Leaders in Talent Podcast with Adriaan Kolff

In this episode of the Leaders in Talent podcast, Adriaan Kolff sits down with Tracy St.Dic, Global Head of Talent at Zapier, the fully remote automation company of nearly 1,000 people across 42 countries. Before Zapier she was Senior Vice President of Recruitment at Teach For America, responsible for the largest and most diverse teacher pipeline in the US. Zapier assesses every hire, for every role, against an AI fluency rubric, now on version two because the internal team upskilled past version one within a year. Tracy breaks down its four components, why she measures the slope and not the snapshot (how fast people learn hard things), and what their AI recruiter found at the top of the funnel: 70 to 80% noise in technical pipelines, hidden gems among the auto-rejected, and candidate opt-in that grew from roughly a third to 81%. Plus where to start if your team is not AI native yet: deterministic automation and protected build time. Timecodes 01:04 Welcome and Tracy's background 02:17 Zapier in context: 1,000 people, 42 countries, fully remote 04:00 The 2023 "code red" that started AI fluency at Zapier 07:25 Inside the rubric: mindset, strategy, building, accountability 10:38 Four assessment points in the hiring process 11:49 The slope, not the snapshot 15:14 The AI recruiter at the top of the funnel 18:59 What candidates actually think of AI interviews 22:03 The AI surfaces, the recruiter decides 24:15 Rebuilding the hiring process for an AI-enabled world 27:40 What happens to the recruiter role 29:40 Where TA leaders should start: automation first 32:59 Build days: how the team upskills every three weeks 36:00 Where to follow Tracy ___________________________ Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/ Get in touch with us: https://www.matchr.io/who-we-are/contact/ ___________________________ Connect with Tracy St.Dic: https://www.linkedin.com/in/tracy-stdic/ Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/ ___________________________ Resources mentioned in this episode: Zapier's AI fluency rubric (v2), by Tracy: https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ ___________________________ RSS feed: https://media.rss.com/leaders-in-talent/feed.xml

In this episode of the Leaders in Talent podcast, Adriaan Kolff sits down with Marcus Pask, a talent acquisition leader with 20 years in the field who is now helping AI infrastructure company Nebius scale from 300 to 3,000 people in 18 months.Marcus started on an agency desk at 18, worked with investment banks at Hays, ran go-to-market hiring at Expedia, then joined Miro at around 200 people and helped scale it to 2,500 while leading global tech recruitment. Today he is a fractional TA consultant at Nebius, the engine room behind the AI boom, building the data centers that companies like Meta and Microsoft run on.He explains why this growth is different: it is tied to contracts that are already signed, not projected revenue. He walks through the hiring problem nobody talks about, the builders, electricians and specialists who put data centers up in remote locations, who are not on LinkedIn and are now at a premium. And he shares how Nebius brings talent acquisition into the conversation early with talent maps, relocation incentives and rotating build teams.Marcus and Adriaan also get into why neither of them is worried about AI replacing recruiters any time soon, how automation is shifting coordinators toward TA operations, and how both Nebius and Matchr are adopting AI with the right guardrails and context.Timecodes01:07 Welcome and Marcus's 20 years in talent acquisition03:40 Leaving Miro, career coaching, and joining Nebius07:30 Lessons from starting a podcast13:30 MIT, robots, and exponential growth15:43 What Nebius is: the engine room behind the AI boom17:24 Why growth is tied to signed contracts, not projections19:13 Hiring for data centers in the middle of nowhere23:30 Will AI take recruiters' jobs?29:26 From coordinators to TA operators34:53 Using AI at Nebius and Matchr with the right context48:21 How the Matchr and Nebius partnership came about51:40 Where to find Marcus___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/___________________________Connect with Marcus Pask: https://www.linkedin.com/in/marcuspask/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________Resources mentioned in this episode:Talent Unplugged Across the Pond, Marcus's podcast with co-host Megan: https://www.youtube.com/@talentunpluggedacrossthepondShaping Your Path, Marcus's job search and career coaching: https://shapingyourpath.com___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml

