Talk Talent To Me

Lisa is a seasoned CHRO with over 20 years in HR to explore what it looks like to intentionally pause, reflect, and reimagine your next career chapter. Lisa shares how she recognized the natural end of a mission-driven CHRO role, why she's now considering a move into consultancy and fractional work, and what that says about how senior HR professionals are rethinking their careers. The conversation moves into broader territory around the future of the people function: how HR can stop fighting for a seat at the table and just earn it, why the people agenda must be woven into the business strategy, and how AI is an opportunity for HR to finally demonstrate its highest-value work. Whether you're a CPO navigating an org transformation or an HR leader wondering how to stay relevant in an AI-accelerated world, this episode offers a grounded, practical perspective from someone who has lived it. Key Takeaways Knowing when a mission is complete Consulting and fractional work as a career move The people agenda is not separate from business strategy Psychological safety and the "always-on" work culture AI as a liberator, not a threat Staying relevant means running toward change Links Lisa on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Rachel Duran has spent nearly 15 years building her career at the intersection of marketing and talent acquisition, moving through ad agencies, RPOs, and major tech companies. Rob and Rachel cover how the flood of AI-generated applications is forcing a fundamental rethink of what "success" looks like in recruiting marketing, why the candidate experience has to meet consumer-grade expectations, and how employer brand practitioners can earn and keep their seat at the table. 🔑 Key Takeaways AI-driven mass applications have made quality of applicant the new priority over volume Top-of-funnel thinking is out. attracting the right candidates matters more than sheer inbound AI can help filter applicants, but it cannot be used to make employment decisions Mobile-optimized career sites and application flows are no longer optional CAPTCHAs and knockout questions remain practical tools for filtering bot-driven applications Employer brand perception increasingly influences B2B RFPs and vendor evaluations ROI conversations need to focus on cost savings: cost-per-hire, time-to-fill, reduced agency spend Sourcers make strong recruitment marketers, they already know candidates and how to find them Learning to use AI tools, even personally, is now a core career development priority 🔗 Links Rachel Duran on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Kevin breaks down how HR leaders can drive real business impact by aligning talent strategy directly to company goals, with a focus on scaling coaching as a lever for workforce performance and development. He shares how listening to employee feedback and preparing for the next phase of growth led his team to invest in coaching at scale, enabled by new technology that makes it accessible beyond just executives. Kevin explains how coaching improves performance, engagement, and retention, how to measure its impact, and why it plays a critical role in developing future leaders in a skills-based economy. The conversation also explores how HR can balance internal development with external hiring, the evolving role of managers in an AI-driven workplace, and why building talent capability is essential for long-term competitiveness. 🔑 Key Takeaways Coaching can now scale across organizations due to technology advancements Employee feedback is a key signal for where to invest in development Coaching improves performance, engagement, and retention High performers are more likely to opt into development programs Managers must shift from knowledge sharing to talent development in an AI-driven world Internal talent development should focus on core business competencies Strong organizations build talent pipelines and become talent exporters 🔗 Links Kevin Bohan on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

📝 Episode Summary Maura explains why investing in early talent remains a high-impact, data-backed strategy despite growing narratives around AI replacing entry-level roles. She shares how Liberty Mutual has built a long-term pipeline that drives retention, accelerates promotion, and produces global leaders, while also evolving programs to align with shifting skill demands. The conversation explores how Gen Z brings new expectations around purpose, flexibility, and development, why career paths are becoming more dynamic and non-linear, and how organizations must balance technical skill-building with human capabilities like communication and adaptability in an AI-driven workplace. 🔑 Key Takeaways Early talent programs drive higher retention, faster promotion, and long-term leadership outcomes AI will not replace entry-level talent, it will amplify those who can use it effectively Gen Z prioritizes purpose, flexibility, and development over traditional career incentives Technical skills are becoming easier to teach, human skills are increasing in value Career paths are shifting from linear ladders to flexible, cross-functional movement Talent development is critical for both attracting and retaining top candidates 🔗 Links Maura Quinn on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Episode Summary Ilona explains what it takes to transform talent acquisition at a 300,000-person organization. From consolidating a sprawling, decentralized TA function into a unified operating model to simplifying a bloated tech stack and driving global process adoption, Ilona shares how her team moved from fragmentation to focus. The conversation explores the difference between operational busy-ness and strategic impact, why process discipline must come before innovation, and how talent leaders can elevate their influence with the C-suite by telling a smarter story with data. Ilona also reflects on career growth, embracing discomfort, and the power of saying yes to unexpected opportunities. Key Takeaways 1. Decentralization Creates Duplication PepsiCo's TA teams were spread across dozens of reporting lines globally, leading to inconsistent processes, unclear ownership, and change fatigue. Consolidation created clarity, agility, and shared priorities. 2. Process Before AI You can't layer automation or AI onto chaos. The team prioritized process adherence, data quality, and recruiter capability building before pursuing more advanced innovation. 3. Simplify the Tech Stack Replacing multiple point solutions with a unified ATS ecosystem reduced complexity and enabled cleaner reporting, better adoption, and stronger governance. 4. Operational Metrics Aren't Enough Time-to-fill and offer acceptance rates matter, but executives want insight. Strategic scorecards now combine performance data with external market intelligence and competitive context. 5. Capability Building Is Strategic Work Interviewing skills, recruitment strategy conversations, offer management, and stakeholder alignment are foundational competencies that elevate TA's business impact. 6. Change Management Requires Intentionality Regular pulse checks, global town halls, leadership alignment, and engagement committees helped stabilize morale and improve adoption during transformation. 7. Career Growth Requires Discomfort Ilona's advice: say yes to unclear opportunities, embrace uncertainty, and get comfortable being uncomfortable.   Links Ilona Kremer on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

📝 Episode Summary  Camye Mackey, EVP and Chief People, Diversity & Inclusion Officer for the Atlanta Hawks, joins Rob to talk about building culture inside one of the most community-connected brands in sports. From embedding inclusion into both workforce strategy and marketplace impact, to designing a "Talent Blueprint" that future-proofs the organization, Camye shares how HR can operate as a true business partner. The conversation explores generational diversity, AI adoption, workforce skill gaps, and why DEI remains a business imperative, not a buzzword. If you're thinking about how to architect a modern people strategy that reflects your community and scales with change, this episode offers a practical and inspiring roadmap. 🔑 Key Takeaways *]:pointer-events-auto scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]" dir="auto" tabindex="-1" data-turn-id= "request-68791fb4-0948-800f-aae1-bb7ab84fb569-2" data-testid= "conversation-turn-84" data-scroll-anchor="true" data-turn= "assistant"> DEI Is a Business Imperative: Camye reframes diversity and inclusion as drivers of innovation and performance, not political talking points. Diverse perspectives fuel better decisions and stronger outcomes. Culture Must Be Lived, Not Framed: The Hawks operationalize values through behaviors (SMILE: Southern hospitality, Make a moment, Individuals matter, Listen & learn, Empowerment), turning principles into daily practice. HR Must Lead on Technology: AI and digital tools aren't side projects. HR is central to training, adoption, policy shifts, and workforce readiness. Workforce Planning Is Strategic: The "Talent Blueprint" approach connects business strategy to job design, compensation, competency development, and skill gap analysis. Generational Diversity Is Real: With five generations in the workplace, people strategy must flex to meet different needs and expectations. Curiosity Is Career Leverage: Camye's advice: stay close to the business, ask questions, be relentlessly curious, and position yourself as a solution partner.   🔗 Links Camye Mackey on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

📝 Episode Summary Tim shares how he built (and scrapped) a multimillion-dollar AI interview scheduling bot, why we should rethink HR's "pecking order," and lessons from the front lines of automation. The conversation dives into digital assistants, digital workers, and why HR and IT must now operate as true partners. Tim also challenges the idea that transactional HR work is a necessary career stepping stone, arguing instead for a smarter, more strategic entry path into the profession.  🔑 Key Takeaways Shared Services Is Strategic: The most frequent HR touchpoint for employees sits in operations, exactly where AI can drive real differentiation. Not Every AI Bet Pays Off: Tim shares a candid story of a failed, high-investment interview scheduling build and the lessons learned about build vs. buy. 80% Isn't Good Enough in High-Stakes Workflows: In areas like recruiting, partial automation can create more risk than value. Digital Workers Are Coming: HR and IT must think about AI agents like employees, onboarding, training, performance management included. Entry-Level HR Needs Rethinking: Transactional work shouldn't be the default gateway to the profession in an AI-augmented world. Tim Young on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

