Podcasts about talent acquisition

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Eric Van Duren, AVP, Talent Acquisition, Ascension and Author, “When The Room Already Knows; How Leaders Turn Instant Insight Into Responsible Decisions”.How did Eric get started in his career?What led Eric to Talent Acquisition and Leadership?What inspired Eric to publish a book?When did Eric “find his lane” in his career?What does Eric share about technology and stewardship? What does Eric share about one band, one sound?What does Eric share about making better decisions?What does Eric share about the recruiting landscape?What advice does Eric share to help others in theworkplace?…and more as we spend “Time to Accelerate” with afew more questions.Interview resources:Favorite quote from Eric:“When you sharpen skills for your team, you're also sharpening skills on your own leadership edge.”Connect with Eric on LinkedIn    Get a copy of Eric's book When The Room Already Knows: How Leaders Turn Instant Insight Into ResponsibleDecisionsLearn more about the podcast host Bruce WallerCheck out Bruce's books Drive With Purpose: Move Your Career from Success toSignificance (#1 New Released book on Amazon)Life in the Leadership Lane; Moving Leaders to Inspire and Change the Workplace Find Your Lane; Change your GPS, Change your Career (“Book Authority” Best Books)Milemarkers; A 5 Year Journey …helping you record daily highlights to keep you on track.Connect with Bruce on LinkTreeSubscribe to Bruce's Blog “Move to Inspire” Get relocation support for your next household goods orcommercial office move across the US by reaching out to Bruce at bwaller@goarmstrong.com or visit The Armstrong Company

In this episode, Jeff Ellman and Michael Krasman of UrbanBound discuss how technology, AI, and smarter relocation strategies are helping healthcare systems attract top talent, reduce costs, and improve the employee experience.

In this episode, Jeff Ellman and Michael Krasman of UrbanBound discuss how technology, AI, and smarter relocation strategies are helping healthcare systems attract top talent, reduce costs, and improve the employee experience. They also share insights on innovation, workforce challenges, and lessons learned from building and scaling successful businesses.

Aurelien Drieu is Qonto's Head of Talent Acquisition. Over the past six years, he's helped scale the company from 200 to 1,700+ employees. In this conversation, he shares how his team uses AI to move faster without trading off on quality - from automating dashboards and building in-house agents that take on repetitive but high-leverage prep work (persona finalisation, interview grids, job descriptions, case studies) to note-taking, AI interviewing tests, and testing candidates' AI fluency during the interview process. The result: a 25% productivity gain between late 2025 and Q1 2026, and a clear point of view on why the next phase of recruiting won't be won by the most automated teams, but by those that pair automation with sharper human judgment.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!

On this episode of the Insurance Coffee House, Nick Hoadley is joined by Anne Arnold, Director of Talent Acquisition at Farmers Insurance®. With a career that began in the entertainment industry before moving into agency recruiting and eventually in-house talent acquisition, Anne shares how an unexpected career move led her into a profession she has now spent more than two decades building.Anne reflects on her transition from agency recruiting into corporate talent acquisition, first helping build the function from scratch at a real estate investment trust and later joining Farmers Insurance, where she has spent the last ten years. From establishing the executive recruiting capability to leading enterprise-wide talent acquisition, she shares how her role evolved and what has kept her excited about the opportunities within the insurance industry.Nick and Anne discuss the scale and complexity of hiring across a national organisation. Despite having a lean team, Farmers hires between 4,000 and 5,000 people annually, and Anne explains the processes, discipline, and technology that allow the team to manage more than 150,000 applications each year. She discusses how technology has helped improve efficiency and candidate engagement while reinforcing her belief that recruitment remains fundamentally a human business.The conversation explores how technology is being used behind the scenes to support recruiters, automate administrative tasks, and surface highly qualified candidates more quickly. Anne explains why understanding the problem you're trying to solve matters more than adopting technology for its own sake, and why recruiters should focus on using new tools to create more time for conversations, relationships, and better candidate experiences.Nick and Anne also discuss leadership, authenticity, and building strong partnerships. Anne shares her views on hiring leaders, working with external search firms, and the importance of listening, transparency, and creating environments where people feel comfortable sharing ideas and learning from mistakes. She reflects on the lessons she has learned as a leader and why trusting your own experience and using your voice are essential to professional growth.Connect with Anne Arnold on LinkedIn to follow her work in talent acquisition, leadership, and people development.The Insurance Coffee House Podcast is brought to you by Insurance Search.We are a global Insurance Executive Search Consultancy, supporting Insurance and Insurtech businesses to attract and retain the very best insurance talent.Find out more about showcasing your employer brand as a guest on the Insurance Coffee House Podcast or sign up to our News and Insights.Or follow us on LinkedIn, Twitter or Instagram.Insurance Executive Search Consultants in USA, London and Bermuda.Copyright Insurance Search 2025 - All Rights Reserved.

23 Jun 2026. Transguard has posted record results, with revenue past AED 4 billion and a workforce over 78,000. CFO Nick Beer joins us. Plus, what's really happening to UAE hiring right now? Nathalie Spree of Seven Level Consulting breaks down the numbers. Adel Alderi of Marsh on the new workforce resilience challenge facing UAE employers. And Saurabh Tiwari of Taj Hotels on whether the Q4 travel rush is materialising.See omnystudio.com/listener for privacy information.

