Podcasts about talent partner

In this episode George talks with Rebecca Pooley, Talent Partner (and Founder) at RP Connections. RP Connections is a recruitment firm, specialises in assisting smaller purpose-driven organisations, such as charities and social enterprises, with their hiring needs. From how AI is affecting recruiting processes, to tips for offering better job offers and tips for those who are also looking for employment, if you are in one of these processes, you can't miss this episode! Remember to send us your questions for our next episode!

Yeliz Castillo is a dedicated TA professional starting her journey in London with little English, she embraced the challenge and became fluent in her third language while developing a passion for recruitment. Yeliz thrives on connecting with people, making an impact on their lives, and building meaningful relationships. She values authenticity, collaboration, and stepping out of her comfort zone to pursue her goals. Liz is currently TA Lead & Sr. Talent Partner at pplwise.Shownotes00:00 - Intro & Context05:00 - The Importance of Clear Communication10:45 - Candidate Feedback Strategy18:30 - Recruitment Market DynamicsGuest Linkedin: https://www.linkedin.com/in/yeliz-akin/Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/

In this insightful episode, Amir Bormand interviews Jim Conti, Talent Partner at Hyde Park Venture Partners, about redefining the value of people and talent functions. Jim shares strategies for evolving the role from being process-driven to a core strategic contributor, while highlighting the importance of aligning with business goals, automating admin tasks, and building impactful employee experiences. This episode is packed with practical advice for HR professionals, talent leaders, and anyone looking to amplify the value of their talent organization. Key Takeaways: Identify Your Org's People Function Priorities: The reporting structure and allocated budget reveal how much a company values its talent function. Evolve from Admin to Strategic: Focus on aligning talent initiatives with broader business goals and automate routine tasks to free up time for strategy. Build a Business Case for Talent Investments: Use data and ROI-driven arguments to gain leadership buy-in for new tools and initiatives. Set Boundaries Without People-Pleasing: Clarity and transparency in career development discussions create trust and empower employees without over-promising. Measure Talent Impact: Post-hiring surveys and bar-raiser metrics help show the business value of talent initiatives. Timestamped Highlights: [00:00:30] Introduction to the role of people and talent functions in organizations. [00:03:00] Key indicators of whether an organization views HR as strategic or process-driven. [00:05:14] Shifting the people function from admin-heavy to strategically aligned. [00:07:54] Building a business case for HR investments and gaining buy-in from leadership. [00:11:54] The importance of transparency and clarity in employee development conversations. [00:18:00] How talent leaders can demonstrate business value by engaging with stakeholders. [00:23:00] Questions to ask during the interview process to assess a company's strategic outlook on talent. [00:24:55] Matching organizational challenges to your personal career goals. If you're looking for actionable insights to elevate your talent organization, this episode is a must-listen.  Share it with your network to inspire more strategic thinking in the HR and talent space. Don't forget to like, comment, and subscribe to stay updated with the latest discussions in talent leadership! Jim Conti: https://www.linkedin.com/in/contijc/ Jim Conti is the Talent Partner at Hyde Park Venture Partners and has been with the firm since 2021. In this role, Jim provides strategic talent support and consulting to the firm's portfolio of companies. Prior to Hyde Park Venture Partners, Jim served as head of people at dscout and Sprout Social — both Chicago-based software startups. In these roles, Jim built, grew, and oversaw teams across recruitment, talent management, DEI, culture, HR, and benefits strategy. The impact of this work is seen in awards from Glassdoor, Chicago Tribune, Crain's Chicago, and Built in Chicago.

Quick announcement - I've launched my own talent consulting company - March Talent! More details later this month on another podcast episode.Our guest today is Raj Ghir, a senior talent partner currently working at Chapter2.Raj brings a wealth of experience to this podcast where we talk about our recruitment journeys, candidate experience, what metrics to look at, how interviewers & recruiters can give a great impression and much more.If you like the pod then don't forget to hit follow or subscribe to our email newsletter for regular updates and insights. Hosted on Acast. See acast.com/privacy for more information.

Yeliz Castillo is a dedicated TA professional starting her journey in London with little English, she embraced the challenge and became fluent in her third language while developing a passion for recruitment. Yeliz thrives on connecting with people, making an impact on their lives, and building meaningful relationships. She values authenticity, collaboration, and stepping out of her comfort zone to pursue her goals. Liz is currently TA Lead & Sr. Talent Partner at pplwise.LinksGuest Linkedin: https://www.linkedin.com/in/yeliz-akin/Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/

Tea Time with Talent Acquisition is proudly sponsored by Peritus Partners - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Peritus Partners - Next Generation Recruitment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ------------------------------ If you are a repeat listener of the podcast you might have heard me and former guests talk about the true need for Talent Acquisition professionals to transition into Strategic Partners. You might have also gone out your own way to explore this topic in-depth. However no need to do that anymore as in this episode we cover it all, the WHY and HOW when it comes to transitioning into a strategic partner for your business. Drawing on the brilliant career of Senior Partner and Systemic HR Leader Irina Pelevina this can become your one stop shop to revert back to when you need. Feel free to find Irina here - ⁠⁠https://www.linkedin.com/in/irina-pelevina/  ------------------------------ If you find this topic interesting or have an idea about a future topic in which either you would like to speak yourself or would like us to cover, please reach out to the host, Eden here - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Eden Whitcomb | LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  Thank you for supporting our project, if you liked what you heard then we would appreciate if you could drop us a review or rating! #podcast #recruitment #talentacquisition #hiring

Yeliz Castillo is a dedicated TA professional starting her journey in London with little English, she embraced the challenge and became fluent in her third language while developing a passion for recruitment. Yeliz thrives on connecting with people, making an impact on their lives, and building meaningful relationships. She values authenticity, collaboration, and stepping out of her comfort zone to pursue her goals. Liz is currently TA Lead & Sr. Talent Partner at pplwise.Shownotes00:00 - Intro & Context05:00 - The Importance of Clear Communication10:45 - Candidate Feedback Strategy18:30 - Recruitment Market DynamicsGuest Linkedin: https://www.linkedin.com/in/yeliz-akin/Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/

In this episode, Amir interviews Jen Kodner, a Talent Partner at Threshold Ventures and DFJ Growth, to discuss best practices and challenges in leadership hiring for startups. They explore the importance of finding the right leadership fit for different growth phases, professionalizing key functions, and balancing the hands-on approach required at early stages. Jen shares insights on the dynamics of player-coach roles, setting appropriate expectations for new hires, and the intricacies of delegating responsibilities from founders to new leaders. The conversation provides valuable advice for founders and those involved in talent acquisition at growing startups. Highlights: 02:56 Challenges in Leadership Hiring for Startups 03:54 Professionalizing Functions in Early-Stage Companies 04:45 The Role of Sales Leaders in Startups 06:31 Navigating Founder Expectations and Leadership Roles 17:29 Traits of Successful Leadership Hires Guests: Jen Kodner is the Talent Partner at Threshold Ventures and DFJ Growth, where she advises portfolio companies on strategies to identify, attract, and retain top talent. Before joining these firms in 2018, Jen was a Talent Partner at Box, where she also led recruiting efforts. With extensive experience in talent acquisition, Jen plays a crucial role in helping companies build world-class teams. LinkedIn: https://www.linkedin.com/in/jenkodner/ ----- ---- Thank you so much for checking out this episode of The Tech Trek. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Carolyn Carpaneti, a Talent Partner at Peterson Partners, discusses the complex subject of replacing a startup founder with a new CEO. The conversation covers the emotional and practical challenges founders face, the importance of recognizing different skill sets for company growth, and the criteria for successful leadership transitions. Carolyn also explains the types of companies Peterson Partners invests in, emphasizing the role of supportive investor relationships and transparent communication within teams during such transitions. She provides valuable advice for both founders and prospective CEOs on navigating these delicate changes. Highlights: 01:56 Challenges of Replacing a Founder 03:29 Emotional Impact on Founders 10:05 Transitioning from Founder to CEO 14:36 The Role of the New CEO 23:17 Final Thoughts and Contact Information Guest: Carolyn Carpeneti is a Talent Partner at Peterson Partners, where she leverages her extensive experience in venture capital and private equity to specialize in talent acquisition, leadership development, and organizational strategy. Known for her ability to identify and cultivate top-tier talent, Carolyn plays a crucial role in helping companies build strong, effective leadership teams. Her expertise spans various industries, and she is skilled at aligning talent strategies with business goals to drive growth and innovation within organizations. LinkedIn: https://www.linkedin.com/in/carolyncarpeneti/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

16 Aug 2024. Will the end of the summer see a surge in people unhappily back in the office looking for new jobs? We asked recruiter Zachary Beckett, Business & Talent Partner at Professional Pyramid. Plus, shipping container homes, yes its a thing! We find out how they are becoming a real thing in Dubai with Jamal Wick, Co-Founder and CEO of Bespoke Modular Solutions. And Dubai's DP World H1 net profit drops on Red Sea troubles. More details with Capt. Zarir S. Irani, Managing Director, Constellation Marine Services.See omnystudio.com/listener for privacy information.

In this episode, the host interviews Jen Kodner, a Talent Partner at Threshold Ventures and DFJ Growth, to discuss best practices and challenges in leadership hiring for startups. They explore the importance of finding the right leadership fit for different growth phases, professionalizing key functions, and balancing the hands-on approach required at early stages. Jen shares insights on the dynamics of player-coach roles, setting appropriate expectations for new hires, and the intricacies of delegating responsibilities from founders to new leaders. The conversation provides valuable advice for founders and those involved in talent acquisition at growing startups. Highlights: 02:56 Challenges in Leadership Hiring for Startups 03:54 Professionalizing Functions in Early-Stage Companies 04:45 The Role of Sales Leaders in Startups 06:31 Navigating Founder Expectations and Leadership Roles 17:29 Traits of Successful Leadership Hires Guests: Jen Kodner is the Talent Partner at Threshold Ventures and DFJ Growth, where she advises portfolio companies on strategies to identify, attract, and retain top talent. Before joining these firms in 2018, Jen was a Talent Partner at Box, where she also led recruiting efforts. With extensive experience in talent acquisition, Jen plays a crucial role in helping companies build world-class teams. LinkedIn: https://www.linkedin.com/in/jenkodner/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Amir Bormand is joined by Chris Ahsing, a Talent Partner at Dragonfly, a crypto web three investment firm focusing on early-stage investments. They delve into the intricacies of talent acquisition metrics, discussing the challenges of over-engineered metrics, optimizing metrics for different marketing channels, and the distraction caused by unnecessary metrics. Ahsing shares his insights on the common pitfalls in talent process management, including the 'and then' evaluation process and optimizing Applicant Tracking Systems (ATS) for user flow rather than reporting. The conversation also covers tactical advice on managing unreasonable hiring expectations, the importance of empathy and stakeholder communication, and strategies for talent leaders to manage scope creep and unrealistic hiring requirements assertively. The dialogue emphasizes the need for a clear, consistent approach to metrics and effective communication between talent teams and their stakeholders to navigate the complexities of talent acquisition. Highlights 01:07 The Art and Science of Metrics in Talent Acquisition 02:17 Overcoming the 'And Then' Syndrome in Hiring 03:26 Tactical Approaches to Talent Metrics and Hiring Challenges 04:34 Navigating Scope Creep and Unrealistic Hiring Expectations 07:15 Strategies for Effective Talent Acquisition and Management 09:31 The Importance of Data and Metrics in Talent Processes 10:04 Challenging Unrealistic Hiring Expectations with Data 24:39 The Role of Empathy and Flexibility in Talent Acquisition ------ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