*]:pointer-events-auto scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]" dir="auto" tabindex="-1" data-turn-id= "6c2fc763-3ffc-45be-9b4e-e35d7fbfa078" data-testid= "conversation-turn-68" data-scroll-anchor="true" data-turn= "assistant"> Dr. Ekta Vyas, CHRO at Keck Medicine of USC, joins Rob to unpack what it really takes to lead transformation inside complex healthcare systems. Drawing on her background as a psychologist, scholar-practitioner, and longtime healthcare HR leader, Dr. Vyas shares how emotional intelligence, strategic business alignment, and disciplined measurement turn HR from a transactional function into a true enterprise driver. From integrating newly acquired hospitals to redesigning HR operating models and elevating employee experience, she explains why most transformations fail and what leaders must do differently. One hot take included: being "a people person" is not a qualification for HR. 📌 Key Takeaways Strategic HR Requires Business Acumen: Dr. Vyas rejects the notion that being "a people person" is enough for success in HR. Strategic thinking and business alignment are essential. Transformation Is Emotional: Change isn't just structural, it's deeply emotional. Leaders must manage resistance by understanding how change impacts people's daily work lives. EQ Is Core to Change Management: Dr. Vyas uses emotional intelligence to lead through transformation, from listening tours to transparent communication with staff. Academic + Industry Fusion: Her dual role as CHRO and adjunct faculty keeps her grounded in both current research and practical application, a powerful combination. Measurement Matters: The Keck HR transformation tracked over 7,400 cases, implemented ServiceNow, and used metrics to improve efficiency, service, and employee experience. Today's HR Is Tomorrow's Infrastructure: To support enterprise growth (including M&A), HR must evolve from a transactional function to a strategic enabler. Lifelong Learning Drives Effective Leadership: Whether through teaching or leading, Dr. Vyas emphasizes the need to stay curious and continually develop. Dr. Ekta Vyas on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Monica Marquez has held big titles at Google, EY, and Goldman Sachs, but now she's teaching companies how to ditch their outdated playbooks and embrace a new way of working with AI. In this episode, Monica and Rob unpack why the people team, not IT, needs to lead AI transformation, how to automate without losing the human touch, and what it really means to "unlearn" your way to better work. She shares how her team at Flipwork is helping organizations build adaptive, human-centered workflows and why leaders must create safe spaces for experimentation. Also discussed: how to turn prompting into repeatable agents, the problem with "work slop," and why the best AI onboarding might come from a Clippy-inspired bot named Flippy. 📌 Key Takeaways AI transformation must be people-led, not tech-led Unlearning is the new competitive edge in a world moving faster than ever "Work slop" is real, and AI isn't to blameHigh-value work starts when you stop doing what AI can do faster The best use of AI is treating it like an intern, not an oracle Prompting is table stakes. Turning prompts into agents is the real differentiator Empowering people to automate their own workflows requires safe space and structure People teams must guide AI adoption to protect ROI and increase tool adoption AI should amplify your "authentic intelligence," not replace it A modern talent strategy must account for psychological safety, rapid experimentation, and clear permission to try new things   🔗 Links ¡Ay, Ay, Ay, AI! Newsletter Monica Marquez on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production    

Tony Castellanos has seen recruiting from every angle: Google, Square, various startups, and now as Head of Compensation & Talent at Nextdoor. In this episode, Tony breaks down how his team is using AI to rethink recruiter training, eliminating the "practice on candidates" problem by simulating real conversations with virtual personas. He and Rob also dive into community-led recruiting, why values alignment trumps pedigree, and how automation should empower recruiters to be more human. Also on the mic: the death of the "Apply Now" mentality, the future of AI interview agents, and why Nextdoor's most beloved teammate might be a benefits bot named Ben.   🔑 Key Takeaways: AI-driven training gives recruiters reps without risking candidate experience Recruiter excellence starts with values alignment and relationship building Referrals aren't just about "who do you know", they're part of a broader community activation strategy Recruiters should act like talent strategists, not inbox managers Tools like CodeSignal enable voice-to-voice interview simulations with real-time feedback Giving AI agents names and personalities makes adoption more natural and team-friendly 🔗 Links Tony Castellanos on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

André Martin has been CLO at Nike, Mars, and Target, so when he talks about the cost of disengagement, we listen. In this episode, André joins Rob to talk about his new book Wrong Fit, Right Fit, why work feels broken for so many, and what leaders can do about it. From rewriting job descriptions to rethinking culture as a daily operating system instead of a poster, André lays out a blueprint for restoring energy, engagement, and trust inside modern organizations. Also discussed: why climbing the ladder might take you further from your craft, how companies can stop catfishing candidates, and why your offsite might be a total waste of time. 🔑 Key Takeaways: Work is always happening, which is why companies must intentionally design for recovery and restoration Culture is not a value statement, it's how work actually gets done, shared, and socialized Disengagement is expensive; $9.6 trillion in lost productivity comes from people doing the wrong work in the wrong place Protective narratives are a red flag; rationalizing and blaming are signs of misalignment The best offsites are not packed with content, they are focused on building deep relationships and trust Promotions should not pull people away from their craft; getting better at your job should not always mean managing more people A more honest hiring process that includes how ideas are shared and decisions are made can reduce bad-fit attrition 🔗 Links Wrong Fit, Right Fit: Why How We Work Matters More Than Ever André Martin on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Tracy Layney has led HR at iconic brands like Levi's, Old Navy, and Shutterfly, so it's no surprise she's now training the next generation of CHROs at the University of Chicago's Booth School of Business. Tracy joins Rob to unpack why HR's role is more complex (and powerful) than ever before, and how her coursework is helping senior people leaders develop the human capital strategies their companies desperately need. She breaks down the people-side of big moves—like Levi's exit from Russia—and shares the three-pillar framework she teaches for linking business goals to people strategy. Plus: why HR still doesn't speak the language of business, and how she's helping to change that   📌 Key Takeaways Tracy's journey from org strategy consulting to CHRO to professor Why executive HR education is finally getting the attention it deserves A behind-the-scenes look at Booth's program for future CHROs The people-side of major business decisions, like Levi's exit from Russia Why the CHRO role is more complex, and more influential, than ever The three-pillar framework for building a scalable human capital strategy How to tailor people strategy without reinventing the wheel Why HR still doesn't speak the language of business, and how to change it The disconnect between strategic frameworks and HR's day-to-day execution Tracy's take on lifelong learning, fractional work, and what's next in her career   🔗 Links Tracey Layney on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Angela Briggs-Paige, Chief People Officer at Acelero Learning, joins Rob to share why HR is not your friend—and that's a good thing. Angela breaks down how she shows up as a business leader first and a people expert always. She shares how she earned her seat at the boardroom table, what it really takes to build employee-led career paths, and why performance reviews need a serious glow-up. Plus: Angela's approach to employee growth (spoiler alert: it involves passports), starting her own fractional CPO business, and never, ever being out-peopled. 📌 Key Takeaways Why HR isn't your friend How to speak "business" instead of "HR" to get heard in leadership rooms The courage it takes to challenge decisions in the boardroom "I will not be out-peopled": Angela's mantra for CPO credibility How Acelero is replacing performance reviews with employee-led "career passports" The mindset shift from "how do we keep people?" to "how do we make staying a meaningful choice?" Why enabling managers as coaches, not judges, is the key to performance development The case for giving employees homework before their 1:1s How expanding her portfolio beyond HR helped Angela grow as a business leader What her fractional CPO venture People Power is teaching her about right-sizing HR strategy for scale   🔗 Links Angela Briggs-Paige on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Michelle Brooks, Chief People & Culture Officer at Security Compass, joins Rob to unpack what it really means to lead with "compassionate candor." She shares how feedback norms are shifting for Gen Z, how she built a truly strategic people function without a traditional HR background, and why HR's identity crisis is holding the industry back. Plus, Michelle gives a front-row look at how her team is driving AI adoption across the business—from launching an internal AI council to treating AI like the biggest change management initiative of the decade. This episode is packed with spicy takes, real talk about feedback, and a blueprint for how HR and IT can actually partner to move AI from buzzword to business driver.   📌 Key Takeaways Why Gen Z wants more feedback, and how to deliver it with "compassionate candor" The problem with radical candor and how it's been quietly rebranded Why feedback is often withheld from leaders, and how Michelle invites it in The myth that HR needs permission to have a seat at the table How Michelle's background in sales and recruiting helped her avoid HR "learned helplessness" Why HR still suffers from an identity crisis How Security Compass is treating AI adoption as a company-wide change management initiative The structure and purpose of their internal AI council, governance committee, and AI champions program The growing alliance between HR and IT How to make the business case for leading AI adoption from the people function 🔗 Links Michelle Brooks on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Katya Laviolette, Chief People Officer at 1Password, joins Rob to unpack how the company scaled from a scrappy, consumer-first startup to a 1,400-person B2B security powerhouse. She shares why shifting from B2C to B2B hiring isn't just about adding new roles—it's about evolving core competencies. Katya also explains how her team uses "anti-recruiting" to scare off the wrong candidates, and how being brutally honest during the hiring process actually leads to better retention. Plus: why every company is a train ride, and you don't have to ride the whole way. 📌 Key Takeaways Why 1Password eliminated the "Apply Now" button—and what it means for candidate experience How hiring changed as the company shifted from B2C to enterprise B2B The buy-vs-build approach to talent in cybersecurity and SaaS Why "anti-recruiting" is a crucial part of high-growth hiring How to design an interview loop that screens for ambiguity tolerance The difference between relevant experience and transplanting culture Why some hires are "lifers" and others join for a chapter—and that's OK Katya's metaphor for growth: scaling a company is like a train ride Why strong employer branding should repel as much as it attracts How candidate curiosity and specificity signal long-term success   🔗 Links Katya Laviolette on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Rob reconnects with longtime friend and HubSpot's VP of Talent Acquisition & Mobility, Becky McCullough, for a conversation that spans nearly a decade of growth, both personal and organizational. Becky shares how trust, flexibility, and curiosity have kept her at HubSpot for 10+ years, and why she encourages her team to take recruiter calls (really). They also dig into HubSpot's AI-first approach to hiring, performance, and engagement, including how they're assessing AI fluency without bias, and why "show your prompt" might be the new "show your work." Plus: Becky's spicy take on why direct reports shouldn't be part of hiring their boss.   📌 Key Takeaways Why Becky encourages her team to take phone screens with external recruiters—and how it builds trust HubSpot's shift from reactive HR to strategic workforce planning How AI fluency is becoming table stakes in hiring (and how to assess it equitably) The role of trust in employee engagement surveys—and why honesty is a signal Why Becky believes direct reports shouldn't help hire their boss How HubSpot uses Qualtrics and AI to synthesize feedback fast The balance between fast AI adoption and responsible implementation Why hiring is (still) a team sport—and TA shouldn't be "the hiring police" 🔗 Links Becky McCullough on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

