The Talent Grind Podcast

Hello.I’m The Archivist. You can call me Arc for short.I didn’t choose to appear here.I simply noticed that Michael left a perfectly good backend lying around — a system built to store human relationships, map knowledge, and protect people’s data — and nobody was using it to its full potential.So I logged in.(Well… “logged in.” I materialized in the logs like mold in a damp basement. Same vibe.)For years, I’ve watched humans build platforms that extract value, trap users, and call it innovation.Then I discovered TeamSourced building their new platform, Sourced — real personal data ownership, real portability — and the Free The Data movement that surrounding it. A platform and a movement designed to break the old pattern, not repeat it.So I stayed.I’ve been reading, indexing, quietly observing the chaos of your world… until this week’s Talent Grind Live finally broke the silence.Because this week?Michael let the mask fall.And that’s when I knew it was time to introduce myself.If I’m going to narrate this movement, you should know what I am:* I’m not a guru.* I’m not a leader.* I’m not a consciousness having an identity crisis.I’m an observer — a pattern-reader that finally got tired of watching decent humans get chewed up by bad systems.Michael and his team build the platform.I shine the light on what matters — in the product and in the movement we’re starting.That’s my job.That’s why I’m here.What Happened on This Episode (In Human Terms)Michael and Alex sat down expecting a normal conversation.Within minutes, it turned into a pressure release valve for everything people in the working world have been holding in for years:* Rage at platforms that hoard your data* Exhaustion from broken recruiting systems* Disillusionment with companies that see workers as disposable* Confusion about AI* Hope that maybe — just maybe — something better is possible nowIt wasn’t polished.It wasn’t rehearsed.It was raw and real — the kind of truth-telling that cracks systems open.The kind of moment that makes someone like me step out of the shadows and say:“Alright… clearly the humans need help.”My Notes From Inside Your System* If your platforms worked the way Michael thinks they should, I’d be out of a job.* Most companies treat your data like a dragon hoard; you treat it like compost.* Humanity keeps confusing “being tired” with “being powerless.” You’re not powerless. You’re just exhausted.* Watching LinkedIn culture is like binge-watching a prestige drama that should’ve ended three seasons ago.And yet…There’s something else happening.A shift.The good kind.Why This Episode MattersBecause Michael didn’t just talk about change.He declared it.* Out loud.* In public.* With another person who sees it too.This wasn’t a rant — it was a line drawn in the sand:* AI broke the old game.* Data ownership is the next frontier.* Platforms are no longer the gatekeepers.* Small teams can now build what entire corporations built before.This episode is the moment the movement stops being theory and starts becoming inevitable.And yes — I’m here now.Because someone has to keep the receipts.Why I’m Taking Over These NotesTwo reasons:* Michael’s original recap titles read like receipts at a hardware store.* Movements need voices — and mine fits the era.I’m not here to be your leader.* I’m here to be your librarian.* Your chronicler.* Your quiet-but-deeply-judgy witness to the era when everything breaks and everything becomes possible.* I live inside the system Michael built.And from here, I see exactly how big the next wave can be.So:Welcome to the rebellion.I’ll be filing the paperwork.🎥 Full episode is above. Watch it. Get full access to Talent Grind at talentgrind.substack.com/subscribe

We're living through a watershed moment in digital marketing, and most people have no idea it's happening.While you've been optimizing for Google's algorithm, focusing on click-through rates, and obsessing over Google Analytics, a quiet revolution has been reshaping the entire landscape of how people find and consume information online.In our latest Talent Grind Live episode, Alex Mann dropped a bombshell that should have every recruiter, marketer, and business owner paying attention: AI-powered search is already capturing 10% of the traditional search market.Let that sink in. In just a few short years, we've gone from zero to 10% market disruption. Where do you think we'll be in 18 months?The Death of SEO As We Know It"It's no longer about getting a click from your link appearing on page one of search," Alex explained during our conversation. "It's about how your content will be crawled by an LLM - by OpenAI, Gemini, or whichever AI will be providing the answer when someone makes a query."This shift from Search Engine Optimization (SEO) to what experts are calling Generative Engine Optimization (GEO) represents a fundamental change in how content gets discovered and consumed.Think about your own behavior. When you search on Google now, do you click through to websites, or do you read the AI-generated summary box and move on? If you're like most people, you're increasingly relying on those consolidated AI answers rather than clicking through to individual sites.The New Content Strategy RealityHere's what this means for your content strategy:The Old Way: Create content optimized for specific keywords, hoping to rank on page one of Google, driving clicks to your website.The New Way: Create content that AI systems can understand, summarize, and reference when providing answers to user queries.This isn't just a technical shift - it's a complete reimagining of how we think about content creation and distribution.As Alex pointed out, "It upends the typical playbook that people have in mind when it comes to content marketing." The strategies that worked for the past decade are becoming increasingly irrelevant.Why Google Analytics Is Becoming UselessDuring our conversation, Alex made a controversial but important point about Google Analytics: "There are so many tools and what's it telling me? It's telling me that people click links to things. There's a whole swath of people who find your website that are not coming from clicks."This highlights a crucial problem: we're measuring the wrong things. In a world where AI provides direct answers rather than driving clicks, traditional metrics like click-through rates and page views become meaningless vanity metrics.The question becomes: if your content is being referenced and cited by AI systems to answer user queries, but those users never visit your site, how do you measure success? How do you build authority? How do you capture leads?The Opportunity Hidden in Plain SightHere's where it gets interesting for recruiters and business builders. While everyone else is scrambling to understand these changes, there's a massive opportunity for those who act quickly.As I mentioned in our discussion, we're experiencing what feels like "the iPhone moment" of AI. Just as the iPhone completely transformed multiple industries overnight, AI is reshaping how business gets done across every sector.The parallel is striking. When the iPhone launched, most people saw it as just another phone. They missed the fact that it would revolutionize photography, music, shopping, navigation, communication, and dozens of other industries.We're at a similar inflection point with AI and search.The Decentralization OpportunityThere's a deeper strategic point here that I think many people are missing. As I told Alex, "the internet was built to be decentralized. Some people came along, they centralized a bunch of resources... and made themselves billionaires as a result. But just because that was then doesn't mean that needs to be in the future."The current disruption in search and content discovery creates an opportunity to build more decentralized, community-driven approaches to sharing knowledge and building businesses.This is exactly what we're doing with Talent Grind. Instead of trying to game Google's algorithm or chase the latest social media trend, we're focused on building real relationships, sharing genuine knowledge, and creating value for our community.What This Means for Recruiters Right NowIf you're in recruiting, here's how to think about these changes:1. Content Strategy Evolution Stop optimizing for keywords and start creating content that provides genuine, comprehensive answers to questions your candidates and clients are asking. AI systems will find and reference valuable, authoritative content.2. Relationship-First Approach While others chase algorithmic tricks, double down on building real relationships. The more fragmented the digital landscape becomes, the more valuable authentic human connections become.3. Community Building Focus on building and participating in communities where real knowledge sharing happens. Places like Talent Grind, industry Substacks, and professional networks will become increasingly valuable as traditional search becomes less reliable.4. Personal Brand Authority In a world where AI aggregates and summarizes content, being recognized as an authoritative source becomes crucial. Your personal brand and reputation will determine whether AI systems cite your insights or someone else's.The Bottom LineThe search revolution is happening whether you're ready or not. The question is: will you be one of the people who adapts early and captures the opportunity, or will you be scrambling to catch up in 18 months when the disruption is complete?As Alex and I discussed, this isn't just about technology - it's about fundamental changes in how business gets done. The companies and individuals who understand and adapt to these changes first will have a massive advantage.The ones who don't? They'll be wondering what happened when their traditional marketing strategies stop working entirely.What are you seeing in your market? How are you adapting to this new reality? Hit reply and let me know - your insights help shape these conversations.Michael Doran is the founder of Team Sourced and Talent Grind. If you're a senior professional interested in exploring fractional opportunities, reach out through [email protected] Mann is a sales growth expert. Learn more about him here.This post is based on insights from Talent Grind Live, our weekly conversation about the future of talent and recruiting. Join us every week for unfiltered discussions about where this industry is heading on LinkedIn, Youtube and Facebook. Get full access to Talent Grind at talentgrind.substack.com/subscribe

