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#25 - Anna Morgan: Building Community and Career Evolution
Is This Still A Good Time?In this episode of ITSAGT, we dive into the dynamic world of career evolution and community building with Anna Morgan, a former recruiter turned career strategist and event planner. Anna shares her journey from the corporate world to founding Evolve, a groundbreaking TA and HR conference that has taken the industry by storm in just two years. Listeners will discover how Anna's experience as a full-cycle recruiter and her passion for community have shaped her career path. We explore the challenges she faced when leaving the corporate ladder and how she harnessed her network to create impactful events. Anna also candidly discusses the role of community in career development and how her conference has become a must-attend event for industry professionals. Join us as we uncover the secrets behind Anna's success, the importance of taking risks, and the power of relationships in professional growth. Whether you're a recruiter, job seeker, or someone looking to pivot in your career, this episode offers valuable insights and inspiration. Learn more about your ad choices. Visit megaphone.fm/adchoices
No Lease Needed: How Clear Expectations Scale Professional Services - ep. #035
Return to PeopleWhat does it take to move past rigid oversight and scale a specialized professional services firm entirely on trust? In this episode of the Return to People Podcast, host Kaleem Clarkson sits down with Jonathan Hood, Founder of Hood Venture Counsel, to explore how he built a fully remote, boutique law firm back in 2014; well before distributed teams were standard practice. From handing out flyers in NYC for $50 out of law school to becoming general counsel for an edtech startup, Jonathan shares how necessity sparked a distributed firm that today handles complex M&A deals and fractional legal support for companies scaling up to $50 million in revenue. Together, they dive deep into the operational shifts required to manage high-performing professional talent without physical proximity. Jonathan breaks down why remote environments immediately strip away informal micro-signals, illustrating why early friction is rarely about skill alone, but almost always points to unaligned schedules, missing communication playbooks, and uncalibrated expectations. By sharing how Hood Venture Counsel built a trust-based partnership model spanning New York, Tampa, Phoenix, and Chicago, how his firm transitioned to predictable subscription pricing to align client incentives, and why focusing on core strengths enables sustainable growth, Jonathan delivers practical insights for modern People Operations. Crucially, he reframes distributed leadership around operational clarity and mutual responsibility. As he notes: "What are you best at? Focus on that and then outsource the rest." The conversation maps out the core friction points and operational breakthroughs every remote leadership team faces: -The Core Challenges: Jonathan addresses the realities of remote hiring and onboarding hurdles, detailing how early contractor misalignments highlighted the need for clear schedule expectations, and why mentoring less experienced professionals requires far more intentional structure without hallway conversations. -The Core Successes: You'll learn how Hood Venture Counsel built a trust-first partner network that enables attorneys to execute complex M&A deals, expanded specialized legal coverage across multiple time zones, and aligned client incentives through predictable fractional pricing. đ Stream the full episode now to discover how operational clarity, aligned expectations, and trust build high-performing remote teams: Learn more about Jonathan - Hood Venture Counsel´s Website: https://jonhoodesq.com/ - Jonathan´s LinkedIn: https://www.linkedin.com/in/jonhood/ Learn more about your ad choices. Visit megaphone.fm/adchoices
#27 - Josh Jones: Balancing Technology with Human Connection
From The Desk with Jada MontemaranoIn this episode of From The Desk, listeners are invited to explore the dynamic intersection of artificial intelligence and human resources. Join host Jada Montemarano as she sits down with Joshua Jones, Director of Content Marketing and Development at ERE Media. Together, they delve into the evolving landscape of talent acquisition, where AI is revolutionizing recruitment processes while maintaining the irreplaceable value of human compassion and connection. Joshua shares his journey from the agency world to content marketing, emphasizing the importance of curiosity and empathy in HR practices. The discussion covers the integration of AI in interviewing and scheduling, highlighting how technology can enhance fairness and efficiency in hiring. With insights into the upcoming ERE Recruiting and Innovation Summit, this episode offers valuable perspectives on navigating the balance between automation and the human touch in today's job market. Learn more about your ad choices. Visit megaphone.fm/adchoices
#106 - Who Owns Your Data at Work?