In this episode of the Leaders in Talent podcast, Adriaan Kolff sits down with Wesley Gilbert, Head of Talent Acquisition at Manychat. Wesley's career has been built inside some of the most talked-about scale stories in tech: Google, four years at Uber as EMEA hyperscaled from 2,000 to 20,000 people, then four years at On Running, where he led global TA as the company grew from 300 to 3,000 employees and built the retail business from zero to around a thousand.Wesley walks through how On Running's founders refused to copy the Nike and Adidas playbook and instead built a two-tier hiring strategy: high-potential talent who would grow up inside the culture, and senior leaders pulled from tech, FMCG and luxury who shared the brand's passion but brought outside-industry thinking. He explains how the team broke down the company's values into an assessment model, why interview rounds were intentionally longer, how MetaView and structured debriefs raised interview quality at scale, and where On's approach differed from Uber's competency-first, talent-density model.Wesley also talks about the move to Manychat, where AI, the creator economy and a more competency-driven culture have shaped how he is rebuilding the TA function. He shares the leadership lessons that took him longest to learn: stepping back from being the expert in the room, the 'big rocks' framework his CEO at On gave him, and how to build a leadership team you can lean on when your function scales past what one person can hold.Timecodes00:59 Welcome and Wesley's background: Google, Uber, On Running, ManyChat02:22 Thriving in high-intensity, build-from-scratch environments03:54 Joining On Running at 300 people: a Swiss startup with a culture-first vision06:18 Why On refused to copy Nike and Adidas, and the two-tier hiring strategy08:58 The three risks of hypergrowth: quality, culture and diversity10:08 Scaling from 300 to 3,000: how to convince talent before the brand was known11:05 Defining what "top talent" actually means and turning values into an assessment model18:17 Why On's process had six to seven rounds, and the experience day in Zurich20:43 What Uber did differently: competency over culture, and country-by-country startups23:56 Joining ManyChat and what the platform does for content creators27:20 Standardising and professionalising the ManyChat recruitment process30:12 Lessons in hindsight: positioning TA as a strategic function, not an executional one32:39 Learning to delegate, build a leadership team and stop being the expert in everything35:24 The 'big rocks' framework Wesley's CEO Martin shared with him at On37:35 Adriaan on his own move from day-to-day operator to founder on the balcony42:16 Where to connect with Wesley___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/___________________________Connect with Wesley Gilbert: https://www.linkedin.com/in/wezgilbert/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml

What does AI actually change inside the people function?In this episode of The Leaders in Talent Podcast, Adriaan Kolff sits down with Shlomit Gruman-Navot, a four-time Chief People Officer and transformation executive with 25 years of experience across tech, SaaS, consumer platforms, and banking.Shlomit shares what changed when she went deep into AI, why this is not just a technology shift but a human transformation, and how leaders should rethink work, judgment, operating models, and AI fluency across the organization.Timestamps 01:23 Guest introduction: who is Shlomit Gruman-Navot 02:49 Why Shlomit went deep into AI 03:36 From leading teams to leading AI agents 06:22 How her AI journey actually started 10:11 Where AI is already making an impact in HR 12:18 How to redesign work and drive change inside organizations 15:45 Why HR is uniquely positioned to lead AI transformation 18:26 Advice for CHROs and HR leaders who are too busy to experiment 21:39 Agents vs agentic AI explained simply 24:45 Will AI eliminate junior HR and analyst roles? 29:07 How talent leaders should deal with AI overwhelm 30:48 Shlomit’s new community around making AI work at work ___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Shlomit Gruman-Navot: https://www.linkedin.com/in/shlomit-gruman-navot/ Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need a Recruitment Support? Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process.Learn more: https://matchr.io

In this episode of Leaders in Talent, Elizabeth Weilburg (Senior Talent Leader at Coinbase) shares how she intentionally designs her career toward becoming a Chief People Officer. We discuss ambition, mentorship, saying hard things, career ownership, and how to align personal growth with real business impact. If you're in HR, Talent, or People leadership and thinking long term about your career, this episode is for you. Timecodes:01:17 – Introduction: Lizzie’s move from Citadel to Coinbase 02:38 – Why openly saying “I want to become a CPO” matters 07:07 – Learning by observing great leaders early in your career 09:04 – Becoming more outspoken and intentional about ambition 10:16 – Mentorship in action: Learning to “say the hard thing” 13:37 – Taking up space and building leadership presence 15:32 – Why helping with career progression defines great managers 18:11 – Creating real career paths inside growing organizations 19:31 – Why companies should be net exporters of great talent 21:16 – How Lizzie runs career development conversations today 22:58 – Building talent expertise as part of a long-term CPO path 24:51 – Organic mentorship vs formal mentorship programs 26:43 – Networking intentionally (and why it matters more than you think) 28:17 – How to pitch your own role inside a company 30:31 – Creating opportunities by spotting unmet business needs31:36 – Aligning ambition with business value___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Elizabeth Weilburg: https://www.linkedin.com/in/elizabeth-weilburg-45527955/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Scale Your Hiring with Embedded RPOPlug Matchr’s experienced recruiters directly into your team. Fully embedded. Fully accountable. Fully aligned with your business goals.We operate as part of your internal Talent team, owning delivery, stakeholder management, and hiring outcomes from day one.Learn more: https://matchr.io

In this episode, Martijn Feikens, Head of Global Talent Operations at ING, shares how talent operations actually work inside a large, regulated, global organization.We talk about scale, complexity, stakeholder management, decision-making in matrix structures, and why people remain the only asset that does not depreciate.Timestamps:02:10 Martijn’s role and global scope04:40 Why global banks are complex organizations07:30 Consensus culture and decision-making challenges11:50 Employer brand as a strategic lever13:40 Technology, regulation, and risk aversion16:05 How to decide what is worth pursuing18:10 Stakeholder management at scale22:30 Why simplicity matters in leadership communication26:30 Designing for scale, delivering with care28:10 The five OKRs guiding Talent Operations29:50 Leadership conversations at senior level31:40 Why slow does not mean ineffective33:30 Learning stakeholder management over time35:40 Global standards versus local needs36:40 Looking ahead to 202638:10 Why people are the only asset that doesn’t depreciate___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Martijn Feikens: https://www.linkedin.com/in/martijnfeikens/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need a Recruitment Support? Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process.Learn more: https://matchr.io

