Podcasts about talent strategy

Episode 91 – The New War for Talent with David Nelson, CEO of Doxa TalentIn today's episode of The Frustrated CEO Podcast, we're diving into one of the most critical and ongoing challenges for leaders: the war for talent — and how to win it by building future-proof teams.We're joined by David Nelson, CEO and co-founder of Doxa Talent, a company that's transforming the way organizations scale by building high-performing, globally distributed, values-aligned teams.With over two decades of entrepreneurial success, including founding Guidant Financial, David brings deep insight into the future of work, distributed team strategy, and what it really takes to scale a business without sacrificing your culture or core values.

In this no-BS roundtable, David Cowen sits down with Kevin Cohn - Chief Customer Officer at Brightflag; Tyler Finn, Head of Community & Growth at SpotDraft; and Matthew Wheatley, VP, Client Strategy at Priori to unpack the real state of legal operations, talent, and transformation. Forget the panel buzzwords. This episode pulls back the curtain on what's actually happening inside high-performing legal teams. What's inside: • Legal ops has hit a plateau, but careers haven't. The smartest players are skipping the next rung and stepping into legal strategy, transformation, and C-suite alignment. • There's no ladder, just a jungle gym. From executive assistants to legal COOs, this episode is a playbook for navigating ambiguity and turning it into an advantage. • The real skill gap? It's not tech. It's knowing your value. Are you a builder, a manager, or a creator? Know your lane, then double down. This is the episode you forward to your team with one line: “This is the conversation legal ops needs to hear right now.”                                                           

For Military Appreciation Month, we're sharing this episode of our Military Monday series, hosted by ClearedJobs.Net veterans and former recruiters Bob Wheeler and Sara McMurrough. Curious how SkillBridge can jump-start your post-military career—and the challenges to watch out for? Kirsten Renner, VP of Talent Strategy at SilverEdge Government Solutions, breaks down what makes DoD SkillBridge a valuable stepping stone, plus offers key insights every service member should know before diving in.Find complete show notes at: https://clearedjobs.net/skillbridge-unpacked-navigating-the-perks-and-pitfalls-podcast/_ This show is brought to you by ClearedJobs.Net. Have feedback or questions for us? Email us at rriggins@clearedjobs.net. Sign up for our cleared job seeker newsletter. Create a cleared job seeker profile on ClearedJobs.Net. Engage with us on LinkedIn, Facebook, Instagram, X, or YouTube. _

Taylor Bradley, VP of Talent Strategy and Success at Turing, joined us on The Modern People Leader.We talked about why every HR team needs to create an AI “prompt pantry”, how Turing “AI'd” their way out of onboarding 800 employees in five days, and how to build AI workflows for HR.---- Sponsor Links:

Ragunath (Raghu) Ramanathan, President of Legal Professionals at Thomson Reuters speaks with Esther Bowers, Chief Practice Innovation Officer at Honigman, to discuss how the firm is handling enterprise-wide adoption of AI, practice area by practice area, as well as how the firm is analyzing lawyer workflow, and how AI is being used in the firm's summer associate program.

Ty Beasley is the Chief Talent Officer at RSM a leading professional services firm. During this conversation, Al and Ty spend time exploreing the evolving world of talent management in professional services. Ty shares stories from his early career and offers insights into RSM's approach to talent strategy—covering internal mobility, performance growth, and the role of skills in employee development. They also dive into the challenges and opportunities shaping the industry today, including how AI is transforming talent management and enhancing the employee experience.LinksLinkedIn Profile: https://www.linkedin.com/in/ty-w-beasley/

 The team from TaPod drops another ‘bonus episode' today as they catch up with Josh Secrest – VP at Paradox and formally Head of Global TA & Talent Strategy at McDonalds. Josh walks us through massive transformation and how a massive brand recruits over 2 million people per year! It's a fascinating journey and how important AI is in the TA strategy environment. Did you know that 97% of TA functions using AI are seeing considerable improvement, but only 11% of functions have implemented AI support? Listen in and you'll get many more pearls of wisdom just like that!Thanks to Paradox for partnering with us for April.

In this episode, we sit down with Maurice Brown, Vice President of Human Resources and Talent Strategy at Simmons College of Kentucky and board director for the Kentucky Derby Festival. Maurice offers a rich and inspiring look at the Black influence on the Kentucky Derby—from the historic contributions of Black jockeys to today's vibrant cultural presence through Derby Diversity Month. He breaks down everything from the races and galas to the fashion, food, and community, making this a must-listen for Black executives looking to blend lifestyle, legacy, and leadership. Tune in to discover why the Derby is more than just a race—it's a celebration of excellence.   Join us! ➡️ Black Executive Men on Linkedin ➡️ Apply here for Black Executive Men Community ➡️ Join here for Black Executive Men Elite  ➡️ Sign up here for Black Executive Men Capital Network      If you are ready to take it to the next level, contact us today for a free consultation at www.blackexecutivemen.com.

00:00 Introduction to Yugo Milan and His Background03:06 The Intersection of Technology and Talent Strategy06:00 Government Efficiency and Workforce Management08:55 Navigating Layoffs and Performance Management12:00 Job Market Strategies for the Unemployed15:05 Understanding Workforce Solutions18:08 The Need for Better People Management21:04 Best Practices in Interviewing and Recruitment21:55 The Importance of Candidate Assessments22:54 AI's Role in Recruitment25:35 AI and Job Security Concerns29:59 The Future of Remote Work36:52 Innovations in Workforce Solutions39:47 Evaluating Candidates Beyond Skills41:31 Future-Proofing Organizations44:27 Defining Success and Making a Difference

Coach, speaker, and author Patrick Galvin joins Roy to discuss the principles laid out in his recent book The Connector's Way. Patrick's work focuses on the essential role of personal connection and relationship building in our day to day life, our business practices, our sense of success, and more. As co-founder and partner of The Galvanizing Group and author of several books exploring the nuances of social connection and trust building, Patrick helps high-performing companies and individuals achieve greater levels of success in business by strengthening internal and external relationships. Patrick and Roy dig into the many ways to practice relationship building, the pitfalls of networking without connecting, why it pays to be “the keener,” and much more.Highlights from our conversation include:The important distinction between connecting and networking (5:02)Ways in which hybrid/remote work impact connection (7:11)Using Patrick's methods to build trust, engagement, and performance (9:16)Embedding relationship building into company culture and leadership development practices (12:53)The intersection of connection and recruiting (18:52)Balancing work, life, and maintaining strong relationships (20:58)Metrics that leaders can use to track or improve their ability to foster connections (26:36)How Patrick sees technological advances impacting the formation and maintenance of relationships (29:59)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Tina Gupta is the SVP of Talent Management at New York Life Insurance Company, where she leads efforts to transform how employees develop and grow within the organization. In this episode of The Edge of Work, Tina shares insights into New York Life's ongoing transformation and the role of talent in driving change. She discusses the company's Career Hub initiative, which leverages AI to help employees navigate career growth, upskilling, and internal mobility. Tina also highlights the evolving role of managers, the importance of a connected talent strategy, and how AI is shaping the future of work.LinksTina's LinkedIn:  https://www.linkedin.com/in/tina-gupta-4616b49/