The Purple Acorn HR Morning ShowIn Episode 106 of The HR Morning Show, hosts Serge Boudreau and Adam Posner explore the changing relationship between employers and employees as AI, remote work, and new recruiting technologies reshape the workplace. As companies look for new ways to work smarter, important questions are emerging about privacy, trust, and what it means to put people first. Remote work may have changed more than where we do our jobs. Weâll discuss reporting that connects the flexibility of working from home with broader workforce access and changing family trends, along with a surprising argument that remote collaboration tools helped pave the way for workplace AI. As employers reconsider return-to-office policies, are they also considering who might be left out? Weâll also tackle a growing concern: companies selling employee emails, Slack messages, and other workplace communications to AI developers for model training. What does that mean for employee privacy, transparency, and consent? If workersâ everyday conversations help build profitable AI systems, should employees have a say in how their data is used? Adam Posner talks with Ron Fish of TadX Solutions about some of the biggest challenges facing talent acquisition, including candidate fraud, using generative AI to speed up sourcing and resume review, and whether AI-generated job descriptions are truly making hiring more accessible and inclusive. Serge Boudreau welcomes Jillian OâMalior of New World Labs to discuss employer brand in the age of intelligence. As candidates increasingly turn to AI to research potential employers, companies need to know what these tools are saying about them and whether it reflects reality. In a competitive job market, a strong employer brand needs to be more than polished messaging, it needs to be backed by the actual employee experience. Adam also speaks with Kara Mignanelli of Talent Acquisition Week about her journey in the people business, the importance of listening before building, and how clarity, community, and action can bring people together. The conversation also looks ahead to Talent Acquisition Week, with a special discount code for attendees. And weâll explore how the recruiterâs role is evolving. As AI takes over more recruiting tasks, talent professionals are increasingly expected to become strategic advisors who help organizations plan their workforce, understand changing skills, and prepare for the future, not just fill open positions. Plus, Serge brings us his weather report before we wrap up with more discussion on the headlines and the questions HR leaders should be asking right now. The HR Morning Show is presented by CalendarPA.com. Join us every Tuesday, follow Purple Acorn on LinkedIn, and find The HR Morning Show on Spotify, Apple Podcasts, and wherever you listen to podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices
Indentity Verification Enters the Recruiting Process
Rec Tech: the Recruiting Technology PodcastAre we about to see Scan your ID to apply become standard practice in hiring? đŞŞđ Right now, talent acquisition is dealing with an unprecedented storm. Mass-application bots, automated resume-tailoring tools, and generative AI have made it possible for a single person to blast out 500 hyper-customized applications before lunch ââĄ. But the real crisis isnt just volumeâitâs authenticity.More hiring teams are reporting: đŠ Resumes fabricated out of thin air with fake credentials đŠ Proxy test-takers and AI copilots running assessments đŠ Ghost candidates and deepfake/camera-swapping during remote video screens đŠ Stolen identities infiltrating remote roles. Historically, identity checks and background screenings sat at the very end of the funnel: you extend an offer, run the check, and onboard. Today? Waiting until the offer stage means recruiters and hiring managers spend dozens of wasted hours screening people who might not even exist. That leads to a massive question:Is upfront identity verification going to become the new gatekeeper?Imagine having to verify your government ID or complete a biometric liveness check before you can submit an application or book a first-round screen. In todays episode you'll hear from Findem who just debuted their new Authenticity Suite which helps recruiters to flag fraudulent applicants as well as proof that they're a humanâŚenjoy the audio. And if you want to watch this instead, head to the RecTech media youtube channel Learn more about your ad choices. Visit megaphone.fm/adchoices
AI Made Applying Easier And Hiring Harder
The Jim Stroud PodcastIn this episode: AI made job applications faster, easier, and more polished. It also made it harder for employers to separate real ability from manufactured perfection. Brought to you by: ProvenBase - Find talent others cannot. See for yourself at https://provenbase.com Learn more about your ad choices. Visit megaphone.fm/adchoices
AI Broke the Resume. Now What?