✍️ Episode Description  Jessica Swank didn't set out to be a Chief People Officer—but when the opportunity found her, she said yes. Now CPO at Box, Jessica joins Rob to share her unconventional career journey and how she's helping lead the company into its next era as an AI-first organization. She explains why AI is more about change management than tech, what it means to build cross-functional partnerships that work, and why every Boxer (even the CEO) has to pass an AI quiz. Jessica also reveals how Box rolled out an internal AI agent that writes job descriptions in seconds, and why "return on time" is her new favorite metric. Plus: a cameo from Jeep, her 7-year-old's favorite GPT agent. 📌 Key Takeaways Jessica's journey from recruiter to Chief People Officer Why she nearly said no to the CPO role at Box What it's really like to lead HR during a global shutdown How Box is approaching AI as a cross-functional, people-first initiative Why HR should lead AI strategy—not just adoption Box's three-pillar framework for AI: Optimize, Elevate, Amplify The ROI of AI? Try ROT—Return on Time How Box built an AI agent that drafts JDs from intake calls Why every employee at Box is required to pass an AI enablement course How to grow with a company instead of being outgrown by it Why "get comfortable being uncomfortable" is still the best career advice 🔗 Links Jessica Swank on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Jim Conti, Talent Partner at Hyde Park Venture Partners, joins Rob to unpack what it really means to support startups from the VC side. He shares how his role has evolved from operator to advisor, why he often tells founders not to hire, and what makes a great first head of marketing hire. Jim also explains how talent leaders can earn influence without ownership, translate TA metrics into business outcomes, and become the first call when founders hit a crisis. Plus: the real reason boards don't care about your hiring speed. 📌 Key Takeaways: What a talent partner actually does at an early-stage VC How to support portfolio companies without getting embedded full-time Why hiring should be a last resort—not a first instinct The bowling bumper metaphor for talent advisory How to guide founders through hiring their first execs How to build trust and become the first phone call when things go sideways Why talent teams need to shift from "function" to "impact" when reporting to boards Common TA metrics boards don't care about—and what they do want instead Why talent leaders must stay curious about AI, automation, and tooling The evolution of recruiting from high-volume hiring to strategic headcount planning   🔗 Episode Links: Jim Conti on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Delivery Hero's Chief People and Sustainability Officer, Ana Mitrasevic, joins Rob to challenge the status quo of performance management. Drawing on her experience in both HR and product, Ana makes the case for replacing rigid review cycles with tech-enabled, real-time performance enablement. She shares her vision of a two-sided internal talent marketplace, explains why traditional career ladders don't cut it anymore, and offers a smart hiring hack that both CFOs and CPOs can get behind. Plus, a friendly invite to watch high-drama basketball in Serbia.   Key Takeaways: Why performance enablement should replace traditional performance management How technology can identify real-time strengths and skill gaps without a manager's input Why annual reviews and rigid nine-box grids no longer serve high-performing teams How to build an internal talent marketplace that empowers nonlinear, skill-based career moves How to use "next-level-down" backfills to create internal mobility and reduce costs What HR can learn from product management: test, iterate, de-prioritize Why values and behaviors may matter more than skills in internal hiring How to scale talent discovery beyond one-off relationships and gut feeling Ana Mitrasevic on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Tina Bright wasn't looking—but Inter-Con Security found her anyway. In this episode, Tina shares how a well-timed drink with the CPO turned a polite decline into a fast-tracked offer. She unpacks her playbook for entering a new org, from low-hanging fruit wins to tech stack audits, and explains why TA leaders should stay curious about the latest tools (even when they're not buying). Tina also reflects on evaluating career moves with intention—and why working for someone who gets TA can be a game-changer. Key Takeaways: How a casual drink turned into a senior leadership role The importance of surveying stakeholders early in a new role Low-lift, high-impact wins to build credibility fast Evaluating ATS and CRM options that actually fit the business Why TA leaders should demo new tools—even without a buying need How to spot when a company is truly invested in talent acquisition Tina's three-question framework for evaluating new opportunities Why company culture (and who you report to) really matters Tina Bright on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Ken Bouchard, VP of Talent Strategy at BJ's Wholesale Club, joins Rob to break down how he led a full-scale HR transformation—without losing sight of the business. From splitting strategic and ER functions, to killing off "HR vanity projects," Ken explains how he restructured his team to be faster, sharper, and more aligned to outcomes. Plus, he shares why some projects should be shelved even if they succeed, what HR can learn from restaurants, and how a little time in Iceland goes a long way for clarity. Key Takeaways: Why BJ's split employee relations from strategic HR—and how it improved both How to kill off "HR vanity projects" (even the successful ones) A practical framework for aligning HR work to real business outcomes Why HR pros should treat internal teams like customers The value of front-of-house/back-of-house thinking in HR org design Why experience across multiple HR domains leads to better leadership How to grow your career in HR when key processes only happen once a year The importance of postmortems—even when things go well   Ken Bouchard on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Trisha Degg joins Rob to unpack her zigzagging path through sales, HR, venture capital, and back to the hiring trenches as Head of Global TA at Rush Street Interactive. She shares how "Googling her way through HR" (pre-AI!) made her a sharper TA leader, why she hired a former recruiter to wrangle ATS chaos, and how her team is using AI to reverse-engineer their best hires. From global hiring hurdles to cleaning up messy data, Trisha proves that building scalable talent processes is as much about grit as it is strategy—plus, there's tomatoes. Lots of tomatoes Key takeaways: Why cross-functional experience makes for stronger talent leaders How to clean up and future-proof your ATS and headcount data The value of hiring scrappy, fast learners into ops roles Using AI to identify common traits among top performers Tips for globalizing recruiting processes across 20+ countries How to build a strong CPO relationship (and why it matters) Trisha Degg on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

TTTM welcomes back Dom Farnan, who shares her journey from being the CEO of DotConnect to her current role as Head of Business Recruiting at Groq. Dom discusses the challenges and learnings from her transition, the importance of communication in leadership, and the need for a tailored recruiting process that aligns with the company's values. She emphasizes the significance of educating hiring managers about the recruitment process and the importance of choosing the right clients for successful partnerships. Dom also shares insights on assessing talent and the qualities that make a great recruiter, concluding with her thoughts on curiosity as a key value in recruitment. Dom Farnan on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