In this episode Kelli Dragovich and Nolan Church talk with Elizabeth Patterson, Partner (People & Talent) at Sapphire Ventures. The conversation is all about how to find the best CPO roles, how VC talent partners actually work, and what it's like engaging with portfolio companies and execs. Lots of insider info. Elizabeth manages Sapphire Venture's human capital network, including the Sapphire Fellows program.HR Heretics is part of the Turpentine podcast network. Learn more at turpentine.coThis episode is brought to you by AttioAttio is the next generation of CRM. It's powerful, flexible and easily configures to the unique way your startup runs, whatever your go-to-market motion. The next era deserves a better CRM. Join OpenAI, Replicate, ElevenLabs and more at https://bit.ly/AttioHRHereticsKEEP UP WITH ELIZABETH,NOLAN, + KELLI ON LINKEDIN- Elizabeth: https://www.linkedin.com/in/elizabetharnsdorfpatterson/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/TIMESTAMPS:(00:00) Preview(03:17) Stories(08:08) Navigating the Venture Capital World(11:00) The Gotchas and Ahas of Finding the Best Opportunity into Venture Capital(13:50) How Success is Measured(16:00) Sponsor - Attio(17:11) How to Find the Best CPO Roles(22:56) The Relationship Between Talent Partners and Executive Recruiters(27:24) Correlating the Business with Cultural Fit and Vibe in Recruitment(31:28) Back Channels in Recruitment(35:49) Executive Compensation on Recruitment (40:18) How Photographic Memory Helps in Recruitment(45:53) Elizabeth's Favorite Interview Question(48:02) Qualities of a Great Leader This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

In this episode of Industry Spotlight, we're honored to have Sharon Hulce, a vanguard in the executive search arena. Sharon is the CEO and Founder of Employment Resource Group, a retained-search firm.In this conversation with Kortney Harmon, Sharon brings to light the critical aspects of her firm's approach, emphasizing the importance of establishing value through courage and confidence during fee negotiations.She'll also reveal her powerful strategy in relationship building, making personal visits to clients and prioritizing phone communication over emails to create a more meaningful connection.Sharon discusses how she measures success in her firm, and despite the simplicity, ensures that candidates are not just found, but placed.Throughout the episode, we'll also tackle topics such as the complexity of counteroffers, the ethical considerations in recruitment, and navigating the waters of an industry increasingly influenced by AI technology—all while maintaining the irreplaceable human touch.Sharon isn't just here to share her story; she offers valuable guidance from lessons learned, demonstrating why courage, determination, and a "buffalo" mentality are essential to thrive.Join us as Sharon imparts her wisdom on the benefits of retained search, the consultative approach her firm takes, and how to stand out by offering a unique value proposition to clients.Prepare to be inspired as Sharon Hulce pulls back the curtain on the dynamic and transformative world of retained executive search. Let the conversation begin.-----Links:Employment Research Group website: https://ergsearch.com/Sharon Hulce's LinkedIn: https://www.linkedin.com/in/sharonhulce/

In this episode, Amir Bormand interviews Kelly Kinnard, the Operating Partner and Head of Talent at Khosla Ventures. They discuss the importance of improving the candidate experience and avoiding pitfalls in the hiring process. Kelly shares insights and strategies for creating a positive candidate experience and highlights the mission of Khosla Ventures to invest in companies that positively impact society. This episode is a must-listen for anyone looking to enhance their hiring practices and create a better experience for job candidates. Highlights: 00:07:49 Candidate experience is crucial. 00:11:26 Long hiring processes hinder success. 00:16:03 Communication is key for candidates. 00:22:46 Candidate experience is crucial. 00:28:35. Candidates don't get better, they get different. 00:29:03 Treat candidates like external customers. Guest: Kelly Kinnard is an Operating Partner at Khosla Ventures, where she leads the talent team to advise our portfolio companies and helps recruit senior executives. Prior to joining KV, Kelly was the Talent Partner at Battery Ventures, where she managed talent globally across the 125+ venture/growth companies in their portfolio. Previously, she was the executive leadership recruiter for the president of Oracle, and recruited 50 senior technology executives at the VP/SVP/EVP level and above to lead the company's cloud efforts. Earlier, she did executive search for the retained search firms Riviera Partners and SPMB, both of which represent venture capital-backed and emerging growth companies working with the most promising portfolio companies of top-tier VC firms. Kelly graduated from Whittier College and studied in Denmark and Italy. LinkedIn: https://www.linkedin.com/in/kellykinnard/ ------ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

Data has shown that there is a high level of success when implementing an outsourced talent solution, despite public perception that doing so is incredibly challenging. Most instances where a talent solution has not worked out can be traced to issue with implementation and governance of the process. How can companies not only choose the right provider for their needs, but help ensure that execution will be successful? Sarah Keady, SVP for Operations in North America at Resources Solutions joins the HRO Today Educational Podcast to discuss the complex process of designing and implementing an RPO partnership. From setting realistic expectations during the roll out to managing a robust transition of responsibilities, Sarah and host Elliot Clark, CEO of HRO Today, explore the nuances of finding and developing the right RPO partner. Listen to the latest episode of the HRO Today Educational Podcast Series, “Making an (Appropriately Sized) Bang with A Talent Partner.” 

In this episode, Beth Scheer, Talent Partner at Homebrew, talks about the drivers for hiring a coach and what to look out for while going through the process. Key Takeaways: Why would a founder should look for a coach? Big commitment to hiring a coach Make sure you do a reference check with people the coach has worked with the right questions are a must. A good coach for someone else might not be the right coach for you How to interview a coach Costs of hiring a coach Red Flags to look for when hiring a coach About today's guest:  At Homebrew, Beth Scheer works closely with founders and their executive team members as an advisor on all things Talent-related, including recruiting, diversity & inclusion, compensation, onboarding, and people operations. Before Homebrew, Beth spent 5+ years at Salesforce leading executive search, sales leadership search and the sales growth/professional services recruiting teams. Before that, she built the Google AdSense team in 2003 and then spent 6 years hiring for business operations, corporate communications, and various engineering teams. She is a proud graduate of The Colorado College with a BS in Psychology. ⁠https://www.linkedin.com/in/bethscheer/⁠ beth@homebrew.co  ___ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at ⁠https://www.elevano.com⁠ Have questions or want to cover specific topics with our future guests? Please message me at  ⁠https://www.linkedin.com/in/amirbormand⁠ (Amir Bormand)

Jim Conti is the Talent Partner at Hyde Park Venture Partners. In this role, Jim provides strategic talent support and consulting to the firm's portfolio of companies. In this conversation, we talk about how to build a people strategy in a lean, fast-paced environment and the lessons he's learned from working across a venture-backed portfolio of companies.  Mentioned in this Episode: Hyde Park Venture Partners https://www.hydeparkvp.com/Jim Conti on LinkedIn https://www.linkedin.com/in/contijcPeople Business episode with Mike Sarraille https://peoplebusinesspodcast.com/from-the-battlefield-to-the-boardroom-w-mike-sarraille/Time Codes:(2:19) - Introducing Jim Conti(2:35) - What is Hyde Park Ventures and what is your role there?(6:01) - What does the firm look for when making an investment?(16:44) - What are the common misconceptions leaders have that you have to help with right from the start?(22:19) - What advice do you have for leaders who are looking to build a team? What are the ways you should be evaluating the talent?(31:30) - How do you advise leadership teams to build trust with their people?(35:40) - Is it good to bring our ‘whole self' to work or not so much?(44:16) - How do you recruit good people when you don't have money or stability to offer?(47:57) - What do you say to someone who says we've just lost out on a great candidate? (50:04) - Is slowing down and making the workplace human-centered something HR does?(56:11) - How are you seeing companies evolve the funnels they're using to get different types of talent?(59:39) - What, in your mind, is the purpose of business?

Live with us today at Talent Acquisition Week is Brian Fink, Talent Acquisition Partner at McAfee, to discuss how to recruit in online chat forums. We discuss why this event is not one to be missed, why Brian loves Hired and events in general, and what his presentation is about. Brian even shares with us how he "hacks Slack," how he recruits on Discord, and why you should use your personal email address when joining these communities, as well as how you can find them and what mistakes to avoid. We delve into why Brian offers practice interviews and resume reviews before discussing why conversations have to be taken offline. He also tells us what he looks for when recruiting for certain roles and shares the best career advice he has ever gotten. To hear all this and more, tune in now!   Key Points From This Episode:   Why you don't want to miss this event next year and what Brian likes about events. What Brian's presentation is about: how to hack Slack! Why he loves that Hired gives him the opportunity to make credible relationships.  Tips for recruiting on Discord.  Why you can hire immediately and give feedback on a resume.  How to join these online communities and why you should use your personal email address.  Why Brian offers mock interviews to people who are sharing their resumes.  What he looks for when he's looking to hire for specific roles.  The importance of taking conversations offline.  How to find these online communities.  How these communities protect themselves from people who handle things incorrectly. Brian shares the best career advice he's ever received with us!   Tweetables:   “Your community is going to tell you what they're interested in and how you can bring value to them.” — @thebrianfink [0:19:46]   “[Always] do one more [thing than the other guy is doing]. It will set you apart from a work ethic standpoint, but also from a candidate experience standpoint.” — @thebrianfink [0:21:32]   Longer Quotes:   “I like to think of recruitment as tuning into the channel, WIIFM: what's in it for me? When you tune into WIIFM, we're able to have a genuine conversation not built around what we're trying to serve and the interests that we're trying to perpetuate but instead the mission that that candidate or that individual is trying to serve.” — @thebrianfink [0:06:13]   Links Mentioned in Today's Episode:   Brian Fink on LinkedIn Brian Fink on Twitter Brian Fink on Instagram Kubernetes Slack Slack Medium Discord Slofile Talk Talent to Me Hired  