The Human CapitalistAI has broken the resume. When every candidate can use artificial intelligence to look like a perfect match, how do you know who can actually do the job? In this episode of The Human Capitalist Podcast, host Trent Cotton sits down with Amanda Richardson, CEO of CoderPad, to challenge everything we thought we knew about hiring, resumes, experience, and the future of work. Amanda shares how CoderPad received 500 applications for a developer position in just 24 hours, why traditional hiring practices are failing, and how AI is accelerating the shift toward skills-based hiring. But the conversation goes far beyond recruiting. As AI transforms how organizations operate, traditional job titles are becoming less meaningful, middle management is facing new pressure, and companies must rethink what makes someone valuable. In this episode, you'll discover: Why AI-generated resumes are making candidate screening harder How skills-based hiring can outperform traditional experience requirements Why years of experience don't necessarily predict job performance How AI is reshaping developer, product management, and other professional roles Why middle management is facing a major transformation How practical skills assessments can help companies make better hiring decisions The three critical skills Amanda would prioritize when building a company today Why curiosity, decision-making, and systems thinking matter in an AI-driven workplace What HR and talent acquisition leaders must do to prepare for the future of work The big question: If resumes can no longer reliably tell us who's qualified, what should companies hire for instead? Whether you're a CHRO, HR leader, recruiter, hiring manager, or business executive, this conversation challenges conventional wisdom and offers practical ideas for navigating the next era of talent. Connect with our guest: Amanda Richardson â CEO, CoderPad CoderPad: https://coderpad.io About The Human Capitalist Podcast: Hosted by Trent Cotton, The Human Capitalist Podcast explores the intersection of artificial intelligence, human capital, leadership, and the future of work through candid conversations with industry leaders. Join the conversation: Would you rather hire someone with eight years of experience or someone who can prove they have the skills to deliver better results? Share your thoughts in the comments. Subscribe for more conversations about AI, HR transformation, talent acquisition, and the future of work. #ArtificialIntelligence #SkillsBasedHiring #FutureOfWork Learn more about your ad choices. Visit megaphone.fm/adchoices
Workday Finally Fixes its Recruiting Problem
Rec Tech: the Recruiting Technology PodcastBOSTON â Global employment platform G-P (Globalization Partners) announced strong third-quarter momentum on Thursday, projecting that it will surpass $450 million in annual recurring revenue (ARR) and achieve more than $100 million in core operating profits for the full year 2026. The Boston-headquartered company credited its accelerating performance to rapid customer adoption of its agentic AI-driven workforce platform and its international compliance infrastructure, which now spans more than 180 countries. If projections hold, G-P will expand both customer headcount and revenue by over 20% compared to fiscal year 2025. Founded in 2012, G-P operates as an Employer of Record (EOR), handling international hiring, payroll, taxes, and localized human resources management so companies can hire cross-border staff without establishing legal entities overseas. https://hrtechfeed.com/g-p-forecasts-record-2026-on-surging-demand-for-agentic-ai-and-global-employment-services/ BELLEVUE, Wash. â October 14, 2026 â Humanly, an AI hiring platform for high volume hiring, announced the acquisition of CareerArc, a recruitment marketing technology company that helps employers reach, engage, and convert job seekers. The acquisition expands Humanlyâs ability to connect the journey from candidate reach to hire, bringing together CareerArcâs top-of-funnel recruitment marketing capabilities with Humanlyâs AI-powered candidate engagement, screening, interviewing, and hiring technology. âHigh volume employers have had to piece together their hiring process with a collection of disconnected tools such as job boards to find candidates, software to process applications, and agencies to fill the gaps,â said Prem Kumar, CEO and Co-Founder of Humanly. âCareerArc allows us to reach candidates earlier. By combining their expertise in reaching and engaging talent with Humanlyâs AI-powered hiring platform, we can help employers build a stronger candidate pipeline and move more qualified people from first touch to first shift.