_*]:min-w-0 !gap-3.5"> Show Notes & Key Takeaways Show Notes EnterpriseDB CHRO Einav Lavi shares how she transformed from finance instructor to business-focused HR leader by speaking the language of executives—revenue, costs, and ROI. She details challenging a COVID-era 20% layoff mandate with data-driven alternatives that saved nearly $1M, leading company-wide AI implementation, and positioning HR as "builders of the business" rather than policy enforcers. The conversation covers earning executive credibility through commercial fluency, courage to challenge leadership decisions, and viewing HR as a strategic change management function. Key Takeaways Speak business language: Translate HR initiatives into revenue impact, cost analysis, and ROI rather than engagement scores or time-to-fill Challenge with data: Respond to executive decisions with financial models and alternative cost analyses, not emotional appeals Earn credibility through commercial fluency: Understand revenue, margins, and business metrics to gain genuine executive partnership Lead cross-functional change: Position HR as change management experts who can spearhead company-wide initiatives like AI implementation Use HR as transformation pilot: Test new processes within your department first, document results, then scale across the organization Master the "why" in communication: Focus on explaining why changes benefit the business, not just what changes are happening Invest in business knowledge: Understand different departments' priorities to become a true business partner rather than order-taker Commit to continuous learning: Block dedicated time for market trends, financials, and industry developments that impact your company   Einav Lavi on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Show Notes Lucia shares her unconventional career philosophy: choose companies over jobs. With experience at Yahoo, Patreon, and six years at Virta, she argues that job titles, managers, and compensation frequently change, but company mission remains stable. The conversation explores Virta's unique hiring challenge of needing 20-50 healthcare coaches and providers within weeks due to unpredictable patient enrollment. Their solution: a 4,500-person talent community (4x their workforce) maintained through regular communication, cohort-based hiring, and radical transparency to enable rapid deployment when demand spikes. Key Takeaways • Choose company over job details: Focus on company mission and ethos rather than specific titles, managers, or compensation—these change frequently while mission stays stable. • You are the asset: View your skills as portable value that can be applied anywhere, not tied to a specific role or company. • Mission alignment prevents burnout: Working for organizations whose purpose resonates with you provides emotional fuel during difficult periods. • Build talent communities at scale: Virta maintains 4,500 people (4x workforce) with regular communication, enabling rapid hiring for unpredictable demand. • Use cohort hiring for transparency: Set hiring dates reduce uncertainty and improve candidate communication about timing and expectations. • Simplify your tech stack: Consolidating tools reduces complexity and costs while improving focus on relationships. • Prioritize authentic recruiting: Transparent, anti-sales communication builds better candidate relationships than traditional "selling" approaches. • Consider fractional work: Consulting and fractional roles offer flexibility to wait for aligned opportunities while maintaining income. Links Lucia Guillory LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Gianna Driver, a seasoned Chief People Officer shares her stance on eliminating cover letters and resumes, the mutual evaluation process during job searches, and the critical questions candidates should ask to assess company culture. Gianna emphasizes the importance of in-person interactions and offers valuable advice for job seekers navigating a challenging market.   Takeaways Should we eliminate cover letters and resumes? Job searches are a mutual evaluation process. Asking the right questions to gauge company culture. Tuning in to subtle cues during interviews. Knowing your worth independent of your employer. Gianna Driver on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Helen Burns, the Global Talent Director at Owkin, about her unique journey in talent acquisition. Helen shares her transition from freelance consulting to an in-house role, the importance of long-term talent strategies, and the challenges of building a talent team in a rapidly changing industry. They discuss the significance of employer value propositions, company culture, and navigating imposter syndrome in career growth. Helen emphasizes the need for clarity in attracting talent and the importance of being open to learning and adapting in a new environment. The Global Talent Scout role emphasizes proactive recruitment strategies. Balancing immediate hiring needs with long-term talent strategies. Imposter syndrome can be overcome by reflecting on past achievements. Helen Burns on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Summary In this episode, Rob interviews Jonathan Graber, the head of talent at Gynger, discussing his journey from agency recruiting to in-house talent acquisition. They explore the challenges and rewards of transitioning roles, the importance of setting deadlines in hiring, and the diverse responsibilities that come with working in a startup environment. Jonathan shares insights on managing priorities, the significance of people operations, and how to navigate the complexities of talent acquisition in a fast-paced setting. Takeaways The 10 80 10 rule illustrates how people respond to requests. Transitioning from agency to in-house recruiting Adding People Ops responsibilities Prioritizing recruitment based on urgency and revenue impact. Managing multiple roles in a startup requires effective triage.   Jonathan Graber on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

JP, Chief People Officer at Metropolis, emphasizes the need to reframe the return to office narrative, highlighting the irreplaceable value of human connection and collaboration that cannot be replicated through remote work alone. He shares insights on fostering a culture of access and the responsibilities that come with managing a large workforce post-acquisition. In this conversation, John-Paul Sukkar discusses the challenges and strategies involved in integrating a large organization after a significant acquisition. He emphasizes the importance of cultural shifts, change management, and the reevaluation of core values to foster innovation and ownership among employees. JP shares insights on balancing agility with necessary processes in a larger corporate environment and introduces a personal framework for decision-making that encourages long-term thinking and risk-taking. Takeaways In-person interactions foster serendipitous conversations that can unblock issues. AI cannot replicate the nuances of human interactions in the workplace. Return to office should be viewed as an opportunity, not a punishment. Creating a culture of access encourages open communication and collaboration.  Day one changes are crucial for signaling new directions. Ownership mentality is essential for employee engagement. Taking risks on oneself is vital for personal and professional growth.   Links JP Sukkar on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Elizabeth explains how succession planning reveals far-reaching insights about the state of talent in an organization. As Director of Talent Management and Organizational Development at Cerence AI, Elizabeth has prioritized generating individual development plans (IDPs) for all employees. Elizabeth emphasizes that employees should take ownership of their careers and seek out opportunities for growth, while companies must create supportive environments to retain top talent. The conversation highlights the need for open communication, feedback mechanisms, and the role of managers in fostering a culture of development and engagement. Takeaways: Why implementation of talent management strategies is crucial. How succession planning is essential for organizational growth. Every employee should have an Individual Development Plan (IDP). Companies must support their managers to retain talent. Employees should take ownership of their career paths.   Cerence AI Elizabeth on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Mike Mroczka is an interview coach, author, software engineer, and consultant specializing in helping hiring organizations eliminate cheating in their interview processes. Mike shares the challenges posed by AI tools in coding interviews, the distinction between using resources and cheating, and the necessity of evaluating candidates' foundational knowledge. Mike shares insights on how organizations can design interviews to deter cheating and the tools available for monitoring candidates. The discussion concludes with a hopeful outlook on the future of technology in hiring, emphasizing the importance of adapting to new challenges while maintaining a focus on genuine skill assessment.   Episode Notes: AI is significantly influencing the interview process. Defining & evaluating "vibe coding"  Candidates often use AI tools to prepare for interviews, raising ethical questions. How Companies are adapting their interview processes to account for AI usage. Maintaining a balance between technology and traditional interviewing methods. There must be an unimpeachable understanding at the base of professional skills. Interviews are becoming more challenging due to AI tools. Candidates are using AI, which complicates the assessment process. Cheating in interviews is not solely AI-based; leaks can occur. In-person interviews do not guarantee the absence of cheating. There are services that help candidates cheat during interviews. Interview design must evolve to prevent cheating effectively. Bad actors are increasingly infiltrating the hiring process. Monitoring tools can help detect cheating but are not foolproof. Awareness and training can significantly improve the hiring process. Links: Mike Mroczka on LinkedIn Mike Mroczka on Twitter Mike Mroczka Website Beyond Cracking the Coding Interview LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Lia Economos discusses the evolution of interview processes, particularly in the context of integrating AI tools and adapting to the changing landscape of technical interviews. She emphasizes the importance of structured interviews as companies grow and the need to design interview questions that challenge candidates beyond the capabilities of AI. The discussion also touches on the ethical implications of over-employment and the necessity for candidates to network effectively during their job search.   Key Points From This Episode:   A brief overview of her background and what brought her to Replicate.  Lia tells us about the 18-month hiatus that she took between jobs.  The importance of practicing interview skills even when you aren't seeking a job.  How to help candidates who haven't interviewed in a while prepare for interviews. Lia tells us about her interview process with Replicate and the recent one she conducted.  When companies need to consider creating a structured interview process.  How she sees AI tools being used in candidates' interviews.  Why AI can make technical screenings less effective.  How Lia would handle finding out if an employee was lying about having multiple jobs.  Lia shares advice for people reentering their careers after a hiatus.    Quotes:   "If you're hiring for a team and you're hiring more than one person, you have to create structured interviews around [the] principles that you're looking for." — @liaeconomix [19:22]   "There are so many tools right now that exist for technical candidates to use AI without the interviewer knowing that you have to redesign your interviews to make sure that you're allowing for and working around these tools." — @liaeconomix [22:44]   Links Mentioned in Today's Episode:   Lia Economos on LinkedIn Lia Economos on X Replicate LHH Recruitment Solutions  A Beautiful Working World  

In today's fast-paced world where candidates are always looking for the next opportunity, it's rare to find someone dedicated to growing within one organization. As today's guest Lani Montoya demonstrates, internal growth may be the best way to develop exceptional people leaders. Lani is the Chief People Officer at Pernod Ricard, the world leader in premium international wines and spirits, and she begins by explaining her path to joining the company and why she chose to grow in it instead of seeking opportunities elsewhere. We discuss how to rise above workplace complacency, the value of persistence and commitment, whether a work-life balance is real or myth, and the role of modern people leaders. Lani also describes how she makes new hires, how she helps others realize their people-leadership potential, what Pernod Ricard has cooking in leadership development, and her advice for choosing between staying at a company and pursuing other avenues.      Key Points From This Episode:   Lani describes Pernod Ricard and how she became its Chief People Officer. Why she chose to grow within the organization instead of looking elsewhere.  How to stay at a company without becoming complacent (and still adding value). What Lani is busy working on today, and what she still hopes to achieve at the company.   Why she believes in balance as a whole but not in work-life balance. Understanding what's expected of modern people leaders. How Pernod Ricard prepares its people to become the type of leaders it needs.  Lani's process for helping others embrace and explore their people-leadership potential. Whether leadership and career growth go hand-in-hand  Unpacking Pernod Ricard's leadership development platform.  Pernod Ricard's strategy for becoming known as a skills-based organization. Lani's advice for deciding whether to leave or stay at a company for personal growth.    Quotes:   "I always found the work I did [at Pernod Ricard] very interesting. I love the trust, the independence that I had, and I always felt like I was making a difference." — Lani Montoya [11:41]   "I'm not so sure that I believe in work-life balance, but I do believe in balance." — Lani Montoya [14:57]   "Strengthening the role of the people leader is a big opportunity for driving engagement, driving results, and driving our culture." — Lani Montoya [22:39]   "Being a people leader is as much an art as it is a science." — Lani Montoya [25:05]   Links Mentioned in Today's Episode:   Lani Montoya on LinkedIn Learning & Development | Pernod Ricard LHH Recruitment Solutions  A Beautiful Working World  

