture matters now more than ever Listen in and get inspired by Jim's vision for the future of hiring in our industry.

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News, including… Bryn commits fraud; Gen Z get 2 articles – they are struggling to find work but sticking to their ethics; update on employment data; who has bought CareerBuilder & Monster? Ageism is growing in Australia, young workers missing out on entitlements, Craig goes on a rant and much more. Thanks to Indeed for your ongoing support. 

This week on Tapod we sit down with Simon Druery, Director at Belong Creative. We're living in an amazing age of change—how do you keep your brand fresh, exciting, and engaging—and more importantly, positive in the eyes of candidates? In this interview, Simon shares with us his knowledge in developing EVP & EB strategies. From storytelling to authenticity – what is your team prioritising? Thanks to Greenhouse for your support this month. 

Recruiting Future is a podcast that helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology. This episode is about Talent. After years of hype surrounding skills-based hiring, the data is showing that it is really happening at scale and becoming strategically important across all sectors and company sizes, with some surprising patterns emerging. Organizations are seeing benefits beyond just filling roles, and the implications for TA and HR are significant. What's driving this shift, and what do TA teams need to know? My guest this week is David Wilkins, Chief Product and Strategy Officer at Talent Neuron. David has produced some exclusive data insights for Recruiting Future that paint a clear picture of where skills-based hiring stands today. In our conversation, he shares where the market is, what specific companies are doing, the real benefits they're seeing, and his thoughts on how AI might change everything in the future. In the interview, we discuss: What the data tells us about how skills-based hiring is being adopted Which types of companies are moving the fastest Expanding talent pools Driving internal mobility Spotting potential at scale Implications for talent acquisition Breaking the silos in the talent function The full impact of AI is not yet being felt. The intersection between tasks and skills What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly

In this live conversation from UNLEASH Las Vegas, Mark Smith, VP of Talent Acquisition at Medtronic shares how a serious injury - and the recovery that followed - reshaped his approach to leadership, time, and focus. He reflects on the shift from overextension to intentionality, what it means to truly prioritize, and how the experience has made him a more present and effective TA leader.

COMPANY CULTURE: AI FIRST VS HUMAN CENTRED?   We know the right answer is 'both' but really - when push comes to shove - what is the driving principle in how you build your business? Two emerging philosophies are driving the decision making in companies - lets use Brainfood Live to figure out which one is going to be the right one when it comes your business   - What is AI First? - What is Human Centred? - What are the main points of both / either? - In what points do they overlap, and which points are they fundamentally in tension? - What can we learn from the companies that use these philosophies? - What difference does it make to TA decision making when operating under one of these principles? - AI First companies have been innovative but have also rolled back from experiments - what does this tell us? - How do we assess for technology when operating under either of these principles? - Can Human Centred by characterised by 'human-in-the-loop' / humans-always-in-the-loop decision making? - Which principle ultimately is best suited for which sector?   All this and more with Jessie Schofer,Founder (Stakkd), Anna Ott, VP of People (HV Capital), Carrie Brophy, Senior Director Talent Acquisition (Marriot International) & Sammi Abdoh, People Technology Manager (ARM)     We are on Friday 18th July, 2pm BST - follow the channel here (recommended) and save your spot for this demo by clicking on the green button.     Ep319 is sponsored by our friends Teamtailor   Great teams start with great hiring — and that's exactly what Teamtailor is built for.   Loved by companies like Happy Socks, OneFlow, Oatly, and Five Guys, Teamtailor is the all-in-one recruitment platform trusted by over 10,000 businesses and 150,000 recruiters worldwide.   It combines a powerful ATS with fully customizable, AI-powered tools to elevate your employer brand and deliver a standout candidate experience.   From career sites to collaboration workflows, Teamtailor helps talent teams move faster, work smarter, and create hiring journeys that people actually enjoy — candidates and hiring managers alike.   See how top teams are hiring better with Teamtailor: Experience the magic today!

In this episode of the HR Leaders Podcast, we're joined by Seán Delea, Senior Manager of Talent Acquisition at Greenhouse Software. Sean breaks down how Greenhouse is rethinking the recruiting experience with the help of AI, without losing the human touch. From AI-generated scorecards to candidate personalization via “My Greenhouse,” Sean explains how recruiters can manage a 121% spike in applications without being overwhelmed. He also shares his own journey from Cork to leading Greenhouse's global recruiting, and what makes their ATS stand out in a crowded space.