â CareerArcâs portfolio includes HireSocial, a social recruiting platform built for talent acquisition teams, and Job Maps, an interactive career-site experience that helps candidates discover opportunities by location. https://hrtechfeed.com/humanly-acquires-careerarc/ NEW YORK â Rippling has officially opened a 132,000-square-foot office at 330 West 34th Street in Midtown Manhattan, marking one of the largest physical real estate commitments by an HR technology vendor in New York in recent years.Designed to accommodate over 1,000 employees, the Penn District hub is backed by $3.4 million in state performance-based tax credits via Empire State Development, tied to creating at least 371 new tech and go-to-market roles. Historically popular among early-stage startups and high-growth mid-market firms, Rippling has spent the past two years repositioning itself from a nimble SMB all-in-one platform into a serious contender for large enterprise contracts. To challenge enterprise stalwarts like Workday, SAP SuccessFactors, and ADP, HR tech platforms require deep access to Fortune 500 decision-makers, financial institutions, and multinational talent poolsânetworks heavily concentrated on the East Coast. https://hrtechfeed.com/rippling-expands-new-york-city-presence/ On October 6, SAP announced it has entered into an agreement to acquire TechWolf, a provider of a leading AI work intelligence platform. What does this mean for SAP SuccessFactors customers? Closing is subject to customary closing conditions, including regulatory approvals, so we cannot yet provide a lot of details, but let us look into what we can say today. TechWolf provides companies with a real-time, AI-powered model of their entire workforce, mapping employeesâ skills, capabilities and tasks against company strategy to identify where to hire, retrain, or deploy their people. https://hrtechfeed.com/what-does-the-techwolf-acquisition-mean-for-successfactors-customers/ Announced at the annual Workday Rising conference by Adam Godson, the company introduced Workday Candidate Profile, a reusable, candidate-controlled digital profile designed to streamline applications across Workday-powered career sites. Instead of forcing candidates to start from scratch at every company career page, the new Workday Candidate Profile functions as a universal, portable identity: Passwordless One-Time Sign-In: When starting an application, candidates can select âContinue with Workday Candidate Profileâ and log in using an email-verified one-time password (OTP), eliminating forgotten passwords. Up to 80% Pre-Filled: The system automatically pulls from the candidateâs saved profile to pre-fill up to 80% of standard application fields, including work history, education, skills, and contact information. Candidate Review & Control: Applicants can review, edit, and fine-tune their details before submitting, ensuring their information remains accurate and up-to-date. Preserving Employer Workflows: Employers maintain their custom branding, job-specific screening questions, compliance disclosures, and validation rules without breaking their existing Workday Recruiting workflows. The update is scheduled to roll out to job seekers in early 2027. https://recruitingheadlines.com/workday-overhauls-job-application-process-with-reusable-candidate-profiles/ SAN FRANCISCO â In welcome news for millions of frustrated job seekers, enterprise software giant Workday announced a major overhaul to its job application experience, addressing one of the most widely mocked pain points of the modern corporate job hunt: having to create a new account and manually retype work history for every single company. Learn more about your ad choices. Visit megaphone.fm/adchoices
#24 - Andrew Lewis: The Value of Recruiters Today
Is This Still A Good Time?In this episode of ITSAGT, we delve into the ever-evolving landscape of recruitment with Andrew Lewis, a seasoned expert with over a decade of experience in the field. Andrew, currently the head of talent at a Series B sustainability tech company, shares his insights on what makes recruiters valuable in today's fast-paced world. Listeners will discover the importance of building context-specific solutions and the role of recruiters as business translators. Andrew emphasizes the need for understanding a company's unique hiring bottlenecks and parameters, rather than just being a tool expert. He also sheds light on the balance between creating content and actively participating in recruitment processes. Join us as we explore the key areas that differentiate great recruiters from the rest, including adaptability, pragmatism, and a focus on making hiring smoother for everyone. Whether you're a recruiter or just curious about the industry, this episode offers valuable perspectives on staying relevant and effective in recruitment today. Learn more about your ad choices. Visit megaphone.fm/adchoices
#105 - When AI Takes Over, What Happens to People?
