Podcasts about talent acquisition

In this episode of Elevate Care, host Kerry Perez dives into the evolving landscape of healthcare recruitment with JB Tanner, Vice President of RPO at AMN Healthcare. Together, they explore the challenges healthcare organizations face in hiring, the benefits of Recruitment Process Outsourcing (RPO), and actionable strategies to modernize hiring practices. JB shares insights from his 20+ years of experience, including real-world success stories and practical advice for healthcare leaders navigating today's hiring complexities.Learn more about RPO - Streamlining Healthcare Talent ManagementChapters:[00:00:33] Welcome & Introduction[00:34:92] Current Challenges in Healthcare Recruitment[01:53:52] Post-Pandemic Hiring Realities[03:01:18] What is Recruitment Process Outsourcing (RPO)?[05:01:12] Episodic vs. Full-Time RPO Solutions[06:37:54] Real-Life RPO Success Stories[07:47:12] Modernizing Healthcare Hiring[09:25:43] RPO as a Consultative Partner[10:47:76] When to Engage an RPO Partner[12:26:54] Beyond Clinical Roles: Full-Service Recruitment[13:45:25] Why Invest in RPO During Economic Uncertainty Sponsors: Learn how AMN Healthcare's workforce flexibility technology helps health systems cut costs and improve efficiency. Click here to explore the case study and discover smarter ways to manage your resources!Discover how WorkWise is redefining workforce management for healthcare. Visit workwise.amnhealthcare.com to learn more.About The Show: Elevate Care delves into the latest trends, thinking, and best practices shaping the landscape of healthcare. From total talent management to solutions and strategies to expand the reach of care, we discuss methods to enable high quality, flexible workforce and care delivery. We will discuss the latest advancements in technology, the impact of emerging models and settings, physical and virtual, and address strategies to identify and obtain an optimal workforce mix. Tune in to gain valuable insights from thought leaders focused on improving healthcare quality, workforce well-being, and patient outcomes. Learn more about the show here. Connect with Our Hosts:Kerry on LinkedInNishan on LinkedInLiz on LinkedIn Find Us On:WebsiteYouTubeSpotifyAppleInstagramLinkedInXFacebook Powered by AMN Healthcare

In this episode of Meet the Farmers, host Ben Eagle speaks with Miranda Webster from Webster's Rural about the challenges and opportunities in recruitment within the professional and farm manager side of the agricultural and rural sectors. They discuss the evolving landscape post-Brexit and post-pandemic, the importance of attracting and retaining talent, and the skills that are currently in demand. Miranda shares insights on how rural businesses can make themselves more appealing to potential employees and the differences in recruitment strategies for small versus large organizations. The conversation also touches on the role of AI in recruitment and the importance of maintaining a human touch in the hiring process. 

Tea Time with Talent Acquisition is proudly sponsored by Peritus Partners - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Peritus Partners - Next Generation Recruitment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠------------------------------Receiving or delivering interview training is tough, not because the information is not important but all too often the training is generic, rushed, not seen as a priority and more of a tick box exercise. But Kasia Zadlo and the team at Upvest had a different approach that allowed them to tackle growth hiring without compromising on quality. In this deep dive conversation, Kasia shares...

This week on Tapod we sit down with Ben Whitfield—Global Talent Acquisition Leader @Marsh McLennan - a global giant with over 95,000 employees. Ben has recently moved into the global role and is at the very pointy end of recruitment strategy, heading up a team of over 350, hiring over 16k new employees annually. So if we want to know what's going on in the world of recruitment, Ben's the perfect person to talk to! We cover AI, global economic conditions, difficult-to-recruit roles, DE&I programs, and more. It's a fascinating discussion and one that will help guide your career in the right direction. Thanks to SmartRecruiters for your support this month. 

 On this special episode of Tapod, we catch up with Dan Balout—Solutions Lead APAC at Paradox. Unpacking the State of Volume Hiring Report is the name of the game, and we get a great understanding of how the function is coping with volume hiring as a challenge. We explore candidate experience, AI & automation, burnout, and speed to hire amongst a raft of other levers. If you are hiring in the volume space, you should be listening to this episode! 