How do you scale fast without lowering the hiring bar? In this episode, Mallory Plank, Head of Talent Acquisition at Guidewheel, joins The Talent Tango to break down how she navigates the constant push and pull between quality and speed. With a background in both agency and in-house recruiting, Mallory brings a clear, operator-level view of stakeholder alignment, prioritization, and TA strategy—especially in scrappy, fast-paced startup environments. Key Takeaways: TA leaders must shift from service center to strategic partner. That means aligning hiring plans to business outcomes—and saying “no” when needed. A strong intake process isn't a checkbox; it's the foundation for speed and quality. Mallory distills it down to three clear non-negotiables. When stakeholders ask for the impossible, data becomes your ally. Mallory shares how she uses a 2–3 day sprint model to gather evidence and reset expectations. Process improvement starts with communication—especially when your “product” is people. Your recruiters need more than reqs. Investing in their development keeps morale high during inevitable pivots. Timestamped Highlights: [01:52] — Why stakeholder management was Mallory's reason for leaving agency recruiting [04:49] — How she frames her team as strategic partners, not “order takers” [07:24] — The real key to balancing speed and quality in startup hiring [11:47] — Why TA has a harder time saying “no” to impossible reqs—and how to change that [17:18] — Using sprints and goals to push back on unrealistic roles [21:31] — You can't hide in the background—early-stage TA demands visibility and advocacy Quote of the Episode: “Recruiting is riddled with gray area. You have to love the chaos a little bit to be good at this work.” Call to Action: If you're a TA leader balancing speed and quality—or trying to shift your team into a true partner function—this episode is for you. Listen now and follow The Talent Tango for more unfiltered conversations with operators in the people space.

Talent acquisition in healthcare demands a unique blend of strategy, adaptability and human-centered leadership. In this episode, host Ryan Dull speaks with Josh Dudzik, Associate Vice President of Talent Acquisition at Inova Health, about transforming TA practices to support a growing health system. Josh shares how his team revamped Inova's talent acquisition structure by introducing a dedicated sourcing function that has already delivered significant ROI. He also dives into the importance of balancing AI with human touchpoints, optimizing referral programs and engaging early-in-career talent through proactive workforce development. Key Takeaways:(02:30) Josh starts in agency recruiting and grows into system-level TA leadership.(04:46) Inova averages 6,000–7,000 hires annually, supported by low turnover.(09:38) Recruiters turn survey feedback into action plans that drive progress.(12:29) TA teams must balance tech adoption with maintaining human connection.(15:31) Early outreach and military transition programs expand future talent pipelines.(17:59) Referral sourcing shows strong results and is being scaled with the right tech.(21:01) Don't overlook small wins — celebrating success boosts team morale.(22:55) Own your data and use it to tell a clear, consistent TA story.Resources Mentioned:Josh Dudzikhttps://www.linkedin.com/in/joshdudzik/Inova Health | LinkedInhttps://www.linkedin.com/company/inovahealth/Inova Health | Websitehttps://www.inova.org/This episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiters #Recruiting #HRTech

In his first month as Head of Talent Acquisition at Sam's Club, Steve White joined our podcast at UNLEASH to reflect on what it really takes for TA to be seen as a business partner, not just a service function. From embedding in the business and aligning to OKRs, to balancing EVP with hyper-local “MVPs,” Steve shares how TA can drive transformation by showing up differently and thinking bigger.

In this episode of Hiring on All Cylinders, host Matt Staney sits down with Samantha Perlman, Head of People at OneSignal, for a powerful conversation on how Talent Acquisition can — and must — operate as a strategic business driver.From her early days scaling teams at Airbnb and Fastly to now leading both TA and People strategy at OneSignal, Samantha shares what it takes to build a strong talent foundation that unlocks long-term growth. Together, they explore:How the definition of “strategic TA” has evolved from 2023 to 2025Why investing in foundational systems is essential for scaleHow AI is reshaping TA tech — and what smart adoption really looks likeThe leadership mindsets and capabilities TA leaders need todayWhat's next for the future of Talent AcquisitionWhether you're a talent leader, people ops pro, or simply curious about the evolving role of TA in business success, this episode delivers actionable insight and bold ideas from someone who's helping redefine the field.