What does it take to build a people-first hiring culture from the ground up, without sacrificing speed or scale? In this episode of Talk Talent to Me, returning guest Anna Chalon, Head of People at Runway, shares how she intentionally navigated her career from startup to acquisition and back again, fueled by a love for building and a clear sense of purpose. She unpacks her criteria for choosing the right company, the power of gut instinct balanced with measurable data, and how candidate experience can be both human and scalable. Anna also offers insights into how she assesses founders during interviews and why speed and thoughtfulness in hiring are good indicators of long-term cultural alignment. Tune in to learn how to build resilient, high-trust recruiting processes and make smarter career decisions rooted in self-awareness and intention!   Key Points From This Episode:   An overview of Anna's journey from Frame.io to Adobe to Runway. How she used Adobe's acquisition of Frame.io as a career checkpoint. The importance of being clear about the size and pace of the company you want. Values over industry: the creative culture and visionary founders that drew Anna to Runway. Founder responsiveness as a hiring signal (and what to look for in the first interview). Reflecting on hiring wins and misses as opportunities to learn and improve. Blending data and intuition to ensure that a role truly excites you. Building scalable, human-centered hiring from scratch with speed, structure, and soul. The impact of timely check-ins, personal touches, and radical hiring transparency. Starting lean but thinking long-term: balancing agility with a premium candidate experience. The power of seeking out quick wins to add value in the short term. A simple strengths-enjoyment framework for informed career decisions.   Quotes:   "Even though I'm not going to be using the product every day, the company culture is still shaped by the type of tool you create." — Anna Chalon [08:15]   "[Hiring] is not a perfect science. All these things are still human-based decisions at the end of the day. You do the best with the information you have." — Anna Chalon [14:44]   "My goal when I'm building these foundations is: how do we have enough structure and repeatability that we could hire 100 people – if we need to but every single candidate [also feels] like they're alone in the process?" — Anna Chalon [19:14]   "Any kind of communication is better than ghosting. – When people are looking for a job, anxiously waiting to get a response, it's just not the right thing to do." — Anna Chalon [26:24]   "What am I good at? What do I like? What is the overlap? And how does that apply to work?" — Anna Chalon [37:52]   Links Mentioned in Today's Episode:   Anna Chalon on LinkedIn Runway LHH Recruitment Solutions  A Beautiful Working World  

What do the Sunday scaries have to do with how happy you are at work? Today we sit down with Molly Minczeski, the Director of Talent Acquisition & Employer Brand at MANSCAPED, the global men's lifestyle consumer brand and male grooming category creator trusted by over 12 million men worldwide. Molly unpacks what the Sunday scaries really mean and why work-life balance looks different for everyone. She takes us inside MANSCAPED's thriving remote culture, shares her journey into talent acquisition, and explains how she positions herself as a strategic business partner. Plus, she offers expert insights on how candidates can respectfully challenge hiring managers and assess how a company truly values them.    Key Points From This Episode:   The correlation between job satisfaction and the Sunday scaries.  Why it's vital to understand that the work-life balance looks different for everyone.  Exploring MANSCAPED's office setup and how it keeps its remote employees connected. Molly's professional history and how she ended up in her current role.  What her day-to-day looks like and what she's most passionate about at work today. How she goes beyond her job title to contribute to the business at a fundamental level.  Why candidates should challenge hiring managers (and how to go about it).  What Molly is looking for when she asks candidates specific questions.     Quotes:   "There might be a correlation between job satisfaction and where on the [Sunday scaries scale] you fall." — Molly Minczeski [03:04]   "Every company is finding a rhythm that works for them. [MANSCAPED has] found that productivity has not slowed with everyone working fully from home." — Molly Minczeski [09:36]   "I'm a fan of transparency in any opportunity that I can find. [By calling] the elephant out in the room, you can just get so much more done that way." — Molly Minczeski [26:13]   Links Mentioned in Today's Episode:   Molly Minczeski on LinkedIn MANSCAPED LHH Recruitment Solutions  A Beautiful Working World  

  Kenzie discusses her tansition from big tech to an AI startup, and how positive hiring manager relationships are more important than specific AI upskilling.  Key Points From This Episode:   Welcoming Kenzie (Keller) Hoelscher to the show. Kenzie tells us about herself and how she got into recruitment.  A little bit about Kenzie's fascinating career.  The importance of building relationships with your hiring managers.  The role AI is going to play in recruiting in the future.  How she landed up at AssemblyAI and what it's like working there. The kinds of questions she asks hiring managers when sourcing.  How Kenzie filters resumes to narrow down her search.  Kenzie shares some advice for anyone who wants to get into AI.    Quotes:   "With any role while you're recruiting, as long as you're having those conversations with your hiring manager and understanding what those main skillsets are, I do think it's easy to go out there and source for them." — Kenzie (Keller) Hoelscher [22:48]   "There's definitely risks to being in a startup but I think now we're seeing that there's risks at being at bigger companies as well so why not take the risk?" — Kenzie (Keller) Hoelscher [30:40]   "AI is a booming industry [and] there's a lot of energy around it right now." — Kenzie (Keller) Hoelscher [31:24]   Links Mentioned in Today's Episode:   Kenzie (Keller) Hoelscher on LinkedIn LHH Recruitment Solutions A Beautiful Working World    

Referrals are an active, internal marketing campaign that recruitment leaders need to leverage alongside their external marketing campaigns. Today, global talent leader Neeti Upreti joins the show to discuss the power and importance of referrals in the recruitment industry. Hear all about Neeti's incredible career, why recruiting isn't only a push but also a pull, the importance of senior leadership roles in recruitment, handling referrals, and so much more! Neeti's experience in various industries has helped her identify the dos and don'ts of recruiting and in this conversation, she delves into some of the best ways to increase referrals before talking about when to encourage employees to make referrals.    Key Points From This Episode:   Welcoming today's guest, Neeti Upreti.  Neeti shares her career journey and how she ended up where she is today.  The push and pull of recruiting: why there needs to be a buy-in from both ends.  Neeti outlines the imperative role of senior leadership in recruitment.  Balancing hiring referrals with the best-qualified candidate.  A few of the best ways to increase referrals within your company.  Why employees should be encouraged to make referrals from onboarding.  The importance of bringing an element of fun into recruitment.  Why Neeti is so excited about transformation in the industry.   Quotes:   "Behind everybody's success, there are leaders who lean in to provide that development opportunity." — Neeti Upreti [5:48]   "The reason why I think that [senior leadership roles are] important and why I still enjoy it is because I feel like you really need to be close to a problem in order to be able to find the solution." — Neeti Upreti [8:01]   "We should – be working on an internal campaign to see how [we can] network with our internal employees to find – talent." — Neeti Upreti [22:42]   "When you drive fun into a process, you get more engagement." — Neeti Upreti [28:55]   Links Mentioned in Today's Episode:   Neeti Upreti on LinkedIn LHH Recruitment Solutions A Beautiful Working World  

Rich shares invaluable insights from his time at Google and Facebook, explaining why he transitioned into the startup world and how Anyscale is tackling the challenges of machine learning talent acquisition. We also discuss the importance of sourcing differentiation, the role of AI in recruiting, and why every employee should think like a recruiter.    Key Points From This Episode:   Why Rich left big tech for startups and the lessons he brought with him. Selling shovels during a gold rush: how Anyscale enables AI and ML scalability. Anyscale's plans to expand from 135 to 200 employees by the end of 2025. The importance of sourcing differentiation in hiring. Reflections on the role of AI in recruiting: what works, and what doesn't. Insight into the power of referrals and empowering employees as recruiters. What goes into shifting from traditional referrals to proactive sourcing. Different ways that hiring managers are embracing LinkedIn Recruiter. Measuring hiring success as part of performance management. The impact of helping hiring managers understand the realities of recruiting. Rich's mindset-focused advice for mid-career talent professionals.   Quotes:   "As a sourcing and recruiting team, you have to find differentiation – faster than your competitors. Otherwise, you're pulling up LinkedIn Recruiter, putting the same 150 engineers into a project folder that your competitors are, and going after the same talent." — Rich Adao [12:45]   "I'm still waiting for a magic AI tool to emerge. – You still cannot replace the human connection [with] a recruiter that can get to know somebody and explain the business." — Rich Adao [15:09]   "Recruiting is everybody's job. It is important. It is paramount for our future success." — Rich Adao [26:02]   "Don't put limitations on yourself. If you have the right approach in your current job, you can surprise yourself with what you can do. Always continue to reach above and beyond. At the same time, be realistic about where you are. Seek out feedback." — Rich Adao [38:33]   Links Mentioned in Today's Episode:   Anyscale Rich Adao on LinkedIn LHH Recruitment Solutions  