Tea Time with Talent Acquisition is proudly sponsored by Peritus Partners - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Peritus Partners - Next Generation Recruitment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠------------------------------What happens when you stop chasing opportunities and start creating them?In this episode, Sean returns for a third appearance to share how he transformed redundancy into a thriving business built around content, community, and personal branding. From talent acquisition to talent content, Sean explains why AI literacy is becoming a career-defining skill, how LinkedIn has opened doors he never expected, and why authenticity beats polished “thought leadership” every time.Listen to learn...

Wenn alle von Offenheit sprechen, aber niemand den Mund aufmacht, zeigt sich die echte Kultur.Werte stehen schnell im Leitbild. Ob sie wirklich gelten, zeigt sich jedoch im Alltag daran, welches Verhalten akzeptiert, belohnt oder korrigiert wird.Nadija Keller ist Senior Director People and Culture bei NKT und Paartherapeutin. Diese Kombination prägt ihren Blick auf Organisationen. Für sie zeigt sich Kultur besonders dann, wenn es schwierig wird: in Konflikten, in unausgesprochenen Erwartungen und in der Frage, ob Führung Verantwortung übernimmt oder Probleme an HR weiterreicht.Im Gespräch mit Johannes Füß wird deutlich, warum Kulturarbeit für HR nicht bei der nächsten Wertefolie beginnt, sondern dort, wo Verhalten sichtbar, besprechbar und konsequent geführt werden muss.Für HR entsteht daraus eine anspruchsvolle Rolle. People Teams müssen Kultur in Verhalten übersetzen, Führung in Verantwortung bringen und Konflikte begleiten, ohne sie selbst zu übernehmen.Dich erwarten folgende Themen:1) Warum Werte ohne erlebbare Konsequenzen keine Kultur verändern.2) Wie HR Kultur über Verhalten und Performance Management greifbar macht.3) Warum Speak-up nur durch positive Erfahrungen entsteht.4) Weshalb Konflikte selten auf der Sachebene gelöst werden.5) Wie HR begleitet, ohne Verantwortung für Führung zu übernehmen.___________Nadija Keller freut sich über den Austausch rund um gelebte Kultur, Führung und die Rolle von HR in Konflikten.Wenn du dich angesprochen fühlst, dann melde dich bei ihr auf LinkedIn:https://www.linkedin.com/in/nadija-keller-3933a492/ Nadijas Leseempfehlung:Wenn die letzte Frau den Raum verlässt | https://amzn.eu/d/0j2mgvxG ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/

This week on Tapod, we catch up with Sarah Prince, Managing Director at the Migration Agency. With the recent budget and the ongoing discussions around underemployment in the immigrant population, it's a fantastic time to check in with an industry expert. We cover the disconnect between budget and government announcements in terms of the need for the skilled migrant population to deliver essential services like Aged Care and Health Care and the reduction in net immigration. We talk about qualifications and the challenges around many skilled migrants sourcing opportunities at the level they are trained at. It's a really interesting discussion. Thanks to Greenhouse for partnering with us this month. 

Welcome to the 9th episode of the AI in Action mini-series, part of the Powering Potential with Robert Walters podcast. Hosted by Tom Lakin, Global Head of Future of Work, and Faye Walshe, Director of Innovation & AI, in this episode, Lewis Milford, Global Head of Talent Acquisition at Allianz Partners, brings nearly 20 years of experience from global organisations like Nokia, Microsoft, and Loop Earplugs.Lewis shares his expertise on leveraging AI to balance automation with personalisation, navigate compliance challenges, and mitigate bias in highly regulated industries.Listen to the full episode to learn how recruiters can harness AI as a tool for empowerment while maintaining trust and delivering a personalised candidate experience in today's rapidly evolving landscape.

 It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we have a guest host and cover all kinds of angles, including fake applicant beats 261 rivals, Deloitte disruption forecast, doom jobbing, token maxxing or lily padding, IKEA replaces 8,500 roles, but it's not what you think, World Cup productivity sinkhole, the back door reference and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

Tea Time with Talent Acquisition is proudly sponsored by Peritus Partners - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Peritus Partners - Next Generation Recruitment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠------------------------------Should Talent Acquisition leaders be stepping back from recruitment or stepping into it?In this episode of Tea Time with Talent Acquisition, I sit down with Rob to explore the concept of the "Player-Coach" TA leader and why some of the best recruitment leaders stay close enough to the work to understand the realities their teams face every day.Drawing on experience across start-ups, scale-ups, and larger organisations, Rob shares why leadership isn't about taking over, micromanaging, or chasing individual wins, it's about knowing when to step in, remove obstacles, and help your team succeed.We cover:

This week on Tapod, we catch up with Denise Pereira – Senior Global Talent Sourcing Partner @Zendesk, Founder @KaleidoSource, Podcaster @CraftySourcer and bloody Industry Legend! Denise has some very strong views on how AI has changed the role and will continue to change the role of the Sourcer. There are 2 overarching themes in this episode – 1: if you don't change and evolve to include AI in your day-to-day, you will not survive… And 2, there always needs to be a person in the loop. Grab a listen; there are nuggets aplenty!Thanks to Greenhouse for partnering with us this month. 