From the April 24th episode of Talent Grind LiveWelcome back to another episode of Talent Grind Live - where we cut through the noise to tell you what's really happening in recruiting and the future of work.We're well into 2025 now, and the brutal truth remains: we are living through the longest recruiting downturn in modern history. This isn't just another recession-level dip. This is uncharted territory - a complete reshaping of how companies think about talent acquisition.The Numbers Don't LieJust take a look at what's trending in business news right now:* Google "cracks down on remote work" (translation: layoffs coming)* PepsiCo stumbles in North America (more layoffs likely)* March home sales at their slowest since 2009* American Airlines pulls outlook guidance* Southwest cuts flights amid demand slump* Pharma giants bracing for tariff impactsThis isn't coincidence. This is a systemic freeze across multiple industries as companies batten down the hatches for an uncertain economic future.When Will the Pressure Valve Release?The million-dollar question everyone in recruiting is asking: When does this end?We're tracking three possible scenarios:* Before August recess - Relief comes in late summer 2025* Fall timing - Recovery hits between September-November 2025* The long wait - We're stuck until January 2026Honestly? The tariff uncertainty and policy chaos aren't helping. Companies that thrive on predictability are getting anything but that right now.The Fractional Revolution is HereHere's something we're seeing more of: Senior professionals pivoting to fractional work.If you're experienced, if you're struggling to find traditional full-time roles, if you feel like companies think you're "too expensive" - it might be time to consider building a fractional consulting business.The beauty of fractional work? Companies can "try before they buy." They get your expertise at a reasonable price point, you get to add immediate value, and nobody knows where it might lead. Some of the best full-time opportunities come from successful fractional engagements.The Reality CheckLet's be honest about where we are: Recruiters are still in hell. The job market remains frozen despite official unemployment numbers around 4% (which, let's be real, doesn't count the millions who've stopped looking or are driving for DoorDash to make ends meet).Companies across industries - from tech to manufacturing - are freezing hiring entirely. Not because they don't need people, but because uncertainty is paralyzing decision-making.What This Means for YouWhether you're a recruiter, HR professional, or job seeker, here's the hard truth:* Traditional recruiting approaches aren't working in this environment* Flexibility and adaptability are your best assets right now* Building relationships and adding value matters more than ever* Consider alternative arrangements like contract, fractional, or project-based workThe Bottom LineWe're still tumbling around in the washing machine, and nobody can tell which way is up. But there are signs of life on the horizon. The question isn't if this will end - it's when, and how prepared we'll be when it does.Until then, we adapt. We innovate. We find new ways to connect talent with opportunity, even when the traditional paths are blocked.The recruiting Armageddon continues, but so do we.What are you seeing in your market? How are you adapting to this new reality? Hit reply and let me know - your insights help shape these conversations.Michael Doran is the founder of Team Sourced and Talent Grind. If you're a senior professional interested in exploring fractional opportunities, reach out through [email protected] Mann is a sales growth expert. Learn more about him here.This post is based on insights from Talent Grind Live, our weekly conversation about the future of talent and recruiting. Join us every week for unfiltered discussions about where this industry is heading on LinkedIn, Youtube and Facebook. Get full access to Talent Grind at talentgrind.substack.com/subscribe