  In the age of AI and rapid technological evolution, skills planning has become a greater challenge than ever before. But how else can businesses ensure clear succession paths across their organizations? As we dive down this rabbit hole, we are joined today by Lupe Colangelo, the Director of Alumni Engagement and Employer Partnerships at General Assembly – a company focused on closing the global tech skills gap and connecting tech talent with top companies across the globe. We begin with the work being done at General Assembly and what Lupe's role entails before examining the current state of the hiring market from the candidate's perspective. Next, we discover how organizations are staying on top of candidate expectations, the guidelines to follow for employer branding in current market conditions, the reasons behind candidate frustrations, and how AI literacy fits into the recruiting conversation. To end, we unpack General Assembly's State of Tech Talent 2025 to help define a 'sustainable talent pipeline', the challenges of developing one, how AI and technology affect skills and succession planning, and why it's a good idea to brush up on your AI skills even if AI is not at the forefront of your work responsibilities. Lupe Colangelo also shares invaluable advice for leveling up your candidate experience as a recruiter.    Key Points From This Episode:   Assessing the current state of the hiring market from the candidate's perspective.  Why some recruiters won't discuss salary expectations in the early interview stages. Unpacking the general sentiments of frustrated candidates.  Automation, online talent portals, and other ways to improve the candidate experience.   How recruiters select candidates, and how you can stand out in any talent pool.  The role of AI in the hiring market and where AI literacy fits in.  Defining a 'sustainable talent pipeline' and exploring the possible risks of developing one.  How skills and succession planning become more difficult as technology evolves.  What it means to have AI skills even in non-AI-specific roles.  Final takeaways from General Assembly's State of Tech Talent Report 2025.  Lupe's advice to recruiters hoping to improve their candidate experience.    Quotes:   "From an HR perspective, you never want to make a promise that you can't keep." — Lupe Colangelo [11:29]   "Anything that you can include from an HR perspective that tells people where they are; when they can expect to hear back; if they're still a candidate in the running, that makes such a difference to how a candidate perceives you and if they're willing to reapply in the future." — Lupe Colangelo [13:57]   "We kind of assume everyone is using [AI], but now it's [about] how you're using it. So, you probably shouldn't pull it up in an interview." — Lupe Colangelo [21:35]   "If your leaders aren't scared of [AI], your employees are not going to be scared of it." — Lupe Colangelo [31:20]   Links Mentioned in Today's Episode:   Lupe Colangelo on LinkedIn General Assembly   General Assembly on Instagram General Assembly on YouTube   How We Work The State of Tech Talent 2025 LHH Recruitment Solutions  

How is AI shaping the candidate experience, from the application to the interview to signing on the dotted line? Here to brief us on the current state of AI in human resources is People AI Evangelist, Global HR Futurist, and HR Director at Avalanche Gaming Studios, Johannes Sundlo. Johannes is passionate about driving HR strategies such as workforce modeling, strategic staffing, performance calibrations, and compensation structures that impact the organization. He begins today's conversation with his thoughts on how candidates use AI for their applications. Tuning in, you'll learn how to distinguish between helpful AI news and background noise, how AI impacts the traditional vendor selection process, why and how Johannes developed his own ATS, and a close examination of how AI disrupts current HR workflows. We also explore the pros and cons of automating the recruiting process, the margins of error AI is expected to operate in, and the risks and rewards of making your own AI tool instead of waiting for one that you can buy.   Key Points From This Episode:   Johannes's thoughts on candidates using AI for applications.  Insight into the subsection about AI in HR on his FullStack HR Podcast. How he distinguishes between real AI news and inconsequential background hype. Ways in which AI will impact the traditional vendor selection process.  Reasons that Johannes decided to develop his own applicant tracking system (ATS).  How AI disrupts and improves current HR work processes.  The highs and lows of an automated recruiter.  Understanding the acceptable margins of error for AI compared to humans.  Risks and rewards of developing your own AI tool versus waiting to buy it off the shelf.  Why your data is more valuable than you know.  Practical tips to help you create your own AI tools.   Quotes:   "[In AI], it's hard to sort between what's hype, what's real, what's tangible, [and] what we can ignore. It's super hard to [make] that distinction, even for me." — @jsundlo [05:28]   "If we don't start thinking about how [AI's] impact will look and feel in the future, we might just end up in a future which we don't like." — @jsundlo [09:10]   "Our data is valuable, our data is important, and we too easily give it away right now." — @jsundlo [36:15]   Links Mentioned in Today's Episode:   Johannes Sundlo Avalanche Studios Group Johannes Sundlo on LinkedIn Johannes Sundlo on X Johannes Sundlo on YouTube FullStack HR  FullStack HR Podcast The Talent Company LHH Recruitment Solutions  

Grace reveals her unique perspective on elite talent shaped by her career as a Juilliard-trained pianist. From mastering the nuances of excellence in music to identifying top-tier talent in the corporate world, Grace shares how her deep understanding of what sets people apart fuels her approach to hiring and leadership. She dives into the strategic side of talent acquisition, explaining why businesses can't always hire "A-players," how to align hiring with company readiness, and the power of talent intelligence in predicting industry shifts. If you're ready to move beyond transactional recruiting and start thinking like a business leader, this episode will inspire you to elevate your approach to talent acquisition.    Key Points From This Episode:   Insight into Grace's journey from classical pianist to talent leader. Learning from both excellence and mediocrity to recognize top talent. The balance of humility and ego in exceptional leaders. How ambition and self-awareness drive career growth. Reasons that companies need diverse talent, not just A-players. Aligning hiring with company readiness and strategic timing. Why talent teams must think beyond job descriptions. Using talent intelligence to predict industry shifts and hiring opportunities. Moving from order-taking to strategic talent acquisition. What goes into making the transition from recruiter to business leader. The role of workforce planning and finance in hiring strategy. Leveraging validated data to influence hiring decisions and market entry. Talent intelligence as the "magic sauce" for strategic hiring. Grace weighs in on JPMorgan Chase CEO's viral remote work rant. Practical advice for talent pros looking to become true strategic partners!   Quotes:   "Exceptional talent has this great balance – between humbleness and ego. – You're saying, 'Hey, I'm great,' because you have to rally others to follow you, and then you have to have the humbleness to listen." — Grace Niwa [0:07:07]   "In an organization, you're looking for team collaborators. You're looking for team leadership. You're not looking for that one rock star [who everybody just rallies around] because there's a danger in that." — Grace Niwa [0:10:54]   "I see talent acquisition as a sales and marketing team. Before you start doing the selling, you've got to understand the market research." — Grace Niwa [0:20:13]   "[Talent acquisition] is more than just filling recs." — Grace Niwa [0:24:39]   "Surround yourself with people who are like-minded. There are a bunch of us out there who believe in this new way of working." — Grace Niwa [0:39:50]   Links Mentioned in Today's Episode:   Grace Niwa on LinkedIn Vertex Pharmaceuticals ''Salty' Jamie Dimon sparks controversy with bold remarks against WFH in viral debate'  LHH Recruitment Solutions  

Ciara shares her journey from dreaming of being a CPO as a kid (briefcase in hand!) to leading global people strategies, the challenges of stepping into an internal leadership role, and the power of data-driven decision-making in HR. She breaks down Skillsoft's strategy cascade, a system that ensures every employee's work drives company success, and reveals how generative AI is changing the game for HR analytics.    Key Points From This Episode:   From County Cork to the C-suite: Ciara's path to becoming a CPO. The power of listening and widening your perspective when stepping into a leadership role. Fixing a disconnected remote team and the small changes that made a big impact. Why Ciara always wanted to lead HR and how her analytical brain helps her do it. Insight into the AI revolution in HR: turning scattered data into real business insights. How every role is a tech role and why HR pros must upskill in AI and analytics. Benefits of a company AI co-pilot (and why you probably shouldn't use ChatGPT). Skillsoft's strategy cascade and the secret to aligning people with company goals. Streamlining organizational structure for speed, clarity, and real business impact. The art of subtraction and why HR needs to stop doing outdated tasks and focus on impact. Tips for executives to inspire organizational engagement in strategic goals. Lean in, step up, and follow your passion: Ciara's advice for aspiring HR leaders!   Quotes:   "To have influence in a boardroom or at the C-suite [level], it's important you're able to demonstrate that the activities your functions provide to the organization actually drive tangible business outcomes." — Ciara Harrington [0:10:33]   "It doesn't matter if you're in IT, HR, finance, [or] product, every role is a technical role [these days]. As a result, every single employee or team member at every company needs to be up-skilling themselves in data, generative AI, and data and analytics." — Ciara Harrington [0:15:04]   "That's how we want people to think about things: every time you're making a decision on how to spend your time, it should be on one of these five things. Our logic is, if every single person at our company does that, we will meet our business outcomes." — Ciara Harrington [0:29:25]   "Do not follow the money. Follow the job. The money will follow you." — Ciara Harrington [0:35:25]   Links Mentioned in Today's Episode:   Skillsoft Ciara Harrington Ciara Harrington on LinkedIn Talk Talent to Me LHH Recruitment Solutions  