Recruiting Future is a podcast that helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology. This episode is about Influence. The importance of data is universally recognized in TA, but the real opportunity lies in going beyond basic metrics and using data to shape business strategy. Forward-thinking TA leaders are moving beyond operational dashboards to connect hiring decisions with business outcomes like revenue generation and team performance. This shift requires not just better metrics but a fundamental change in how we communicate value to the organization. The challenge is that many teams remain stuck at the operational level, measuring activity rather than impact. So, how can you be more strategic about data and analytics? My guest this week is Leandro Cartelli, founder of a staffing and recruiting agency specializing in Latin American talent. With nearly 20 years of experience working in recruiting and talent acquisition, Leandro brings deep insights into building data-driven TA functions. In our conversation, he shares his framework for evolving TA metrics through three maturity stages and explains how connecting recruiting data to business outcomes transforms organizational influence. In the interview, we discuss: The most important data points for TA Connecting recruiting metrics to business goals The three maturity stages of TA metrics Building influence with data Latin American talent market dynamics Advice to companies recruiting across borders Neglecting the candidate experience The impact of AI on jobs and careers The future of the TA function Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Join Jeff Malec as he sits down with Brian Adams, partner at Mack International, for an illuminating conversation about the intricate world of family offices. Brian shares his unique journey from real estate entrepreneurship to talent search, offering insider insights into how ultra-high-net-worth families manage their wealth, navigate generational challenges, and recruit top talent. From the complexities of multi-generational wealth transfer to the evolving landscape of family office management, this episode provides a rare behind-the-scenes look at a typically opaque industry. Discover the strategies, challenges, and human dynamics that drive some of the most sophisticated wealth management operations in the United States. SEND IT!Chapters:00:00-00:46=Intro00:47-09:21=From Wall Street to Music City: Exploring Brian Adams' Professional Journey and Family Roots09:22-15:31= The Listening Tour: Navigating Career Transitions and Unlocking New Business Opportunities15:32-29:30=Family Offices Unveiled: Defining Structure, Services, and Strategic Decision-Making29:31-41:06= Talent Acquisition and Compensation: Insights into the Family Office Ecosystem41:06-48:06= Geographic Dispersion and the Evolution of Family Office Operations48:07-53:55= The Future of Family Offices: Embracing Technology, Talent, and Generational Challenges53:56-59:59= Busting Back in Time: Tracing the Birth of the Nation State and Finding the Right TalentFollow along with Brian on LinkedIn and be sure to check out Mack International's website mackinternational.com!Don't forget to subscribe to⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Derivative⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, follow us on Twitter at⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@rcmAlts⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and our host Jeff at⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@AttainCap2⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, or⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ , and⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, and⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠sign-up for our blog digest⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.Disclaimer: This podcast is provided for informational purposes only and should not be relied upon as legal, business, or tax advice. All opinions expressed by podcast participants are solely their own opinions and do not necessarily reflect the opinions of RCM Alternatives, their affiliates, or companies featured. Due to industry regulations, participants on this podcast are instructed not to make specific trade recommendations, nor reference past or potential profits. And listeners are reminded that managed futures, commodity trading, and other alternative investments are complex and carry a risk of substantial losses. As such, they are not suitable for all investors. For more information, visit⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.rcmalternatives.com/disclaimer⁠