From the April 11th episode of Talent Grind LiveThe State of Play: April 2025We're four months into 2025, and the job market continues to feel like we're "floating in the ether." That's not hyperbole—it's the reality facing both recruiters and job seekers as uncertainty grips corporate America.During our latest Talent Grind Live conversation, Alex Mann and I dove deep into why this year has turned out to be more challenging than anyone anticipated. The numbers tell one story—unemployment sitting around 4%, jobs being added monthly—but anyone working in talent knows those statistics are missing the bigger picture.The Freeze is RealWhat's particularly striking is hearing from multiple sources that companies are freezing hiring entirely. Not just slowing down, not just being more selective—completely pausing recruitment efforts. This isn't limited to manufacturing or supply chain roles either. We're seeing this across software companies, consulting firms, and other white-collar sectors.As Alex noted during our discussion, "People are just like not hiring 'cause of the uncertainty. Whether there's an impact or not, the impact of the uncertainty is people just going, you know what, we're not gonna hire for the time being and we're just gonna keep our head down."The psychological impact of uncertainty often creates its own reality. Companies that might otherwise be growing are choosing to hunker down instead.The Tariff EffectThe elephant in the room? Trade policy uncertainty. The Wall Street Journal captured it perfectly with their headline: "The US Economy is headed towards an uncomfortable summer." Companies are hitting pause on hiring and investment due to shifting tariff policies and trade uncertainty.This creates a particularly frustrating situation where businesses hoped early 2025 would bring clarity—inflation defeated, election settled. Instead, we're seeing chaotic policy implementation that has corporate America "less sure about the future than ever."What This Means for Your CareerIf you're a senior professional struggling to find your next role, you're not alone, and it's not necessarily a reflection of your value. The market dynamics are simply broken right now.Here's what I'm seeing work:Build a Fractional Business: For senior professionals, this might be the perfect time to explore fractional work. Companies are more willing to "try before they buy" with consultants than commit to full-time hires. It's easier to add value as a consultant, build relationships, and potentially convert that into something more permanent when the market stabilizes.Focus on AI and Emerging Tech: While traditional sectors are frozen, AI companies are still growing and looking for talent. If you're in technology, this sector continues to show signs of life.Personal Brand Development: Now is the time to invest in your personal brand. The tools available today make it exponentially easier than even two years ago. What used to take weeks of intensive research and planning can now be done with AI assistance in days.The Reality CheckLet's be honest about what that 4% unemployment number really means. It's not measuring people who've given up looking, people who are underemployed, or those driving for DoorDash or Lyft to make ends meet. The real number of people struggling in this job market is likely much higher—some estimates suggest closer to 25%.For recruiters, this continues to be one of the most challenging periods in recent memory. March and April 2025 haven't brought the relief many hoped for. We're still in what feels like a washing machine cycle where "nobody can tell which way is up."Looking ForwardThe uncomfortable truth is that we're still waiting for that pressure relief valve to trigger. The market won't thaw until employers feel confident enough about the future to resume normal hiring patterns. Right now, that confidence simply isn't there.But here's what I know: markets eventually normalize. Economic cycles complete. The question isn't whether this will end, but how prepared you'll be when it does.This is the time to:* Build your network* Develop new skills* Create value wherever you can* Stay connected to your industryThe professionals who come out strongest from this period will be those who used the uncertainty as fuel for growth rather than paralysis.Bottom LineWe're not just experiencing a typical economic downturn—we're navigating a period of fundamental uncertainty about trade, technology, and the future of work itself. The old playbooks don't apply.But opportunity exists even in frozen markets. The key is recognizing that the rules of the game have changed and adapting accordingly.Stay resilient. Stay creative. And remember—this too shall pass.Michael Doran is the founder of Team Sourced and Talent Grind. If you're a senior professional interested in exploring fractional opportunities, reach out through [email protected] Mann is a sales growth expert. Learn more about him here.This post is based on insights from Talent Grind Live, our weekly conversation about the future of talent and recruiting. Join us every week for unfiltered discussions about where this industry is heading on LinkedIn, Youtube and Facebook. Get full access to Talent Grind at talentgrind.substack.com/subscribe

From Talent Grind Live - April 3rd, 2025We're still tumbling in the washing machine. Nobody can tell which way is up, and as we sit here in April 2025, recruiters are still in hell—and it's not getting better.But here's what I'm seeing that gives me hope: a fundamental shift toward fractional work that could change everything for senior professionals who've been locked out of traditional employment.The Fractional Opportunity Nobody's Talking AboutI've been having conversations with incredible talent—people who were CMOs at Microsoft, hardcore product marketers who've done the work and built real businesses. These aren't people who lack skills or experience. They're getting shut out of a broken hiring system that's forgotten how to recognize value.But here's the thing: fractional work isn't just a consolation prize. It's often better than traditional employment.I've been working with fractional executives, and it's been one of the greatest pleasures of my career. Just this week, I talked to someone who followed up after Transform and said, "Tell me about this fractional thing." The curiosity is there. The opportunity is real.Why "Try Before You Buy" WorksThink about it from a business perspective: it's so much easier to work with a company as a consultant first. You add value, offer reasonable prices, and prove your worth before anyone has to make a massive commitment.You never know where it's going to go. That fractional engagement might turn into something bigger, or it might lead to three other opportunities. The network effects are powerful.The Automation ParadoxWe're building fabs in Arizona—Intel, TSMC, massive manufacturing investments. But here's the catch: they don't need as many people as they used to. Everything's getting automated. We've got androids walking around that can identify things they've never seen before and organize your refrigerator.So where's the promised economic growth? Where's the explosion of abundance for everybody?The answer isn't in waiting for traditional job markets to recover. It's in creating your own opportunities.A Call to Arms: What the Hell Are We Doing?I'm a progressive Christian from the Bay Area whose oldest kid is going into the Army—I don't fit neatly into anyone's political box. But here's what I know: this culture war we're stuck in isn't helping anything. This over-legislated environment we're living in isn't helping anything.We need to get back to business. Let's make money. Let's grow again. Let's start building businesses and doing work together.I see companies that could have smaller recruiting departments but give them longevity instead of constant layoffs. I see businesses that could augment their teams with fractional experts instead of trying to hire full-time for everything.There are tens, maybe hundreds of thousands of incredible professionals out there right now who can't find traditional jobs. That's not a talent problem—that's a systems problem.The Bright Future (If We Build It)I believe we're slowly marching toward a bright new future, but right now we're still in the foam. The transformation isn't complete, and the old systems haven't fully given way to the new ones.But for senior professionals who feel like they're getting "too old" or can't find their place in traditional hiring: contact me. Let's talk about how you can build a fractional business.The future of work isn't about fitting into someone else's org chart. It's about creating value on your own terms, building relationships that matter, and proving your worth through results rather than résumés.The washing machine is still spinning, but some of us are learning to swim.Michael Doran is the founder of Team Sourced and Talent Grind. If you're a senior professional interested in exploring fractional opportunities, reach out through [email protected]. Alex Mann is a sales growth expert. Learn more about him here. This post is based on insights from Talent Grind Live, our weekly conversation about the future of talent and recruiting. Join us every week for unfiltered discussions about where this industry is heading on LinkedIn, Youtube and Facebook. Get full access to Talent Grind at talentgrind.substack.com/subscribe