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"When I discuss with senior leaders, interview them, or assess them for senior roles, they often come to me, and I ask them: 'What makes you unique? How do you see yourself?' Eighty percent of them tell me what they can't do. They talk about their development needs, and I say, 'Is that how you pitch yourself? Is that what you really bring to the table? You sit with a headhunter and tell me what you can't do—why not tell me what you're really good at?' Your exceptional value-add, your competitive advantage—that's what makes an impact, not what you cannot do. Development needs require a mitigation strategy, yes, but I believe that focusing on your unique strengths will take you further in your career." - Mark Reinecke Fresh out of the studio, Mark Reinecke, SVP of Top Executive Management and Talent Acquisition at Airbus, shares his approach to the full life cycle of global talent management from acquisition to development and retention. Starting from his career journey, Mark shared his experiences and mental models in recruiting, developing and retaining top talent while emphasized how the STAR program in Airbus can gather experts from areas outside of Airbus to provide different perspectives on how the aviation industry can learn from best practices in other industries given the emerging technologies. Last but not least, Mark shared his perspectives on what does great look like for global talent management. Audio Episode Highlights [00:46] Lead with your unique strengths, not weaknesses [02:05] Introduction of Mark Reinecke, SVP at Airbus [02:41] Mark's career journey from automotive to aerospace [05:47] Key career lessons: daily learning and focusing on strengths [07:09] Mark's role managing top 250 leaders at Airbus [09:02] Approach to analysing global talent landscape [10:39] Integrating outside talent into aviation industry [12:54] The STAR Program: creating an ecosystem of external expertise [17:51] Challenges of integrating external talent into aviation culture [20:38] Airbus's tailor-made onboarding process with buddy system [21:40] Two-way learning between Airbus and STAR Program members [23:20] AI's future role in HR and talent management [28:25] The underestimated power of genuine professional networks [32:21] What excellence in global talent management looks like [34:40] Closing Profile: Mark Reinecke, Senior Vice President, Top Executive Management and Talent Acquisition and STAR Program Director, Airbus. LinkedIn: https://www.linkedin.com/in/mark-reinecke-6253b015/ Podcast Information: Bernard Leong hosts and produces the show. The proper credits for the intro and end music are "Energetic Sports Drive." G. Thomas Craig mixed and edited the episode in both video and audio format. Here are the links to watch or listen to our podcast. Analyse Asia Main Site: https://analyse.asia Analyse Asia Spotify: https://open.spotify.com/show/1kkRwzRZa4JCICr2vm0vGl Analyse Asia Apple Podcasts: https://podcasts.apple.com/us/podcast/analyse-asia-with-bernard-leong/id914868245 Analyse Asia YouTube: https://www.youtube.com/@AnalyseAsia Analyse Asia LinkedIn: https://www.linkedin.com/company/analyse-asia/ Analyse Asia X (formerly known as Twitter): https://twitter.com/analyseasia Analyse Asia Threads: https://www.threads.net/@analyseasia Sign Up for Our This Week in Asia Newsletter: https://www.analyse.asia/#/portal/signup Subscribe Newsletter on LinkedIn https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7149559878934540288

In this episode of Behind the Numbers, host Dave Bookbinder sits down with Jennifer Thornton, CEO of 304 Coaching and host of the Let's Fix Leadership podcast, for a deep dive into the critical role of talent strategy in business success. Jennifer shares her journey from retail leadership to becoming a sought-after expert in HR consulting and talent development. Together, they explore how aligning talent strategy with business objectives can drive sustainable growth and resilience. The conversation covers: ✔ The evolving landscape of leadership and how it impacts company culture ✔ Why flexible work environments matter for attracting and retaining top talent ✔ The risks of a “talent cliff” and how to avoid it ✔ Practical strategies for ensuring the right people are in the right roles Whether you're a business owner, executive, or HR leader, this episode is packed with insights to help you build a stronger, more adaptable organization. Tune in to learn how to future-proof your workforce and create a culture where talent thrives. About Jen Thornton: After an exciting 20+ year career in Operations and HR, leading teams across the US, Greater China, Mexico, and the UK, Jennifer launched 304 Consulting.​  Jennifer understands the importance of having a strong Talent Strategy to ensure you have the right people in the right roles with the right skill sets to deliver the business strategy.​ 304 Coaching offers services and consulting to help companies build and execute custom Talent Strategies.​  Jen is credentialed through the International Coaching Federation and holds certifications in several accredited methodologies, including Conversation Intelligence and Gallup Strengths. About the Host: Dave Bookbinder is known as an expert in business valuation and he is the person that business owners and entrepreneurs reach out to when they need to know what their most important assets are worth. Known as a collaborative adviser, Dave has served thousands of client companies of all sizes and industries.  Dave is the author of two #1 best-selling books about the impact of human capital (PEOPLE!) on the valuation of a business enterprise called The NEW ROI: Return On Individuals & The NEW ROI: Going Behind The Numbers.  He's on a mission to change the conversation about how the accounting world recognizes the value of people's contributions to a business enterprise, and to quantify what every CEO on the planet claims: “Our people are this company's most valuable asset.” Dave's book, A Valuation Toolbox for Business Owners and Their Advisors: Things Every Business Owner Should Know, was recognized as a top new release in Business and Valuation and is designed to provide practical insights and tools to help understand what really drives business value, how to prepare for an exit, and just make better decisions. He's also the host of the highly rated Behind The Numbers With Dave Bookbinder business podcast which is enjoyed in more than 100 countries.

Fred Miller and Judith Katz of The Kaleel Jamison Consulting Group have spent the last few decades on the cutting edge of diversity and inclusion thought leadership and organizational development. For the last 50 years, KJCG has assisted organizations in creating inclusive, collaborative workplaces that leverage differences to achieve higher performance and engagement. Judith and Fred have co authored multiple books on diversity, inclusion, collaboration, trust, authenticity, and teamwork, and they join Roy to discuss their latest groundbreaking book, The Power of Agency: Cultivating Autonomy, Authority, and Leadership in Every Role.Highlights from our conversation include:The next crucial step beyond inclusion and diversity (2:30)How agency impacts organizational efficiency and performance (4:24)The key difference between empowerment and agency (7:18)A leader's role in an agency-forward organization (8:50)How to evaluate a leader for their capacity to promote agency (10:00)What this leadership shift means for organizations (11:10)How the COVID 19 pandemic influenced changes around agency (12:28)Six critical factors that foster a culture of agency (16:00)How to avoid a “runaway train” when implementing this strategy (18:36)The first steps leaders can take toward unleashing agency (20:42)How to evaluate the level of agency in an organization (22:45)Common barriers in unleashing agency (23:30)The important distinction between being kind and being nice (24:55)How AI and other technologies might affect agency in the workplace (27:06)Visit HowIHire.com for transcripts and more on this episode, and check out Roy's past conversation with Fred and Judith on recruiting, supporting, and retaining a diverse workforce.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

In our recent LinkedIn Live session my esteemed colleague, Neil Morelli, founder of Workplace Labs, and I present a philosophical but practical approach to the adoption of HR Tech tools.Check out the full video of the presentation attached to this post and our accompanying slides (found at the bottom of the post).Here is a quick overview of the ideas that form the foundation of the presentation.“The highest-level goal of the talent acquisition (TA) function is to ensure that an organization has the right people, in the right roles, at the right time, to drive business success.”-Chat GPT 4o & your hosts' combined 50 years of experienceTalent leaders are feeling the pressure to executeModern hiring problems such as resource constraints, candidate scarcity and overload, the move to skills based hiring, and avoiding bias have talent leaders feeling the pressure to find fast solutions!Relieving these pressures often create a temptation to put tools before strategy. AI is a great example of this.The stakes are high, and AI offers a compelling solution- or does it? AI is complex and making decisions about it requires a strong foundation of knowledge and careful planning.In this presentation we discuss 4 common mistakes in the adoption of HR tech, with a focus on AI tools (are there any other types these days?).We discuss how a tools first mentality is often the root cause of these four common mistakes and offer guidance on how to avoid them. 1. Missing AI's ‘creeping normality': As technology becomes more entrenched in your processes and vendors add new functionalities that are accessible, adoption often occurs with little oversight or consideration. When it comes to solving problems related to talent supply or overload, AI recruitment platforms are increasingly embedding “talent matching” functionalities that create risk without any substantial rewards. 2. Chasing Skills Without Definition or Direction: We can all agree that skills based hiring has merit. But it requires alignment on what a skill means to your organization and a holistic view of where they matter and why. Merely removing resumes from the evaluation process or adopting tools, AI or otherwise, that claim to support skills based hiring without a holistic strategy is a dead end street.3. Failing to evaluate your firm's culture and climate for adopting AI based tools: There is a maturity required for the successful adoption of AI based tools. Understanding your firm's readiness for AI based tools, and ensuring that you are ready to go all in is essential. Education on, and knowledge of, AI across the entire organization is a big part of successful adoption. 4. Letting vendors dictate strategy and adoption: Most vendors do offer products that can have an impact, and their messages make it tempting to jump right in. Before biting on a shiny new object, adoption of any AI based tool should be pre-empted by a house made strategy. Vendors must be held to a standard evaluated by domain experts using a framework built on the principles of ethical and effective use of AI.At the end of the presentation we provide a case study that probably feels pretty relatable to any talent acquisition professional. Here we tell a story of how mistakes are made and provide insights to help create the awareness needed to avoid them.No one is perfect - but AI alone will not create perfection. Keeping things in perspective and a thoughtful and methodical process that is not driven by fear is essential to the successful adoption of AI technologies.Download our slides here This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com