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I'm here to remind you to give to causes that make a difference. You want to help, but you don't know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here: Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner Chapters 00:00 Introduction to Tracey Parsons 04:26 The Reality of Work: Jobs vs. Careers 09:08 The Gig Economy: A Shift in Work Dynamics 12:06 The Evolution of Job Discovery 13:08 Behavioral Change in Recruitment 15:32 The Return to Analog: Networking in a Digital Age 17:26 The Creator Economy: Merging Two Worlds 20:46 The Birth of Flockity: A New Vision 21:55 The Art of Presentation and Communication 23:09 Influencer Marketing for Jobs 24:29 Introducing Flokety: A New Approach to Recruitment 25:02 Empowering Employees as Brand Ambassadors 26:20 The Shift Towards Authentic Marketing 27:23 The Staples Baddie Phenomenon 29:33 Control vs. Authenticity in Employer Branding 30:04 Letting Go of Control in Branding 31:50 The Importance of Accountability 35:24 The Future of Recruitment in a Creator Economy 41:50 Meeting Candidates Where They Are 43:28 Defining Success in Personal and Professional Life  

What happens when recruiting becomes faster—but less personal? Host Kortney Harmon sits down with Denise Chaffin, CEO of TopSource Talent and host of the Talking TA podcast, to explore why relationship intelligence remains one of the most valuable competitive advantages in an increasingly automated industry.Drawing on nearly four decades in talent acquisition, Denise traces the evolution of recruiting from Rolodexes and classified ads to AI-powered platforms. She shares why trust, transparency, and follow-through still shape candidate and client experiences—and how recruiters can use technology to strengthen relationships rather than replace them. From building influence through consistent communication to turning ATS platforms into relationship memory systems, Denise offers a practical framework for balancing efficiency with authentic human connection.Discover why the recruiters who thrive in the AI era will be the ones who use technology to scale trust—not replace it.________________Follow Denise Chaffin on LinkedIn: LinkedIn | DeniseFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including Uber brutalising their HR Team; 12.5% tariffs imposed by the USA for allowing imports of goods created by modern slavery; Atlassian says AI is making teams slower; the daily commute is dead; businesses spending pay rises on AI; the top 10 in-demand jobs and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

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.

Most TA leaders are measuring the wrong things. Victor Gaines has spent 20 years fixing that.As AVP of Talent Acquisition at Wellstar Health Systems, where his team hires 14,000+ people annually, Victor has led recruiting innovations across healthcare, fintech, food service, and media.In this conversation, he shares the real work behind two of his proudest career wins: cutting turnover by 60% at Comcast using a validated assessment tool, and rebuilding clinical hiring at Aveanna from scratch during COVID by going fully digital and improving efficiency by 200%.But none of it works if you're solving the wrong problem.Listen in as Victor breaks down how to identify what your business actually needs, why most TA dashboards are "decoration," and how to build the credibility that earns you a seat at the table.Key Takeaways:[01:59] What shaped Victor's approach to solving TA problems at scale.[04:25] How a validated assessment at Comcast reduced turnover by 60%.[08:10] Building a fully digital hiring engine at Aveanna during COVID.[13:32] The framework Victor uses to identify business priorities.[18:51] The ‘5 Whys' to identify the root cause of business pain.[20:40] How a phased adoption strategy is making Phenom CRM stick at Wellstar.[25:39] How to safeguard your priorities and say no without being seen as difficult.[29:00] ROI, sunk cost fallacy, and smarter HR tech decisionsResources Mentioned:Victor Gaines: LinkedInRyan Dull: LinkedIn | ryan.dull@sagemarkhr.comWellstar Health SystemAveanna HealthcarePhenomICIMSHighMatchParadoxWorkday USIdeas Worth Sharing:"You can spend millions of dollars trying to solve the wrong problem. Once you understand the problem, your success becomes much easier." - Victor Graines“You also have to know where the real issues often are. And I think… 80+% of the time, it's something in the business. It might be comp. It might be hiring managers not doing the right thing…  And you find power in finding the truth and then speaking truth.” - Victor Graines“Having a meaningful strategy gives you leverage for saying yes where you need to say yes, and no where you need to say no.” - Victor GrainesAbout Victor Gaines:Victor P. Gaines, II is the AVP of Talent Acquisition at Wellstar Health System, where his team manages over 14,000 hires annually. With nearly two decades of executive TA experience across healthcare, fintech, telecommunications, and consumer goods, he has led high-volume recruiting transformations at companies including Comcast, Fiserv, Cigna, Aveanna Healthcare, and Papa John's. He holds a B.S. in Psychology from the University of Kentucky and a Master's in Organizational Psychology from St. Joseph's University.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.✔ Identify opportunities to improve your talent practices and deliver tangible business results.✔ Bridge the gap from "traditional" to modern recruiting, without the painful learning curve.Learn more at www.sagemarkhr.com#Talent #Recruiting #HRTech

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!

This week on Tapod, we catch up with Jamie Leonard – Founder of Recfest – The LARGEST Talent Acquisition event in the world! Imagine over 4000 recruiters in the field at Knebworth, UK – in the biggest and baddest conference/festival on the planet. This year's theme revolves very heavily around human intervention in a world transfixed on AI. With a focus on practitioner delivery and case studies  Thanks to Greenhouse for partnering with us this month. 

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including Lauren wants us to stop talking about AI and then doesn't stop talking about it; bad hiring decisions cost $7.3 billion annually; redundancy and then enforcing non-competes – is that fair? Would you call someone a ‘fat, ugly pig' in an interview? Ghost jobs on the increase; the Fair Work Commission hands out a pay rise; Gen Z not lazy but harder to manipulate and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

This week on Tapod, we catch up with Rachel Hill, Managing Director at Hill Consulting HRS & Founder at The Recruitment Skills Academy. But Rachel is on a mission. Along with our very own Craig Watson, she has developed the first-ever accredited vocational training for our industry in a Certificate IV in TA and Diploma in TA Management. Not only that, but they are also about to launch the Talent Acquisition Association of Australia – TAAA. This is a member-based industry association to drive the professionalism and standards of talent acquisition in the region. The TAAA will provide guidance and resources, lobby the government, be the voice of internal recruitment and test frameworks around new strategies and technologies. They have already signed on a number of vendor partners who will contribute data, whitepapers and special deals to members. It's high time we are seen as a true profession, and that can only be the case if we take steps to act like one.Thanks to Greenhouse for partnering with us this month. 