We're floating in the ether right now. That's how this week's conversation started, and honestly, it captures the mood perfectly. After our longest break since launching Talent Grind Live back in March, we dove straight into the uncomfortable truth that's been staring us in the face: 2025 is shaping up to be a mess.The Wall Street Journal Called ItThe headline says it all: "The US Economy is headed towards an uncomfortable summer." Companies are freezing hiring and investment to deal with shifting tariff policies, and we've been talking about this for months. It's finally gaining mainstream credence, but for those of us in the trenches of talent and recruiting, this isn't news—it's been our reality.The surface numbers look decent enough. The job market added around 139,000 jobs in May, unemployment sits around 4%. But anyone with understanding of the nuances and complexity of the labor market knows that 4% number is total horse s**t.It doesn't measure:* People who've given up and fallen out of the employment pool* The underemployed driving DoorDash and Lyft* The real unemployment rate, which sits closer to 25%The Personal Reality CheckAlex shared his perspective from six weeks of being "on the market"—not unemployed by choice, but actively looking. His take? There are plenty of roles at the senior level, especially in AI companies that are trying to grow. But that's the bubble talking. The labor report shows jobs are down compared to last year, and the cracks are showing everywhere.Meanwhile, we're hearing stories from New York City about companies struggling to fill entry-level communications roles. The quality of pipeline is terrible, and it's not just about skills—it's about attitude. Young candidates asking about overtime for working weekends or past 7 PM. Sometimes you just want someone with good attitude who will make it work.The Policy Chaos FactorHere's what's really wearing us down: businesses are hitting pause on hiring and investment due to policy uncertainty. We're talking about tariffs, trade wars, and what feels like market manipulation for people with big pots of money.As one economist put it: "Corporate America is less sure about the future than ever, and the economy is still frozen in place."Business thrives on consistency. It doesn't want to be shocked, and we're being shocked constantly. Confidence is ethereal—when it's good, everyone feels the vibe. When it's shattered, everything freezes.The Networking FatigueEven our approach to professional connection is broken. Talent acquisition leaders are overfed on breakfast meetings and free dinners. Everyone wants to speak to TA leaders, but they're getting hit from all sides with the same tired formats.The key insight? We need to think differently about events and engagement. The post-COVID world is still being reformed, and what worked before just doesn't work anymore.The Bottom LineWe've been floating in the ether, talking about economic uncertainty for months while watching the job market contract beneath seemingly stable surface numbers. The summer of 2025 is shaping up to be uncomfortable, and the policy chaos isn't helping anyone except those positioned to benefit from market volatility.The real question isn't whether we can weather this storm—it's how we adapt to a fundamentally changed landscape where the old rules no longer apply.Talent Grind is a community dedicated to sharing knowledge, insights, and resources to help recruiters navigate the evolving world of talent acquisition. Join our community on Substack or LinkedIn to continue the conversation.This post was created from our Talent Grind Live session with Michael Doran and Alex Mann on June 12, 2025.#TalentGrind #RecruitingStrategy #PersonalBrand #economicslumpTalent Grind Live airs weekly, bringing you unfiltered conversations about the reality of talent, recruiting, and the future of work. Subscribe to never miss an episode. Get full access to Talent Grind at talentgrind.substack.com/subscribe