Career coach and HR consultant Kate Sargent returns for the third installment of our series exploring tips, insights, and advice for job seekers. Kate is the founder of KJS Consulting, where she helps candidates prepare and polish all aspects of their job search strategy. Prior to starting her coaching business, she recruited for brands like The North Face, Allbirds, Method, and The Citizenry. In Part 3 of their deep dive, Kate and Roy discuss the art – and science – of negotiation. Together, they dig into the complexities of reaching agreeable compensation for a new role, the pros and cons of equity, how to leave a job graciously, and the importance of maintaining positivity through employment changes. Highlights from our conversation include:Negotiating compensation when fielding a job offer (1:43)Skillfully navigating and understanding equity, bonuses, and benefits (5:03)Other important variables to be aware of while negotiating a new role (7:16)How to quit and gracefully negotiate your exit (12:33)When, why, and where to get HR involved (14:27)The nuances of separation agreements (16:36)Contracting after leaving your role versus making a clean break (21:48)Dos and don'ts of posting on social media after leaving your job (23:02)Visit HowIHire.com for transcripts and more on this episode, and check out Part 1 and Part 2 of Roy and Kate's job search series, as well as our in-depth conversations about networking and interviewing.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Career coach and HR consultant Kate Sargent is back for Part 2 of our three-part discussion series around strategies, guidance, and best practices for job seekers. Kate is the founder of KJS Consulting and has led extensive recruiting efforts for brands like The Citizenry, Method, The North Face, and Allbirds. In Part 2, Kate and Roy explore the ins and outs of interviewing. Together, they dig into important topics like recommendations for feeling and appearing prepared, ways to successfully frame competencies and experience, how to best approach challenging interview questions, and much more.   Highlights from our conversation include:Important things to research about a company before your interview (1:44)Preparing for difficult interview questions (3:47)How to clearly and accurately convey leadership experience (7:14)Going high level in answering interview questions vs. getting into the details (9:39)Cues to be aware of (11:24)How to communicate weaknesses or limited experience (17:24)The value of having good questions prepared as an interviewee (20:54)How to follow up after an interview (24:30)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Career coach and HR consultant Kate Sargent returns to the podcast for a special, three-part deep-dive into advice, insights, and recommendations for job seekers. Kate is the founder of KJS Consulting and has an impressive track record in recruiting for major brands like The North Face, Allbirds, Method, and The Citizenry. At KJS Consulting, Kate helps job seekers contextualize, articulate, and organize their stories in order to land ideal opportunities. In Part 1 of this conversation series, Roy and Kate dig into the functions of different kinds of recruiters, best practices for candidates in cultivating relationships with search firms and consultants, major do's and don'ts during the hiring process, and the long range perspective necessary to building a comprehensive job search strategy.Highlights from our conversation include:Ways in which Kate supports and coaches job seekers (3:12)Understanding the role of different recruiters and how they work (4:30)Why communication from recruiters might feel inconsistent or challenging at times (5:58)How candidates can evaluate whether or not a search firm is a good fit (10:18)What candidates should expect when reaching out to a recruiter (12:29)Effective ways for candidates to build relationships with search consultants (15:00)Respecting the recruiter during the hiring process (16:08)The importance of candidate honesty and accuracy in targeting opportunities (21:51)Leveraging your relationships for a long game strategy (23:43)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

In this episode of The Talent Tango, Amir Bormand is joined by Alex Kim, Head of Talent at NewLimit, to discuss the nuances of expectations and requirements in talent acquisition. They dive into how talent professionals can better understand and serve domain experts, establish success criteria, and adapt to the unique challenges of niche and bleeding-edge industries like biotech. Whether you're an early-career recruiter or a seasoned talent leader, this conversation offers invaluable insights into building trust, setting realistic expectations, and aligning talent strategies with business objectives. Key Takeaways: Understanding the Stakeholders You Serve: Talent acquisition is a consultative function. By deeply understanding the organizational structure, team dynamics, and priorities, recruiters can align their strategies with business goals. Data-Driven Collaboration: Use talent mapping and market data to set clear expectations with hiring managers, especially for niche roles. Transparency is key to refining hiring criteria and finding creative solutions. Building Relationships Beyond the Job Post: Strong relationships with hiring managers aren't built overnight. Attend team meetings, listen actively, and invest in understanding technical priorities to foster trust and streamline collaboration. Navigating Challenges in Niche Hiring: Hiring for cutting-edge industries requires long-term thinking and creative sourcing strategies, such as engaging academic institutions and leveraging leaders' networks for outreach. Balancing Process with Agility: Processes should enable, not hinder, recruiting success. Adapt your approach based on organizational priorities and challenges, knowing when to tighten or loosen guardrails. Timestamped Highlights: [00:01:10] Alex defines what it means for talent professionals to serve domain experts. [00:03:07] The importance of understanding organizational design and team strengths before starting a search. [00:04:40] How to build trust with hiring managers and maintain relationships during lulls in hiring activity. [00:07:22] Alex on pushing back against unrealistic expectations with data and market insights. [00:12:45] The unique challenges of sourcing for bleeding-edge industries like biotech. [00:18:07] Redefining talent acquisition as a consultative role. [00:24:04] Balancing process efficiency with the need for agility in recruiting. Quote of the Episode: "Despite being domain experts, hiring managers rely on us as talent advisors—not order takers. Our job is to bring the market data, build relationships, and guide them toward the best talent solutions." — Alex Kim Resources and Links: Connect with Alex Kim on LinkedIn: Alex Kim Email Alex: alex.kim@newlimit.com Learn more about NewLimit: NewLimit Website Subscribe and Follow: Don't forget to like, subscribe, and leave a comment about what resonated with you from this episode. Follow The Talent Tango for more insights from leaders shaping the future of work.

Link to survey report - https://eightfold.ai/2024-talent-survey/ In this episode of Nine to Thrive HR, host Cindi Koetzle welcomes Sachit Kamat, Chief Product Officer at Eightfold AI, to discuss the evolving role of HR in business strategy, talent management, and the integration of AI. They explore insights from Eightfold's recent global survey highlighting challenges such as HR's alignment with business goals and employee perceptions of growth tools. Sachit shares examples of the transformative potential of AI in HR processes, emphasizing responsible implementation and its role in enabling strategic HR partnerships. The episode provides actionable takeaways for HR professionals navigating AI and the future of talent strategies in 2025

Board recruiting advisor Kris Stred breaks down the role and impact of an effective board and how to find experienced directors. Kris has over 15 years of board search experience and is the founder of Stred Executive Search LLC. Before starting her own firm, Kris was a lawyer for publicly-traded and privately-held companies. Her first-hand involvement with the board's fiduciary duties in high-stakes situations and the important dynamics of teams of business leaders propelled her to become a recruiter. She gained a deep understanding of what it takes to form a balanced and functional board of directors.Highlights from our conversation include:The role and common structure of a board (3:19)How boards are evolving (5:59)When companies should develop a board (7:20)Why companies might look for professional support when recruiting a board (9:28)Pitfalls of the traditional board recruiting process and how to avoid them (11:56)The biggest difference between board and executive recruiting (15:27)What to look for in a board candidate (17:42)Screening for mission and values (21:14)One vital lesson from successes and failures (22:40)Mitigating risk factors (24:00)Key advice for incoming directors (25:27)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