Join hosts Luke Carignan and Bo Brabo for a lively episode of The ASHHRA Podcast, where they chat with Victor Gaines, AVP of Talent Acquisition at Wellstar Health System. Kicking off with NFL banter and a playful scoop on Taylor Swift and Travis Kelce's "engagement" (spoiler: it's all in good fun), the conversation quickly dives into Victor's eclectic career journey—from finance and TV to healthcare, pizza at Papa John's, and bourbon at Sazerac—now circling back to innovative TA in healthcare.Victor shares how his cross-industry experience (spanning high-volume hiring at Comcast and Papa John's to specialized roles at Fiserv and McKesson) equips him to tackle post-pandemic challenges like agility, digital transformation, and operational efficiency. The trio explores the transformative power of AI in TA: from automating scheduling and screening to combating bias and "hallucinations." Thought-provoking questions arise—can AI eradicate human biases, or does it amplify them? How close are we to AI-driven individualized learning or even clinical efficiencies?Key takeaways:Diverse Backgrounds Fuel Innovation: Victor's non-traditional path highlights why healthcare is increasingly recruiting external talent for fresh perspectives.AI's Double-Edged Sword: Essential for high-volume tasks but demands a "human in the loop" to mitigate risks like unintended bias or outdated data.Future-Proofing TA: Insights on pre-boarding, ambient listening in clinics, and ethical AI use—could we see 30%+ efficiency gains in five years?Victor's wisdom: "We've seen unprecedented change; now it's about agility to persevere." Whether you're in HR, TA, or curious about AI's role in work, this episode sparks debate on balancing tech with human judgment.Tune in on your favorite podcast platform or visit ashhra.org/ashhra-podcast. What biases lurk in your processes? Share your thoughts!From Our Sponsors...Optimize Pharmacy Benefits with RxBenefitsElevate your employee benefits while managing costs. Did you know hospital employees fill 25% more prescriptions annually than other industries? Ensure cost-effective, high-quality pharmacy plans by leveraging your hospital's own pharmacies. Discover smarter strategies with RxBenefits.Learn More here - https://rxbene.fit/3ZaurZNStreamline HR Compliance with oneBADGEhealthcareSimplify screening, credentialing, and compliance for healthcare HR. oneBADGEhealthcare from ISB Global offers a tailored solution to keep your workforce compliant and efficient. Built for healthcare leaders, it's your all-in-one compliance tool.Get Started here - https://isbglobalservices.com/onebadgeunitedstates/ashhra/ Support the show

Meet Baiba Wisse, a multi-passionate creative from Raleigh, North Carolina, who spent a decade in global talent acquisition before life handed her a plot twist: a layoff. While she was still working in recruiting, Baiba discovered her favorite part of the job wasn't the spreadsheets or the scheduling, it was the human connection. She loved coaching candidates, hearing their career stories, and helping people see their own potential.That passion inspired her to start her own podcast, The Career in Technicolor, where she interviews people about their career journeys in living color. But when the layoff hit, she found herself in that all-too-familiar “what now?” moment.Instead of sitting still (because that's not her style), Baiba leaned into her creative energy, painting, cooking, cleaning, and trying new things. She also followed her curiosity into movement and stress relief, recently earning her Tai Chi instructor certification. Now, she's on a mission to bring Tai Chi into corporate settings, helping teams manage stress, move more, and age well.I met Baiba early in my own podcasting journey, and we've been swapping ideas and cheering each other on ever since. She's been a generous supporter, a creative sounding board, and now I'm flipping the mic so you can hear her story.What You'll Learn in This Episode:How Baiba turned a layoff into an opportunity to explore new passions Why coaching and human connection were the most rewarding parts of her recruiting career The creative outlets that kept her moving forward during a career pivot How Tai Chi can help reduce stress and support well-being in and out of the workplace The joy (and challenges) of podcasting about other people's career journeysConnect with BaibaConnect with Baiba on LinkedIn: https://www.linkedin.com/in/bwisse/ Listen to The Career in TechnicolorApple: https://podcasts.apple.com/us/podcast/career-in-technicolor/id1584835608Spotify: https://open.spotify.com/show/034sss7E8ncD5RewpqkwZJ Follow on Instagram: https://www.instagram.com/careerintechnicolor/  Thanks for tuning in to The Career Flipper!If this episode made you think, laugh, or feel a little braver about your own flip, do me a favor:

In this episode of Talent & Growth, I sat down with James Sale to dig into AI, recruitment, and the future of TA.