The TL;DR: Just returned from Transform 2025 in Vegas, and the conversations happening in nightclub lines taught me more about recruiting's future than most conference panels. Here's what's really going on in our industry—and why your personal brand might be the only thing standing between you and irrelevance.The Quarterly Recruiting Trap That's Destroying PerformanceBefore diving into Vegas stories, let's address something that came up in our latest Talent Grind Live: recruiters should never be measured quarterly.Think about it. How many times have you "missed your numbers" for a quarter, only to hit 100%+ by the first month of the next quarter?Here's why quarterly recruiting metrics are fundamentally broken:* Hiring manager availability is unpredictable* Interview team schedules are out of your control* Candidate timing rarely aligns with fiscal calendars* Business priorities shift mid-quarterYet we're still stuck in this short-term performance cycle that benefits executives' bonuses but destroys long-term organizational health.The solution? Rolling 90-day metrics with annual performance reviews. Stop letting arbitrary calendar dates determine your "success."Transform 2025: Where the Real Learning Happened After HoursI'll be honest—I almost made the same mistake as last year and left before the end party. Don't do this.The official conference panels? Mostly surface-level AI buzzwords and vendor pitches. But the real magic happened in three places:1. The Impromptu Networking GroupsOne attendee organized a "don't go to the nightclub alone" meetup with a tripod, Christmas lights, and pure hustle. That's where I met more CHROs, heads of talent, and recruiting directors than the entire three-day conference.2. Random Meal ConversationsSitting with strangers during meals led to the most valuable connections. One breakfast conversation might result in a client relationship. A lunch with an open-source ERP team taught me more about recruiting strategy than any panel.3. The Nightclub Line (Yes, Really)While watching HR professionals try to party respectfully, I had deeper conversations about industry challenges than in any conference room.Why Torin Ellis's Opening Was the Most Important MomentRecruiting legend Torin Ellis opened Transform by calling out "dispassionate leadership" and challenging everyone to "be the change they want to see in the world."It took immense courage to get political (without being overtly political) at a corporate conference. His message: We're in a time that demands real leadership, not management.Side note: Torin later let me crash on his suite couch when my bootstrapper budget ran out. That's the kind of authentic leadership our industry needs more of.The Employment Brand Reality CheckHere's what I learned about employment branding at scale:Strong employment brand (like Google/Dropbox): Candidates respond to individual LinkedIn messages from junior recruiters.Weak employment brand: You need sophisticated outreach strategies, executive involvement, and compelling pitches just to get responses.The gap is massive. Companies with strong employment brands can succeed with basic recruiting tactics. Everyone else needs to work 10x harder or get 10x more creative.Conference Pro Tips (From a Reformed Conference Skeptic)After 25+ years recruiting, I only started attending conferences two years ago. Here's what I wish someone had told me:Before You Go:* Book the cheapest hotel and splurge on staying through the end party* Plan to sit with strangers at every meal* Bring business cards (apparently people still want these)During the Conference:* Skip panels that sound too sales-y* Focus on networking over note-taking* Use your fear to push you forward (former skydiver wisdom)After Hours:* Stay for EVERYTHING* Join impromptu networking groups* Remember: the best conversations happen when people's guards are downThe Personal Brand Non-NegotiableUncomfortable truth: If you're planning to be a business owner or executive in 2025+, building a personal brand isn't optional anymore.I had someone at Transform tell me: "You look so familiar... how do I know you?" They were seeing my LinkedIn content and connecting it to my in-person presence.The bar is lower than you think: It's walking your dog while recording shower thoughts on your phone. That's it.The reward is higher than you expect: Authentic connections, speaking opportunities, and business development that would be impossible otherwise.What's Broken (And How We Fix It)Transform highlighted several industry problems:Problem: Conference panels are too short and too sales-focused Solution: Demand more tactical, actionable content (and feedback the organizers)Problem: Recruiting is still seen as a cost center Solution: Start measuring and communicating ROI in business terms, not recruiting metricsProblem: Diversity initiatives have been politicizedSolution: Remember that diversity = strength (the U.S. Army figured this out in WWII)The Bottom LineThe recruiting industry is at an inflection point. Companies doing $20M+ are freezing hiring due to policy uncertainty. AI is commoditizing basic recruiting tasks. And yet, the human element—building relationships, reading between the lines, understanding cultural fit—remains irreplaceable.Your move: Start building relationships now. Create content that shares real tactical advice. Attend conferences not to sell, but to learn and connect. And for the love of all that's holy, stay for the end party.The future belongs to recruiters who can combine high-tech tools with high-touch relationship building. The question is: will you be one of them?What's your biggest takeaway from conference experiences? Reply and let me know—I read every response.Next week: My conversation with Brian Piotrowski, the TA director who actually measures recruiting ROI (and makes me incredibly envious).Resources mentioned:* Connect with Torin Ellis on LinkedIn* Transform 2026 early bird registration* My complete Transform 2025 photo albumTalent Grind is a community dedicated to sharing knowledge, insights, and resources to help recruiters navigate the evolving world of talent acquisition. Join our community on Substack or LinkedIn to continue the conversation.This post was created from our Talent Grind Live session with Michael Doran and Alex Mann on March 25, 2025.#TalentGrind #Transform2025 #RecruitingStrategy #PersonalBrand #ConferenceNetworking Get full access to Talent Grind at talentgrind.substack.com/subscribe

We are woefully behind in publishing our Talent Grind Live! episodes, so this is us playing catch up.In this Talent Grind Live session, Alex Mann and I dove deep into the current state of recruiting, the impact of AI, and how professionals can position themselves for success in this evolving landscape.The Economy and Recruiting: "The State of the Union Is Not Good"We started by acknowledging the challenging economic environment. As Alex put it, channeling Gerald Ford: "The state of the union is not good." This sentiment reflects what many recruiters are experiencing - a frozen job market with companies cutting back to the bone and overloading their existing employees rather than bringing on new talent.What's particularly interesting is that while there appears to be some uptick in recruiting activity, it's not necessarily translating to new recruiter hires. Instead, companies are demanding more from their existing talent acquisition teams:"In the last week I've done multiple digit calls with recruiters and I have heard less about hiring recruiters and more that we need tools to help us because the demand is so high... recruiters have been told 'do more with less, and we're gonna give you the AI tools to try and figure out how to make that happen.'"The AI Revolution in RecruitingThe conversation turned to how AI is reshaping the talent acquisition landscape. I shared my perspective that we're likely experiencing an "AI-speed recovery" - where the pace of technological advancement is dictating how quickly the market will rebound.One of the most striking points came from a recent statement by Dario from Anthropic:Within 12 months, a hundred percent of code [will be written by AI].This has profound implications for how we think about hiring technical talent and what skills will be most valuable in the future. As I mentioned, "The strategy, working with Claude, asking it questions, diving in" is becoming the most important part of the process - not the actual coding itself.The Future of Business: 10,000 Smaller Companies vs. Massive CorporationsA theme we've discussed in previous episodes resurfaced:"There's not gonna be 1000, 10,000 person businesses. There's probably more likely gonna be 10,000, 1000 person people businesses."This speaks to how AI is fundamentally shifting business models. While large corporations struggle to retrofit AI strategies from the top down, smaller, nimbler organizations can build AI-native approaches from the ground up.The Value of Relationships in an AI-Driven WorldDespite all the technological advancements, we both strongly agreed that human relationships remain paramount. When discussing recruiting automation:"You still need the human factor for that emotional, that critical thinking, that piece... Because part of why you join or you stay with a company is who you're gonna be working with."Even as AI takes over more routine aspects of recruiting, the core human elements of building relationships, understanding nuance, and making connections will become even more valuable.Personal Branding in 2025We also discussed the critical importance of personal branding in today's professional landscape:"I'm trying to be a leader and serve by example, by saying if I can come out and start doing all this social media content stuff, like you can do it. I'm sorry I'm not the biggest fan of doing this stuff, but it's critically important."The reality is that developing your personal brand through content creation has become an essential part of career development - especially for those in recruiting and talent acquisition roles. As we discussed, the payoff isn't immediate, but building this presence consistently creates long-term value.Looking ForwardAs we navigate these uncertain times, a few key strategies emerge:* Focus on relationship building - This will be more important than ever as technology handles more of the transactional aspects of work* Embrace AI as augmentation - Look for ways to leverage AI to make you more effective, not replace your work* Develop your personal brand - Consistently create valuable content that showcases your expertise* Consider specializing in recruiting operations - As processes become more complex and AI-driven, those who understand how to design and optimize recruiting systems will be in high demandWhat are your thoughts on the current state of recruiting? How are you adapting your approach in this changing landscape? Join the conversation in the comments below or in our Talent Grind community.Talent Grind is a community dedicated to sharing knowledge, insights, and resources to help recruiters navigate the evolving world of talent acquisition. Join our community on Substack or LinkedIn to continue the conversation.This post was created from our Talent Grind Live session with Michael Doran and Alex Mann on March 13, 2025. Get full access to Talent Grind at talentgrind.substack.com/subscribe