The Purple Acorn HR Morning ShowIn Episode 105 of The HR Morning Show, hosts Danielle Farage, Serge Boudreau, and Mike Peditto explore how AI is reshaping HR, recruiting, the future of work, and what these changes mean for the people behind the processes. A new McKinsey report suggests that roughly two-thirds of todayâs HR activities could be automated or largely handled by AI agents by 2030. But the bigger question isnât simply what technology can take over. Itâs how HR teams will redesign their work, preserve human judgment, and prepare people for roles that may look very different in just a few years. If AI takes over entry-level tasks, how will the next generation of HR leaders develop the experience they need? Weâll also look at the rise of AI agents as virtual employees, with new platforms allowing businesses to automate tasks and coordinate work in ways that once required a team of people. As employers rethink hiring and job responsibilities, where should human oversight remain essential, and what skills will employees need to stay relevant? Danielle Farage welcomes Victoria Gates and Lorna Erickson of Expert Interviewers to discuss the launch of the *New Hiring Manager Playbook* and the role hiring managers play in building stronger hiring practices. Serge Boudreau talks with Meaghan Ziemba of Z-ink Solutions about the world of manufacturing, an industry that may not always get the spotlight but plays a vital role in the workforce. Mike Peditto sits down with Chris Sund of Uniti Med, GQR Healthcare, and Nebula to discuss how company culture helped fuel 10x growth at Uniti Med, what HR can do about the healthcare workforce shortage, how to use AI in recruiting without losing the human touch, and the lessons behind his guide to becoming your best self at work and in life. Weâll also check in with Serge for his weather report before wrapping up with the latest headlines, conversations with people shaping the HR landscape, and questions worth debating across the industry. The HR Morning Show is presented by CalendarPA.com. Join us every Tuesday, follow Purple Acorn on LinkedIn, and find The HR Morning Show on Spotify, Apple Podcasts, and wherever you listen to podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices
Something Had to Give: Workday Candidate Profile, A Transformation Realness Exclusive
Transformation RealnessEvery time you apply to a job at a company that runs on Workday, you create a new account, a new login, and a new password, then type your resume into the boxes again. Today at Workday Rising in Las Vegas, Workday announced the Workday Candidate Profile: one profile a candidate owns and controls, saved once and used across any Workday-hosted career site, with the candidate deciding what each employer receives. Employers keep their process and their questions. Kyle sat down with Adam Godson, who leads talent acquisition product at Workday, for the inside story. They get into why this took so long (security-first data practices and employer attitudes that have shifted), who it matters to beyond the 330 million applicants Workday hosts each year, why the candidate experience tools employers already buy still leave candidates without a profile of their own, and what changes when a profile holds a candidateâs wants, needs, and motivations instead of a two-page resume. Adam also previews the talent acquisition agent launching at Rising and the interface updates coming to Workday Recruiting. The conversation refers to this as Universal Profile, its name when we recorded. Same product, new name. Kyle has an advisory relationship with Workday, and he does not pull punches. Learn more about your ad choices. Visit megaphone.fm/adchoices
Ex-Monster.com Founder Launches Boomband Marketplace in New England Region
Rec Tech: the Recruiting Technology PodcastFormer Monster.com founder Jeff Taylor is back with his new candidate driven marketplace BOOMBAND filled with deep profiles of candidates. https://www.boomband.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices
The Next Great Employee Benefit Is Becoming Irreplaceable
The Jim Stroud PodcastYour employer could be making you obsolete while paying you well. As AI reshapes work, the best employee benefit may not be salary, perks, or remote work. It may be an employer that makes you more valuable with every passing year. Listen in to hear why that matters. This episode brought to you by ProvenBase - An AI sourcing solution that finds talent others cannot. https://provenbase.com ... For sources referenced in this podcast read "The Next Great Employee Benefit Is Becoming Irreplaceable" at https://jimstroud.beehiiv.com Learn more about your ad choices. Visit megaphone.fm/adchoices
#103: How to Get Cited by AI Without a Big Following ft. Kaleigh Moore