In this episode, Jamie Edwards—VP Talent & Org Development at Deliveroo and former tech founder—shares how applying product principles to Talent Acquisition can transform hiring.Hosted by Kathryne Friend, we explore Jamie's journey from engineer and founder to TA leader, and unpack a practical roadmap for building a user-centric hiring function: one that designs with candidates in mind, redefines success beyond offers, and applies AI only after rethinking the process itself.What you'll learn:- How product thinking can reshape recruiting-- Why hiring should start with candidate research- Key product maxims for TA (nail it then scale it, don't automate until it hurts)- Shifting culture: from “candidates should feel lucky” to “we're selling them”- Actionable advice for TA leaders to start small and scale impactIf you're in Talent Acquisition, HR, or People Ops and want a fresh blueprint for the future of hiring, this conversation is packed with insights you can put into practice today.This episode is sponsored by  Talentful - Subscription talent solutions for the world's most innovative companies.

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News, including…Workday jumps on the acquisition merry-go-round,  training company covertly records employees, expressing yourself Madonna style, CBA backs up on AI, Reece blaming WFH for profit decline, gender pay gap improving (but is it fast enough?), laziness blamed for grad recruitment slow down, how many jobs can you do at once and much more! Thanks to Indeed for your ongoing support. 

Meet Angela Renfrew, Director of Talent Acquisition and Early Careers at First Bus — and a practitioner who's proving that recruitment transformation doesn't start with shiny tech. It starts with data, process, and winning over the toughest audience: hiring managers.In this episode of TA Disruptors, Angela shares the playbook she used to cut through scepticism, scrap outdated practices, and build a recruitment function ready for AI and automation. No fluff. Just hard-won lessons from the frontline.Join Angela as she discusses:

Tea Time with Talent Acquisition is proudly sponsored by Peritus Partners - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Peritus Partners - Next Generation Recruitment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠------------------------------A post has been circulating recently stating that Head hunters / Recruiters and Talent Acquisition professionals are not the same... that head hunters are the only specialists in our field that apparently know their niche...Click bait BS if you ask me or pretty much anyone of our guests, especially Magdalena Mikoda, Head of Talent.In her field, the Web3 space where the talent pool is limited she has to be different with her sourcing and this was the hot take in this episode.If you're curious about...

This week on Tapod we sit down with Steve Ward – Global Employer Brand and Recruitment Marketing Expert and Head of Strategic Insights at Blackbridge Communications. Steve and Lauren had a conversation at Recfest UK about the future of AI in Recruitment and right here is where we pick it up. At times the conversation gets a little heated—well, maybe not heated, but let's just say that the three of us aren't completely aligned on thinking. We cover usage, development, ethics, and government regulation—hell, we cover everything. AI is here to stay, and it will make our lives very different; just how different is the question we all want answered. Thanks to Paradox for your support this month. 

Recruiting Future is taking a couple of weeks off and will return the first week in September. In the meantime, I've got some summer specials for you. As I don't need to tell you, AI is a massive topic at the moment and isn't going to change any time soon; it's only going to get bigger and more critical. With that in mind, I wanted to share my thoughts on where we are with AI at the moment, its future direction, and also share the outline of a framework I've developed for strategic AI implementation in TA. Earlier in the summer, I was a guest on the Saville Assessment Deep Dive podcast, talking about AI. The host, Hannah Mullaney, asked such great questions that I thought I would drop the whole episode into the Recruiting Future podcast feed for you to take a listen to. So, with thanks to Hannah and the team at Saville, here is a deep dive into my take on AI and the future of talent acquisition.