Candidates aren't clicking on your carefully curated career site anymore. Instead, they're asking ChatGPT, Gemini, and Claude what it's really like to work at your company—and the answers might surprise you.In this episode of Hiring On All Cylinders, host Matt Staney sits down with Duarte Mendonça, Director of Global Talent Systems and Operational Enablement at PayPal, to unpack a massive behavioral shift: the transition from Search Engine Optimization (SEO) to AI Optimization (AIO).Duarte shares startling data on how LLMs source employer data, why third-party sites like Reddit control 40% of the narrative, and how TA leaders can structurally adjust their infrastructure to fight back.

Joel and Chad catch up with Patti Tabris, Senior Director of Talent Acquisition at ResultsCX, to discuss the massive impact of AI on global, high-volume hiring. The Highlights: The Power of "Olivia": The AI assistant that answered 1.8 million questions and scheduled over 100,000 interviews in just 12 months. From Friction to Flow: Patti boosted assessment completion rates from 30% to 90%. Chat-First Applications: An impressive 80% conversion rate! The Funding Hack: A how-to on funding new tech. More Than a Bot: Beyond hiring, the team is now implementing AI for onboarding to handle first-day FAQs and pre-boarding care. "Recruiting is all about getting to meet as many people to see if they're qualified... if we can implement AI to do the administrative work, recruiters can spend more time with candidates." — Patti Tabris

Maggie Neill was in full survival mode as a single working mom and taking care of herself simply never entered her mind. Now her girls are teenagers, she's about to get married, has her PCC coaching certification, and lifts weights before the sun comes up. In this mom chat, we talk about what it actually looks like to put yourself back in the equation and the momentum it creates in every area of your life. Maggie is a mom of two nearly grown daughters who, after many years as a single mother, dreamed of building a career centered around helping others. Today, she is a Director with over 20 years of experience in Talent Acquisition, as well as a Level 2 Certified Coach and owner of Impact Coaching & Consulting, where she helps people reach big goals through clear plans, accountability, and intentional action. Maggie is passionate about helping others create lives they truly love and lives in Boisewith her family and, most importantly, her Cavalier King Charles Spaniel.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including holding grudges at work and what it's costing you; Callam Pickering – APAC Senior Economist at Indeed joins us for an update on job numbers, the Budget and what we can all look forward to… or not; AI already gaming recruiters; Human Capital reduced to a cost line item; the real story behind Bolt firing their HR team; and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

This week on Tapod, we catch up with Sue Howse – Managing Partner & Founder at The Human Collaborative. Sue is the foremost commentator in the Contingent Workforce in the APAC region. Sue shares with us what has changed and what has stayed the same in the sector. From P&C to Procurement to TA, the Contingent Workforce can be a minefield of risk and the biggest risk of all is a lack of understanding. If you have non-traditional workers in your business, from casuals to contractors to SOW workers you really need to take a listen to this episode.Thanks to Daxtra for partnering with us this month. 

Everyone claims they're "good with AI" on their CV. Almost no one can prove it. As AI tools proliferate across every function, talent leaders face a critical gap: we need people who don't just use AI, but wield it strategically—and we have no reliable way to identify them. Enter Zapier. The automation platform that helped democratise no-code workflows has developing and refining a practical framework for assessing AI fluency in hiring. Everyone's been talking about it. But now we've got Soeren Winter to unpack it and tell us what it means for Talent Acquisition teams.   • Redefining "AI Fluency" for Hiring • The Portfolio Approach to Assessment Distinguishing candidates who've memorized one interface from those who understand underlying AI principles and can adapt across platforms, models, and use cases • Critical Evaluation as Core Competency • Integration & Workflow Design • The Ethics & Safety Screen • Cross-Functional Translation • Learning Velocity Indicators • Practical Assessment Design • Building Internal AI Fluency Benchmarks   AI fluency is now a baseline expectation, not a differentiator—but most hiring processes haven't caught up. Organizations still screening for "AI experience" on LinkedIn are filling roles with candidates who can't deliver. Meanwhile, teams using rigorous, practical assessment frameworks are building workforces that genuinely multiply productivity. The cost of getting this wrong isn't just a bad hire; it's the opportunity cost of teams waiting months for someone to actually become useful.   We're on Friday 22nd May at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).   Ep383 is supported by our friends at Greenhouse   AI is reshaping hiring across the UK, Ireland and Germany. But is trust keeping up?   Greenhouse surveyed over 2,200 jobseekers, recruiters and hiring managers to uncover where AI is building confidence in hiring, where it's eroding it, and what the most trusted employers are doing differently.   Download the full report

Una empresa con más de 7.000 personas, 48 años de historia y un equipo de Talento Humano que dejó de funcionar como departamentos para operar como una red viva. En este episodio de Código Abierto exploramos el caso de Jack Henry y qué pasa cuando RR.HH deja de ser una función y se convierte en un sistema. Durante años, sus equipos operaban como islas, Talent Acquisition por un lado, HR Ops por otro, Business Partners reaccionando. El problema no era el talento, era la estructura. Lo que descubrirás en este episodio - Qué es Systemic HR y por qué desafía el modelo tradicional - Cómo funcionan los voluntary swarm teams (equipos enjambre) - Por qué eliminar silos acelera soluciones - Cómo pasar de reaccionar… a anticipar problemas - Qué pueden aprender los líderes de RRHH de organizaciones líquidas Suscríbete a Hackers del Talento si quieres más análisis reales de estrategias de talento. __________________________________________________________________________