CTO Series: Navigating Growth, A Playbook for Scaling Engineering Teams With Toni Ala-Piirto   In this BONUS episode, we dive into the journey of Toni Ala-Piirto, a seasoned software leader with 15 years of experience designing and implementing distributed systems. Toni opens up about pivotal lessons from his leadership career, balancing tech strategy with business goals, and the nuances of scaling engineering teams during rapid growth. Whether you're a CTO, a team lead, or a tech enthusiast, this conversation is packed with practical insights.   The Evolution of a Leader: A Journey, Not a Single Moment   “Leadership isn't built in a single defining moment but shaped by many experiences.”   Toni recounts a key challenge early in his career involving a major performance issue for a customer. This experience taught him the importance of viewing systems holistically rather than focusing solely on individual contributions. His “boring” leadership style—marked by forward-thinking and crisis prevention—emphasizes preparation and identifying risks without over-engineering solutions.   Aligning Tech and Business: The Power of Collaboration   “Technology vision and business strategy should speak the same language.”   Toni highlights the importance of close collaboration with product managers, sales, and finance to ensure tech strategy aligns with broader business goals. Regular cross-department discussions foster trust and ensure that the product roadmap is both innovative and achievable.   Key Practice: Build relationships with key stakeholders through daily touchpoints to create alignment.   The Roadmap to Success: Vision vs. Execution   “Short-term details drive long-term visions.”   Toni explains their approach to roadmapping, with detailed 6-month plans that address “how” to achieve goals and a broader vision for the longer term. This allows the team to stay agile while keeping future innovations in view.   Pro Tip: Avoid spending excessive time on estimations; use past experience to guide epic-level planning.   “The first six months are about execution—the rest is about imagining what's possible.”   Scaling Teams During Rapid Growth   “The true challenge of scaling is transferring knowledge while preserving team culture.”   Toni reflects on the growth journey from a small team to a larger organization. As the team grew, onboarding and knowledge transfer became crucial. His solution? Pair testing and collaborative learning to help developers understand the product deeply, not just the code.   Tactical Tips: Implement a “test buddy” system for collaborative testing and learning. Encourage developers to test the product to build domain knowledge and foster cross-functional understanding.   “Your people need to understand the product—not just the code—to scale effectively.”   Maintaining Culture Amid Growth   “Growth changes culture—how you hire and lead defines the next chapter.”   Toni shares how adding new team members can shift team dynamics. The key to sustaining a positive culture is hiring individuals who take ownership and serve as role models. Leaders should seek out those who aim to improve the team, not just perform their tasks.   “The best hires don't just do their job—they make the whole team better.”   Cross-Functional Insights and Learning the CTO Role   “CTOs operate at the intersection of tech and business—a shift from pure development.”   Toni admits that stepping into the CTO role required him to expand his understanding of business operations, strategic planning, and cross-functional collaboration. He emphasizes that this broadened perspective is essential for impactful decision-making.   “The biggest shift for me was seeing the business as a whole—not just the tech stack.”   Key Influences: The Five Dysfunctions of a Team   “Understanding team dynamics is as crucial as technical expertise.”   Toni cites Patrick Lencioni's The Five Dysfunctions of a Team as a pivotal read. The book shaped his approach to fostering accountability and ensuring team commitment. Toni underscores that accountability isn't about blame—it's about ownership and follow-through.   Scaling with a Talent Strategy in Mind   “Growth requires not just more people but the right investments.”   Toni discusses integrating talent strategy into roadmaps by aligning with business goals, including company size and revenue targets. Strategic hiring and investment in growth ensure that the team remains equipped to deliver on future plans.   About Toni Ala-Piirto   Toni Ala-Piirto is a seasoned software professional with 15 years of experience leading architecture and design for projects of all sizes. He excels in creating practical, fit-for-purpose distributed systems and is known for his hands-on approach and commitment to continuous improvement. Toni consistently delivers solutions that meet specific project needs while aligning with broader business objectives. You can link with Toni Ala-Piirto on LinkedIn.a

Noto Group's team of principal search consultants break down key workforce and leadership trends they're seeing for 2025 and beyond. Sara Spirko, Lena Knofler, and Tami Bumiller discuss predictions and actionable advice for those seeking top talent in the year ahead.Highlights from our conversation include:Challenges, opportunities, and reflections on 2024 (2:27)How client and candidate priorities are shifting (5:01)3 essential competencies for modern leaders (10:00)How boards and CEOs can leverage search firms for success in 2025 (13:00)What's making employers competitive in the talent market today (17:46)Creative compensation packages (20:11)Smart solutions to persistent hybrid/remote/on-site challenges (22:35)Attracting top talent to outlying locations (22:58)Current factors to consider when asking candidates to relocate (25:12)Guidance for executives seeking new roles this year (26:29)Reasons to be optimistic in 2025 and beyond (29:29)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Listen to How I Hire:AppleSpotifyAmazon

Discover the future of talent strategy with the trailblazing Jennifer McClure, co-founder of DisruptHR, as she takes us on her journey from corporate HR executive to dynamic global speaker and innovator in the HR community. Listen as Jennifer and Bill Banham discuss the worldwide impact of DisruptHR, now flourishing in 30+ countries, including fresh chapters in Nairobi and Tanzania. Jennifer shares insights on launching your own chapter, emphasizing inclusivity and diversity. We dive into the transformative trends predicted for 2025, offering a roadmap for those aiming to revolutionize their HR practices.The conversation also ventures into the evolving landscape of the workforce, highlighting the need for skills development, mental health support, and fostering DEIB (Diversity, Equity, Inclusion, and Belonging). Jennifer stresses the importance of continuous learning and empathetic leadership amidst rapid technological advances, urging organizations to nurture existing talent and prepare for future demands. Explore strategic workforce planning as a tool for enhancing employee engagement and retention while navigating demographic shifts. Don't miss this enlightening discussion packed with actionable strategies to maintain competitiveness and foster a thriving, inclusive work environment.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Organizational psychologists Dr. Ted Freeman and Dr. Stacey Philpot return to the podcast with a deep dive into their approach to working with teams. Ted is the founder of Ted Freeman Advisory, where he applies his decades of experience in organizational knowledge and strategy to help companies function more smoothly. His clients include major brands like Arcteryx, Eileen Fisher, Bristol Myers Squibb, Wüsthof.Stacey is a managing partner at Executive Development Consulting, where she utilizes over two decades of leadership development, executive coaching, and high-performance succession planning. Stacey's clients include Apple, General Mills, Harley Davidson, Johnson & Johnson, and Nike.Ted and Stacey often collaborate on their advisory work, leveraging their combined experience in organizational effectiveness and culture and brand development to help increase the competitive edge of some of the world's largest companies. Both are longtime friends and colleagues of Noto Group and How I Hire.In this episode, Ted, Stacey, and Roy delve into the complex dynamics inherent to working with teams. They discuss challenges they consistently hear from leaders, how to enhance a sense of inter-team competency, the necessity of translating and communicating context between leaders and teams, as well as commonly accepted myths about what constitutes a high-performing team.Highlights from our conversation include:How leaders and team members struggle with team dynamics in different ways (5:35)Common concerns expressed by leaders about teams (9:21) How to diffuse and rectify a lack of trust between leaders and teams (11:29)Important guidelines for Ted & Stacey's approach (14:17)What high-performing teams really look like (18:33)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Have you heard the myths about the future of work talent management strategies? Let's debunk three myths: 1. Internal talent marketplaces only benefit employees, 2. Skills-based hiring practices limit diversity, and 3. Women on corporate boards have minimal impact. I'll reveal the truth behind these myths, but be prepared for a compelling twist that will challenge your perspective. Stay tuned! In this episode, you will be able to: Mastering Future of Work Talent Management Strategies: Learn to adapt and thrive in the evolving workplace landscape. Unveiling the Benefits of an Internal Talent Marketplace: Discover how to maximize your internal talent pool for organizational growth. Embracing Skills-Based Hiring Practices: Unlock the power of matching the right skills with the right roles for enhanced productivity. Understanding the Impact of Women on Corporate Boards: Explore the positive influence of gender diversity in corporate decision-making. Addressing Employee Burnout and Engagement: Uncover effective strategies to boost employee well-being and retention. My special guest is Dr. Edie Goldberg Edie Goldberg, Ph.D. is the President of E.L. Goldberg & Associates in California. She is a nationally recognized expert in talent management and the future of work. Her practice focuses on designing HR strategies to attract, engage, develop, and retain employees. Prior to starting her own firm, she was a Global Thought Leader in the Human Capital Practice at Towers Perrin. Edie is the co-author of The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity. She has authored and co-authored numerous other book chapters and articles on the topics of performance management, strategic workforce planning, career development, skills-based talent strategies, and internal talent mobility. She has a Ph.D. in Industrial/Organizational Psychology from the University of Albany, SUNY. She is the Chair of the SHRM Foundation Board of Directors, and is a member of the Advisory Board to several HR Technology companies. The key moments in this episode are: 00:08:32 - Career Inspiration and Future of Work 00:13:56 - Impact of Talent Management Strategies 00:17:11 - Importance of Upskilling 00:17:32 - Challenges of New Employees 00:18:08 - Cost Savings and Employee Engagement 00:21:25 - Burnout and AI 00:27:40 - Widening Pathways to Talent 00:34:26 - Generational Shifts in the Workplace 00:35:06 - Embracing Generational Differences 00:37:21 - The Impact of COVID-19 on Work 00:39:51 - The Role of Women on Corporate Boards 00:44:07 - Making Ethical Decisions in the Boardroom 00:48:20 - Strategies for Talent Management "I fundamentally want to help individuals achieve all that they can in their career and be happy and fulfilled. And we spend so much of our time at work. It is so important that that experience enriches our life." - Edie Goldberg Connect with Edie Goldberg on LinkedIn to stay updated on her thought leadership and insights in talent management and the future of work. Check out Edie Goldberg's book The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity for in-depth knowledge and strategies on talent management and internal talent mobility. Visit the SHRM Foundation website at https://www.shrm.org/foundation to access free resources and research on widening pathways to talent, skills-based hiring, and other HR-related topics. Join the Difference Makers community on Patreon at www.patreon.com/aworldofdifference to access exclusive content, including an additional interview with Edie Goldberg. Follow Lori Adams-Brown on social media and visit the A World of Difference podcast website for more inspiring conversations and insights on making a difference in the workplace and beyond. Connect with us: https://www.aworldofdifferencepodcast.com Linkedin YouTube FaceBook Instagram Threads Patreon Bluesky Learn more about your ad choices. Visit megaphone.fm/adchoices

Join hosts Bill Gates and Rosanna Snediker in Episode 5 of Beyond The Offer, where they speak with Lisa Watson, Director of Talent Acquisition at ASC Engineering Solutions. They discuss the challenges of building a recruiting function in a merged organization, adapting to market changes, new tools, and the evolving needs of candidates. Tune in for insights into corporate vs. agency recruiting, building relationships, and navigating today's recruitment landscape.