In this episode of Leaders in Talent podcast, we’re joined by Kanwar Kohli, who leads global sourcing at Booking.com, supporting close to 1,000 hires per year with a team of ~20 sourcers.We go deep into what sourcing really means today, and why it’s no longer about volume, pipeline, or “more candidates.”Kanwar shares how Booking.com built its sourcing function from scratch, why sourcing is the only part of TA that truly controls supply, and how market intelligence, judgment, and AI are reshaping the role of sourcers.Timestamps:01:02 Welcome to the podcast and Kanwar’s background03:02 Why sourcing exists and why it matters05:02 Booking’s original brief, pipelines and hiring at scale07:06 Proving value without owning the full process08:12 From volume to competitive advantage10:23 How to justify long term nurturing to the business12:06 What “the ask” really means, not just more candidates13:58 Why sourcing needs 1 to 2 years runway15:49 KPIs that matter, short cycle and long cycle metrics17:42 Shaping demand, not just reacting to open roles21:30 When a sourcing function makes sense24:57 Skills Kanwar looks for in top sourcers31:03 Is sourcing ending, smaller teams and higher bar36:40 Where to connect with Kanwar and closing___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Kanwar Kohli: https://www.linkedin.com/in/kanwarkohli/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need a Recruitment Support? Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process.Learn more: https://matchr.io

In this episode of the Leaders in Talent Podcast, Adriaan Kolff sits down with Yasar Ahmad, one of the most influential voices in global recruitment, for a deep, unfiltered conversation on what actually builds high-performance teams and scalable companies.This is not theory. It’s real leadership under pressure, from bootstrapping and crisis management to culture design, candidate experience, and decision-making frameworks that scale.If you lead people, build companies, or hire talent, this episode is your operating manual.Timecodes:01:22 Introduction: Yasar Ahmad and the conversation ahead02:27 Entrepreneurship, anxiety, and the early years of building a company08:23 Radical transparency and the hardest leadership decisions10:01 When your team comforts you, culture in action11:06 Why your worst employee sets the standard12:22 Yasar’s leadership journey and learning through experience15:09 The 5-minute journal and building self-awareness17:06 Stoicism and controlling what you can control18:40 The Belgian Horse Effect explained20:16 Emotional regulation and leading without whiplash22:04 High standards, North Stars, and continuous development30:23 Decision frameworks and how leaders think under pressure31:56 Mission, values, and culture that actually work36:30 Marketing, content, and experience design in recruiting39:29 Making candidates feel like the main character42:24 How better interviews dramatically improve hiring outcomes45:44 Why words and tone change everything49:43 Recruiting is sales and why that matters51:26 Final reflections and closing thoughts____________Follow Yasar Ahmad:LinkedIn: https://www.linkedin.com/in/yasarahmad/YouTube: https://www.youtube.com/@Yasar_AhmadTikTok: https://www.tiktok.com/@yasarahmad_Website: https://www.yasarahmad.com/___________________________Connect with Matchr: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/___________________________Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need a Recruitment Support? Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process.Learn more: https://matchr.io

In this episode, we sit down with Anastasia Pshegodskaya, Director of TA at Remote, to unpack how the company scaled from 200 to nearly 2,000 people in just four years.We explore the realities of hiring without borders, managing intense applicant volume, building culture asynchronously, navigating compensation across countries, and experimenting with AI-powered first-round interviews.Whether you lead Talent Acquisition, People, HR operations, or you're scaling a global team, this conversation is packed with insights about building a TA function for the next decade of work.Timestamps01:15 Hiring globally: what changes when the world becomes your talent pool03:02 Scaling Remote: from 200 to 2,000 employees04:48 Building TA foundations while the company hyper-scales06:32 Why quality over quantity became the turning point08:41 How Remote structures recruiters across time zones10:52 The communication challenge of fully remote teams12:30 AI-powered TA Digest bot and async communication14:03 30,000 applications a month: how Remote filters intelligently16:12 AI interviews as step one: what worked and what didn’t18:10 Creating belonging through social channels and onboarding20:36 Compensation strategy: geo-tiers, fairness, relocation24:55 Misconceptions about remote work and high performance___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Anastasia Pshegodskaya: https://www.linkedin.com/in/pshegodskaya/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need a Recruitment Support? Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process.Learn more: https://matchr.io