Elisia Keown breaks down what it really means to develop your executive presence.— YOU'LL LEARN — 1) 
What it really means to have “more executive presence”2) The sentences hindering your executive presence3) How to show up more confident for your next meeting Subscribe or visit AwesomeAtYourJob.com/ep1154 for clickable versions of the links below. — ABOUT ELISIA — Elisia Keown is an Executive Coach and Founder of Keown Coaching, with 26 years of experience in Coaching, Leadership, Talent Acquisition, and Human Resources. Direct, honest, and kind, she helps executive leaders strengthen their executive presence, elevate their impact, and achieve measurable results through strategic planning. Elisia is also the host of The Executive Coaching Podcast, where she shares practical insights for today's leaders. Known for her no-nonsense yet fun approach, she brings energy and real-world experience to every coaching conversation. She lives in Wesley Chapel, FL, with her husband and their blended family of five children.• LinkedIn: Elisia Keown• Podcast: The Executive Coaching Podcast• YouTube: Elisia Keown Executive Coach• Website: ElisiaKeownCoaching.com— RESOURCES MENTIONED IN THE SHOW — • Tool: Self Coaching Model (CTFAR Model)• Study: 2025 Global Coaching Study: Strategic Advantage & ROI• Book: Start With Yourself: A New Vision for Work & Life by Emma Grede• Book: The Alchemist by Paulo Coelho• Past episode: 465: The Cure for Impostor Syndrome: How to Feel Less Like a Fraud and Appreciate Your Successes with Dr. Valerie Young— THANK YOU SPONSORS! — • Scribe. Book a personalized enterprise demo with scribe.how/awesome• Narwhal. Treat your home to spotless, fresh floors with us.narwhal.com/pete.• Monarch.com. Get 50% off your first year on with the code AWESOME.• Shopify. Sign up for your $1/month trial at Shopify.com/awesomepodSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Todd Kaylor, Global Head of Talent Acquisition at MKS Inc., shares his journey from Progressive Insurance and agency recruiting to leading talent in global tech manufacturing. He talks about the differences between software and manufacturing, the importance of structured interviews, and how AI is supporting—not replacing—workers. Todd highlights the need for adaptability in recruiting and touches on trends like autonomous driving and global manufacturing. Plus, Todd reveals his love for classic muscle cars. Tune in for career insights, industry trends, and a fun, upbeat conversation!   Click here to follow Todd on LinkedIn Click here to check out job openings at MKS

Get ready for a special episode of Tapod, where we sit down with Christian Ward – Chief Customer Officer at Daxtra. We talk tech in recruitment. And how many recruitment functions are wasting this valuable asset. We talk about how powerful data is for recruiters, how AI supports data processing and where the future lies. We have so much information at our hands – how do we unlock the candidate data vault? Christian's here to let us in on the secret.

In frontline retail hiring, speed is everything. If the process is too slow, candidates take offers elsewhere, and stores are short-staffed, hurting both service and revenue. AI-powered automation is now helping some organizations close that gap, cutting hiring times, saving thousands of hours, and driving measurable financial value for the business.  The organizations seeing real results started with the problem, not the technology, because layering AI onto a process that isn't working only makes things worse. They also had to answer a question that rarely gets asked: how quick is too quick, and when does speed start to feel impersonal? The goal isn't to remove humans from the hiring process. It's to remove the noise so candidates reach the right people faster. My guests this week are Stef Nikitas, Director of Talent Acquisition at Ace Hardware, and Rachel Allen, Senior Director of Talent Acquisition at 7-Eleven. In our conversation, they share how they transformed frontline hiring with AI, the results it delivered, and where they chose to keep humans firmly in the process. In the interview, we discuss: Why speed matters in frontline hiring The danger of automating broken processes Leading with the problem, not the technology How quick is too quick? What remains human and why How automation improves the candidate experience Time savings and measurable business value Advice for TA on change management What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Katie Potter, VP of Talent Operations at Healthie, grew up in upstate New York with a deeply competitive spirit — skiing by age three and racing against high schoolers before she was even a teenager. In this episode, she shares her unconventional path from studying forensic psychology to discovering Industrial & Organizational psychology, ultimately leading her into the world of talent acquisition and helping scale hiring at high-growth startups. She also discusses how she's leveraging AI to build faster, more thoughtful, and more candidate-centric recruiting processes in today's evolving hiring landscape.Connect with host James Mackey on LinkedIn!Intro (00:00)Background (00:46)Healthie (13:30)AI (17:06)TA (33:53) 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!

It's your weekly episode of the Scoop from Tapod with all of your TA & Recruitment news from here and abroad. We cover all sorts of headlines, including…  Bunnings Chief wants us to consider hiring reformed offenders; LinkedIn cuts blown totally out of proportion; Tech companies are hiring back laid-off staff; Women suffer more over AI role encroachment and have lost trust in employers; putting on a brave front at work may force you towards the bottle; EY roll back paid parental leave perks and much more.Thanks to Indeed for partnering with us on The Scoop. 