Workfluencer: Personal Branding & Content CreationYou donât need a massive following to have expertise worth citing. But how do you become a source AI turns to, and what could that mean for your next brand partnership? Kaleigh Moore joins Rhona Pierce to explore how creators can build AI search visibility through specific expertise and content that answers real buyer questions. They discuss why being known for something matters, what makes an expert citable, and how creators can show brands evidence that their content is already appearing in AI answers. For brands, this creates a different way to think about creator partnerships. Who can give a credible answer to the questions your buyers are asking? That person could be an independent creator, a customer, or an expert on your own team. Rhona brings a real scenario into the conversation: her first official creator AEO partnership kicks off an hour after recording. Together, they discuss how these deals differ from traditional influencer campaigns, what belongs in the brief, and what creators should clarify before putting a price on the work. They also cover employee compensation, usage rights, AI likeness protections, and the challenge of measuring results. Itâs an honest look at an emerging opportunity for creators and the brands that work with them. What Youâll Learn: Why niche expertise can matter more than follower count for AI citations. How a clear topic focus and recognizable frameworks can strengthen your expert positioning. How to find content ideas in the questions buyers already ask. How to use evidence of your existing AI visibility in brand conversations. What makes a creator AEO brief different from a traditional influencer brief. Where employee-generated content fits, and why compensation matters. What to clarify about exclusivity, advertising rights, and AI likeness before pricing a deal. Why AI visibility requires ongoing testing rather than a single sponsored post. Resources Mentioned Kaleigh's YouTube: https://www.youtube.com/@aisearchlady Rhona's Newsletter: https://link.rhonapierce.com/newsletter2 Connect with Us: Connect with Kaleigh: https://www.linkedin.com/in/kaleighmoore/ Connect with Rhona: â â â â https://www.linkedin.com/in/rhonabarnettpierce Want to turn your team into creators? Visit â â â â â workfluencermedia.comâ â â â â to learn how we help companies turn employee expertise into content that gets noticed. Learn more about your ad choices. Visit megaphone.fm/adchoices
HRâs Existential Crisis: Are We Relevant Anymore?
The Human CapitalistAI may not be the biggest threat facing HR. Irrelevance might be. In this episode of The Human Capitalist Podcast, I sit down with my friend Brandon Jeffs for one of the more candid conversations we've had about where HR, recruiting, and talent are actually headed. And we don't agree with every popular HR narrative. We dig into whether CHROs really need to âearn a seat at the table,â why I believe nobody deserves that seat, whether recruiting could become one of the most strategically important functions in the business, and why skills-based hiring may not be nearly as mature as the industry wants us to believe. We also tackle AI adoption. Companies are racing toward AI-enabled work, but adoption is messy, governance is lagging, and employees can now bring their own AI tools into the workplace whether the enterprise is ready or not. Then we get into a bigger question: What is HR actually for? If payroll and benefits move toward finance, employee relations works increasingly alongside legal, AI changes administrative work, and organizations operate with smaller headcountsâwhat is left for HR to own? Brandon makes the case that the answer may be closer to recruiting than many HR leaders want to admit. We talk about recruiting as a source of market intelligence, why revenue per employee matters, what's wrong with traditional job descriptions, the limitations of skills-based hiring, and why the HR organizations of the future may look very different from the ones we built in the past. If you're a CHRO, HR leader, recruiter, talent acquisition leader, or executive trying to understand where work is headed, this one may make you uncomfortable. Good. That's usually where the interesting conversations start. 00:00 â Is HR's biggest threat AIâor irrelevance? 02:20 â AI adoption, governance & the future of HR tech 09:50 â Does the CHRO really deserve a seat at the table? 16:10 â Why recruiting may be HR's most strategic function 18:36 â Job descriptions are broken 20:18 â Is skills-based hiring actually overhyped? 26:02 â Could recruiting become the future of HR? 34:30 â Brandon's advice for staying relevant I'm working on my new book, The FutHRist: The 5 Mindsets of the Future HR Pro, built around the five mindsets I believe HR professionals will need to remain relevant in the age of AI: The Architect. The CEO. The Engineer. The Scientist. The Coach. The book is coming this fall. Take the free FutHRist assessment and learn more at trentcotton.com. The Human Capitalist Podcast â at the intersection of AI and HR leadership. Hosted by Trent Cotton, author of The FutHRist: The 5 Mindsets of the Future HR Pro â available this fall. Take your free assessment at www.trentcotton.com #HumanResources #HRLeadership #Recruiting #FutureOfHR #AI âąď¸ TimestampsAbout The FutHRist Learn more about your ad choices. Visit megaphone.fm/adchoices
#104 - Who gets ahead in todays talent market?