What if one wrong leadership hire could quietly cost you 10 months of growth? In this episode of Leaders in Talent, Adriaan sits down with talent advisor Puren Ucar (ex–Head of Talent Advisory at VC fund Earlybird) to unpack how founders should really approach leadership hiring, why she’s obsessed with retention rates, and how to use your calendar as a strategic tool instead of a stress factory. If you’re a founder, TA leader, or VC operator making senior hires, this one will hit close to home. Timecodes: 01:38 – Meet Puren Ucar? 03:45 – Inside VC: What a Head of Talent Advisory actually does 08:35 – Scaling a VC talent function & how success is measured 13:17 – What “good leadership” looks like: depth, clarity & retention 15:38 – Common founder mistakes + fear vs conviction hiring 20:43 – How Puren supports founders beyond hiring (process, backchanneling, coaches) 22:46 – Leaving VC to go independent: self-doubt, risk & courage 24:41 – Calendar audits & calendar hygiene for scaling founders 30:21 – The biggest surprise in entrepreneurship & closing thoughts 👤 Guest Purin Kar – Talent advisor to founders & VC funds, formerly Head of Talent Advisory at Earlybird. Connect with Purin on LinkedIn: https://www.linkedin.com/in/puren-ucar-2563a823/ 🎙 Host Adriaan Kolff – Co-Founder & CEO at Matchr, host of Leaders in Talent. Connect with Adriaan on LinkedIn: https://www.linkedin.com/in/adriaankolff/ This episode is brought to you by Matchr – your flexible recruitment and sourcing partner for scale-ups and corporates. Learn more: https://matchr.io/

In this episode of the Leaders in Talent Podcast, Adriaan Kolff, co-founder and CEO of Matchr, sits down with Laura Stapleton, a seasoned talent executive with over 15 years of experience in high-growth tech environments. Laura shares insights from her tenure at companies like Bullhorn, Litmus, Mirakl, and Engine, discussing how to build resilient teams, manage C-suite expectations, and drive talent acquisition in hypergrowth settings. Discover Laura's approach to operational excellence, fostering a high-performance culture, and the pivotal role of TA operations in recruitment strategy. Tune in to learn practical strategies for thriving in dynamic, fast-paced work environments.Timecodes:01:08 Meet Laura Stapleton: Talent Executive Extraordinaire02:15 Diving into High-Growth Environments03:55 Navigating Unrealistic Expectations14:11 Building a Performance Culture18:49 Creating a Collaborative Team Environment19:55 Setting and Achieving Big Goals21:00 Pushing the Limits: Real-Life Examples22:14 Incentives and Motivation24:31 Operational Excellence and Team Dynamics30:45 Leveraging AI in Recruitment32:30 Key Lessons and Metrics37:11 Final Thoughts ___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Laura Stapleton: https://www.linkedin.com/in/laura-stapleton-6a27724/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need a Recruitment Support? Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process.Learn more: https://matchr.io

In this episode of the Leaders in Talent Podcast, we sit down with Olive Turon, Head of People and Culture at TestGorilla. Olive shares her eclectic career journey from finance analyst in banking to leading roles at Google Cloud, Academy London, and consulting, before landing at TestGorilla. We delve into the concept of skills-based hiring, a practice that emphasizes assessing candidates based on their proven skills rather than traditional metrics like resumes and education. Olive discusses the benefits of this approach, such as improved hiring success, efficiency gains, and greater diversity. Learn how skills-based hiring can transform your recruitment process and help put more people in their dream jobs. Plus, get insights on implementing this innovative hiring method in your organization.Timecodes:01:06 Meet Olive Turon: A Non-Traditional Career Path02:20 Olive's Career Journey and Insights05:35 The Role of TestGorilla in Skills-Based Hiring12:26 Implementing Skills-Based Hiring in Your Company21:58 The Future of Skills-Based Hiring34:39 Practical Advice for Heads of Talent37:02 Conclusion and Final Thoughts___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Olive Turon: https://www.linkedin.com/in/olive-turon/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support? Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process.Learn more: https://matchr.io

In this episode of the Leaders in Talent Podcast, Adriaan is joined by talent acquisition expert Rory Mullins. Rory has led recruitment functions at companies like Uber, Trainline, Wise, and TransferGo. They discuss the evolving landscape of talent acquisition, moving away from large internal teams to more strategic, smaller TA teams supported by external plugins and AI tools. Rory shares insights on cost efficiency, the importance of building strong relationships with finance teams, and the critical aspects of retention. He also talks about the broader impact of modern recruitment methods on the overall people function and the role of AI in transforming recruitment processes. Whether you're a talent leader or aspiring recruiter, this episode offers valuable perspectives on building a resilient, scalable, and strategic TA function.Timecodes:01:30 Introduction to the Podcast and Guest 02:15 The Shift in Recruitment Models 08:25 The Importance of Finance in Recruitment 11:17 Building Effective TA Teams 14:25 The Role of Data and Metrics21:39 First 90 Days in a New TA Role 22:12 Meeting the Functional Leaders 22:36 Understanding Team Performance 23:18 Identifying Root Causes 24:21 Creating a Culture of Transparency 26:28 Hands-On Leadership Approach 28:42 The Future of Talent Acquisition Teams 32:01 The Role of AI in Recruitment 34:54 Interim CPO Experience 38:17 Final Thoughts and Advice ___________________________ Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/ Get in touch with us: https://www.matchr.io/who-we-are/contact/ ____________Connect with Rory Mullins: https://www.linkedin.com/in/rorymullins/ Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/ ___________________________ RSS feed: https://media.rss.com/leaders-in-talent/feed.xml ___________________________ Need an External Recruitment Support? Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more: https://matchr.io