What you'll learn in this episode: Why every great business needs a “bench” of ready-to-go talent The three types of talent: potential, emerging, and proven Why proven talent is the best long-term investment—even if it costs more The right interview questions to uncover true character and culture fit How to spot patterns of success (and red flags) in a candidate's past The ultimate hiring filter: if it's not a hell yes, it's a no How building your bench protects your business from unexpected turnover  

This week on Tapod, we catch up with Bernt Schindler – Head of Talent Acquisition at Holcim Australia and Director at APACAI. AI is threatening to completely change the landscape in TA & Recruitment and Bernt is here to help us navigate the really interesting bits. Lauren and Craig can't seem to agree on anything, and they all take you on a fascinating journey through what's real and what's not. Thanks to Daxtra for partnering with us this month. 

Kelsey Hersh grew up between two completely different worlds: one grounded in structure, the other filled with artists, Burning Man gatherings, and weekly fire dancing circles. Now Head of Talent Acquisition at Hometap, she brings that same ability to navigate different environments into building values-driven teams and trusted hiring partnerships. In this conversation, she shares why adaptability, human connection, and long-term fit matter more than ever in an AI-driven hiring landscape.Connect with host James Mackey on LinkedIn!Intro (00:00)Background (00:46)Talent Acquisition (17:41)Advice/ Growth (32:48) 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!

What does a future-ready TA function actually look like?In this episode of the podcast, Johnny speaks with Blair Bennett, SVP of Global Talent Acquisition at PepsiCo, about redesigning TA from the ground up. From moving away from fragmented hiring models to building dedicated strategy, enablement, and execution teams, Blair shares how PepsiCo is preparing for AI, workforce transformation, and the future of hiring at enterprise scale.

Send us Fan MailIn this empowering episode of Living the Dream with Curveball, we are joined by the remarkable Sarah Freeman-Smith, a visually impaired author, motivational speaker, and advocate for the inclusion of individuals with disabilities. With over 25 years of experience in human resources, Sarah shares her inspiring journey of resilience, purpose, and transformation in the face of adversity.Sarah opens up about her extensive background in recruiting and her passion for helping others find their calling. After facing a life-altering diagnosis that threatened her career, she turned her challenges into opportunities, becoming a disability advocate and motivational speaker. Through her personal story, she encourages listeners to embrace their worth and pursue their passions, no matter the obstacles they face.In our conversation, Sarah discusses her book, "Turning Stones into Gems," which serves as a guide for individuals seeking to uncover their true potential. She shares insights on the importance of self-belief, the power of prayer, and the process of transforming challenges into opportunities for growth. With practical advice and heartfelt anecdotes, Sarah empowers listeners to take charge of their careers and lives.Join us for a thought-provoking discussion filled with motivation, insightful tips for career change, and the reminder that everyone has the potential to shine like a gem.What You'll Learn in This Episode:- The journey of transforming adversity into advocacy- Key insights from Sarah's book, "Turning Stones into Gems"- The significance of self-belief and positive self-talk in career transitions- Practical steps for pursuing a purposeful career change- The importance of community and mentorship in personal growthFor more information on Sarah Freeman-Smith and her work, visit www.urjems.com and explore her resources for personal and professional development.Support the show

What you'll learn in this episode: Why leadership requires a different skill set than sales The hidden costs of a bad hire (and how to avoid them) How to attract top talent with vision, not perks The “Leads and People” formula Gary Keller taught for business growth Why building your team should be as strategic as client acquisition How to create a culture where high performers thrive  

Send us Fan MailIn this solocast, On Top of PR host Jason Mudd dives into how PR shapes recruiting, retention, and workforce quality through reputation.Tune in to learn more! Five things you'll learn from this episode:1. How candidates evaluate your reputation before your careers page2. Why PR influences recruiting outcomes before HR gets involved3. The role of visibility, credibility, and interpretation in hiring decisions4. Why employer brand perception is formed in search and media results5. How PR reduces hiring friction and improves talent quality Quotables“Candidates don't start with your careers page; they start with your reputation.” — @jasonmudd9“Your careers page doesn't create perception. It confirms or contradicts what they already perceive or believe.” — @jasonmudd9“Recruiting is a reputation-driven system.” — @jasonmudd9“PR didn't create demand; it removed the friction that prevented their growth.” — @jasonmudd9“Public relations doesn't just influence how customers see you, it influences who wants to work for you, who shows up, and how they perform.” — @jasonmudd9If you enjoyed this episode, please take a moment to share it with a colleague or friend. You may also support us through Buy Me a Coffee or by leaving us a quick podcast review.Contact info and resources:Jason Mudd on XJason Mudd on LinkedInLinkedIn Talent Solutions - Employer's brand mattersGlassdoor - Employer Branding 101: Why, How and Proven ROIratethispodcast.com/ontopofpr Additional Resources:Case study: Improving a company's recruitingHow to turn award wins into long-term assetsWarning signs your online reputation management is failingHow to improve your company's Glassdoor reviewsFind out more about Axia Public Relations.Axia Public Relations resourcesAxia's NewsBureau ServiceListen to more episodes of the On Top of PR podcast.If you like this episode, you're going to love this:Support the showOn Top of PR is produced by Axia Public Relations, named by Forbes as one of America's Best PR Agencies. Axia is an expert PR firm for national brands.On Top of PR is sponsored by ReviewMaxer, the platform for monitoring, improving, and promoting online customer reviews.