Transition écologie, RSE, diversité… aujourd'hui le rôle des RH en entreprise a bien changé ! Et il y a de plus en plus de différences entre les RH de grandes entreprises et ceux des startups de la tech. Pourquoi ? Comment s'adapter et intégrer tous les nouveaux enjeux ? Judith Tripard a testé les deux. D'abord RH dans le Groupe TF1, puis Talent Partner chez Frst, elle est désormais Head of Human Resources & Sustainability chez Oh Bibi, un studio de jeux vidéos. Et au quotidien, elle se rend bien compte qu'au-delà des enjeux de recrutement, il est crucial de s'intéresser aux sujets RSE et de diversité. En parallèle, pour aider et échanger avec tou·te·s les autres RH des startups techs, elle a créé une communauté dédiée au sujet. Alors dans ce nouvel épisode de Learning by Doing, elle revient sur le rôle de RH et les différences de ce métier en startups. Quelles sont les forces des “nouveaux DRH” ? Comment changer la culture RH des grandes boîtes ? Pourquoi les sujets RSE ont du sens pour les DRH ?… bref elle nous explique tout ! Bonne écoute ! À très vite, Prenez soin de vous ! Plus d'info : Pour suivre Judith Tripard sur LinkedIn : https://www.linkedin.com/in/judith-tripard/ Pour recevoir gratuitement notre sélection hebdo de conseils pratiques pour animer votre équipe, rendez-vous ici : https://teambakery.com/nl Et n'oubliez pas de laisser 5 étoiles et un gentil commentaire sur Apple Podcast et Spotify si l'épisode vous a plu. Déroulé de l'épisode : 0'00 : Intro 1'31 : Présentation de Judith et de son parcours. 3'54 : Comment définit-elle le rôle de RH chez Oh Bibi ? 7'53 : Pourquoi y a-t-il souvent une distance entre RH et opérationnels ? 15'18 : N'y a-t-il pas un biais du travail des RH dans la tech ? 17'12 : Quelles sont les forces des profils de “nouveaux DRH” ? 21'12 : Sa communauté des RH tech. 26'34 : Quelles typologies d'entreprises en font partie ? 29'14 : Comment changer la culture RH des grandes boîtes ? 37'01 : Pourquoi les sujets RSE ont du sens pour les DRH ? 49'22 : Le sujet de la diversité dans les jeux vidéos. 54'31 : Ses routines d'apprentissage.

The Search Podcast Season 3, Episode 12 - The US Edition

Jim Conti is an experienced talent and people leader, and is currently a Talent Partner for Hyde Park Venture Partners, a Venture Capital Firm based in Chicago, Illinois. In his role as a Talent Partner at Hyde Park Venture Partners, Jim partners with emerging startups at the earliest stages to consult on various talent, people and hr strategies so these early stage companies can set the foundation for success and growth as they scale their organization.During the conversation, Jim spoke about his journey from working in house in talent and people roles to working across numerous companies within a venture firm as well some of the common talent and people related opportunities that early stage startups face. We also had an expansive discussion around current challenges with attracting and retaining talent in today's economic conditions, the opportunity to think more strategically and expansively around talent retention and mobility, and some of Jim's thoughts on the future of talent within the current economy. Jim ContiTalent Partner Hyde Park Venture Partnershttps://www.linkedin.com/in/contijc/https://www.hydeparkvp.com/

Zur Person: Philip Husemann Co-Geschäftsführer & Talent-Partner bei JoinPolitics "Schaffen wir - wir als Gesellschaft - das?" "JoinPolitics - Trüffelschweine und Perlentaucher." "Der JoinPolitics Spirit - überparteilicher und brückenbauender Talent-Partner." Gedanken aus dem Podcast: - Extremform der Wut und des Hasses auf Politik & Wahlergebnisse - Demut im Zusammenhang mit Politik - Politik-Krise => auf die richtigen Menschen setzen, um aus der Krise herauszukommen - Vorstellung der Ziele und des Tuns & Wirkens von JoinPolitics als Trüffelschweine oder Perlentaucher - Menschen verbinden & zusammenbringen => den Einstieg in die Politik ermöglichen/erleichtern und dabei Räume öffnen - Politisch gut streiten & Umgang mit Frustration (Die größten Feinde hat man häufig in den eigenen Reihen) - Trendwende in der Politik => bei den Groß-Krisen Fortschritte machen & (wieder) Vertrauen schaffen - Das Wirken (Wirkungsmodell) von Politik - Fehlen von Zuversicht - Demokratie-Förderung => disruptive die Förderstruktur in Deutschland verändern - Schaffung eines starken & resilienten Gesundheitssystems - Staat als zuverlässiger digitaler Dienstleister - Arbeiten am System

What's the secret to venture capital (VC) success? People. Brianna Rizzo, Talent Partner at VMG Partners, joins the show to share the power of the people who fuel startups. For Brianna, it all comes down to building rapport before it's needed, developing a strong talent network, and routing the right people to the right places. This requires getting curious, investing in relationships, and strategically balancing priorities. When done well, this talent strategy supercharges new companies and enables them to scale successfully. Listen to hear Brianna correct misconceptions about talent in VC ecosystems, reveal the secret to building a strong startup team, and share how to fuel your success with a talent strategy. Join us as we discuss: [03:30] The critical role of talent partners in VC [09:45] What founders don't understand about talent [14:30] Balancing priorities [17:00] Building trust with entrepreneurs [22:00] Why diverse teams create new opportunities [25:00] Collecting a library of resources [28:00] Pursuing a career as a talent partner [33:00] The power of coaching [43:00] How to learn more about VC talent partners For the entire interview, follow HR Superstars on Spotify, Apple Podcasts, or Stitcher. Or tune in on our website. Original podcast track produced by Entheo. Want to connect with thousands of other strategic HR leaders like you, join the HR Superstars Community! Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player.*

In this week's episode, Dan and I talk about busting through all the myths about how to write a cover letter, crafting a resume and most importantly what a recruiter or hiring manager is looking for in those documents.  This is the first impression you have with a potential employer so you need to be able to convey your brand, what you are looking for in a job and not get caught up in outdated rules of the cover letter and resume.  We talk about how the more you can help the recruiters connect the dots between your background and their role, the more likely they are to reach out for an interview.  And as always, we have helpful tips, tricks and actionable steps!In this episode, you will specifically learn…What are recruiters are looking for on your resume - spoiler alert they start with your most recent role and how it relates to the role you applied for - and THEN the rest of your resume and your cover letter How to use keywords to grab the recruiters attention and when it may be appropriate to “retitle” yourself that correlate to the position you are applying for What story to tell in your cover letter and how to make a genuine connection to the brand, position and/or companyLinks mentioned…Cover Letter FormatResume Best PracticesMore about Karen and Dan…I'm Karen Weeks, the CEO & Chief Shine Officer (aka transformation coach) at KDW Coaching, the host of the Shine at Work podcast, award winning culture leader (currently leading the People team at Ordergroove), a speaker and published author. My purpose is to help career-oriented humans get unstuck so they can shine bright in business and in life.  And I know how that feels, I navigated a career from theatre & the arts to HR (with lots of twists and turns there) to expanding my career into coaching as well. I am a recent Charlotte transplant where I live with my husband and furry babies.Dan Carr is KDW Coaching's Talent Partner and co-host of the Shine at Work podcast.  Over the last decade+, Dan has partnered with early stage, high growth, startups as a recruiting leader, driving strategic direction and execution of all areas of the talent lifecycle. His role is to understand and advise on the skill sets needed to achieve company goals and then identify and engage with the best talent in the industry, building world class teams. He found that success is achieved with authentic relationships that have a foundation in empathy, transparWelcome to the Shine at Work Podcast! On this show, your co-hosts Karen and Dan will shine a light on your job search so you can land a role that lets you flex your strengths and progress your career in an environment you actually look forward to working in each day. From creating a stand-out resume, to confidently negotiating your salary, to finding your footing as a new manager, you can expect to hear actionable advice to help you shine your brightest in your role. Karen D. Weeks is the CEO and Chief Career Coach of Shine at Work Coaching. She has over twenty years of HR experience, including as CPO at Ordergroove. Dan Carr is a Shine at Work Career Coach with over a decade of recruiting experience helping high-growth startups expand with top talent. Connect with Us! Website Instagram Karen Weeks on LinkedIn Dan Carr on LinkedIn

In this week's episode, Ellie Woodhams, Talent Partner, and Lucy Hoyle, Curation Manager at Perlego, join Paul in a candid conversation about how their passion for wellbeing has influenced their roles and the culture of their workplace.Both employees at Perlego, an online digital library focusing on academic, professional and non-fiction eBooks, Ellie and Lucy discuss how they've been able to create a psychologically safe environment at work by advocating mental wellbeing among their colleagues.After an employee sadly left Perlego due to work stress and burnout, this kick-started a reassessment of their workplace wellbeing and culture. Ellie and Lucy talk about how tackling stigma in the workplace through mental health champions and wellbeing networks, they have seen a rise in engagement with wellbeing initiatives and resources. They explain how placing emphasis on creating a better culture has allowed for invaluable improvements in their employees' wellbeing and how this has truly impacted their workplace. What's the ‘happy' balance? It's the balance between people feeling comfortable sharing their experiences and being aware of workplace boundaries and context.Listen to this episode to find out more!Video version here: https://youtu.be/XgGtto0zJn0Lucy Hoyle - Curation Manager at Perlegohttps://www.linkedin.com/in/lucy-hoyle-883381138/Ellie Woodhams - Former Talent Partner at Perlegohttps://www.linkedin.com/in/elliewoodhams/Paul McGregorLinkedIn: https://www.linkedin.com/in/pmcgregorcom/ Hosted on Acast. See acast.com/privacy for more information.

In this week's episode, Dan and I talk about interviewing, whether it's an in-person interview, exploratory call or virtual coffee,  you want  to put your best foot forward.  We all know it's going to begin with someone asking you the typical questions: tell me about your background, why are you interested in a career pivot,  why did you leave or are leaving your current company, etc and it's important how you craft your story.  Spoiler alert, it's not about going through your resume bullet by bullet, they have the resume and have read it, that's why they are talking to you. Knowing the answers to these common questions is the key to it all. And don't worry, we have some actionable tips, tricks and advice for you to get you through an interview!In this episode, you will specifically learn how to…How to tell your why How to talk about a career pivot How to explain if you were fired or laid off How to talk about a gap or short employment stints How to talk about a toxic work environment How to talk about compensation Links mentioned…Interview Preparation WorksheetMore about Karen and Dan…I'm Karen Weeks, the CEO & Chief Shine Officer (aka transformation coach) at KDW Coaching, the host of the Shine at Work podcast, award winning culture leader (currently leading the People team at Ordergroove), a speaker and published author. My purpose is to help career-oriented humans get unstuck so they can shine bright in business and in life.  And I know how that feels, I navigated a career from theatre & the arts to HR (with lots of twists and turns there) to expanding my career into coaching as well. I am a recent Charlotte transplant where I live with my husband and furry babies.  Dan Carr is KDW Coaching's Talent Partner and co-host of the Shine at Work podcast.  Over the last decade+, Dan has partnered with early stage, high growth, startups as a recruiting leader, driving strategic direction and execution of all areas of the talent lifecycle. His role was to understand and advise on the skill sets needed to achieve company goals and then identify and engage with the best talent in the industry, building world class teams. He found that success is achieved with authentic relationships that have a foundation in empathy, transparency and trust. As always, please consider subscribing, leaving a rating and review and sharing this podcast and the whole series with others.  We do this podcast to help spread the word that everyone can get unstuck and find the thing that brings them joy in their careers.  If our guests can do it,Welcome to the Shine at Work Podcast! On this show, your co-hosts Karen and Dan will shine a light on your job search so you can land a role that lets you flex your strengths and progress your career in an environment you actually look forward to working in each day. From creating a stand-out resume, to confidently negotiating your salary, to finding your footing as a new manager, you can expect to hear actionable advice to help you shine your brightest in your role. Karen D. Weeks is the CEO and Chief Career Coach of Shine at Work Coaching. She has over twenty years of HR experience, including as CPO at Ordergroove. Dan Carr is a Shine at Work Career Coach with over a decade of recruiting experience helping high-growth startups expand with top talent. Connect with Us! Website Instagram Karen Weeks on LinkedIn Dan Carr on LinkedIn