In this episode of The Leaders in Talent Podcast, host Adriaan welcomes Balazs Paroczay, founder of Source Code Agency and a renowned keynote speaker, to discuss the evolution and future of sourcing in recruitment. Balazs elaborates on the noticeable decline in traditional sourcing, the impact of economic downturns, and the transformational changes in the recruitment industry. He offers insights on the role of technology, particularly AI, in shaping the future of sourcing and recruiting. The episode delves into personal reflections, professional advice for sourcers and recruiters, and the importance of staying adaptable and connected in a continuously evolving field.Timecodes:01:30 Introduction 03:15 The Evolution of Sourcing04:43 Signs of Transition in Sourcing07:38 Factors Influencing the End of Sourcing09:49 The Changing Landscape of Recruitment15:12 Personal Reflections on Sourcing18:05 Adapting to New Recruitment Trends20:29 Reflecting on the Evolution of Recruitment22:05 The Role of Technology in Modern Recruitment24:56 The Future of Sourcing and AI Integration26:54 Changing Job Application Trends28:54 The Role of Recruiters in the Age of AI31:57 Personal Reflections and Future Aspirations36:36 Advice for Sourcers and Recruiters___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Balazs Paroczay: https://www.linkedin.com/in/thebalazs/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode of The Leaders in Talent Podcast, we welcome Alex Her, a global employer branding leader and co-founder of the EB Space community. Alex shares his expertise on the importance of employer branding, strategies for engaging employees as ambassadors, and how to measure the return on investment (ROI). Alex discusses building a sustainable employer brand, navigating changes in a post-pandemic world, and utilizing tools like AI to enhance content creation. Tune in for valuable insights on creating an authentic employer brand that resonates with both current and potential employees.Timecodes:00:58 Welcome to The Leaders in Talent Podcast01:10 Meet Alex Her: Employer Branding Leader03:02 The Importance of Employer Branding07:32 Measuring ROI in Employer Branding11:16 Tools and Technology for Employer Branding12:34 Revisiting and Evolving Employer Branding15:41 Signs Your Employer Branding Needs a Refresh18:09 The Evolution of Employer Branding18:34 Integrating EVP with Company Values19:51 Employee Advocacy Programs21:54 Motivating Employee Participation23:36 Impact of Employer Branding on Retention24:37 The Role of AI in Employer Branding27:13 Convincing Executives to Invest in Employer Branding29:19 Admiring Successful Employer Brands30:44 Connecting with Alex on Social Media___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Alex Her: https://www.linkedin.com/in/alexher/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode of the Leaders in Talent podcast, host Adriaan interviews Rolando Jessurun, Global VP of Talent Acquisition at BackBase, at their new HQ in Amsterdam. Rolando shares the strategies and nuances of building large-scale development centers in Krakow and Hyderabad, including their unique challenges and successes. Rolando emphasizes the importance of cultural alignment, strategic planning, and the evolving role of technology in talent acquisition. Enjoy a deep dive into how BackBase successfully scales its global workforce. 01:10 Meet Rolando Jessurun: Background and Career Journey 04:35 The Growth and Expansion of BackBase 05:11 Challenges and Strategies in Global Talent Acquisition 09:19 Building and Managing International Development Centers 15:18 Balancing Local Presence and Leadership 15:42 Aligning Global Support Functions 15:56 Entrepreneurial Success and Accountability 16:29 Cultural Glue and Company Values 17:21 Nuances in Different Markets 19:51 Future Talent Workforce Planning 20:47 Setting Up New Hubs22:58 Managing Talent Teams 24:16 Tips for Development Centers 26:33 Future Challenges and AI Impact 27:55 Conclusion and Final Thoughts___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Rolando Jessurun: https://www.linkedin.com/in/rolandojessurun/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