Jackson Jeyanayagam is an accomplished executive leader whose work has spanned across many industry sectors and a wide range of organizations. He began his career on the agency side, where he worked for 15 years before pivoting into digital marketing, P&L management, and DTC growth for top brands like Chipotle, Clorox, and AB InBev. Jackson also has experience on the startup side, having served as CMO for Boxed, a DTC startup. Most recently, Jackson was responsible for founding and scaling RTD brand Hey, Hei for AB InBev, helping to incubate the brand and develop a startup mentality under AB InBev's larger corporate umbrella. Jackson and Roy discuss the parallels between agency work and developing a startup, the necessity for widening the hiring funnel to better include outside strategies and perspectives, and the ways in which conventional interviewing methods are keeping brands from attracting and securing top tier talent.Highlights from our conversation include:Jackson's experiences at startups vs. more established brands (2:07)How he builds teams when coming into new organizations (5:11)Jackson's process for determining opportunities for change (and what not to mess with when starting a new role) (8:19)Gauging intentional and unintentional toxicity within one's team (13:21)The intersection between curiosity, vulnerability, learning, and hiring (16:07)How Jackson is intentional about influencing and shaping culture (21:58)His process for making executive-level hiring decisions and who's involved (23:18)Ensuring the hiring process is equitable and attractive to a diverse range of talent (24:06)Talent market trends Jackson's noticed from both the candidate and hiring sides (25:26)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Will Williams is CTO of Speechmatics in Cambridge. In this sponsored episode - he shares deep technical insights into modern speech recognition technology and system architecture. The episode covers several key technical areas: * Speechmatics' hybrid approach to ASR, which focusses on unsupervised learning methods, achieving comparable results with 100x less data than fully supervised approaches. Williams explains why this is more efficient and generalizable than end-to-end models like Whisper. * Their production architecture implementing multiple operating points for different latency-accuracy trade-offs, with careful latency padding (up to 1.8 seconds) to ensure consistent user experience. The system uses lattice-based decoding with language model integration for improved accuracy. * The challenges and solutions in real-time ASR, including their approach to diarization (speaker identification), handling cross-talk, and implicit source separation. Williams explains why these problems remain difficult even with modern deep learning approaches. * Their testing and deployment infrastructure, including the use of mirrored environments for catching edge cases in production, and their strategy of maintaining global models rather than allowing customer-specific fine-tuning. * Technical evolution in ASR, from early days of custom CUDA kernels and manual memory management to modern frameworks, with Williams offering interesting critiques of current PyTorch memory management approaches and arguing for more efficient direct memory allocation in production systems. Get coding with their API! This is their URL: https://www.speechmatics.com/ DO YOU WANT WORK ON ARC with the MindsAI team (current ARC winners)? MLST is sponsored by Tufa Labs: Focus: ARC, LLMs, test-time-compute, active inference, system2 reasoning, and more. Interested? Apply for an ML research position: benjamin@tufa.ai TOC 1. ASR Core Technology & Real-time Architecture [00:00:00] 1.1 ASR and Diarization Fundamentals [00:05:25] 1.2 Real-time Conversational AI Architecture [00:09:21] 1.3 Neural Network Streaming Implementation [00:12:49] 1.4 Multi-modal System Integration 2. Production System Optimization [00:29:38] 2.1 Production Deployment and Testing Infrastructure [00:35:40] 2.2 Model Architecture and Deployment Strategy [00:37:12] 2.3 Latency-Accuracy Trade-offs [00:39:15] 2.4 Language Model Integration [00:40:32] 2.5 Lattice-based Decoding Architecture 3. Performance Evaluation & Ethical Considerations [00:44:00] 3.1 ASR Performance Metrics and Capabilities [00:46:35] 3.2 AI Regulation and Evaluation Methods [00:51:09] 3.3 Benchmark and Testing Challenges [00:54:30] 3.4 Real-world Implementation Metrics [01:00:51] 3.5 Ethics and Privacy Considerations 4. ASR Technical Evolution [01:09:00] 4.1 WER Calculation and Evaluation Methodologies [01:10:21] 4.2 Supervised vs Self-Supervised Learning Approaches [01:21:02] 4.3 Temporal Learning and Feature Processing [01:24:45] 4.4 Feature Engineering to Automated ML 5. Enterprise Implementation & Scale [01:27:55] 5.1 Future AI Systems and Adaptation [01:31:52] 5.2 Technical Foundations and History [01:34:53] 5.3 Infrastructure and Team Scaling [01:38:05] 5.4 Research and Talent Strategy [01:41:11] 5.5 Engineering Practice Evolution Shownotes: https://www.dropbox.com/scl/fi/d94b1jcgph9o8au8shdym/Speechmatics.pdf?rlkey=bi55wvktzomzx0y5sic6jz99y&st=6qwofv8t&dl=0

What role does a company's culture play in talent acquisition and retention? Also, what strategies can leaders use to build trust in a fast-growing company?Today's guest is Jen Thornton, a talent strategy wizard with over 20 years of experience in leadership development and organizational growth. She's not your typical HR professional; Jennifer has a knack for aligning business goals with the right talent, helping companies thrive in competitive environments.Join Scott and Jen as they explore: * The importance of aligning talent strategy with business objectives.* How to avoid the "talent cliff" in fast-growing companies.* Using fractional hires to fill high-level roles affordably.* The addiction to being right and its impact on leadership.* Strategies for building trust in teams during periods of change.* Effective communication methods to streamline business operations.* The evolution of company culture as businesses scale.* The significance of clear and concise communication in leadership.* Using a talent strategy to drive measurable business outcomes.Chapters for this episode: 02:30 - Diving into Talent Strategy 08:00 - Understanding the Talent Cliff 15:00 - Developing a Culture that Scales 22:00 - Smart Hiring: Fractional and Full-time Solutions 28:30 - Leadership Challenges and Overcoming Bias 34:00 - The Future of Communication in Business 40:00 - Evolving Company Culture During GrowthThanks to Jen Thornton for being on Business, Bourbon & Cigars. Connect with Jen on LinkedIn: https://www.linkedin.com/in/jenniferrthornton/ Learn more about Jen via 304 Coaching: https://304coaching.com/about/ BUSINESS, BOURBON & CIGARSBe sure to subscribe so you don't miss any episodes. * Apple Podcasts: https://apple.co/3SN2fHn * Spotify: https://spoti.fi/49EwtTo * YouTube: https://www.youtube.com/@MePlusUltraNetwork/podcasts Business, Bourbon & Cigars is the preeminent resource for ambitious leaders who want a backstage pass to the top. Each episode, we sit down with ultra-successful executives and industry leaders who share their insider strategies for growth and success. And of course, we may even sip on some of the finest bourbon and light up our favorite cigars while we chat.Each week, we bring you in-depth interviews with high-level executives and industry leaders who have a proven track record and in-depth understanding of what it takes to grow a business. They'll share their no-nonsense approach, the challenges they faced on their journey to the top, and the strategies that helped them overcome obstacles and forge their own path to ultra-success.ME PLUS ULTRA Transform your business and redefine your world with Me Plus Ultra virtual masterminds and leadership retreats: https://MePlusUltra.com Me Plus Ultra is a place where visionary entrepreneurs come together, not just to network, but to forge lasting connections, inspire one another, and...