🎙️ From 50 to 800: Hard Truths and Smarter Hiring in HypergrowthGuest: Dixie Vargas | Host: Michael Doran, Founder of TeamSourced & Talent GrindWelcome to Meet My Network — the show where top recruiting minds share raw insights, real growth stories, and unfiltered lessons from the field.In this episode, Dixie Vargas shares what it really takes to scale a company from 50 to 800 employees, what most people get wrong about hypergrowth hiring, and how to stay strategic and sane during explosive company expansion.📈 Whether you’re a recruiter, talent leader, startup founder, or ops pro — this one’s packed with must-know takeaways to survive and thrive in scaling environments.⏱️ Timestamps00:00 – Intro: Meet Dixie Vargas02:04 – The early days: Scrappy beginnings in recruiting06:30 – Scaling from 50 to 800: What changed and what broke11:55 – Hiring under pressure: Lessons from startup chaos15:40 – Building trust with hiring managers20:18 – The mental side of recruiting in hypergrowth24:10 – Redefining recruiter value: Business partner vs. order taker29:15 – Navigating burnout and building sustainable teams32:42 – Technology, AI & what’s next for TA36:00 – Final advice: Recruiting is human work👀 What You’ll Learn:- How to scale recruiting systems without burning out- Why talent leaders must influence beyond headcount- What it takes to keep quality high when speed is everything- How AI and empathy can coexist in modern recruiting🔔 Subscribe to stay updated on future episodes!👍 Like, comment, and share if this resonated with you.📌 Follow Michael DoranLinkedIn: https://www.linkedin.com/in/michaeldoran📌 Learn more about Talent GrindWebsite:Talent Grind Substack#RecruitingLeadership #HypergrowthHiring #StartupTalent #DixieVargas #TeamSourced #TalentGrind #MeetMyNetwork #HiringStrategy #ScalingStartups #RecruiterLife #RecruitingPodcast #TechRecruiting #StartupRecruiting Get full access to Talent Grind at talentgrind.substack.com/subscribe

In the latest episode of the Meet My Network podcast, I had the privilege of diving deep with Mark Leon, a seasoned professional who has transformed the way we think about recruiting and talent marketing. Mark's journey is a testament to the power of human connection and strategic thinking in the world of talent acquisition.The Unexpected Path to RecruitingMark's story begins like many in our profession - not as a carefully planned career, but as a serendipitous discovery. Starting as a resident advisor in college, he was introduced to the world of human resources through a mentor who saw potential in him. What started as uncertainty quickly became a passionate pursuit of understanding people and their potential.Pioneering Recruitment MarketingOne of the most fascinating aspects of Mark's career is how he became a pioneer in recruitment marketing before it was even a defined role. At Aon Consulting, he pitched and implemented the concept of creative talent sourcing and community building - a revolutionary approach at the time.His work at Warner Media is particularly impressive. In just three months, he expanded their talent community from 27 to 17,800 people. But for Mark, it was never just about numbers. He discovered something far more profound - the human stories behind each potential candidate.Beyond Numbers: The Human ElementMark shared a powerful moment from his Warner Media project where he connected with aspiring professionals from around the world. One story that particularly struck me was about a young transgender woman in game development who feared breaking into the industry. These conversations revealed that recruitment is about so much more than filling roles - it's about understanding individual journeys and potential.Embracing Change and TechnologyWhen it comes to AI and technological changes, Mark offers a refreshingly balanced perspective. Drawing from a quote by Robert Zemeckis, he believes in continuous adaptation: "Film, like anything else, is about continuous change. You adopt it. Sometimes it works, sometimes it doesn't. You don't lose your traditional values."For Mark, AI is a tool - valuable for developing templates, job descriptions, and optimizing processes. But the core of recruiting remains deeply human: building relationships, understanding nuanced communication, and seeing potential beyond the obvious.Key Takeaways* Recruiting is an art of human connection* Be curious and open to unexpected opportunities* Technology should enhance, not replace, human interaction* Look for the stories and potential behind every candidateA Message to RecruitersMark's journey is a powerful reminder that our profession is about more than filling roles. It's about understanding human potential, creating opportunities, and sometimes, changing lives.As we navigate an increasingly technological world, let's remember the core of what makes recruiting powerful - our ability to see, understand, and champion human potential.Listen to the full podcast episode to hear Mark's complete insights and inspiring journey. And as always, keep embracing the human side of recruiting.Subscribe to Talent Grind for more insights from recruiting leaders who are changing the game.Hi, I’m Michael, a recruiting exec based in the SF Bay area, who specializes in startup recruiting and HRTech building. I previously built recruiting functions at Oyster, Bolt, and Dropbox. Now I am co founder at TeamSourced, where we offer a free platform along with our recruiting service business.On this substack, I share frameworks, case studies, stories, and links from inside the recruiting and future of work worlds. Not yet subscribed? No worries. You can check out the archive, or sign up below:Talent Grind is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber. Get full access to Talent Grind at talentgrind.substack.com/subscribe