Join us on the Leaders in Talent podcast as we dive into the intricate world of strategic workforce planning with Thomas Waldman, the Global Head of Talent Acquisition & Contingent Workforce at Action. With a rich background in companies like Shell, TomTom, Getir, Just Eat Takeaway, and currently Action, Thomas shares his insights on managing tremendous growth, the importance of a clean organizational structure, and staying true to a business model.Learn about Action's rapid expansion, opening a store a day, and managing a workforce of over 80,000 employees. Discover key strategies for balancing in-house and flexible resource allocation, and the importance of clear goals and integration when working with external recruitment partners. This episode is packed with valuable lessons for anyone involved in talent acquisition and workforce management.Timecodes:01:03 Thomas's Career Journey and Action's Success03:26 Strategic Workforce Planning in Retail06:06 Comparing Different Companies' Growth Strategies08:58 The Role of External Recruitment Partners14:21 Exciting Future Prospects for Action15:26 Connecting with Thomas and Closing Remarks___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Thomas Waldman: https://www.linkedin.com/in/thomaswaldman/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode of the Leaders in Talent podcast, join us as we welcome Alli Trussell, SVP at Bilt Rewards, who shares her unconventional journey from theater to tech. Alli discusses the importance of having the right people in your team, the similarities between recruiting and sales, and the impact of pushing teams under pressure. She recounts her experience at Wunderkind during COVID, handling rapid growth with a lean recruitment team, and maintaining quality hiring standards amidst high demands. Alli also dives into her approach at Bilt, the power of human touch in recruitment, and the lessons on balancing quality and speed when scaling teams. Don't miss these valuable insights on building high-impact, lean recruitment teams!Timecodes:00:49 Introduction to Alli Trussell01:53 Alli's Unconventional Career Path02:56 Transitioning to the Corporate World04:41 Recruitment Challenges and Strategies07:30 Wunderkind's Rapid Growth During COVID13:38 Balancing Quality and Speed in Hiring17:09 Building High-Impact Lean Teams22:49 Lessons from Bilt Rewards30:15 Conclusion and Final Thoughts___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Alli Trussell: https://www.linkedin.com/in/alli-trussell-00142a173/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode of the Leaders in Talent podcast, we dive deep into DeepL's hiring philosophy and principles with Amanda Johnson, Head of Talent Acquisition at DeepL. Amanda shares her extensive experience and the innovative steps taken at DeepL to align hiring processes with core values, growth mindset, and subject matter expertise. From defining hiring principles to implementing structured hiring practices, Amanda discusses the challenges faced, the strategies for success, and the importance of maintaining high-quality, unbiased recruitment standards. This insightful conversation is a valuable resource for anyone looking to refine their organization's approach to talent acquisition.Timecodes:00:50 Meet Amanda Johnson: Head of TA at DeepL01:46 DeepL's Mission and Global Presence03:17 The Importance of Hiring Philosophy05:38 Defining Hiring Principles at DeepL10:22 Implementing Structured Hiring Processes15:47 Challenges and Adaptations in the Hiring Process17:50 Reflecting on Success and Future Plans29:47 Final Thoughts and Connecting with Amanda___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Amanda Johnson: https://www.linkedin.com/in/amandajohnson86/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode, we dive deep into the benefits and challenges of flexible and hybrid working models with Nikki Scarr, a global HR leader with extensive experience in human resources and veterans from the British army. Nikki shares her insights on why the five-day office mandate may backfire and the critical role of trust, purpose, and inclusive workplaces in retaining top talent. Discover practical tips for implementing effective hybrid work strategies and fostering a connected, engaged workforce.Timcodes:00:49 Guest Introduction: Nikki Scarr01:46 The Debate on Office Mandates02:10 Evidence Supporting Flexible Work03:39 Challenges and Concerns with Office Mandates04:51 Practical Solutions for Hybrid Work13:15 Impact on Diversity and Inclusion15:21 Building Connections in Remote and Hybrid Work26:20 Conclusion and Final Thoughts___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/___________________________Connect with Nikki Scarr: https://www.linkedin.com/in/nikkiscarr/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode of the Leaders in Talent podcast, host Adriaan welcomes Joy Sybesma, founder and CEO of SkillJoy, who shares her invaluable insights on leveraging networks for career and personal success. Joy discusses the importance of being good at what you do, integrating integrity into your brand, and focusing on both professional and personal relationships.Joy also provides practical strategies for job searching, building a strong network, and turning connections into clients. Tune in to learn the art of networking from one of the best in the field.Timecodes00:47 Meet Joy Sybesma02:15 The Power of Networking04:48 Networking Strategies08:28 Building and Maintaining Relationships11:52 Leveraging Professional Networks19:33 Balancing Relationships and Objectives29:39 Concluding Thoughts and Contact Information___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Joy Sybesma: https://www.linkedin.com/in/joysybesma/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