Stephanie Walker, Vice President of Talent Acquisition and Inclusion at Blackbaud, sits down with Patty McIlreavy, President & CEO of the Center for Disaster Philanthropy (CDP), for an insightful conversation about the evolving landscape of disaster philanthropy, the importance of equitable recovery, and practical steps foundations can take to maximize their impact. Guest Spotlight: Patty McIlreavy — President & CEO, Center for Disaster Philanthropy Key Talking Points: What constitutes a disaster vs. humanitarian crisis? Patty explains that both involve hazards meeting vulnerabilities, but complex humanitarian emergencies feature layered and protracted drivers, such as ongoing displacement or food insecurity. Trends in disaster philanthropy: While Americans are generous, long-term recovery funding is still lacking. CDP advocates for sustained giving that supports recovery and preparedness, not just immediate relief. Challenges in the past year: Patty discusses government withdrawal from international and domestic assistance, and the impact this has on nonprofits and affected communities. She highlights the need to support “invisible” disasters that aren't on the front page but deeply affect communities. Magic wand wishes for philanthropy: More balanced, flexible, and community-led funding; recognition that recovery takes years; and greater trust in local leadership. Guidance for foundations: Start with core values and needs. It's okay to focus your disaster giving where you're aligned and can make a difference. Support community agency and multi-year recovery.

What you'll learn in this episode Why your business should always have backup talent ready The 3 types of talent: potential, emerging, and proven Why proven talent, though costly, is worth the investment How to evaluate a candidate's record of success The cultural fit questions to ask in every interview Why “if it's not a hell yes, it's not a yes” is the golden rule in hiring  

#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/thePOZcast For all episodes, please check out www.thePOZcast.com   Takeaways: - The future of hiring is defined by speed. Not as a luxury—but as a competitive necessity. - Agentic AI is shifting recruiting from task-based workflows to outcome-based execution. Instead of clicking through systems, recruiters will define goals—and the software will handle the path to get there. - Candidates are already adapting faster than companies. When given the choice, most prefer instant, flexible AI interviews over waiting for human scheduling. Convenience is winning. - Automation doesn't eliminate the human role—it sharpens it. The best teams are using AI to handle volume while focusing their people on high-impact, human moments. - The biggest barrier to AI adoption isn't technology. It's resistance in the middle—managers who are hesitant to change how they work. - And perhaps most importantly, the companies that hire fastest aren't just filling roles quicker—they're landing better talent. CHAPTERS: 00:00 – Live from Transform: Setting the stage02:10 – Why Pete joined Fountain and the power of following great leaders05:00 – What makes Fountain different in a crowded hiring tech space08:15 – The shift from generative AI to agentic AI12:00 – Why speed is becoming the ultimate competitive advantage15:30 – Candidate experience: why instant AI interviews are winning19:10 – Meeting candidates where they are (and when they're available)22:45 – From application to offer in under 6 minutes26:30 – Where the human touch still matters in the funnel30:00 – How AI is augmenting—not replacing—recruiters34:20 – Why speed correlates directly with quality of hire37:40 – Compliance, regulation, and avoiding “AI snake oil”41:00 – The biggest blocker to AI adoption (it's not who you think)45:10 – What hiring will look like in the next 2 years

Many organizations are struggling with attrition, disengagement, and costly mis-hires that quietly destroy value. The real problem isn't finding talent, it's creating conditions where people can perform. Research suggests that when people feel they belong, organizations see significant gains in productivity, retention, and innovation. Belonging can be measured, built into how work gets done, and connected directly to business outcomes. So how can talent acquisition use belonging to change how it hires and the strategic value it delivers? My guest this week is Eric Knauf, Founder and CEO of BelongHQ and author of The 56% Solution. In our conversation, he shares a practical framework for measuring belonging and explains how it could reshape TA's role in an AI-driven world. In the interview, we discuss: The five pillars of belonging Measuring belonging against business outcomes Why workforce planning comes before EVP Breaking roles down to the task level Belonging as a talent differentiator Shifting TA from seats to strategy The hidden cost of untapped potential Building trust during the recruiting process What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Daryl Escoto started with a mindset shaped by constant motion and perspective, and carried that into a career spanning Amazon, Microsoft, Uber, and now leading Talent Acquisition at Bill. In this conversation, he explains that the real opportunity with AI isn't automation; it's building a continuous system that identifies objectives, implements solutions, drives adoption, and constantly asks what's next. It's a look at how TA evolves from a reactive function into a strategic arm of the business, powered by repeatable learning, smarter workflows, and a relentless focus on impact.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!