OVERCOMING IMPOSTER SYNDROME: LEADERSHIP LESSONS FROM EXEC COACHING   'Imposter Syndrome' is perhaps one of the most well known of psychological phenomena, one which many of us are undoubtedly familiar. Why is it that we tell ourselves that we do not belong, are that we are not worthy of the role or the moment?   Let's dive into the psychology of imposter syndrome and see if we can find practical tips to overcome it.   - What is imposter syndrome? - How does it manifest? - What are the theories behind it? - What negative outcomes can come from having imposter syndrome? - Is it the correct path to pathologies this? - Imposter syndrome in Talent Acquisition - when is this most likely to occur? - What psychological profile of person is most likely to suffer from it? - Practical tips: what are the methods of reducing imposter syndrome? - Can it ever be removed from our psychic make up? - What steps should listeners practice now?   All this and more with Richard Ayre, Exec Coach (The Leadership Torch), Elaine Atkinson, Leadership Coach (In Wonder Coaching) & Tasha Cluskey, Comic / TA Partner   We are on Friday 22nd Aug, 2pm BST - follow the channel here (recommended) and save your spot for this demo by clicking on the green button.     Ep325 is sponsored by our friends Ashby   Ashby just raised $50M in Series D funding, and they're going all in on what modern recruiting teams actually need.   So, what's next?   AI is moving from novelty to necessity.
Most tools talk about AI. Ashby makes it work. Their all-in-one platform gives AI real structure so recruiters get time back with AI note-taking, feedback summaries, and personalized outreach emails.   Quality of Hire is finally getting real.
More teams are rolling out Quality of Hire programs with Ashby than ever before. What used to be a slide in a quarterly review is now a real strategy, with surveys and reporting built in. It's clearer, faster, and easier to connect to business outcomes.   Community is the new operating system. Ashby already made a big splash with Ashby One, their first customer conference that brought hundreds of talent leaders and RecOps professionals together for a week of sessions, panels, dinners, and live events. With this new funding, they're doubling down on the community by expanding ACE (Ashby Customer Expert) chapters, scaling education programs, and giving local leaders more ways to connect, share learnings, and build lasting networks. … and the word is out. Enterprise teams like Shopify and Snowflake are already in. With 123% growth and fresh funding to fuel what's next, Ashby is just getting started.   Bottom line: Ashby is not just building software. They are building the infrastructure for modern recruiting.   See the full announcement.   Not on Ashby yet? Get a demo today.

The harsh truth about today's job market. Even getting your resume seen is rare.The job market has shifted—and not in favor of the job seeker. If you've been applying, interviewing, and waiting for replies that never come, you're not alone. The hiring process is longer, more complex, and—let's be honest—more draining than ever.

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News, including… Qantas rapped over the knuckles, AI training not keeping up with rollout, Callam Pickering joins us to discuss key financial data, strange things brought to interviews, Gen Z are space bound, pilot in the buff, and much more! Thanks to Indeed for your ongoing support.

This week on Tapod we sit down with Andy Talbutt, Event Director at Auckland Recruitment Meetup. We talk about the NZ market, how it's tracking, the effect of AI, doing more with less, diversity recruitment, the local Recruitment Meetup scene, and what we can all learn from the land of the long white cloud.  Thanks to Paradox for your support this month. 

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.

In this episode of Hiring on All Cylinders, host Matt Staney is joined by Tommy Hansen, Head of Recruiting at Juniper Square, to explore how Talent Acquisition can move from a support function to a true driver of business growth.Tommy shares how his team is embedded directly into Juniper Square's core operations — from participating in weekly revenue forecasting to earning recognition at the President's Club. He also breaks down the org design changes, skill-building strategies, and AI readiness plans that are helping his team stay deeply strategic and business-focused.Topics covered include:Embedding recruiting teams into core business functionsThe vision and pillars behind the “Associate Recruiter” roleBuilding trust and influence as strategic advisorsNavigating AI's risks while leveraging its biggest opportunitiesActionable advice for TA leaders aiming to align with revenue goalsWhether you're leading a TA function, managing a recruiting team, or rethinking your talent strategy, this conversation offers a clear blueprint for positioning TA at the heart of the business.This episode is sponsored by Talentful - Subscription talent solutions for the world's most innovative companies.

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.

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News including… UK Recruiter smashes keyboard in anger… Why employees are leaving their jobs… Chatbots sabotaging female applicants… Gen Z being Gen Z. And much more Thanks to Indeed for your ongoing support. 

This week on Tapod we sit down with Angie Clarke—People Transformation & Experience Design Manager @KFC. Talent Function Transformation isn't easy… Where do you start? What key metrics are you trying to improve? What's the process & how do you sift through the tech? Within 3 months of implementation, KFC has seen drastic improvement in speed through the process, candidate experience, and hiring manager engagement—winner, winner chicken dinner! Thanks to Paradox for your support this month. 

#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  

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/

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.

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.

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

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!

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™

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.

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