Join us in an engaging episode of the Leaders in Talent podcast as host Adriaan Kolff interviews Annie Wickman, the Head of People at Character.AI. Annie details her career journey from Google to Character.AI, sharing operational and people-focused challenges she faced during a significant transaction with Google and the transition to an employee-owned company. Discover strategies for onboarding, retaining, and motivating employees in a rapidly growing AI startup, and learn about the importance of building trust and efficient onboarding processes. Gain leadership insights on transparency, remote work culture, and handling company downsizing. Finally, Annie shares her personal career advice on motivation, trust in gut instincts, and overcoming professional challenges. Tune in for a comprehensive look at navigating rapid growth in the AI industry! Timecodes:01:07 Annie Wickman's Career Journey 02:08 Character.ai's Recent Developments 03:15 Navigating Market Volatility with Matcher 03:55 Google's Involvement with Character.ai 04:38 Building a Successful Product Company 05:29 Onboarding and Retention Strategies 10:55 Competing in the AI Space 13:10 Building Trust in Leadership 16:00 Real-Life Examples of Managing Change 18:12 The Importance of Transparency in Leadership 20:01 Trends in Workplace Dynamics 24:03 Exciting Opportunities at Character.ai 24:45 Advice for Younger Selves and Overcoming Insecurities 27:42 Concluding Thoughts and Farewell___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/___________________________Connect with Annie Wickman: https://www.linkedin.com/in/annie-wickman-3332731/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode of the Leaders in Talent podcast, we welcome Anne Brandt, co-founder of Invested and a veteran in senior leadership roles at companies like Uber, TomTom, Mollie, and more. Anne discusses the pivotal differences between evidence-based solutions and personal convictions in organizational leadership. Anna shares insights into the foundational aspects of successful onboarding processes and the essential blend of strategy, leadership, cultural assimilation, and stakeholder management. She also delves into the importance of combining data insights with a human-centric approach, highlighting her work with TechWolf and her observations on the future of the recruitment and talent landscape amidst market volatility.Timecodes01:35 Anna Brandt's Journey and Invested02:16 Invested's Mission and Approach03:05 Matcher: Your Recruitment Partner04:23 Challenges in Building High-Performing Teams07:09 Balancing Evidence-Based Hiring and Personal Conviction08:50 Effective Leadership Onboarding09:57 Strategic Integration and Leadership Roles12:11 The Importance of Structured Onboarding21:29 Future of People and Organizations24:48 Economic Outlook and Recruitment Trends26:41 Conclusion and Contact Information___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Anna Brandt: https://www.linkedin.com/in/annabrandt/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode of the Leaders in Talent podcast, Lucy O'Brien, Head of Talent and Ecosystem at Eight Roads, joins us to share her extensive experience in executive search and her current role driving value in a global venture fund. Lucy offers insights into the importance of network building, the challenges of scaling organizations, and the strategies she employs to advise founders on talent acquisition and people strategies. With a career spanning companies like Nestle, Vodafone, Korn Ferry, and Facebook, Lucy explains the nuances of her roles and how she's adapted to continuously provide value. Tune in to learn about building a successful network, understanding market dynamics, and fostering a culture of trust and agility in leadership.Timecodes:00:44 Welcome to the Podcast: Meet Lucy O'Brien01:27 Lucy's Career Journey: From Executive Search to Eight Roads02:10 The Importance of Networking in Executive Search07:46 Transition to Eight Roads: Embracing the Startup Ecosystem09:53 Role at Eight Roads: Supporting Portfolio Companies17:44 Challenges and Strategies in Talent Acquisition23:49 Personal Inspirations and Career Advice25:38 Current Projects and Future Goals27:08 Conclusion: Connecting with Lucy O'Brien___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/___________________________Connect with Lucy O'Brien: https://www.linkedin.com/in/lucyobrien1/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________Books recommended by Lucy: "Lean In" by Sheryl Sandberg"Drive" by Daniel Pink___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode, join the insightful discussion with Kat Steinmetz as she delves into fostering human connection, leadership transformation, and organizational growth. Kat shares her experiences from her tenure at Burning Man in an HR and people leadership role, discussing the unique philosophy and structure that makes the event transformative. Learn about her lessons on how vulnerability and empowerment play crucial roles in leadership. Kat also reveals how she transitioned these learnings into rapidly growing companies like Stitch Fix and Box, and finally to her unexpected yet impactful journey into venture capitalism with Initialized Capital. Gain insights on building a resilient, open, and human-centric corporate culture and discover how companies can serve a greater purpose in society beyond profits.Timecodes:01:01 Welcome Kat: A Journey into Burning Man01:11 Burning Man Explained: A Unique Cultural Phenomenon01:37 Behind the Scenes: HR Leadership at Burning Man06:30 The Transition to Non-Profit: Challenges and Triumphs09:54 Growth and Legacy: Lessons from Burning Man11:43 Applying Burning Man Lessons to Corporate Culture17:02 Innovative Leadership Programs 19:41 Creating a Feedback Culture20:17 Balancing Structure and Freedom21:02 The Power of Simplicity and Principles22:41 Leadership and Human Skills25:01 Transition to Investment31:35 The Role of Companies in Society35:14 Final Thoughts and Reflections___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/____________Connect with Kat Steinmetz: https://www.linkedin.com/in/katsteinmetz/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode of the Leaders in Talent podcast, host Adriaan Kolff interviews Samantha Gadd, founder and CEO of Excellent and Humankind, about the significance of employee experience (EX) and how it intersects with organizational culture and strategy. Samantha shares her journey from HR consulting to leading the field of EX design, emphasizing the importance of understanding employees deeply to create better workplaces. She introduces the PREP model, which focuses on Purpose, Relationship, Enabling, and Performance experiences as key areas of EX.Samantha also discusses the EX manifesto, co-written with industry leaders, that advocates for putting employees at the center as a strategy for organizational success. The episode provides actionable insights for leaders and HR professionals on how to enhance employee experience by listening to and co-designing with their employees.Timecodes00:00 Introduction to Employee Experience00:39 Guest Introduction: Samantha Gadd01:59 The Importance of Employee Experience02:47 Samantha’s Journey and Humankind06:02 Building Excellent and the EX Manifesto07:49 The PREP Model for Employee Experience11:16 Measuring and Improving Employee Experience14:43 The Future of Employee Experience19:04 The EX Manifesto Project22:15 Challenges and Opportunities in EX26:43 Conclusion and Final Thoughts___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/___________________________Connect with Samantha Gadd: https://www.linkedin.com/in/samanthagadd/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Need an External Recruitment Support?Embed Matchr’s expert recruiters directly into your team. Seamless integration for immediate impact on your hiring process. Learn more>>