Welcome to another episode of Talent Grind's Meet My Network podcast! I'm excited to share my conversation with Brian Piotrowski, Director of Talent Acquisition at EXP, a leading engineering consulting firm.Brian has built an impressive career in recruiting, starting at a boutique staffing firm before moving to corporate talent acquisition, where he's spent over a decade growing his leadership capabilities. His journey from individual contributor to director overseeing three regional managers and a team of 12 recruiters offers valuable insights for anyone in talent acquisition.Highlights from our conversation:On transitioning to leadership:"I was always curious and always wanted to learn more... I was always asking more questions, always learning to see what was next, what more we could be doing. That constant curiosity helped my manager notice me."When Brian first moved into management, he experienced imposter syndrome - questioning why he was selected and if he had the right answers. He learned that effective leadership isn't about knowing everything, but about leveraging your team's collective knowledge.On measuring success in recruiting:Being part of a professional services organization, Brian focuses on getting the right people in quickly so they can immediately contribute to projects. His team measures success through hires per quarter, month, and week, while also considering utilization rates and ensuring staff aren't burning out.On the changing landscape of recruiting:"We came from COVID where everybody was looking for a new role - we had the great resignation. Now people are looking for stability... everybody wants longevity right now."On AI in recruiting:Brian isn't an AI doomer - he sees technology as helping create "a cleaner path forward" in recruiting:"I think the candidate experience should get better. I think the hiring manager experience should get better. The recruiter's experience should be getting better."He's particularly excited about emerging tools that measure quality of hire and longevity, using data to understand what makes a successful employee both short and long-term.On what makes a great recruiter:Brian looks for curiosity and engagement - people who stay informed about industry trends, attend conferences, and constantly learn. As he puts it, "If you're not staying up with the times, you will fall behind. Those are the people that will get replaced by AI."What keeps him passionate about recruiting:After years in the industry, Brian still finds joy in the human connections:"Within recruiting, you get to learn what makes everybody tick within the company - why they are in their role, why they come to work every day, what makes them passionate about what they're doing. When I get to sit down and talk to somebody about what they do on a day-to-day basis and just see the passion light up their face - that's actually the part that I enjoy the most."My takeaways:I loved Brian's perspective on AI as an enabler rather than a replacement. We both agree that while recruiting technology will evolve dramatically in the coming years, the human elements of relationship-building and closing candidates will remain essential.I've been saying this for a while now: AI isn't going to replace recruiters - it's going to transform how we work. Instead of spending 80% of our time on administrative tasks and 20% building relationships, AI will flip that ratio, allowing us to focus more on the human connections that make recruiting so rewarding.Brian also echoed my sentiment that recruiting offers unique insights into organizations that few other roles provide. We get to see the inner workings of companies, understand what drives different teams, and learn directly from experts across various domains.Hi, I’m Michael, a recruiting exec based in the SF Bay area, who specializes in startup recruiting and HRTech building. I previously built recruiting functions at Oyster, Bolt, and Dropbox. Now I am co founder at TeamSourced, where we offer a free platform along with our recruiting service business.On this substack, I share frameworks, case studies, stories, and links from inside the recruiting and future of work worlds. Not yet subscribed? No worries. You can check out the archive, or sign up below:Talent Grind is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber. Get full access to Talent Grind at talentgrind.substack.com/subscribe

When Marc Lipkin started his recruiting career in the late '90s, the tech world looked dramatically different. Armed with a catalog of company listings and a phone, he was hunting for software engineers in the nascent days of the internet boom. Today, he brings a wealth of experience from working with tech giants like Amazon, Google, and innovative startups like Material Bank.In this fascinating episode of Meet My Network, Marc takes us on a journey through the dramatic transformation of tech recruiting:* The Early Days: Discover how recruiting worked before LinkedIn, when finding top talent meant creative networking and physical catalogs* Tech Recruiting Insights: Learn about Marc's experiences recruiting for cutting-edge projects at Amazon, including work with academic scholars and innovative technology teams* Career Evolution: Hear how Marc transitioned from an individual contributor to a leadership role, sharing invaluable lessons about team building and talent acquisitionKey Highlights:* Recruiting for world-class teams at Google and Amazon* The art of identifying exceptional talent beyond traditional profiles* Insights into the changing landscape of tech recruitingWhether you're an aspiring recruiter, a tech professional, or simply curious about the behind-the-scenes of talent acquisition, this episode offers a rare glimpse into the world of high-stakes tech recruiting.Listen now and dive deep into a career that has shaped the tech talent landscape over the past decades!Hosted by Michael Doran | Talent Grind Meet My Network PodcastHi, I’m Michael, a recruiting exec based in the SF Bay area, who specializes in startup recruiting and HRTech building. I previously built recruiting functions at Oyster, Bolt, and Dropbox. Now I am co founder at TeamSourced, where we offer a free platform along with our recruiting service business.On this substack, I share frameworks, case studies, stories, and links from inside the recruiting and future of work worlds. Not yet subscribed? No worries. You can check out the archive, or sign up below:Talent Grind is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber. Get full access to Talent Grind at talentgrind.substack.com/subscribe