In this episode, Beth Scheer, Talent Partner at Homebrew, talks about the drivers for hiring a coach and what to look out for while going through the process. Key Takeaways: Why would a founder should look for a coach? Big commitment to hiring a coach Make sure you do a reference check with people the coach has worked with the right questions are a must. A good coach for someone else might not be the right coach for you How to interview a coach Costs of hiring a coach Red Flags to look for when hiring a coach About today's guest: At Homebrew, Beth Scheer works closely with founders and their executive team members as an advisor on all things Talent-related, including recruiting, diversity & inclusion, compensation, onboarding, and people operations. Before Homebrew, Beth spent 5+ years at Salesforce leading executive search, sales leadership search and the sales growth/professional services recruiting teams. Before that, she built the Google AdSense team in 2003 and then spent 6 years hiring for business operations, corporate communications, and various engineering teams. She is a proud graduate of The Colorado College with a BS in Psychology. https://www.linkedin.com/in/bethscheer/ beth@homebrew.co ___ Thank you so much for checking out this episode of The Tech Trek, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

Join us as I sit with Cassie Burr, a Talent Partner at VMG Partners and the Executive director of the Women On Boards Projects which she co-founded in February 2020. From analyst to powerhouse talent developer, Cassie Burr talks about her her unforgettable and favorite life moments, and how she became the Executive Director of Women on Board Project. As women in leadership is on the rise, this is an episode you don't want to miss.Today's episode is hosted by Diana Fryc of Retail Voodoo, connect with her on LinkedIn: https://www.linkedin.com/in/dianafryc/About the guestCassie BurrExecutive Director, Women On Board ProjectTalent Partner at VMG PartnersLinkedin: https://www.linkedin.com/in/cassieburrWebsites: https://www.vmgpartners.com / https://www.wobproject.com Chapters 00:00 | Introduction03:49 | What is the Women On Board Project and why does it exist?08:09 | How does an analyst become a powerhouse talent developer and leader?15:55 | Pivotal moments that changed Cassie's life.20:50 | The moment that working with Women On Board was the right decision23:24 | Why do women want to be on boards and why are women not accepting the offer?36:16 | How can someone become impactful in a business?39:51 | What's next for Cassie and her career?42:07 | ConclusionThis episode is brought to you by Retail Voodoo. A brand consultancy focused on building, growing and revitalizing brands in the food, beverage, health and wellness industries. If you are ready to find a partner that will help your business create a high-impact strategy that gives your brand an advantage, please visit http://retail-voodoo.com/contact to set up a discovery call today.Produced by Heartcast Media.https://www.heartcastmedia.com/

Mia and Carla Jung are South Jersey natives and two of the most dynamic women in healthcare! These powerful twin sisters joined me fireside for a beautiful evening of conversation, sharing stories from childhood, through college at Villanova and Columbia, to their prominent positions in healthcare and finance today. A Talent Partner on the Healthcare team at WCAS, Mia focuses on executive talent strategy and management, and is responsible for helping the world's leading healthcare companies build best-in-class executive teams. Her personal mission to serve as a bridge for bringing women into private equity — specifically in healthcare — and launched "Break into the Boardroom” as her flagship initiative. The Vice President of Sales, Coronary and Renal Denervation at Medtronic, Carla leads high-performance sales teams with hundreds of members across the nation in Medtronic's pursuit to boldly attack the most challenging health problems facing humanity, with innovations that transform lives. She brings a strong passion for growing teams and transforming company cultures to the table. Enjoy!

Must Have Recruitment Automation Hacks for 2023   Ok so this is going to be a fun one. We all know that in recruitment there is never enough time to get your work done - there is always another email to send, another candidate to call, another search to try. Wouldn't it be handy if we were able to get some help in the form of automated programs which can be configured to do the work for you?   That's right folks, the topic of today's Brainfood Live is going to be a the Recruitment Automation Hacks you HAVE to know for 2023.   - What is recruitment automation? - What are the most common tasks that can be automated? - How does a recruiter figure out what tasks can be automated? - Can you automate at scale? - Lets see some example some what are the top 3 recruitment automation hacks recruiters need to implement by 2023?   All this and more folks - it is going to be a demystifier and a practical how-to   We're with Sofia Broberger, Recruitment Manager (Toca boca), Ivan Stojanovic, Talent Acquisition Manager  (Odyssey VC) & Greg Hawkes, Principal Sourcing Lead (M&T Bank) on Friday 18th November, 2pm GMT / 6am PDT.   Click on the green button on the top right to register and follow the channel here (recommended) to be notified when we go live.     Ep181 is sponsored by our buddies Talentiir Talentiir is the Talent Partner for Companies in Scandinavia and enables growth stage scale-ups to hire the best talent in the most efficient way. We offer 3 Tiir levels of service, and modular plug and play services. Talent Search, In-house Talent or Talent RPO, contact one of our friendly team today and we will work with you to find the best option to support your growing organisation.

In this week's episode, Dan and I talk about how to actually understand  job descriptions as you do your job search.  There are job descriptions that are really good at describing what the job is going to entail, the team you will work with and the company's expectations, however, since there are no real guidelines on how to write them, or they have been recycled over the years and never updated, they can be lacking key information.  But that's no reason to discount the role or company!  Dan and I have written many job descriptions in our years of HR and recruiting, some good, some bad, and we share with you how to decipher the what the hiring manager is looking for, key elements in the description, what questions to ask, as well as, some helpful actionable tips and tricks to help you in your search!In this episode, you will specifically learn how to…How to find key elements in the “about the company” description How to look for key elements about the role How not to over analyze job descriptions How to find your “green and red flags” How to understand the titles/levels More about Karen and Dan…I'm Karen Weeks, the CEO & Chief Shine Officer (aka transformation coach) at KDW Coaching, the host of the Shine at Work podcast, award winning culture leader (currently leading the People team at Ordergroove), a speaker and published author. My purpose is to help career-oriented humans get unstuck so they can shine bright in business and in life.  And I know how that feels, I navigated a career from theatre & the arts to HR (with lots of twists and turns there) to expanding my career into coaching as well. I am a recent Charlotte transplant where I live with my husband and furry babies.  Dan Carr is KDW Coaching's Talent Partner and co-host of the Shine at Work podcast.  Over the last decade+, Dan has partnered with early stage, high growth, startups as a recruiting leader, driving strategic direction and execution of all areas of the talent lifecycle. His role was to understand and advise on the skill sets needed to achieve company goals and then identify and engage with the best talent in the industry, building world class teams. He found that success is achieved with authentic relationships that have a foundation in empathy, transparency and trust. Welcome to the Shine at Work Podcast! On this show, your co-hosts Karen and Dan will shine a light on your job search so you can land a role that lets you flex your strengths and progress your career in an environment you actually look forward to working in each day. From creating a stand-out resume, to confidently negotiating your salary, to finding your footing as a new manager, you can expect to hear actionable advice to help you shine your brightest in your role. Karen D. Weeks is the CEO and Chief Career Coach of Shine at Work Coaching. She has over twenty years of HR experience, including as CPO at Ordergroove. Dan Carr is a Shine at Work Career Coach with over a decade of recruiting experience helping high-growth startups expand with top talent. Connect with Us! Website Instagram Karen Weeks on LinkedIn Dan Carr on LinkedIn

Margaret has grown her skills in full-cycle recruiting, strategic sourcing and stakeholder management in matrix organisations in 16 years of working for global technology and e-commerce brands (including Cisco, Microsoft, VMware, Expedia), tech start-ups ( Yieldify, King, Typeform) and in consulting (Avanade). Her other passion is coaching – she has helped thousands of job seekers worldwide to get hired or promoted. She has worked with clients at all career levels - from new graduates to the executive level, in the private and public sectors. Her clients have landed roles at top Fortune 100 and 500 companies across several continents. She also has extensive experience in training managers for various organisations on interviewing skills., including creating and rolling out interview training for Engineering at Typeform. We covered The impact of not preparing hiring teams for interviews What does an effective interview training programme looks like How to get buy-in from the business and stakeholders that this is a necessary investment Margaret talked us through a successful interview training case study and the impact it had on the business Contact Margaret here - Margaret Buj If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets! Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite

How to Hire in the Nordics?   Brainfood Live is back on tour! This time we are virtually visiting our friends in the North and to try and better understand how the universal challenges of recruiting are solved by local recruiters in Norway, Sweden, Denmark and Finland. I actually couldn't find any Icelandic or Faroese recruiters so if you are there, make sure you pipe up during the livestream!   You will learn:   - What are the unifying characteristics of hiring in the Nordics? Can we even consider it a category? - How would you describe the culture in Nordic society - what do outsiders most often get wrong? - Working with hiring managers - what do recruiters have to know? - Working with candidates - what do recruiters have know? - How do we handle the English vs Native language divide? - What differences are there between the countries in the Nordics? - Is there a city vs rural divide? - Most important things to get right in TA?   All this and more with our Nordic heroes Per Tjenberg, Founder (TBA), Danny Crook, Talent Acquisition Manager (Kognity),  Niklas Lerner, Founder (Krut), & Kati Kitti, Director of Talent Acquisition (Solita)   Ep170 is sponsored by our buddies Talentiir Talentiir is the Talent Partner for Companies in Scandinavia and enables growth stage scale-ups to hire the best talent in the most efficient way. We offer 3 Tiir levels of service, and modular plug and play services. Talent Search, In-house Talent or Talent RPO, contact one of our friendly team today and we will work with you to find the best option to support your growing organisation.

Creating blueprints or playbooks for founders is one of VCs' numerous responsibilities regarding talent. Operationalizing assists you learn how to support several companies simultaneously. Therefore, rather than spending five to ten hours with a founder, you spend thirty to sixty minutes with a playbook or blueprint. Finding and hiring the most qualified candidates for a position does not adhere to a "one size fits all" model. Early-stage businesses need VCs that can rapidly examine their existing conditions and key obstacles and then use this knowledge to develop a strategy that matches their specific needs.