How can you guide the growth of your people into a competitive advantage? In this episode, Rich sits down with Tami Wolownik, Head of People & Organization at Siemens Mobility, where she leads the HR function for 4,000 employees. Tami discusses one of the biggest strategic resources for any company: talent. She shares practical advice on how to help people create a skills-based future, improve performance management through Growth Talks, and enhance succession planning through Talent Spotlights. She also discusses aligning functional goals with corporate goals and her approach to leadership development throughout the organization.---------Key Quotes:“I will tend to block portions of my schedule in the morning for what I call impactful thinking. When I know there's two or three different projects that I'm working on, or that I need to get with the team on and I need to do some advanced planning, advanced thinking, I'm going to block my schedule.”“You have to have leaders who understand that they don't have to be the smartest person in the room.”“You should be open to constructive feedback if it's coming from someone who has your back.”“Leaders have to truly empower employees and not only empower, leaders have to rely on employees. And if the leaders get that up front, that they do need those employees, they need their ideas, they need their input, they can't generate everything that has to come out of their department or their group on their own, as soon as they understand that and decide to tap into that, they will be an effective leader.”Practice Makes Profit: Completing the time assessment at the end of each quarter to see if you're happy with where your time's being spent relative to your priorities.League of Strategic Minds [listener question]: What are the key areas to cover in a strategic plan? Winsights: Ideas for Advantage: Tim Cook, CEO of Apple said, “We want ideas coming from all 100,000 people, not just five or three. A much smaller number of people have to decide and edit and move forward, but we want ideas coming from everywhere.” What channels have you set up to enable your people to share their insights on a regular basis?--------Time stamps:(00:48) Deep Dive Interview with Tami Wolownik(49:18) Practice Makes Profit(51:13) League of Strategic Minds (53:18) Winsights, Ideas for Advantage  ---------Links:Submit a question for Rich to the League of Strategic Minds Tami Wolownik on LinkedInRich Horwath on LinkedInRich Horwath on YouTubeRich Horwath on InstagramStrategic Thinking Institute WebsiteInc. Magazine's Top 4 book for 2024: STRATEGIC  BookNew executive development platform: Strategic Fitness System Sign up for Rich's free Strategic Thinker Newsletter[Subscribe to the Podcast] On Apple PodcastsOn Spotify

Sandra Schwarzer, Board & Talent Insights leader at Index Ventures, joined us on The Modern People Leader.  We talked about Index Ventures' experience helping founders “scale through chaos”, how much time founders spend on HR-related tasks, their 14-point framework for running executive searches, and how investors evaluate founders' view on talent. ----  Timestamps: (3:54) Sandra's career story: From East Germany to Index Ventures (10:42) Defining 'Scaling through Chaos' and key takeaways (13:56) Founders spending 50% of their time on HR-related tasks (17:44) Challenges in hiring engineering talent and how Index Ventures supports founders (20:07) Structuring time for hiring and talent-related tasks (27:05) AI adoption in the people function: Early challenges and insights (38:48) The 14-point executive search framework for successful hires (44:06) How to balance speed and cultural fit when hiring (50:26) Common mistakes in executive hiring and learning from them (54:11) The importance of organizational design and a CEO's view of the people function (56:53) Index Ventures' tool for optimizing team planning and scaling ---- 

Launching his career as assistant to the Jonas Brothers, Benoni Tagoe quickly became a part of the band's day-to-day management team and through that experience developed a keen sense of entrepreneurship. Since then, Tagoe has produced content for both TV and New Media on platforms that have collectively garnered over 20 million views. In a dual role, Tagoe was the Head of Business Development for Issa Rae Productions, which became HOORAE (The Mis-Adventures of Awkward Black Girl and HBO's ‘Insecure')and President of Raedio (Issa Rae's music initiative).  Throughout his career Benoni has closed multiple joint venture record deals (Atlantic Records & Def Jam), podcast overall deals (Audible and Stitcher) and acted as a liaison between talent and securing funding for the next step of their careers.  Additionally, Benoni has been profiled as a “Modern Man” in Black Enterprise magazine for his work with his management & consulting company, The Bizz Plan, which has worked with various media brands, including Uninterrupted (LeBron James' sports platform).

Ben Steele is a seasoned marketing and brand development leader, having most recently served as REI's inaugural chief customer officer. Prior to carving out this new role at the Co-op, Ben began at REI in 2014 as chief creative officer. Over more than ten years at one of the country's largest and most preeminent outdoor retailers, Ben has led brand stewardship and strategy, shepherded large-scale marketing initiatives, engaged and grown REI's 24.5 million-strong worldwide membership, and connected essential merchandising, digital, and physical assets – amongst many other functions at the Co-op – all with the goal of sharing and facilitating a deep passion for the outdoors.Ben and Roy discuss the inspiration for creating the chief customer officer role (as well as the challenges of being the first to occupy the position), navigating the ever-changing context of customer experience, and vital competencies he's learned to nurture and develop within his teams.Highlights from our conversation include:His initial action items upon joining REI (3:57)How Ben translated REI's brand and culture through its employee base (6:07)The functions reporting into the chief customer officer role and the structure of Ben's former team (9:55)Opportunities he's had to bring the REI brand life for customers and members (12:35)Necessary adaptations and evolutions at REI in the past five years  (17:42)The ways in which being a part of a co-op influenced Ben's approach to leadership and collaboration (20:40)How to determine whether or not a company is serving their customers well (26:58)Ben's predictions for the future of retail (32:03)Recommended resources for professional development, news, and networking (35:48)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

“The competition in the market is so fierce, we can't hire ourselves out of those talent shortage problems. We have to look inside and re-skill and upskill our talent faster.” — Lily Mok, VP, Gartner IT Strategy, Execution and Organization teamDespite waves of layoffs, hiring skilled IT talent remains a critical challenge — especially as 79% of organizations plan to increase IT staff levels in 2024. Listen now as Gartner IT Strategy expert Lily Mok explains how to effectively respond to the talent shortage and other key trends impacting CIOs' strategies. Episode Highlights: AI and the future of work (1:29)The top trends affecting CIOs' current and future strategies (4:29)The cost-of-work crisisCareer growth opportunitiesThe global skills shortageEmployee engagement in the future of workHow to address these trends and reduce talent shortage risks (8:29)How CIOs should develop talent (11:27)3 crucial CIO insights for the future of work (21:29)Lily Mok is a Gartner Vice President, Team Manager, working on the IT Strategy, Execution and Organization team. Lily focuses her research on helping CIOs and HR leaders develop strategies and programs to build a future-ready workforce. Lily has extensive experience in global HR and compensation consulting, and is a Certified Compensation Professional specialized in designing and developing employee reward strategy and programs.

IN THIS EPISODE...Monarch Professional Services Group seamlessly blends remote and local talent to create a dynamic workforce, harnessing expertise from small communities and global markets. Their approach not only supports diverse professional needs but also fosters innovation and adaptability, ensuring both team satisfaction and exceptional service in the niche private capital sector.Meet Lee Farabaugh, the co-founder and president of Monarch, where she drives operational excellence, strategic growth, and client success. With a strong background in SaaS implementation and private capital markets, she leads Monarch's efforts to deliver top-tier technology solutions while fostering meaningful community partnerships and innovative workforce models.------------Full show notes, links to resources mentioned, and other compelling episodes can be found at http://BlendedWorkforcesAtWork. (Click the magnifying icon at the top right and type “Lee”)If you love this show, please leave us a review. Go to http://RateThisPodcast.com/blended Be sure to:Check out our website at http://BlendedWorkforcesAtWork Follow Karan on LinkedIn, X, and InstagramFollow SDL on LinkedIn, X, and InstagramABOUT SHOCKINGLY DIFFERENT LEADERSHIP (SDL):This podcast is brought to you by Shockingly Different Leadership, the go-to firm companies trust when needing to supplement their in-house HR teams with contract or interim HR, Learning, and Culture experts to assist with business-critical People initiatives during peak periods of work. Visit https://shockinglydifferent.com to learn more.-------------WHAT TO LISTEN FOR:1. What specialized solutions does Monarch offer in the private capital market?2. How did Monarch transition from venture backing to focusing on SaaS solutions?3. Why is Monarch's onshore talent model beneficial for local communities?4. How does Monarch build talent pipelines through collaborations with educational institutions?5. What strategies does Monarch use to ensure effective onboarding and remote team engagement?6. How does...

Sarah Tilley is the SVP of Talent Acquisition and Management at ServiceNow. With an organization that has over 24,000 employees across 74 different countries, Sarah and her team are focused on delivering a holistic talent strategy that supports employees across the entire talent lifecycle.During our conversation, Tilley spoke about how she and her team are thinking about a holistic and integrated talent strategy ranging from talent acquisition through succession planning and mobility. Tilley also shared how she and her team are thinking about delivering a talent strategy with respect to key trends around artificial intelligence and skills, as well as the importance of supporting employee career development through enabling strong people managers. 