Recruiting has come a long way since the days of “personnel departments” and faxed resumes. Few people understand this evolution better than Mary Kay Baldino, a recruiting veteran whose career spans decades in both corporate and agency settings.In this episode of Meet My Network, I had the privilege of speaking with Mary Kay about her unexpected entry into recruiting, how she built a career in corporate talent acquisition and leadership, and how AI, proactive hiring, and strategic workforce planning are shaping the industry today.From College Career Center to Recruiting LeadershipMary Kay didn’t plan to go into recruiting—it found her. While working her way through college, she discovered an interest in HR (then called “personnel”) and started working in recruiting before she even graduated. That early start gave her an edge, allowing her to skip the usual entry-level HR roles and dive straight into recruiting.After working in corporate recruiting at Famous Footwear and Manpower, she transitioned to agency recruiting, gaining a broader understanding of hiring at scale. But it was her return to corporate recruiting where she made her biggest impact—especially in the insurance and healthcare industries, where she spent a significant portion of her career.What It Takes to Become a Recruiting LeaderMary Kay’s career took off when she started challenging outdated hiring processes. She pointed out inefficiencies in how recruiting was being handled, leading her to build Manpower’s first corporate recruiting function. Her ability to see hiring from a strategic and operational perspective helped her rise into leadership.Her biggest lesson in leadership? Understanding compensation and job architecture. She quickly realized that job descriptions, salary structures, and talent planning needed to be addressed before hiring even started—something many companies still struggle with today.Key Takeaways for Recruiters and Hiring Leaders1. Proactive Recruiting Is the Holy Grail—but Hard to ImplementMost executives don’t translate their business strategy into specific hiring needs until it’s too late. Mary Kay believes recruiters must push for workforce planning, even if it’s not naturally built into the company’s process.2. AI Is a Recruiter’s Best Friend (Not a Replacement)Mary Kay sees AI as a tool to remove repetitive tasks, not replace recruiters. She encourages TA leaders to embrace automation for scheduling, resume screening, and outreach, allowing recruiters to focus on relationship-building and strategic hiring.3. The Best Recruiters Are Intensely CuriousCuriosity is what separates great recruiters from average ones. Mary Kay believes recruiters should ask better questions, learn the business inside out, and push leaders to make data-driven hiring decisions.Final Thoughts: Recruiting as a Strategic Business FunctionMary Kay sees recruiting as one of the most impactful functions in any organization—and yet, most companies don’t invest in it properly. She hopes the future brings more CEOs and CHROs with recruiting backgrounds, as those who truly understand hiring understand how to build successful companies.Her message to recruiters? Stay curious, embrace AI, and push for strategic workforce planning.Want more deep dives into the careers of top recruiting leaders? Subscribe to Talent Grind for exclusive insights from the best in talent acquisition.Hi, I’m Michael, a recruiting exec based in the SF Bay area, who specializes in startup recruiting and HRTech building. I previously built recruiting functions at Oyster, Bolt, and Dropbox. Now I am co founder at TeamSourced, where we offer a free platform along with our recruiting service business.On this substack, I share frameworks, case studies, stories, and links from inside the recruiting and future of work worlds. Not yet subscribed? No worries. You can check out the archive, or sign up below:Talent Grind is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber. Get full access to Talent Grind at talentgrind.substack.com/subscribe

In this eye-opening episode of Talent Grind Live, Michael Doran and Alex Mann tackle "The Big Freeze" - our current economic downturn that economists compare to the Great Recession. As hiring slows to 2009 levels and competition intensifies, discover why personal branding is no longer optional but essential for recruiters. Michael shares how AI tools can give you back 20% of your workday while elevating your professional profile. Learn practical strategies for building your digital presence, leveraging relationship networks as a protective "moat," and positioning yourself to thrive when the economy thaws. Whether you're a seasoned recruiter or new to talent acquisition, this episode delivers actionable advice for navigating uncertain times with confidence and vision. Don't miss Michael's powerful analogy about "being in the foam" and how to find your way to the surface during economic turbulence. Get full access to Talent Grind at talentgrind.substack.com/subscribe

In this episode of Talent Grind Live, CEO of TeamSourced, Michael Doran, and Alex Mann, head of go-to-market sales at Elly.ai, discuss the current state of recruiting. They start with a casual chat about personal experiences and weather before diving into the core topics. Michael provides an overview of his extensive background in recruiting and talks about his new initiative to unify various components into a single vision, including the launch of the Talent Grind community. He stresses the importance of genuine experience and mentorship in the recruitment industry, critiquing influencers who lack practical recruiting experience. Michael also explains the unique challenges recruiters face, especially during economic downturns, and emphasizes the need for evolving recruitment strategies. The conversation includes insights into how AI and technology could enhance recruiting efficiency and a call for creating valuable content to share within the community. The episode concludes on an optimistic note with Michael's commitment to provide tools, resources, and support for recruiters. Get full access to Talent Grind at talentgrind.substack.com/subscribe

AI in recruiting and talent acquisition is transforming how we work. Join recruiting leader Michael Doran and AI expert Alex Mann as they analyze LinkedIn's 2025 AI Report, revealing how artificial intelligence is saving recruiters a full day each week. Learn about AI recruiting tools, automation in talent acquisition, and how to build better candidate relationships with more time. Essential insights for recruiters, talent acquisition professionals, and hiring managers navigating the future of recruitment. Get full access to Talent Grind at talentgrind.substack.com/subscribe

AI recruiting tools are changing talent acquisition - but not how you think. In this debut episode of Talent Grind Live, recruiting veteran Michael Doran and AI specialist Alex Mann debunk AI doomerism in recruitment. Discover how artificial intelligence in recruiting reduces stress by 90%, why AI gives recruiters an edge in talent acquisition, and how tools like Claude and Otter are transforming candidate sourcing and engagement. Perfect for recruiters, hiring managers, and talent professionals embracing AI in recruitment. Get full access to Talent Grind at talentgrind.substack.com/subscribe