How To Hire for a Brand No One Knows   I mean no offence! But lets face it, there are some brands which are too new, too niche or simply too back in the supply chain to be well know to the masses. I suspect hiring for these companies may well be different prospect to hiring for well known B2C players, especially in tech. How do you go about marketing job opportunities for an employer no one knows?   - What the challenges of hiring for a brand that is less well known? - Is it harder than hiring for a well known company? - What strategies work / don't work? - What is the best outreach strategy when name recognition is zero? - How to overcome common objections?   All this and more with Iwan Gulenko, Founder (CoderFit), Alla Pavlova, Recruiter (Riot Games) & Wim Dammans, Recruiter (TenneT) - experienced recruiters who have all worked for employers no one knows.     Ep161 is sponsored by our buddies Talentiir   Talentiir is the Talent Partner for Companies in Scandinavia and enables growth stage scale-ups to hire the best talent in the most efficient way. We offer 3 Tiir levels of service, and modular plug and play services. Talent Search, In-house Talent or Talent RPO, contact one of our friendly team today and we will work with you to find the best option to support your growing organisation.

While remaining virtual, AndHealth still focuses on human to human communication to help people reverse their chronic illness. Functional Medicine health coaches are the linchpin of success for AndHealth and their patients. Health coaches at AndHealth work closely with physicians and nurse practitoners to create programs to help their clients in disease reversal. Learn more about how AndHealth is growing and it's future opportunities for practicing certified health coaches. Dr. Tim Raderstorf is thrilled to be the Talent Partner for AndHealth, a healthcare startup focused on helping people reverse their chronic illness. He holds volunteer positions as the Head of Academic Entrepreneurship at the Erdős Institute, the Chief Operating Officer of the non-profit Nurses Everywhere, and is a member of the American Nurses Association's Innovation Advisory Board. In his previous role, Tim was the Chief Innovation Officer at The Ohio State University College of Nursing. From TED talks to textbooks, Tim uses every platform he can find to empower those at the front lines to change healthcare.

Swati Khanna is the VP of Human Capital at Sequoia India where she plays a vital role in supporting portfolio startups in attracting and retaining top talent required to build the country's next big unicorns. Prior to joining Sequoia, Swati founded Meyrahkee, a talent advisory firm focussed on helping companies with talent solutions, and spent four years at Accel as a Talent Partner, helping Accel's portfolio companies from inception through the growth stage. Swati has a solid reputation for being a top talent recruiter and was recognized as one of India's Top 40 Social Recruiters in 2017.In this episode, we will cover:1. Human capital in the context of the venture 2. Thinking about talent acquisition at various growth cycles of a startup 3. State of the industry right now with respect to talent acquisition 4. How should founders position themselves and their startups to attract the best talent 5. How to develop culture within a startup 6. How does Sequoia help young founders attract top talent 7. Talent management 8. Addressing diversity in today's climate 9. What is the day to day of a VP of a Human capital 10. Advice to fund managers who are building out or looking to build human capital 11. How does Sequoia look at human capital with a 5-year lens 12. Productizing human capital

Episode 257 features a discussion from a recent webinar we hosted with OpenView Venture Partners around hiring and competing for talent in this competitive market. Since most companies are hiring, we thought this topic would be incredibly beneficial. For this discussion, I was joined by Steve Melia, Talent Partner, and Maggie Crean, Talent Manager from OpenView and we cover a lot of ground. We discuss great topics like: * Lots of data from OpenView's State of the SaaS Talent Market Report. * Advice on how to demonstrate a company's culture during a remote interview process. * Why consistency and transparency during an interview process are so important. * Unique ideas on how to build up your top-of-the-funnel talent pipeline. * How to get more employee referrals and buy-in from employees on helping out with employment branding. * And more! If you like the show, please remember to subscribe and review us on iTunes, Soundcloud, Spotify, Stitcher, or Google Play.

Steve Stoll, Fmr. Special Forces Green Beret and Sr. Talent Partner at Twilio, has spent his career connecting with people from all walks of life. Steve shares lessons learned from leading his Special Forces Team through some interesting situations, like being dropped in the middle of Honduras and having to make friends quick. Steve says that it's all about finding one thing to connect on- whether that is music or good whiskey, it just takes one piece of common ground to start a meaningful relationship. After leaving the Service, Steve found that his innate gift to connect with people, allowed him to be effective in business and it was the soft skills that ultimately allowed him to climb the corporate ladder. From Dell to Twilio, Steve has found that clear communication, being open to input and spending the extra time to get to know people, leaves an impression. So much so, that Steve now spends most of his days helping tech executives find the right people. In a world where data and resumes are abundant, Steve says that nothing beats an in person conversation with a potential Teammate. Often it is intuition that helps you make the right call, on a hire. Years of experience making quick decisions on someone's character has led Steve to many hires where senior Leaders were unsure, but ultimately turned out to be beyond successful. It is almost never the lack of technical or hard skills that cause companies to look for new talent, it's because folks didn't play well with others or possess that level of commitment that is hard to teach. It may take time, but Steve believes that folks can work on their soft skills by putting themselves in Team situations that are uncomfortable and require creativity. Steve also shares that his perspective gained, while in the military, allows him to live life with gratitude. Having seen unrest and harsh environments reminds him to live his best life everyday and prioritize the moments in front of him.

Tim Raderstorf from AndHealth sat down with me to talk about what he has been thinkin. The conversation started with his career journey and then we went deeper into #leadership and #innovation and #dei --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/kimregis/message

In this episode, Jana is chatting to the Operational Direction and Training and Talent Partner in Castle (one of 'the brands that is not a brand' in Mitchells and Butlers).   They chat about what's been happening recently and that the trade is picking up. David gives a great overview of what is coming into the world of People and Learning and Development. The three of them have a conversation about personal development, opportunities that are available to everyone to grow their careers and obtain qualifications.   On the other hand, they also talk about how challenging the hospitality industry has been recently, especially team recruitment; and more importantly, what everyone is doing to make it easier for our teams going forward.   As always, if you have any feedback or would like to be a guest on the podcast - get in touch with Jana at jana.puisa@mbplc.com.   People Who Make Hospitality Podcast is hosted by Jana Puisa, who has found herself working in the hospitality industry for the last decade. Jana decided to create this podcast to start a conversation about amazing people who work in hospitality.   You can follow the podcast on Instagram @PWMH_podcast Jana Puisa @janapuisa

Jim Conti, Talent Partner at Hyde Park Venture Partners, shares his knowledge and experience in building and growing people operations at two fast growing software startups at dScout and Sprout Social. In his role,  Jim provides strategic talent support and consulting to the firm and their portfolio companies. Jim talks about why it's important to make clarity an integral part of your company's culture and why taking a human-based approach to People Operations is a game changer.

We are thrilled to have Asa McCormick, Talent Partner for Performance Health on this episode! We touch on his journey in HR with out an HR degree, starting his career in a staffing agency and tips to stand out while applying for jobs!

In this podcast, Heidrick & Struggles' Amanda Worthington speaks to Maria Stipp, CEO of Stone Brewing, and Cassie Nielsen, a talent partner at VMG Partners, about diversity in private equity. Stipp and Nielsen share their insights on what may hold women back from pursuing careers in private equity, the differences between what they had heard about the industry versus its realities, and the importance of developing diverse talent. See acast.com/privacy for privacy and opt-out information.

Throughout her career of more than a decade, one thing has always remained the same for today's guest: the importance of leading with empathy and humanity. As a young, queer, tattooed woman, Ashlyn stands out in the traditional world of finance, but it was in this world, where someone took a chance on her as a high school dropout, that she rapidly climbed the ranks. In her early twenties, she ran operations for several advisory firms before identifying her true calling: recruiting. Through her work as Senior Talent Partner at Altruist, she's able to help people find their place and activate their talents and passions. Her passion for diversity, equity, and inclusion really shines through in this interview, as does her mission to empower and educate candidates to make the best decisions for themselves and their long term. We touch on the process of poaching, negotiation and salary expectations, and Ashlyn's ‘everybody wins' approach, as well as how Altruist's onboarding and training philosophy provides a safe space for new hires to say “I don't know.”    Key Points From This Episode: An introduction to Ashlyn McIntosh, her career trajectory, and her current role at Altruist The importance of being intentional when hiring and retaining talent. How Ashlyn's role as senior talent partner differs from that of the director of talent. How the rest of the team is structured and how they have grown it through new hires. Why Altruist believes in starting off with their best offer, not forcing candidates to negotiate. Ashlyn explains how forcing negotiation inherently reinforces biased pay inequities. Hear her opinion on salary expectations and listing salary bands in job descriptions. Why she advocates for candidates who undersell themselves; the ‘everybody wins' approach. How smart companies retain talent by paying them what they are worth. The value of breaking the taboo around discussing your salary with your coworkers. The utility of soliciting salary expectations in a world where no one is forced to negotiate. Ashlyn's approach to onboarding, which involves borrowing from previous companies. Find out more about Altruist's skills-based and systems training philosophy.   Tweetables: “We need to be giving the best employee experience possible because all it takes is one bad day and, suddenly, somebody is responding to a recruiter InMail. You have to be careful about the kind of employee experience that you're providing people, or else they do have options.” — Ashlyn McIntosh [0:08:43]   “When it comes down to being competitive, I still always want the candidate to make the right decision for themselves and their long term. I don't get very pushy. I try [to] be a sounding board for my candidates.” — Ashlyn McIntosh [0:14:20]   “Forcing people to negotiate is inherently sexist and racist. There are going to be far less women who are comfortable negotiating. There are far less people of color who are comfortable negotiating.” — Ashlyn McIntosh [0:15:52]   “Letting people know ‘you can do better' is really important. We have had such a mentality within our society because of capitalism that, if one person wins, it means you can't win when, in reality, there's room for all have us to win. Why would I hold somebody back from that?” — Ashlyn McIntosh [0:19:43]   “There are companies that reward their recruiters for costing the company less money. I don't necessarily think those are smart companies. Smart companies hire the ideal talent for whatever their company is for what they're worth.” — Ashlyn McIntosh [0:21:22]   Links Mentioned in Today's Episode: Ashlyn McIntosh on LinkedIn Altruist Talk Talent to Me

Think you need a family, spouse, kids, significant others, etc to buy a home? Think again. You can do this for you and you only. And Dena Phillips is here to tell you how.I wish the term "go-getter" was enough to describe Dena because after you hear this interview, you'll agree... she's MORE than that. Dena is a Zillenial (somewhere between Millenial and Gen Z) working hard and playing harder. She's a talent partner by day and a new homeowner doing DIY projects by night.Dena's story is about buying a home on her own terms (insert emoji clapping hands here). She may not have been perfectly ready, had the exact amount she wanted saved or even had a partner in this, Dena forged her own path for HER future with a goal to create generational wealth.SUPPORT THE SHOWBUY A PIECE OF FACING FEAR with my merchandise line! - Visit facingfearwithsara.com/merch MAKE A DONATION - 100% of the contributions provided go towards purchasing tools to grow, develop and advance Facing Fear at facingfearwithsara.com/donateLEAVE A REVIEW - Tell me what you think using the Apple Podcasts App or Facebook.CONNECT Subscribe to the monthly newsletter at facingfearwithsara.comInstagram - @facingfearwithsaraFacebook - @facingfearwithsaraWebsite - facingfearwithsara.comYouTube - Facing Fear with SaraEmail - hello@facingfearwithsara.comGuest - @dena_elisabethSupport the show (https://www.facingfearwithsara.com/checkout/donate?donatePageId=5f4e4328efa7cf4ad82065ca)