To kick off a new series of special episodes here at How I Hire, we're taking a close look at the chief digital officer role. Throughout this series, we'll hear from different C-level executives about their unique functions, responsibilities, and skill sets in order to learn just what it takes to successfully hire – or be hired as – top tier talent. Jamaliya Cobine is an accomplished chief digital officer and digital marketing expert, having spent the past decade plus helping businesses develop their user experience, e-commerce platforms, and strategic digital initiatives. Jamaliya has an impressive track record, working for major brands like Urban Outfitters, Burton Snowboards, Wüsthof, and Topshop. She is currently the CDO of Omorovicza Cosmetics, where she continues her legacy of implementing consumer-centric business strategy, omni-channel technology, and transformative approaches to digital marketing. With in-depth experience across the apparel, outdoor, beauty, home goods, and fashion industries, Jamaliya is the perfect leader to help us learn everything there is to know about the chief digital officer role.Jamaliya and Roy discuss the key functions of a CDO (and how they vary, depending on business structure), how competitive the market is for hiring CDOs, important trends affecting CDOs' work, and much more.Highlights from our conversation include:The scope and primary accountabilities of the CDO role (2:13)Strategy and goal-setting when starting at a new company (4:44)Challenges and opportunities facing CDOs today (6:30)How company structure affects a CDO's functions and responsibilities (12:03)The structure of Jamaliya's team (13:08)Competencies and capabilities necessary to be a successful CDO (17:15)What boards, investors, or CEOs should be aware of when initiating a CDO search (20:00)Common hurdles or barriers to success faced by incoming CDOs (21:28)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

In this episode of the Second Business podcast, Dr. Ernest Wayde speaks with Colonel Kris Saling, a leader in people analytics, talent management, and customer experience. With over 20 years in the US Army, Colonel Saling drives data-driven initiatives to optimize talent strategies and human resource management as the director of innovation for the US Army Recruiting Command.Colonel Saling shares her journey from studying emergent behaviors and complex systems to leveraging psychology and data analytics for better talent management in the Army. Her story highlights experiences with different leadership styles and her transition from counterterrorist analysis to executive coaching and keynote speaking.The episode explores how data, psychology, and human behavior integrate into leadership development. Colonel Saling discusses understanding individuals' psychological needs, the impact of data-driven talent management on organizational effectiveness, and innovative approaches to decision-making and employee satisfaction.Key Takeaways:Data-Driven Talent Management: The importance of using data to drive decisions in talent management, moving beyond assumptions to empirical data.Psychological Needs: Understanding and addressing the psychological needs of autonomy, competence, and relatedness to create a motivating work environment.Human-Centered Leadership: Recognizing the importance of relationships and tailoring leadership approaches to different contexts, especially in diverse organizations like the Army.Empathy in Change Management: Approaching change management from a point of empathy to understand why individuals do things a certain way and how to introduce new processes effectively.Team Dynamics: The significance of combining technical skills with soft skills to create high-performing teams that can communicate effectively with both technical and lay audiences.To learn more about Colonel Kris Saling and connect with herVisit her LinkedIn profile: https://www.linkedin.com/in/kris-saling/ Her Website: https://kristinsaling.com/

Matthew Daniel—the Senior Principal for Talent Strategy and Mobility at Guild Education—believes that, in a workplace context, skills are the things we know, can do, and the ways of thinking that help us deliver on business strategy. They are rich, deep, complex, and meaningful.Matthew believes that the “Half-life” statistic that's been perpetuated about workplace skills is garbage. In this conversation, he details exactly why the half-life of a skill being 2 ½ to 5 years is faulty logic and how we should view skills differently. You will want to hear this episode if you are interested in...How to join the RedThread Research community [3:16]Learn more about Matthew Daniel [3:52] The half-life of a workplace skill [6:57] The history of the false statistic [13:20] How this statistic has influenced decisions [20:29] The importance of critical thinking [24:18] The lightning round [31:15] How Matthew talks about skills [34:23] Durable versus perishable skills [38:27]Skills as an equalizer in organizations [40:55] The big takeaway from Matthew's research [43:28] Resources & People MentionedJoin the RedThread Research community!Matthew's article: Let's not obsess about disappearing skills; we need to plan for the ones that'll stayOn the Obsolescence and Retraining of Engineering PersonnelConnect with Matthew DanielConnect on LinkedInGuild EducationConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

In this episode of The Skillwork Forum, the hosts discuss supporting military veterans' transition to civilian careers with Jordie Kern, founder of 7 Eagle Group. They highlight the challenges veterans face and the valuable skills they bring to companies, focusing on initiatives like the SkillBridge program that facilitate this transition. The conversation also addresses misconceptions about military personnel and emphasizes veterans' suitability for modern manufacturing jobs, aligning with Skillwork's mission to connect skilled tradespeople with leading employers.

Nadine Hall is a cross-functional business leader, having spent decades innovating in apparel and consumer products at companies like HanesBrands and Sara Lee. At both the president and SVP levels, Nadine oversaw billions of dollars of retail value, built and developed successful teams, and established high-growth business models across a variety of product lines and business units. Nadine's leadership style includes a collaborative approach to innovative business strategy, data-driven analytics, and breakthrough models for brand growth and development. She's also a board member, consultant, and advisor for companies in and outside the apparel industry. Nadine and Roy discuss how she developed her approach to leadership, what she looks for when interviewing potential candidates, the importance of a forward-thinking hiring strategy, and much more.Highlights from our conversation include:Experiences that shaped Nadine's approach to leadership and hiring (3:20)Development internal teams vs. recruiting external candidates (10:34)What Nadine looked for when hiring for her leadership team (12:28)Evaluating a candidate's ability to navigate a large corporate matrix (19:14)Supporting her team when they were making high stakes hires (25:37)Lessons learned from hiring successes and failures (27:43)What Nadine wishes she knew earlier in her career (31:16)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

John Land, a Partner at Mercer, is an experienced HR & Workforce Transformation and Global Rewards & Recognition Practice Leader/Consultant with a demonstrated history of building and leading transformative HR functions; including program/process/organization design, technology enablement, upskilling, and performance improvement. He is skilled in mergers and acquisitions (due diligence through integration/standup), HR digital transformation, and building highly effective teams. John is passionate about leveraging technology to drive employee and organization innovation and improve customer outcomes by creating people-centric experiences. David Landman, an HR executive with 20+ years of experience driving business performance by enabling people to be their best selves at work. David is passionate about supporting the visionary founders, investors and innovators who are redefining what it means to thrive in the workplace and he is a prominent leader in the HR executive, startup and venture capital community.  Based on John Land's client experience as a Total Rewards practice leader at Mercer, coupled with David Landman's role running Talent programs at Goldman Sachs and now advising startups on their value and position in the evolving landscape of people and work, what is our current thinking about TALENT and ORGANIZATIONAL strategy? How do we think about keeping people (important) and keeping them happy (big difference)? 

In this episode, you'll learn key strategies for effective talent acquisition from organizational psychologist Tom Skiba, VP of Talent Strategy at Redesign Health. Discover how to set a high bar for hiring, challenge candidates with job-relevant tasks, and create a vision for roles that inspire trust and success in your team.Importance of Trust in Leadership: Trust in leadership is crucial for employees to feel secure and valued in the workplace. Leaders need to provide confirmation and recognition to instill trust in their team members.Challenges of Complexity in the Workplace: Managing complexity in the workplace requires a shift from stable roles to dynamic team structures that can adapt to changing priorities and demands.Transactional Nature of Work: The trend towards more transactional work relationships can impact trust and motivation in the workplace, leading to a focus on specific tasks and outcomes rather than broader purpose.Fractional Talent Trend: The rise of fractional roles presents opportunities for flexible work arrangements but can also impact organizational trust and collaboration.Purpose and Meaning in Work: Employees seek meaning and purpose in their work beyond just social justice initiatives, looking for tasks that provide impact and recognition.Vision for Roles and Teams: Having a clear vision for roles and teams helps set a high bar for performance, aligns expectations, and fosters trust and motivation among team members.Challenging Candidates in the Hiring Process: Challenging candidates with tasks related to the job during the hiring process can provide valuable insights into their capabilities and motivation, setting a high standard for performance.Fair and Challenging Candidate Experience: Providing a fair and challenging candidate experience, where all candidates are tested on relevant job tasks, can enhance the selection process and ensure a high-quality hire.ResourcesTom Skiba on LinkedIn | Redesign HealthWinnie da Silva on LinkedIn