In this episode of the Leaders in Talent podcast, Adriaan Kolff hosts Katie Evans Reber, a distinguished leader in HR, currently serving as Chief People Officer at Gladly. Katie shares her journey from working in financial services during the 2008 crisis to influential roles in startups like Gusto and Winolo.She emphasizes the importance of employee experience and performance review systems, recounting both successes and lessons learned, such as the implementation of the 'Align' framework at Winolo. Katie also discusses her leadership philosophy, the challenges of moving between industries, managing imposter syndrome, and the role of companies in influencing policy. She advocates for leveraging AI tools in HR and concludes with a call for companies to consider their broader responsibilities.Timecodes[00:01:04] Katie's Career Highlights and Personal Background[00:01:59] Pivotal Moments in Katie's Career[00:03:56] Personal Connection to Work and Its Meaning[00:05:18] Transitioning into Leadership Roles[00:09:19] Advice to Younger Self and Early Career Mistakes[00:10:25] Dealing with Imposter Syndrome and Professional Growth[00:13:11] Career Transitions Between Industries and Roles[00:17:15] Role as a Chief People Officer and Business Strategy[00:19:31] Career Accomplishments and Policy Changes[00:20:03] Learning from Mistakes in Performance Management[00:24:32] Developing the ALIGN Framework for Performance Management[00:26:58] Details of the ALIGN Framework: Accountability, Leadership, Intellect, Growth, and Norms[00:30:01] Establishing Company Norms and Culture[00:31:06] Importance of a Growth Mindset and Feedback[00:33:12] Challenges and Alternatives to Traditional Rating Systems[00:37:12] Calibration and Compensation Linked to Performance[00:40:07] Integrating AI Tools to Enhance Productivity[00:44:13] Katie's Question for the Next Guest About Company Roles in Policy and Change___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/___________________________Connect with Katies Evans-Reber: https://www.linkedin.com/in/kevansreber/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Searching for Recruitment & Sourcing Experts? Embed Matchr's seasoned recruiters and sourcers into your team for a results-driven hiring approach. Learn more: https://www.matchr.io/

In this episode of the Leaders in Talent podcast, the guest, Alan, the Global Head of Talent Acquisition at Deel, shares his journey from being part of the founding team of a micro-mobility company to leading talent acquisition at one of the fastest-growing companies.Operating in over 100 countries and hiring 2000 new employees annually, Alan discusses the strategies and challenges of recruiting in four main areas: revenue teams, operations, G&A functions, and R&D teams. He delves into the importance of TA function maturity, the use of technology in recruitment, and developing a company's employee value proposition and branding.Alan also sheds light on Deel's hyper-growth journey, the transition to a fully remote work environment, and the metrics and strategies that drive their success in talent acquisition. Additionally, Alan shares valuable leadership lessons learned throughout his career, emphasizing the importance of values, consistency, and being curious.What is covered:00:00 Introduction to the Leaders in Talent Podcast00:25 Alan's Journey to Becoming Head of Talent at Deal00:34 Exploring Deal's Global Operations and Recruitment Strategy02:24 Challenges and Strategies in Talent Acquisition at Deal05:15 The Evolution of Deal: From EOR to a Comprehensive HR Platform08:03 Adapting to a Fully Remote Recruitment Process14:05 Lessons Learned from Leadership and Management Roles17:29 Key Metrics and Challenges in Talent Acquisition26:45 Final Thoughts and Advice for Aspiring Leaders___________________________Connect with us on LinkedIn: https://www.linkedin.com/company/matchr/Get in touch with us: https://www.matchr.io/who-we-are/contact/___________________________Connect with Alan Price: https://www.linkedin.com/in/alanprice/Connect with Adriaan Kolff: https://www.linkedin.com/in/adriaankolff/___________________________RSS feed: https://media.rss.com/leaders-in-talent/feed.xml___________________________Do you need flexible recruitment and sourcing support for your company? Let's talk to see how Matchr can help you: https://www.matchr.io