On this episode of Grow With Us, Evan is joined by Talent Partner, Nicole Horton. Nicole works with candidates as they prepare for interviews at growing startups and new to Tulsa companies. Nicole tells listeners what she loves about her job, how to present your best self during interviews, and how to ask hiring managers for feedback. Check out our first episode of Grow With Us, and rate, review, and subscribe to stay in touch with all things Grow With Us.  If you are looking to change careers, don't forget to check Talent InTulsa's website: https://talent.intulsa.com/career-seeker (https://talent.intulsa.com/career-seeker) Join our Talent Network at https://jobs.intulsa.com/talent-network (https://jobs.intulsa.com/talent-network)

In this episode, Marcus Edwardes speaks to Tom Case. Tom is the head of Talent at Cerebras Systems, a computer systems company, building a new type of computer optimized for AI work,  hosting contains the world's largest computer chip.Tom has an Executive search background that began in an agency, went to Facebook, and worked at Intel Capital as Talent Partner before joining Cerebras.Tune in to listen to Tom sharing his passion for Start-Up recruiting and the nuances that make it such a giant leap from his Talent Partner role, where he was serving start-ups on a much more ad-hoc basis. Tom shares experiences working in different roles and how to establish a working recruitment team that benefits both the company and the employees. He also gives tips on building a talent strategy, how to bring in a new team, why diversity and inclusion are important for startups, and other informative topics.[02:01] What Tom is most passionate about as a recruiter[04:54] Working as a Talent Partner[05:55] Should companies pay more attention to a working talent strategy?[06:57] Perception on talent strategy as a roadmap[11:25] Establishing a recruiting team[16:30] Recruiting process and organization's culture[21:18] Appreciating employees[23:25] Flat structure vs. Management structure[24:26] How management helps people improve[25:21] Diversity and inclusion for startups[29:30] Key challenges when raiding the number of employees[32:55] Bringing in new people into the organization[38:08] Figuring out what to take to the market as recruiters Notable QuotesStartups don't have many resources. They need to double down to the single one or two things that move the company forwardIf you build a recruiting team, you have to get the right people to do that.If you are bringing in managers, you gonna make sure you're bringing the right ones. And you gonna make sure that people see the value in going from flat to management structure.The more diversity you have, the more diversity you recruit.Sometimes, it's like we only hire the most exceptional people. But it's not true. There are not many exceptional people, and when you get one, they move your company 10x more than anybody else.Connect with TomLinkedIn https://www.linkedin.com/in/tom-case-81b8504/Cerebras Systems Website https://cerebras.net/

In this episode, Chris interviews our new Denver-based Talent Partner, Annie Dunn. Last year, while we were all working remotely as a result of the COVID-19 Pandemic, Chris interviewed everyone on the team for their own episode of Differential. Today, we're back in the office, but we decided to continue the "meet the team" season with our recent hires.

In this episode, Chris interviews our new Toronto-based Talent Partner, Marianne Bulger. Last year, while we were all working remotely as a result of the COVID-19 Pandemic, Chris interviewed everyone on the team for their own episode of Differential. Today, we're back in the office, but we decided to continue the "meet the team" season with our recent hires.

How do people negotiate when they are hired? What are the best practices of successful salary negotiation? When is the right time to negotiate? We discussed this and more with Tereza Machackova and Matej Matolin! About the guests: Tereza Machackova is a Talent Partner at Credo Ventures where she helps portfolio companies to be successful in People Ops & Recruitment. She helps startups like Productboard or Around to establish core HR and talent processes and scale these startups. In addition she supports community programs such as Femme Palette, Reactgirls, or LeanIn Czech. Matej Matolin is a Talent partner at Impulse Ventures and his mission is to help amazing tech startups to scale. He focuses on finding tech talents and C-level executives, setting international operations, building an effective People Ops function or creating an attractive employer brand. Matej contributes to the recruitment and startup community by writing a popular blog Lovec Hlav, recording podcasts, organizing meet-ups and trainings or speaking at international conferences. Tips: Talk to friends, mentors and recruiters to understand your market value Share your salary expectations early on in the hiring process When negotiating share an exact amount you'd like to get and add 10% When re-negotiating prepare evidence for your raise and present your value Do not accept oral offers that promise salary increase first after the trial period Get a mentor who can help you with negotiation and boost your confidence For HR: Present the whole package the employee gets, don't focus just on money

Katie joins Carolyn to chat about being the first employee of Betts, becoming the first head of talent at DFJ, her extensive experience in venture capital, DE&I hiring strategies, the future of remote work, and her advice for other people who'd like to work in venture capital.

Join the free Profession With Purpose Community on Facebook at facebook.com/groups/professionwithpurposeLeave us a 5-star review at RateThisPodcast.com/rebaseDo you know how I know you're going to really enjoy this podcast conversation with Talent Partner & Qualified Mental Health First Aider Mischa Walmsley?Mischa has some strong & maybe contentious ideas in regards to on-site work vs remote work, the financial/moral/competitive obligation of employers to truly invest energy & resources into mental health, as well as some pretty strong bets on how our working environments will change coming out of the pandemic. The first time we connected, we intended to spend 20 minutes just chatting and getting to know each other. Over an hour into our chat, we realized that we were both about to miss our respective scheduling conflicts if we didn't wrap things up.He's one of the few talent consultants who will come right out and tell companies "It's a lot cheaper to retain good people than to try & acquire new ones." All of this coming from a man who's helped to connect world-class individual contributors & leaders at some of the world's most notable tech companies like Spotify.Connect with Mischa on LinkedIn: https://www.linkedin.com/in/mischa-walmsley1276/

Being adaptable and flexible is the cornerstone of human development. Though each of us is born with a certain skill set and associated prospects, the nurture of these skills is a never-ending process, if we want to develop and utilise them in practical settings. In order to be successful, companies need to modernise and adapt, too, as well as seek to create an environment where employees' talents can flourish. Res Publica's Magda Jakubowska talks with Joanna Gierak-Onoszko, PR and Communications Manager at Dentons, and Branka Rajičić, People and Talent Partner at PwC Central & Eastern Europe, about what is more important for professional growth, adaptability or talent, at the New Europe 100 Forum 2.0 that took place in December 2020. Summary of the conversation, “Adaptability versus Talent”: https://visegradinsight.eu/adaptability-versus-talent-skills/ The New Europe 100 network is a project by Res Publica Foundation that brings together people who have a global impact through their groundbreaking expertise, unique skills and social outreach. In partnership with Visegrad Insight, StartUp Hub (Poland), SAPIE (Slovakia), Skool (Hungary) and Dataweps (Czechia). Supported by the International Visegrad Fund.

It's LGBTQ+ History Month in the U.K. and we're joined by Talent Partner,  LGBTQ+ rights Activist and lifelong gamer Lydia Price - talking the problems with the L word, the early days of the growing up LGBTQ+ in the U.K and her work with the LGBTQ+ Friends Community. For us here at Diversifying we wanted to highlight individuals and their stories from the to help showcase the lives of LGBTQ+ individuals here in the U.K.  To find out more about our guest, read her bio here: Lydia is originally from Brighton and now resides in Stockholm, Sweden. She studied Politics at Goldsmiths, University of London and is currently a Senior Talent Partner at Elements Talent Consultancy where she founded the LGBTQ+ Friends Community. As an LGBTQ+ activist, Lydia is involved in creating inclusive, representative and diverse organisations

Lyndsey Lustig, Talent Partner for Technology at Headspace, chats with Taylor and Monica to share valuable interview process insights and tips. We discuss how personality and perseverance can potentially fill in technical gaps and how a "wild card" can make it through the interview process. We also relive some uncomfortable interview moments and how we have all passed on candidates who refused to make eye contact with us! As the famous saying goes, “If you can't take the heat, get out of the interview!”

Kelly explains the state of hiring across Battery's portfolio, as well as the value of bringing in contract recruiters and agencies to hire for one-off senior roles.

Rubicon Talent Partner Dave Maryles joins Wayne Kimmel on the Leadership Series to discuss how he became an agent and what it is like working closely with past and present NFL stars such as DeMarco Murray and Emmanuel Sanders. You can also watch this episode on YouTube! Presented by RushOrderTees.com

DCU Careers Consultant, Siobhan Murphy chats with Clara Amarante, People and Talent Partner at Auxilion ahead of the upcoming DCU Virtual Careers Fair taking place on October 15th from 11am to 3pm. If you're interested in working in the IT sector after graduation, Clara discusses her top tips for getting into the IT world, the kind of graduates they are looking for and the opportunities awaiting you at Auxilion. 00:00- 01:00 Introduction Introduction of speakers Siobhan Murphy (DCU Career Consultant) and Clara Amarante, People and Talent Partner with Auxilion.Quick introduction of today's topic: Discussion on Auxilion and what the company can offer students.01:00-1:50 Who are Auxilion?Award winning provider of IT services, delivering bespoke solutions to the private and public sector in Ireland and the UK.Project management, project delivery, consulting, digital and managed services.1:50-3:00 What roles Auxilion are hiring for?Looking for; development leads, senior office 365 developer, database architects, website support engineer.Executive assistant, network and security engineers and accountants.3:00-6:20 What disciplines is Auxilion looking for and what is the application process?Looking for third year students and graduates in IT, specialising in website support. Start at entry level and build up skill set from working with different teams.Recruiters do a telephone screening before a CV goes to a hiring manager.Hiring managers shortlist and interview candidates, and an online technical exam is administered.Candidates may also need to take an English language test.6:20-7:50 Top tips for those applying to work at AuxilionTailor your CV to the job you're applying for.Have a good cover letter, show something different, set yourself apart.Show your personality, it could be the deciding factor7:50-9:30 Learning and Development programs within the company?Employees are the centre of everything.Personal Development Plans three times a year, mid year and end of year reviews.These help employees to set up a career path.Close manager- employee relationships.9:30-11:50 Top Tips for those pursuing work in IT/ at AuxilionKeep an open mind, working with different companies leads to different opportunities.Many opportunities for lateral movement within Auxilion, new systems, new processes.Opportunities for geographical movement around Ireland and the UK.Within the IT world there are so many opportunities, don't get pigeonholed.11:50-12:59 Final Remarks Thank yous and goodbyes.