Welcome to The Nonlinear Library, where we use Text-to-Speech software to convert the best writing from the Rationalist and EA communities into audio. This is: EA Consulting Network is now Consultants for Impact, published by Consultants For Impact on May 29, 2024 on The Effective Altruism Forum. Summary After spending the past 5 years advising hundreds of consultants on how to optimize their career and donations for impact, seeding EA workplace groups within McKinsey, BCG, Bain, and beyond, and supporting 30+ career transitions, the EA Consulting Network is evolving into Consultants for Impact. We're excited to continue helping high-impact teams and consulting talent to find each other! About Consultants for Impact Since 2019, Consultants for Impact (formerly the Effective Altruism Consulting Network) has been dedicated to supporting current, former, and prospective consultants in strategically optimizing the social impact of their careers. We do this by: Prioritizing consultants who are highly committed to impact and are at career inflection points: We identify consultants who we believe are well-placed to have a high-impact career and support them with Career Conversations, introductions, retreats, and curated opportunities. Inspiring significant action by amplifying those who led by example: We emphasize the importance of high-impact work to business consultants and amplify motivating stories of former consultants engaged in direct work to make less common impact-oriented career paths feel tangible and socially viable. Connecting consultants to meaningful and analytically driven work: We strive to outcompete other consulting exit-career paths by connecting our members with career opportunities that are more value-aligned than typical business roles and more skill-aligned (problem-solving focused, analytical, fast-paced, etc.) than typical social impact oriented roles. Why Focus on Consultants? We believe that business and strategy consultants have an outsized potential for professional impact as a talent pool, as supported by: Demand for Consulting Skills: We've heard from hiring managers at EA organizations that they are bottlenecked for talent with strong management, strategic, and operational capabilities (i.e. EA Community Survey (MCF 2023), 2019 Talent Gap Survey), skills that consultants disproportionately possess. Pre-vetted Talent: Strategy consulting is a very competitive field, with a demanding process of business case interviews and sometimes additional tests of decision-making and general intelligence. Firms often have over 100 applicants per place and the largest firms expend significant resources in their recruitment processes. Desire for Career Changes: The churn in consulting is comparatively high and as such many candidates are eager to identify their next career move after only one or two years in their role. Given the relatively short tenure of the average consultant, Consultants for Impact can leverage the steady stream of trained and talented folks, often a few years out of university, and support them in building longer career paths to impact. Track Record of Consultants in EA: Many successful senior EAs are former consultants (ex. Habiba Banu, Rob Gledhill, Joan Gass, Zach Robinson, Paige Henchen) and we've already seen our hypothesis validated by the 30+ consultants whose career transitions into high-impact roles we've supported. Evolution to Consultants for Impact We are evolving into Consultants for Impact because we believe this new brand will better enable us to achieve our mission. Our new name gives us greater brand independence and control and provides a more professional presentation. It also enhances our capacity to accurately reflect the diverse philosophical frameworks (including, but not exclusively, Effective Altruism) that can benefit our work. We are excited about this transition and believe it will enable us to better support and inspire consultants dedicated to making a significa...

International business leader Hans Melotte has over 30 years of experience that combines global P&L accountability with functional leadership expertise across supply chain, procurement, technology, and sustainability. Hans is originally from Belgium, where he began his career in CPG at Procter & Gamble. Hans then spent over 20 years at Johnson & Johnson in the United States where he ultimately served as the Chief Procurement Officer before moving into food and beverage retail at Starbucks. Hans retired from his role as President of Global Channel Development at Starbucks in 2022 and is now focused on giving back as an adviser and mentor. Hans and Roy discuss what it takes to be a modern supply chain leader, the lessons Hans learned working with some of the largest brands in the world, the differences between North American and European business cultures, and much more.Highlights from our conversation include:Factors that influenced Hans's approach to leadership (5:07)CPG experience at P&G and J&J versus retail experience at Starbucks (6:48)Differences between American and European business cultures (11:38)His motivation to change industries and roles (15:09)Assessing and developing the capabilities of teams (18:06)The value of authentic leadership (21:06)Hans's hiring strategy (22:40)Qualities that Hans looks for in fellow leaders and teammates (24:51)Incorporating stakeholders/partner perspectives into the recruitment process (27:42)Authentic interviewing and talent evaluation (29:02)Essential qualities of a successful supply chain leader (32:26)The importance of being in the moment (38:15)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

In this episode Judith Germain speaks to Kristin Lytle about talent identification and its impact on organisational culture. Key Takeaways Self-awareness and self-regulation are critical skills for leaders to have. Leaders who can recognise when they are discombobulated and take a moment to re-center themselves before interacting with others have a huge impact. Succession planning is still valuable but needs to focus more on developing talent pools rather than detailed individual plans, due to the speed of change today. Trust is built when employees feel they can predict what an organisation will do - keeping commitments to develop and grow employees builds trust. Catch people doing things right and help them see their own talents, don't just focus on the gaps. In this conversation Kristin explains that identifying talent is just the first step - leaders must support and invest in identified talent, even through mistakes, otherwise potential goes wasted. Judith agreed large companies often narrowly define roles instead of developing diverse potential. They agree that an organisation's culture reflects the behaviours it rewards - if problematic actions are tolerated, that sets the standard. Predictability and trust come from following through on commitments. Kristin Lytle is the CEO of Leaders Edge. She is on a mission to help companies and individuals unlock the full potential of their talent. You can find out more about our guest and today's episode in this Maverick Paradox Magazine article here. --- Maverick leadership is all about thinking outside the box and challenging the status quo. It's about having the courage to take risks and the confidence to lead in a way that is authentic and genuine. But amplifying your influence as a leader isn't just about having a strong vision or a big personality. It's also about having the right leadership capability and being able to execute on your ideas and plans. The consequences of not having the right level of influence as a leader can be significant. Without the ability to inspire and motivate others, you may struggle to achieve your goals and make a real impact. How Influential Are you? Take the scorecard at amplifyyourinfluence.scoreapp.com and see.  Catalysing Transformation - 1 min video Judith's book: The Maverick Paradox: The Secret Power Behind Successful Leaders.  Judith's websites:  The Maverick Paradox Magazine - themaverickparadox.com The Maverick Paradox Website - maverickparadox.co.uk Judith's LinkedIn profile is here, her Twitter profile (MaverickMastery) is here, Facebook here and Instagram here.  

Kate Sargent is a talent acquisition expert and job search strategy coach, assisting both companies and candidates alike in matching top talent with career defining roles. In Part 2 of their deep dive conversation, Kate and Roy dig into best practices for interview preparation, how to effectively assess whether a job opportunity is a good fit, the most common mistakes job seekers make when interviewing, and what interviewers are listening for in the process.Kate lends a unique perspective to the conversation – she's served as Head of Global Talent Acquisition for iconic brands like Allbirds and Method, and has most recently served as the VP of People Operations at The Citizenry. Simultaneously, Kate's built a successful career coaching business, helping candidates refine their search strategy, hone their job seeking assets, and distill their experience into highly relevant and engaging interviews. Her expansive knowledge of the talent pipeline and acquisition process make this discussion essential listening for both candidates and recruiters.  Highlights from our conversation include:Common interviewing mistakes (1:19)Tips and tricks for getting back on track during an interview (5:21)How interviewees can gather information about a potential opportunity during the interview process (10:00)What you should know about a company before interviewing (11:28)One important skill to demonstrate interviews (13:44)How to expertly answer the notorious “weaknesses” question (16:10)What interviewers are listening for in a job seeker's responses (20:56)Assessing whether a role is right for you as a job seeker (23:06)Kate's advice on staying resilient during the job search process (25:01)The importance of being a good steward for others (26:56)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

The rapid pace of technological change is making a big impact on hiring. Some organizations are dynamically securing freelance workers through platform apps like Upwork and Freelancer. Other companies are investing heavily in work enabled by artificial intelligence. John Winsor and Jin Paik say these structural changes call for a reimagining of your talent strategy — one that is open to flexible, project-based work for talent inside or outside your organization — and they explain how to go about it. Winsor is the founder and chair of Open Assembly and an executive-in-residence at the Laboratory for Innovation Science at Harvard. Paik is a cofounder and managing partner at the AI consultancy Altruistic and a visiting research scientist at Harvard Business School. Together, they wrote the book Open Talent: Leveraging the Global Workforce to Solve Your Biggest Challenges and the HBR article "Do You Need an External Talent Cloud?"