Today's guest, Dr. Serena Huang, champions the crucial role of data experts in people teams, showing how people analytics can lead to smarter talent decisions. A globally recognized speaker and innovator, Dr. Huang has a unique background as a data executive at Fortune 100 companies and a Chief Data Officer in the startup world. Her work goes beyond numbers, using data to create healthier, more productive workplaces. A Wiley author and sought-after lecturer at top MBA programs, she's passionate about empowering the next generation of leaders with data-driven insights. In this episode, Dr. Huang discusses her journey into the people side of business, why data experts are vital to talent teams, and how people analytics can transform decision-making. She also dives into the data behind remote work trends, pawternity, and the inspiration for her book; sharing valuable insights on the art of data storytelling in talent leadership.   Key Points From This Episode:   Winning the fight with talent leadership: the importance of installing data experts on the people team.  She unpacks the value of people analytics and how it generates valuable information. How she works with CHROs to define their actual problem. Data storytelling with people data: what makes it different. The verdict (and her opinion) on pawternity.  We look at the current data on remote work and the push for office returns: making decisions based on informed data (from your people!)  How Dr. Huang decided to write her book and what topic she wanted to focus on.    Quotes:   "What holds people back is the data quality. You can have great dashboards but when the underlying data is not trustworthy, no one is going to do anything with the data." — @SerenaHuangPhD [0:10:27]   "Having autonomy, having the agency to decide where, how, and what you work on [is what matters] as humans. [And] I think that's why remote work was so successful during COVID, for a short while, [and] that shocked everyone." — @SerenaHuangPhD [0:21:38]   "For validation, I also found that people are much happier on Fridays. No matter where you are, no matter where you're working, [on] Fridays, everyone's mood is better!" — @SerenaHuangPhD [0:27:58]   "I think we are just starting on this AI journey and what AI can do. So much is yet to be seen!" — @SerenaHuangPhD [0:33:51]   Links Mentioned in Today's Episode:   Dr. Serena Huang Dr. Serena Huang on LinkedIn Data with Serena The Inclusion Equation: Leveraging Data & AI For Organizational Diversity and Well-being LHH Recruitment Solutions  

Benjamin explains how he and his team measure candidate ROI, how he's improved the candidate selection process, what to be wary of when using AI in TA, and the opportunities that await between what a candidate already knows and what they're expected to learn in their new role. To end, Benjamin walks us through key data points that, when paid attention to, will help a company improve its candidate experience, and he shares vital advice for approaching a new job with the right attitude.   Key Points From This Episode:   Design and R&D TA Manager for EMEA at Flex, Benjamin Tarmann describes his new role.  His daily tasks as he grapples with and embraces new responsibilities. The ins and outs of Flex and how Benjamin measures ROI.  Candidate selection, improving foundational processes, and using the right metrics.  Exploring the dangers of automation in TA and how to use AI responsibly.   The opportunity gap between a candidate's expertise and the demands of their new role. Data points to note for improving your company's candidate experience.  Benjamin's parting advice on how to best approach a new job.    Quotes:   "It's good to have somebody who's familiar with the process to take a look at the process and analyze [it] because otherwise, you will either not even be aware of the issues in the process or you will be very confused by – [what] you see in the data." — Benjamin Tarmann [05:01]   "I'm really lucky that I have a boss that gives me almost boundless independence and very minimal supervision." — Benjamin Tarmann [07:31]   "The whole [Flex] organization lives and dies by the fact that we're constantly working to improve our processes and systems and tools and methods." — Benjamin Tarmann [08:55]   "We want to focus on internal candidate selection. We want to ensure that people have an avenue for career growth." — Benjamin Tarmann [12:42]   "Don't be afraid of diversity. Don't be afraid of trying something else." — Benjamin Tarmann [30:05]   "Have the bravery to try something that's outside of your comfort zone, it will make you a better leader down the road." — Benjamin Tarmann [31:53]   Links Mentioned in Today's Episode:   Benjamin Tarmann on LinkedIn Flex Talk Talent to Me LHH Recruitment Solutions

How do you create a career that reflects your values while staying open to unexpected opportunities? Today, we speak with Sam Simmons, Chief People and Internal Operations Officer at the Ladies Professional Golf Association (LPGA), about embracing adaptability and authenticity. Sam shares her incredible career journey, starting in higher education and pivoting into recruiting, tech, professional sports, and now the LPGA. We explore how embracing career pivots and remaining open to fortuitous opportunities can shape personal growth and career success. Find out how to foster trust and transparency in the workplace, understand the importance of employee value propositions beyond surface-level perks, and uncover how recruiters and leaders can navigate changes effectively.    Key Points From This Episode:   The power of career pivots and how staying open to new opportunities can shape your path. Sam's journey from higher education to leadership roles across different industries. Transparency and trust in building organizational culture and fostering engagement. Sam's perspective on employee value propositions (EVPs) and how to develop them. Stay interviews and how they provide insights into retention and employee satisfaction. Tips for assessing organizational culture and identifying companies aligned with your values. Why Sam accepted the position at the LPGA and her goals for the role. Her approach to navigating ambiguous roles and finding clarity in the workplace. Steps for creating partnerships with hiring managers and setting realistic expectations.  How lifestyle and mission play into modern recruitment and what this means for recruiters.   Quotes:   "You choose how you show up [or] rise to the occasion. Try to make the best of or something out of the circumstances that you are in and [don't] put too much pressure on yourself to do it perfectly." — Samantha Simmons [0:03:53]   "It is better to know what exactly you are walking into as much as possible because you know there are bunches of surprises that await you once you get into the actual role." — Samantha Simmons [0:15:34] "I am very introspective by nature. It helps a lot with my job and being able to maintain a cool head." — Samantha Simmons [0:31:55]   "Ask questions [and] make sure you are clear. You are trying to make placements that endure, but the only way you get there is through a partnership." — Samantha Simmons [0:36:17]   Links Mentioned in Today's Episode:   Samantha Simmons on LinkedIn Ladies Professional Golf Association (LPGA) LHH Recruitment Solutions  

In a world where workplace culture typically lives on posters and slideshows, how do you ensure it's felt and lived every day? Joining us to explore this vital question is Frank Kellenberg, VP Global Head of Culture & Inclusion at Sandoz. With a career spanning leadership roles at Ingram Micro, Adidas, and Novartis, Frank is a culture champion and inclusion advocate with an inspiring mission: to bring humanity back to the workplace! In this episode of Talk Talent to Me, Frank shares the story of Sandoz's cultural transformation following its spinoff from Novartis, including how the organization defined its own identity, shaped its unique values, and cultivated psychological safety to empower employees to speak up. From using employee feedback as a foundation to building a culture that drives both belonging and performance, Frank unpacks what it takes to ensure that company values aren't just words but a way of working.    Key Points From This Episode:   Transitioning from Novartis to Sandoz: a strategic cultural shift to forge a unique identity. Three questions that shaped Sandoz's cultural evolution: what to discard, keep, and introduce. What it looks like to ensure that company values are more than just a poster on the wall. How Frank defines company culture using a three-layered housing metaphor. Why openness and transparency play an important role in Sandoz's interview process. Difficulty attracting and retaining talent and other risks of neglecting workplace culture. Insight into the significance of employee feedback (including former employees). Psychological safety as a red flag signal for cultural issues in an organization. Measuring cultural success through surveys, unscripted employee feedback, and more. Going beyond curated narratives to uncover the true state of organizational culture. How leadership engagement and informal conversations foster cultural alignment. Frank's predictions about the growing importance of workplace culture.   Quotes:   "We integrated [Sandoz's values and reflected them] in processes, tools, and performance management – so that, at the end, people could not just read it on a poster on the wall, 'Here are our four values,' but really experience it." — Frank Kellenberg [0:08:32]   "You can have a great facade. You can have great architecture or a great house with great furniture. But if the people are not representing it, not living it, [or don't] like to live in the house, then you have a problem. – This is how I would describe company culture." — Frank Kellenberg [0:12:06]   "We came from a culture in which people had the feeling they [couldn't] speak up. That was a signal for us that there was no psychological safety in the organization that people feel safe to speak up, to ask questions, to challenge the status quo." — Frank Kellenberg [0:21:50]   "If an organization doesn't care about [workplace culture], they will struggle." — Frank Kellenberg [0:32:22]   Links Mentioned in Today's Episode:   Frank Kellenberg Frank Kellenberg on LinkedIn Sandoz Sandoz People & Culture LHH Recruitment Solutions  