Knee jerk benchmarking in HR systems and decisions has created a race towards the mediocre for most startups. Considering we're supposed to be the innovators there's an awful lot of cheating off of someone else's homework going on and most conclusions reached from a benchmarking exercise fail to remember that the information you're benchmarking against comes from a different set of circumstances, conditions and even just different human beings than the one in front of you. Plus just because it's normal doesn't make it smart or a good idea.  My hope is that HR leaders and company leaders, in general, are able to shift how they look out into the ecosystem from a benchmarking exercise to an inspirational exercise. But if you're going out to the world and asking it do define for you how you should run your own organization you're risking your success. Jonathan Basker has spent his career becoming an expert in how humans operate and cooperate inside of early-stage companies. His early career focused on cultivating talent and culture at companies like Etsy, Barkbox, Handy, InVision and betaworks where he was one of the first people to hold a Talent Partner-type role within the venture and developed the Hacker in Residence program - one of the original models for the VC studio ecosystem. He’s studied humans in myriad cultures; learning lessons along the way which are applicable to startups and individuals alike. These days he splits his time between supporting emerging leaders as an executive coach, supporting companies through organizational change and growth, and running around the hills and streams of the Catskills with a fly rod and a bow and arrow. He’s quite passionate about all 3 pursuits.

Nancy is the CEO and Founder of PathMatch, a platform that matches students to in-demand careers, helps them prepare, and then connects them to top employers.  She’s also a Talent Partner at Hypothesis Ventures, a Venture Capital firm, where she advises high-growth companies on hiring.  Prior to this, she was former CEO of FILD, a recruiting firm that connects top talent to some of the most well-respected companies around the country. After spending two decades helping companies hire, she noticed a huge skills gap emerging.  Students were graduating from college without the requisite skills and experience to land most entry-level jobs companies were looking to fill.  After working with hundreds of students, she realized this was a result of students' lack of knowledge of the modern career paths available today.  She and her team built PathMatch to connect students to compatible career paths and then help them build the relevant skills and experiences they need to land top jobs. Nancy holds a BA in Psychology and Music from Emory University. Connect with Nancy Soni PathMatch Instagram Facebook Twitter LinkedIn Some of the Topics Covered by Nancy Soni in this Episode How Nancy got her start in recruiting Hiring over 100 people in 5 years How and why Nancy started FILD and its early growth The impact of having seen over 4 million resumes The challenges of scaling FILD and building a team The unexpected effect Coachella had on Nancy’s business Things companies should be thinking about regarding hiring and how to know when to hire a recruiting firm Resources Nancy recommends for entrepreneurs to find talent Selling FILD and transitioning to PathMatch What PathMatch began as and how Nancy decided to start it What PathMatch offers today and moving from high-end consultancy to a “freemium” service How Nancy acquires customers How COVID changed things for Nancy and PathMatch How Nancy creates content Joining Hypothesis as a Talent Partner How Nancy went about hiring for PathMatch PathMatch’s traction in the first two years Helping students understand their hireability rating Expanding beyond entry level to mid- and late- career coaching Nancy’s book recommendations  How Nancy recharges from work and her advice for entrepreneurs Links from the Episode FILD Lunchclub Career Karma Hypothesis Ventures The Lean Startup by Eric Ries Crossing the Chasm by Geoffrey Moore Start at the End by David Lavinsky Traction by Gino Wickman The E-Myth Revisited by Michael Gerber The 1-Page Marketing Plan by Allan Dib The Leader's Guide by Eric Ries Predictably Irrational by Dan Ariely Hooked by Nir Eyal Hacking Growth by Sean Ellis and Morgan Brown Mastering the VC Game by Jeffrey Bussgang Venture Deals by Brad Feld and Jason Mendelson Zero to One by Peter Thiel Trillion Dollar Coach by Erich Schmidt, Jonathan Rosenberg and Alan Eagle You are a Badass by Jen Sincero #137: Cole Zucker on His Remarkable Journey from $0 to $60M in Revenue, Selling a Company, and Starting the Influencer Platform Hey Hero

In this week's episode of Recruiting Trailblazers - Natasha Katoni, from prominent VC Firm Amplify Partners, shares her mindset, methods and magic during her journey from Agency Recruiter to her current role as Head of Talent.Natasha explains the difference between the roles as a Talent Partner as opposed to her previous role as a Recruiter. Marcus and Natasha discuss the climate inside the VC world - including the remote working paradigm and how it may “stick” as we move forward through the Covid crisis. They touch upon the concept of a more distributed, remote workforce - and the opportunities for both Companies and Candidates. Natasha talks about demand (in software engineering) outstripping supply - plus she comments on the most recent and reactive layoffs in the Recruiter community - and ponders the structure of Recruiting departments moving forward. Mindset - Natasha shares some her guiding principles on her fast journey to Head of Talent - including making her own luck and the choices she has made, moving from company to company - and the role that some of her mentors have had in her development as a Recruiter. Marcus questions Natasha on how she convinced her early employers to take a chance on her as the first Recruiter hired. Natasha underlines the importance of working your network instead of just answering job ads. At Segment, a milestone for Natasha, she talks about her need to impact the business as the first recruiter. She explains how she partnered with internal stakeholders to build robust systems and processes. They also talk numbers and growth of the engineering division during her tenure. Natasha relates how she managed to build a closing strategy that helped them improve from a 40% to 80% close rate. She also shares her “imposter syndrome” and how she worked her way through it, via therapy and internal coaching. (David Clemens) They talk lessons learned, mistakes made - and things that Natasha might do differently. Natasha drives home the importance of making a true impact on the business and properly understand the driving needs of the business as opposed to focussing solely on the human capital requirements. They talk talent strategy and the cornerstones of implementing an early system to attract and process talent. Natasha talks "GEM" messaging - and sourcing through LinkedIn. She stresses the importance of developing an early talent brand - and how to differentiate the brand. Other topics they touch on are Covid hiring challenges, founders capping earnings, candidate messaging and candidate experience. Natasha reveals what she looks for in a Recruiter and offers some sage advice in how in-house Recruiters might follow in her footsteps into the VC community. They talk productivity, metrics and much more! Connect with Marcus on LinkedIn: https://www.linkedin.com/in/marcusedwardes/You can connect with Natasha here: LinkedIn: https://www.linkedin.com/in/natasha-katoni-72440356/email: natasha@amplifypartners.com

When it comes to talent at Venture Capital firms, they don’t come more seasoned than Tylee Holden. She leads the people part of the business at BOND. Spun out from Kleiner Perkins (where she was Talent Partner,) San Francisco-based BOND invests in Consumer & Enterprise growth companies. With over $1 billion in capital, BOND has made investments in companies like Hippo Insurance, Canva, and Nextdoor. Prior, she was Head of Executive Search at Uber. So she knows a thing or two about scaling a business. In this 20-minute conversation, Tylee shares how to find the best people, based on the stage of your company. How to land them. And how to keep them, even when the headhunter calls.

Врываемся в диджитал-пространство с жаркой темой «Продуктовый рекрутинг»

We are delighted to publish our next podcast at EMEA Recruitment with Alex Davies, Global Talent Partner HQ at ABB in Zurich. We covered some great things in our podcast, including: The changing pace of technology and challenges that Talent Acquisition needs to adapt to as a result The half life of degrees and how this impacts on hiring decisions around learning agility How to recruit based on potential Some great advice for external recruiters to build a long term relationship with clients from Alex’s experience of working in both internal & external recruitment across the Globe If you want to reach out to Alex, you can connect with him through LinkedIn on https://www.linkedin.com/in/alexander-davies-72a51b/ The podcast is hosted by founder of EMEA; Paul Toms and Senior Consultant; Jenny Callum. To find out more about EMEA recruitment visit  https://emearecruitment.eu/ Follow EMEA Recruitment on LinkedIn  Or connect with Paul on LinkedIn at https://www.linkedin.com/in/paultomsemea/ Or Jenny at https://www.linkedin.com/in/jennycallumemea/ Please like and share the post so your network can benefit from this advice. If you have any questions or topics you would like EMEA Recruitment to cover in our podcasts in the future, please send me a message on LinkedIn and we will look to help as much as possible.

What should be the role of engineering leaders in recruiting? What levers do they have at their disposal? In this fireside chat, you'll hear the perspectives of two recruiting heavy-hitters, Aditya Agarwal & Dan Portillo, on how engineering leaders can optimize for successful hiring outcomes. ADITYA AGARWAL - Former CTO Dropbox; Partner-in-Residence @ South Park Commons (@adityaag) Aditya Agarwal is a Partner-in-Residence at South Park Commons - a collective of technologists, tinkerers, and entrepreneurs who have come together to freely learn, explore new ideas, and help each other launch their next venture. Aditya was the CTO and VP of Engineering at Dropbox. He scaled the Engineering team from 25 to 1000 and was responsible for new product development, infrastructure, and technical operations. Aditya came to Dropbox via the acquisition of Cove, a company that he co-founded. Prior to Cove, Aditya was one of Facebook’s first engineers. He helped build the first versions of key products like Search, NewsFeed and Messenger. He was Facebook’s first director of Product Engineering, overseeing engineering for products like NewsFeed, Profile, Groups and Events. Aditya serves as an independent director on the board of Flipkart, India’s leading e-commerce company, the advisory board of Carnegie Mellon’s School of Computer Science and on the board of trustees of the Anita Borg Institute. He is also an active investor and advisor to Silicon Valley startups. DAN PORTILLO - Talent Partner @ Greylock (@dan_portillo) Dan is Talent Partner at Greylock. Previously, he was VP of Success & Engagement at Rypple, and VP of Organizational Development at Mozilla, creators of Firefox. Earlier in his career Dan spent a decade building out successful early-stage, venture-backed consumer and enterprise companies. Dan also served as a Council member for Code2040.org, a non-profit creating opportunities for underrepresented minorities in tech. SHOWNOTES Have you ever not promoted an engineering leader because they couldn’t recruit a good team? (3:18) What is the role of engineering leaders in the recruiting process? (5:21) Sourcing advantages from Aditya’s experiences from Dropbox and Facebook. (7:34) On taking the long view and thinking long term about recruitment. (9:42) How Aditya closes candidates creatively. (11:21) Aditya’s favorite story from Dropbox closing a talented intern. (14:23) How to leverage compensation, even if you’re a small stack at the table. (18:59) What Aditya tells engineering leaders who are building teams for the first time. (21:48) Does comp asymmetry reward good performers or good negotiators? (23:03) Using comp as a tool to value, reward, and recognize performers not on the sexiest problems. (25:32) Recruiting when you don’t have a brand. (27:58) What engineering managers need to know to effectively sell the company and recruit. (29:53) Join our community of engineering leaders at sfelc.com --- Send in a voice message: https://anchor.fm/engineeringleadership/message

The CandEs Shop Talk Podcast welcomes Sheemal Visun, Talent Partner at KJR Australia, a strategic advisory firm offering digital assurance, cybersecurity and devops services — and a proud Candidate Experience Awards winner. Listen in on how improving candidate experience impacts recruiting and the business bottom line.