These episodes of #thePOZcast, live from Unleash 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 About: Maribel R. Diz is the Head of People for Latin America and the Caribbean Region at Visa. She is responsible for developing and executing people strategies in support of the overall business plan and direction in the region. She is also a strategic business advisor to the Visa Latin America and Caribbean leadership team regarding talent needs and plans for the region, including Miami, Argentina, Brazil, Mexico, Chile, Colombia, Costa Rica, the Dominican Republic, Ecuador, Guatemala, Panama, Peru, Puerto Rico and Venezuela. She has also served as the global People Champion, serving as the Chief People Officer's advisor, enabling her to work closely with the global People community in meeting the strategic priorities of the function. Maribel has more than 25 years of experience with Visa, and has a proven track record of working very closely across functions and geographies, providing leadership and driving change in the organization, while also promoting the Visa culture and leadership principles with diversity and inclusion across the region. She specializes in transformational work focusing on creating high performing leadership teams. Maribel has a Masters of Science in Human Resources Management from Florida International University and an undergraduate degree in Business from Nova Southeastern University. She also holds a Doctoral in Business Administration with distinction at Florida International University. She sits on the Center of International Business Education and Research, and Masters in Human Resources advisory boards at FIU, and was recently appointed as a Co-chairperson of the Doctoral in Business Administration Advisory Council. She is an active role model for HISPA (Hispanics Inspiring Student's Performance and Achievement) speaking to high school students inspiring them to stay in school and follow their dreams. She is a published author and accomplished speaker on all things leadership and gender inclusion, and is also specialized in the different workplace generations. CHAPTERS 00:00 Opening + final interview from UNLEASH01:00 Intro to Maribel Diz (Visa HR Leader)02:30 30-year career at Visa: why she stayed04:30 Career growth, promotions & confidence06:00 Generational shifts in the workforce08:30 Gen X vs Millennials vs Gen Z dynamics10:30 Why Gen Z is misunderstood12:00 What Gen Z actually needs from leaders14:00 Leadership strategies for younger talent16:00 Remote work vs in-office debate18:00 “If you want a career, come into the office”20:00 The value of proximity, visibility & relationships22:00 Hybrid work realities across global teams24:00 HR tech & AI: what's actually exciting26:00 Using AI to remove tactical work28:00 The future of HR as a strategic function30:00 Leading with personalization (not one-size-fits-all)32:00 What truly motivates Gen Z and millennials34:00 Research insights: how Gen Z processes information36:00 Attention myths vs reality38:00 Motivation vs inspiration in leadership40:00 Preparing for the future workforce42:00 Final advice for leaders and organizations43:30 Closing + where to connect KEY TAKEAWAYS Gen Z is not entitled—they are highly capable but require guidance and context Leadership must shift from one-size-fits-all to personalized development Remote work offers flexibility, but in-person work accelerates career growth Relationship building and visibility remain critical for long-term success AI will remove tactical HR work and elevate the importance of strategic leadership Motivation is internal—but inspiration must come from leadership Generational differences are less about conflict and more about understanding The future of work requires meeting employees halfway while maintaining standards

These episodes of #thePOZcast, live from Unleash 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 About: Suzan Vulaj is a seasoned talent acquisition leader with a proven track record in global recruitment strategies. Currently serving as the Senior Vice President of Global Talent Acquisition at NBCUniversal, Suzan has been instrumental in creating exceptional candidate experiences through innovative problem-solving for over 20 years. Her expertise spans various industries, including media, technology, and commerce. Before joining NBCUniversal, Suzan held key roles such as Director of Global Talent Acquisition at Pitney Bowes and Senior Talent Manager for Internal Mobility at McGraw-Hill Financial. She also contributed her skills as an HR Manager at Standard & Poor's and a Staffing Consultant at Google. Suzan's academic foundation includes a degree from Pace University's Lubin School of Business. Her leadership style embodies a dynamic blend of collaboration, resilience, and a relentless pursuit of excellence. Beyond this, Suzan is a champion of innovation, always seeking creative solutions to enhance organizational culture and attract top talent. Her ability to inspire teams and foster growth makes her a transformative force in any professional setting. ⏱️ Chapters 00:00 Opening + UNLEASH floor energy01:10 Intro to Suzan Vulaj (NBCUniversal TA Leader)02:30 From marketing to recruiting: Suzan's journey04:30 Leading a 100+ person global TA team06:00 What makes a great recruiter today08:30 Recruiters as brand ambassadors + influencers10:30 Why hiring managers must be fully engaged12:30 Fixing broken intake & expectation setting14:30 TA tech stack: building around the ATS16:30 AI fear vs reality inside recruiting teams18:30 How to train recruiters through change (safe spaces)20:30 The return to “old school” recruiting22:30 The problem with 8,000 applicants per role24:30 Candidate fraud + AI-generated applications26:30 Shortlisting & cutting through the noise28:30 The emotional toll of recruiting (constant rejection)30:30 Managing recruiter mindset & engagement32:00 Re-engaging silver medalists (“for your consideration”)34:00 Pipelining talent before roles open36:00 What messages actually get a recruiter's attention38:00 The 10-second resume scan reality40:00 Conference insights: failure, change & adaptability42:00 Reframing failure as experimentation44:00 Advice for job seekers today45:30 Closing + where to connect

Watch the YouTube version of this episode HEREIn this episode of the Maximum Lawyer podcast, host Tyson Matrix speaks with guest Bill Farias about transforming law firm recruiting into a systematic, marketing-driven process. Inspired by Claire Hughes Johnson's book Scaling People, Bill shifted from reactive hiring to building a consistent talent pipeline. They discuss treating recruiting like client acquisition, developing a strong talent brand, and using tools like LinkedIn, Indeed, and Monday.com to manage candidates. Bill emphasizes that competitive compensation combined with a strong culture attracts top talent, while speed and clear communication are critical to converting strong candidates into hires.00:00:46 Inspiration from "Scaling People" 00:03:32 Building a Consistent Hiring Pipeline00:06:47 Recruiting Tools and Process Management 00:08:20 Recruiting as Marketing: What Are You Marketing? 00:13:03 Tracking and Measuring Recruiting Efforts 00:15:45 Employer Value Proposition in Recruiting 00:17:19 Compensation vs. Culture in Recruiting 00:22:17 Bill emphasizes prioritizing character and drive over experience.00:25:19 Notes that different roles require different candidate qualities, from reliability to innovation.00:27:06 Summarizes main lessons: hiring as a scalable system, recruiting as marketing, and the power of culture and brand.Connect with Bill:Website Instagram LinkedIn Facebook Resources:Join the Guild MembershipSubscribe to the Maximum Lawyer Youtube ChannelFollow us on InstagramJoin the Facebook GroupFollow the Facebook PageFollow us on LinkedIn