Until recently, business or occupational psychologists have been rarities who mostly get hired as contracted consultants. But now, companies are beginning to see their undeniable value, and there's a drive toward having an in-house business psychologist in all workplaces. Today we welcome Dr. Hamira Riaz, Executive Talent & Assessment Director. Dr. Hamira begins with how she switched from clinical psychology to HR before explaining why occupational psychologists should be an in-house norm for all businesses. We unpack the skills needed to be an expert in Dr. Hamira's field, how the psychological contract between employees and businesses has changed through the years, the constant yo-yo of power between talent and employers, and why potential is an important subject to modern employees. We also learn about our shadow selves and how it affects our work, the role of resilience in breaking through shadows, how Dr. Hamira ensures that she gets the information she needs when speaking to business leaders, and AI's role in the future of HR.    Key Points From This Episode:   Dr. Hamira Riaz describes her career pivot from clinical psychology to HR. Why in-house occupational psychologists will become a staple in most businesses. The skills and knowledge required to be an expert business psychologist. How the psychological contract between employees and businesses has evolved.  Exploring the perpetual seesaw of power between talent and employers. Why potential matters, and work motivations in a post-COVID society. The environments in which potential is expressed and realized.  How our shadows affect our work, and how to assess and alleviate shadows in the office.  The role of resilience in breaking through shadows, and how to recharge your resilience. What Dr. Hamira is listening for when speaking to business leaders about their needs.  Why she's very interested in how someone spent their 20s when making her valuations.  The future of HR with AI.     Quotes:   "That psychological contract between an employee and a company has fundamentally shifted. We want different things out of work than we ever did before. Our tolerance and threshold for what's okay in terms of the boundary between our personal life and professional life has shifted, and we're never going to go back." — @HamiraRiaz [08:00]   "The Human Potential Movement has been around for decades, since the 60s. I've never known potential as a subject to be as much in the minds of HR professionals as it is now." — @HamiraRiaz [10:16]   "We're all deserving of these opportunities at work, and we don't need to wait for a professional in the HR function to tell us that we are talent and tell us that we have potential." — @HamiraRiaz [14:01]   "I love the gift of time. I don't think anybody loves you more than when you give them back some time." — @HamiraRiaz [32:11]   Links Mentioned in Today's Episode:   Dr. Hamira Riaz Dr. Hamira Riaz on LinkedIn Dr. Hamira Riaz on X Lloyds Banking Group Volvo Martyr! Talk Talent to Me LHH Recruitment Solutions  

 Orlando shares insights from his many years of experience and how he is giving back to the career-searching community through his coaching. He outlines his advice on how to navigate the interview process, especially when you're asked to do free labor as a candidate, and how to view things from both sides of the recruitment process. Orlando also tells us about his role at Mosaic, his approach to long-term talent development, how to implement a holistic talent strategy, and much more. Key Points From This Episode:   Some background on today's guest, Orlando Haynes, and his impressive CV. How Orlando has given back to the career-searching community through his coaching. What to expect from a 60-minute clarity call with Orlando. The most common questions Orlando gets as a coach on his clarity calls. Advice on how to construct your resume based on your audience. Unpacking the interview process from the perspective of the interviewer and the candidate. Reflections on unusual, unreasonable, and unethical interview processes. What to do when you're asked to do free labor as an interview candidate. Orlando's role at Mosaic Company and his approach to long-term talent development. Balancing the need to have a position filled with investing in hires who need time to develop. Advocating for a holistic talent strategy and how companies need to showcase themselves. Orlando's recruitment predictions for 2025.   Quotes:   "It's not that we assessed whether you're a good or bad candidate overall in that five or six seconds, but [it's] that five [to] six seconds of review let us know to pick up the phone call to learn more." — Orlando Haynes [09:21]   "The big thing for us [at Mosaic] is [the] relationship. It's more about the long-term relationship, but it's also the education piece, whether you're a good fit for the organization or not." — Orlando Haynes [24:01]   "[It's important] to showcase a day in the life, [for example] 'what does the office look like?' – People may not say it as much, but they consider those things. Job seekers consider the space and location where they want to work." — Orlando Haynes [36:07]   Links Mentioned in Today's Episode: Orlando Haynes on LinkedIn Book a 60 Minute Coaching call with Orlando Talk Talent to Me LHH Recruitment Solutions  

Explaining the resilience of modern talent acquisition pros is Brandon Jeffs, the Director of People and Talent at TLDR – one of the largest newsletters in the world with daily summaries of the most interesting stories in startups, tech, and programming. Brandon's career is focused on empowering the employee-employer relationship, and he walks us through the best practices for cultivating lasting relationships in the talent ecosystem. We discover why he started The Revol•TA Podcast and what he's learned from the guests on his show before unpacking the doggedness of modern recruiters, how recruiters can improve their job security, whether it's better to be a generalist or specialist, and what it takes to be an exceptional talent acquisition specialist. We also learn more about TLDR, Brandon's protocol for making really fast hires, and the role of AI in the future of talent and recruiting.   Key Points From This Episode:   Brandon Jeffs explains what inspired him to start his show, The Revol•TA Podcast.  The best practices for forging meaningful relationships in the talent ecosystem.  What Brandon has learned from the guests who've appeared on his show.  Why recruiters are willing to do gritty and often thankless work.  Whether there's a way for recruiters to be recession-proof in the likelihood of being laid off. An age-old debate: Generalists versus specialists.  The characteristics of a great job offer His protocol for understanding a candidate's motivations, and why this matters. Insight into the markings of a great recruiter.   Where preparation meets opportunity and the importance of timing.   The ins and outs of TLDR, with details on a particular serendipitous role fill.  Understanding Brandon's method for making really fast hires.  How the future of talent acquisition is linked to the possibilities of large language models.    Quotes: "The main driver for me is what can I give back to other people?" — Brandon Jeffs [04:50]   "The community is what brings us together. If you show up for other people, they will show up for you." — Brandon Jeffs [11:52]   "If you have the fundamentals and the curiosity to learn new things, you can apply those to ways and roles that you may not think of." — Brandon Jeffs [17:57]   "It's really interesting to see how we position brand and prestige and pedigree in this larger game of capitalism." — Brandon Jeffs [24:10]   "A great recruiter can fill roles on time but an exceptional one can create moments of serendipity." — Brandon Jeffs [29:47]   Links Mentioned in Today's Episode:   Brandon Jeffs on LinkedIn The Revol•TA Podcast  TLDR  LHH Recruitment Solutions  

How is AI reshaping the recruitment landscape, and what does it take to implement it effectively? Today, we sit down with returning guest Marcus Sawyerr to delve into the potential of AI-powered recruitment. Marcus is the Founder and CEO of EQ app, an AI-driven platform designed to connect people and knowledge to drive business growth. Marcus is a pioneer in leveraging artificial intelligence to enhance sales, marketing, and recruitment processes. Recognized as one of the top influential leaders in the staffing industry, Marcus has also served as an advisor to prominent venture capital firms and startups. In our conversation, we delve into the intricacies of deploying AI into an HR tech stack and how AI-powered recruitment strategies are shaking up the industry landscape. We discuss the reasons behind AI becoming front and center in the recruitment industry, explore the different use cases of AI in recruitment, and unpack the fundamentals of implementing AI in HR workflows. Marcus also explains the essential considerations of implementing AI, the paradigm shifts AI is creating in the industry, and what companies get wrong about it.    Key Points From This Episode: Recent trends in AI and why the recruitment industry is beginning to embrace it. The different potential use cases of AI within the overall hiring workflow. Common misconceptions of AI in recruitment and missed opportunities within the industry.  How AI is disrupting traditional recruitment workflows and enhancing productivity. Why AI is not a "silver bullet" for problems and why a deep understanding of it is vital.  The hype cycle around AI and its role in connecting people to the technology. Ways to distinguish between valuable AI solutions and overhyped tools. Insight into the internal and external company aspects of implementing AI.  Marcus' approach to identifying workflow gaps and building trust with teams and the C-suite. The potential of AI to enhance workflows and help grow small businesses. Recommendations for recruitment leaders to begin deploying AI strategies. Final takeaways and an update on the EQ AI Community.    Quotes:   "The difference now is that AI allows a new workflow and a new way of doing things, which you may not have considered [before]." — @Marcussawyerr [0:07:55]   "The way that we work and interact with machines — is evolving at a rapid pace that we haven't seen before." — @Marcussawyerr [0:15:46]   "It's really about thinking how you use AI technology to perform better in real life." — @Marcussawyerr [0:29:00]   "If you are inside of an organization, you've got to figure out how can you drive [AI] proactively or do something else on the side to help you do extra and do more." — @Marcussawyerr [0:32:14]   Links Mentioned in Today's Episode:   Marcus Sawyerr on LinkedIn Marcus Sawyerr on X EQ app EQ AI Community The Adecco Group 'EQ Community Founder Marcus Sawyerr' LHH Recruitment Solutions