Kiernan Laughlin is the General Manager and co-creator of Deep Indian Kitchen, a growing CPG brand whose mission is to bring a modern, high-quality Indian food experience to consumers worldwide. Kiernan previously held senior brand management roles at large CPG companies like Johnson & Johnson and Unilever, and he spent his early career in marketing, promotions, and partnership leadership at Gorton's Seafood.Highlights from our conversation include:Core business and leadership lessons from Kiernan's career in multi-stage CPG (1:26)Useful skills Kiernan picked up outside of work that have percolated into his leadership style (5:27)Going from a structured corporate environment to leading an emerging brand (8:01)The challenges and opportunities of building a team through rebranding (11:22)Elements that make a successful relationship between CEO and Founder (19:36)Keeping his team aligned and agile as the company evolves (21:48)Hiring for qualities that go beyond the resume (22:49)How Deep connects their mission to action through their foundation (27:08)Advice for the next generation of CPG leaders (30:13)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Elon Musk, Peter Thiel, Reid Hoffman, Max Levchin, David O. Sacks, Roelof Botha, Chad Hurley, Russel Simmons, and Jeremy Stoppelman are among those considered the “PayPal Mafia”. These are cofounders or early team members of PayPal who went on to found or invest in major tech companies like Yelp, Palantir, YouTube, Facebook, SpaceX, X, LinkedIn, Affirm, Airbnb, and others. In this episode, CJ is joined by Jimmy Soni, bestselling author of The Founders, which chronicles the early years of PayPal. He delves into some of the lesser-known aspects of PayPal's history. He sheds light on Peter Thiel's prediction of the dot-com collapse, why he advocated for the employment of Roelof Botha as CFO at the age of just 26, and his second-chance philosophy for hiring failures. The conversation covers PayPal's “frenemy relationship” with eBay, how they convinced their users to advocate for them, and pivotal moments that influenced their IPO and sale. Tune in for unique insights into one of the most important "seed funds" in tech history.—LINKS:Jimmy Soni on X (@jimmyasoni): https://x.com/jimmyasoniJimmy Soni on LinkedIn: https://www.linkedin.com/in/jimmysoniThe Founders: The Story of PayPal and the Entrepreneurs Who Shaped Silicon Valley: https://www.amazon.co.za/Founders-Paypal-Entrepreneurs-Shaped-Silicon/dp/1501197266CJ on X (@cjgustafson222): https://x.com/cjgustafson222Mostly metrics: http://mostlymetrics.comRELATED EPISODES:How Upwork CFO Erica Gessert Drove 20 Points of EBITDA Growth in Just 3 Quarters: —TIMESTAMPS:(00:00) Preview and Intro(02:12) Sponsor – Pulley | Brex | Aleph(07:40) Jimmy's Approach to Writing the Book(08:56) An Intro to the “PayPal Mafia”(10:57) The 1998 to 2002 Time Period(12:36) Present-Day Successes of “PayPal Mafia” Members(14:06) Challenges of Interviewing High-Profile Figures(16:06) Sponsor – RightRev | Navan | NetSuite(19:46) Comparisons to Other Influential Tech Groups(21:05) PayPal, YouTube, and the Embed Strategy(23:21) The Company's $20 Referral Program(27:10) Peter Thiel's Prediction of the Dot-Com Collapse(30:48) The Fallout From the Merger That Resulted in PayPal(33:00) The Evolution of PayPal's Business Model(36:58) The Unique Skillset That Roelof Botha Brought to the CFO Role(41:04)) Fraud-Fighting Techniques(43:26) PayPal's “Frenemy Relationship” With eBay(47:10) Challenges Faced by PayPal That Modern Fintechs Still Grapple With(49:13) How PayPal Made Its Users Advocates for the Business(53:44) PayPal's Talent Acquisition and “Misfits” Culture(56:54) Peter Thiel's Talent-Spotting Abilities and Second-Chance Philosophy(1:00:12) The Outcome of the eBay Sale(1:05:03) One of the Most Important “Seed Funds” in Tech History(1:08:07) Advice for Moving From Fast Work To Slow Work(1:11:18) Favorite Behind-the-Scenes Anecdote(1:13:04) The Most Underrated Member of the “Mafia”(1:14:04) One of the Most Pivotal Decisions Made(1:15:03) Wrap—SPONSORS:Pulley is the cap table management platform built for CFOs and finance leaders who need reliable, audit-ready data and intuitive workflows, without the hidden fees or unreliable support. Switch in as little as 5 days and get 25% off your first year: pulley.com/mostlymetrics.Brex offers the world's smartest corporate card on a full-stack global platform that is everything CFOs need to manage their finances on an elite level. Plus, they offer modern banking and treasury as well as intuitive expenses and accounting automation, bill pay, and travel. Find out more at brex.com/metricsAleph automates 90% of manual, error-prone busywork, so you can focus on the strategic work you were hired to do. Minimize busywork and maximize impact with the power of a web app, the flexibility of spreadsheets, and the magic of AI. Get a personalised demo at getaleph.com/runRightRev automates the revenue recognition process from end to end, gives you real-time insights, and ensures ASC 606 / IFRS 15 compliance—all while closing books faster. For RevRec that auditors actually trust, visit rightrev.com and schedule a demo.Navan is the all-in-one travel and expense solution that helps finance teams streamline reconciliation, enforce policies automatically, and gain real-time visibility. It connects to your existing cards and makes closing the books faster and smarter. Visit navan.com/Runthenumbers for your demo.NetSuite is an AI-powered business management suite, encompassing ERP/Financials, CRM, and ecommerce for more than 41,000 customers. If you're looking for an ERP, head to https://netsuite.com/metrics and get the CFO's Guide to AI and Machine Learning.#PayPalMafia #JimmySoni #CAPTCHA #PayPal #fintech Get full access to Mostly metrics at www.mostlymetrics.com/subscribe

In this conversation, Brian Gottlieb shares his insights on the importance of management in shaping organizational culture, the challenges and strategies in the home improvement industry, and the significance of leadership and decision-making in business success. He emphasizes the need for effective recruitment, innovative marketing strategies, and the five pillars of leadership that can drive a company towards growth and excellence. The discussion also touches on the importance of financial management and the role of culture in employee engagement and retention.   Don't forget to register for Tommy's event, Freedom 2025! This is the event where Tommy's billion-dollar network will break down exactly how to accelerate your business and dominate your market in 2025.   For more details visit freedomevent.com   00:00 The Role of Management in Organizational Culture   04:16 Navigating the Home Improvement Industry   08:47 The Journey of Starting a Business   13:00 Sales Strategies and Customer Engagement   19:44 Building a Strong Company Culture   24:36 Leadership and Decision-Making   30:16 The Importance of Financial Management   35:27 Recruitment and Talent Acquisition   39:23 Innovative Marketing Strategies   46:27 The Five Pillars of Leadership   53:33 Closing Thoughts and Key Takeaways