Matt Fulcher, Talent Partner at GitHub discusses what it's like to work at Github and some of the things he's learned along the way. Enjoy! --- Support this podcast: https://anchor.fm/techrecruit/support

Matt joins to explain the crucial talent processes to get right early on,  how departments tend to face the same kinds of challenges despite serving very different functions, and how you can ensure the hiring rigor remains constant even when those early hires who illustrate those attributes aren’t the only ones in the interview process.

Is the future of venture capital in Ohio? And what does being a wrestler have to do with building a high-performance career in tech? The answer to those questions and more on this episode. Today my guest is Robert Hatta, the Talent Partner at Drive Capital, where he helps portfolio companies build amazing teams. Drive Capital is a venture firm based in Columbus, Ohio that's focused on helping entrepreneurs who want to build world class technology companies. Drive was started in 2013 by two former Sequoia Partners who believed the next billion dollar companies would be created outside of Silicon Valley. Prior to joining Drive, Robert was the VP of Talent for JumpStart Ventures, helping to place hundreds of hires into early-stage startups at all levels. He also held senior leadership roles within technology companies at all stages of growth, including Apple, Netflix, Virgin Mobile and Tackk. But this interview is as much about wrestling as it is about tech. Robert comes from a long line of world-class wrestlers. His father and uncle both won NCCA championships at Oklahoma State and his father coached numerous Olympic teams. Robert’s experiences on the mat as a child and later at Stanford helped forge his work ethic and created the foundation for his career. You can follow him on twitter @robert_hatta and you can find Drive at www.drivecapital.com. Thanks for all of the support, emails, and shoutouts @hardwaypod on social. Much appreciated! If you dig what you hear, please tag a friend in the comments and pass it on. A huge thank you to everyone who has taken a moment to hop over to iTunes and rate the show. Don't know how to rate a show? No prob--just watch this video or read this blog post to find out how, fast. Non-Apple people, I love you, too, and would appreciate it if you rate the show on Spotify, Stitcher, or Google Play. If you dig this episode, please do me a huge favor and rate the show + subscribe. If you’re already onboard, please share this episode with a few friends. I really appreciate the support. I’ll be back with another great guest soon. Want to be in touch? Reach out on Insta @hardwaypod or Twitter, also @hardwaypod or just drop an email to choosethehardway@gmail.com. You are what you overcome. #choosethehardway

I loved this discussion with Laura Izard where she talked about the importance of operating from a self-care position of love vs fear. How often do we consciously reflect on that starting point? The book that Laura referenced is Five regrets of the Dying -> https://www.amazon.co.uk/Top-Five-Regrets-Dying-Transformed/dp/1848509995 Laura can be contacted via any of the following means: Website - http://www.comebackgirl.com/ Twitter - @C0mebackG1rl LinkedIn - https://www.linkedin.com/in/lauraizard/ --- Send in a voice message: https://anchor.fm/valuevulnerability/message

Jen shares her experience working with start-ups as a talent and search specialist and answers all your most pressing questions. This episode is the first of many salon episodes where we feature an expert from the field who has worked extensively with founders, from early to growth stage. Jen Holmstrom joined GGV Capital in 2016 and leads the firm’s talent and recruiting efforts. To support founders as their companies scale, she created Founders+Leaders, a leadership development platform that provides training, mentorship, network and more. Prior to joining GGV, Jen was a Talent Partner at Highland Capital Partners and a leader on the executive search team at Facebook. Jen’s career has been focused on team building in fast growing companies. Before Facebook, Jen was a Director at San Francisco-based Riviera Partners, an executive search firm focused on recruiting engineering and product leadership for fast growing venture-backed technology companies, and also worked with SPMB, a technology focused talent search firm. Jen received an MBA from UC Berkeley Haas School of Business and BS from Boston College. Highlights from the episode: 3:13 What’s the biggest pain-point you hear from founders?  4:28 What are some things that people should be looking for in cofounders or first couple of employees if they want to scale?  5:14 How important is it to define culture early on? Does it help with hiring later on?  6:24 What happens after I’ve exhausted all the people in my network? What do I do about hiring?  7:07 When is the right time to bring a recruiting function in-house?  8:46 Have you seen any companies doing unique things on candidate experience that help them standout from the crowd?  10:33 What are some best-in-class practices for recruiting?  13:37 What is a head of people and why is it becoming a prominent role in startup land? What makes someone good at that job?  17:59 How do you think about employee engagement? How do you hold people accountable in an organization but also ensure that they have high satisfaction? What types of tools help with this?  19:51 How do distributed teams work? How do you maintain culture in a distributed team? What tools do you recommend for helping distributed teams?  24:11 How does a start-up compete against large companies like Facebook and Google when you can’t pay as much as the competition?  27:05 How do you have hard conversations? What are tricks to help make these conversations go better as opposed to being terrible?  29:08 How do you become a more successful manager? What are some tips to managing teams?  30:20 What book or article do you recommend?  30:56 What’s your favorite interview question? 

Celia Berk didn’t set out to be a corporate executive. In fact, she moved to New York City thinking “Broadway” more than “Boardroom.” But, she quickly learned that breaking into showbiz was really hard and she actually loved working in an office. Thus began her career as an “accidental HR executive.” Through her early jobs, Celia learned what she liked about work and what she was good at. Upon landing at Reuters in 1987, she climbed the ladder of HR-adjacent roles till she became the SVP of organizational development. Her rise didn’t follow a traditional career ladder but in retrospect, as every step involved HR and talent work. That’s why she pivoted to HR at Burson-Marsteller (BM) and then Young & Rubicam (Y&R). It was at this point that Celia also decided it was time to turn her “singing hobby” into a full-fledged part of her professional life. Although hesitant at first, Celia has learned how to balance these two very different parts of her life/career. Listen in to Your Career, Your Terms®: Pivot Points® as Celia shares how she successfully balanced her dual careers; her best advice from decades of being an HR executive and developer of great talent; and how she got through the tough times. If you liked what you heard, please subscribe, rate, and review us on iTunes or Stitcher. And, share your suggestions with us on Twitter @yrcareeryrterms, Facebook @yourcareeryourterms, or by emailing perry@yourcareeryourterms.com. For more information, visit yourcareeryourterms.com.

Han Szurek is an impressive, knowledgeable & experienced Talent Partner based in London. She has worked in Australia as well as in the UK in a variety of client facing roles covering talent, recruitment and culture. We talk about a wide range of topics today including the differences between Australian & UK enterprises in her experience to date, vulnerability, inclusion, mindset, feedback mediums, HRs challenges, performance reviews, the future of work and who is inspiring her the most right now. Han can be contacted via her Twitter handle @hanszures Please do offer feedback to Han and/or I. We welcome your challenges, suggestions and input to help keep moving this discussion forward. I can be contacted at @garryturner0 or https://www.linkedin.com/in/garryturnermcipd/ The #SelfCareWeekly Twitter chat takes place every Tuesday at 2000pm GMT --- Send in a voice message: https://anchor.fm/valuevulnerability/message

I veckans avsnitt av LoungePodden gästar Sabine Andersdotter oss i loungen på Clarion Hotell Amaranten på Kungsholmen i Stockholm. Hon berättar bland annat om sin story om hur hon kom att flytta från lilla Kerstinbo till Stureplan. I podden berättar Sabine även om sina framgångar men att hon inte känner sig lyckat, trots att hon har byggt ett välkänt varumärke inom sin bransch och ett miljonbolag på egen hand. Hur vill hon driva Talent & Partner? Vad har hon för tips till dig som vill bygga ditt personliga varumärke och starta bolag själv? Och varför reste hon topless i flera mil i Tyskland? I avsnittet diskuterar vi bland annat Sabines resa från Kerstinbo till Stureplan i Stockholm Ensamheten som entreprenör Topless-resan i Tyskland Hur vill hon driva sin business och varför? Talent & Partner är branschens mest välkända varumärke inom rekryteringar och hon har gästat Framgångspodden - men varför känner sig Sabine inte lyckad? Vad är en bra lön för mediesäljare? Tips till säljare som vill jobba inom media Hur ska du tänka som individ för att bygga personligt varumärke? Läs inspirerande artiklar om försäljning, entreprenörskap och ledarskap av experter på: www.saleslounge.com Instagram: www.instagram.com/saleslounge_ LinkedIn: https://www.linkedin.com/company/16230208/ Facebook https://www.facebook.com/SalesLounge/

Accel Talent Partner Pete Clarke discusses how talent teams can get organizational buy-in early and often, and also how they can position themselves as strategic business partners.

Talent Partner for Redpoint Ventures, Amy Knapp, discusses how she sets up talent organizations to scale at her firm's portfolio companies.

Bringing on world class leadership is incredibly valuable for a scaling company, but executive hiring can be a long and delicate process. In this talk, Greylock Talent Parter Jeff Markowitz breaks down five steps of hiring executives, starting from planning all the way to making the final offer. This fireside was recorded at The Scaleup Offsite, an event focused on scaling companies co-hosted by Greylock Partners and YC Continuity.

Sabine Andersdotter är tjejen som gör affärer på sitt sätt - med höga klackar och med ävetyr i blicken. Hon är grundare av sälj och medierekryteringsbolaget Talent & Partner och har på sitt eget sätt byggt ett varumärke i en annars väldigt traditionell bransch. I podden berättar hon sin story, om hur det första kalla samtalet gick till och hur hon än idag kan komma på sig själv att tacka ja till nya utmaningar. Dessutom pratar vi sälj och hur man alltid bygger de bästa relationerna genom att vara sig själv, även om det innebär leopardfärgade pumps på möten med mäktiga mediemän.   

Lightspeed Ventures' Talent Partner Luke Beseda discusses the findings of their recent recruitment survey and explains how companies are talking about their culture all wrong. Access the Startup Recruiting Trends Survey here: http://lsvp.com/startup-recruiting-trends/ Sign up for the webinar in partnership with TripAdvisor: 3 Steps to Nurture Your Talent Pipeline http://hubs.ly/H06nKcv0  

Summary: “What problems do you want to solve? What do you love doing? Who do you want to be around?”… This week we’re fortunate enough to sit down with Talent Partner at Drive Capital, Robert Hatta – Robert holds experiences from some of the most successful startups (or at least what once were) in the …

Michelle McHargue, Talent Partner with San Francisco based Venture Capital fund, Cowboy Ventures, shares what is it like to work in the Talent Acquisition space. Some of the areas we touch upon in this episode include: 1. What is Talent Acquisition 2. How do recruiters find talent 3. Typical process for filling up positions 4. Interesting and challenging aspects of this job 5. What kind of person would enjoy working in this space Thank you for listening! Follow the show on Twitter @LED_Curator Email us learneducatediscover@gmail.com. We will reply!! Subscribe to the show on iTunes itunes.apple.com/us/podcast/learn…ver/id1049159321 Blog: bit.ly/1R1nTDk

Sabine Andersdotter grundade rekryteringsbolaget Talent & Partner. Nu är de en av Sveriges ledande rekryteringsbolag och gör miljonvinster.