The Purple Acorn HR Morning ShowIn Episode 104 of The HR Morning Show, hosts Serge Boudreau and Ron Fish take a closer look at what makes people want to stay, grow, and build a career at work. What actually makes a company a great place to work? A new Forbes ranking of the worldâs best employers points to something that goes beyond perks and benefits: opportunities to grow, recognition, strong culture, and a sense of purpose. The bigger question for HR is whether employees would describe their workplace the same way their leaders do. The conversation also looks at how professionals are finding new ways to turn their skills and expertise into income. As coaches, consultants, recruiters, creators, and other professionals embrace paid appointments and flexible work, employers may need to rethink what flexibility, side work, and retaining highly skilled talent look like. Serge sits down with Ravi Tandra to talk about why he started ProvenBase, their Nashville and RecFest experience, and a real customer story that illustrates how the technology is helping solve a specific problem and change the way that work gets done. Ron also talks with Matt Senter, an indie developer with a long history in tech startups, about Weatherling, a cozy Mac app that brings rain, snow, and a little social competition to your desktop. Later, Daniel Space joins the show to talk about the evolving role of the HR Business Partner, the importance of understanding the business and its models, and how HR can continue to grow into an even more essential part of an organization. And the show closes with a look at the growing skilled trades talent gap. From construction to aviation, employers are facing serious shortagesâand increasingly looking to reach younger workers earlier, challenge perceptions about trade careers, and build talent pipelines before they desperately need them. Join us for another conversation about the people behind the workplace headlines, the careers theyâre building, and what HR can do to create places where people actually want to stay. The HR Morning Show is presented by CalendarPA.com. Follow Purple Acorn on LinkedIn and find The HR Morning Show wherever you listen to podcasts, including Spotify and Apple Podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices
Metaview Lands $60 Million Series C
Rec Tech: the Recruiting Technology Podcast"In recruiting news: LinkedIn is restricting popular third-party sourcing tools like Pin, Gem, and Neuroscale, cutting off unapproved external access to its network. The core issue comes down to user consent and data scraping policies. By enforcing stricter controls over candidate profiles, LinkedIn is aggressively protecting its platform ecosystem. For talent acquisition teams, the takeaway is clear: unauthorized sourcing plugins are out, and relying on official, compliant integrations is the only safe bet." https://www.linkedin.com/pulse/pin-gem-neuroscale-gone-from-linkedin-consent-question-brano-vargic-lrovc/ AUSTIN, Texas â In a major push to overhaul the modern hiring process, workplace insights platform Glassdoor announced the launch of Glassdoor Recruiter, an artificial intelligence-powered matching tool designed to replace endless job board scrolling with tailored, culture-first career recommendations. Part of Indeed and subsidiary to HR technology giant Recruit Holdings, Glassdoor aims to address widespread âapplication fatigueââa growing issue where candidates submit dozens of resumes into online job boards only to face radio silence. Instead of traditional keyword searching and bulk applications, Glassdoor Recruiter pairs candidatesâ resumes and career priorities directly with listings from Indeedâs global job marketplace, filtered through Glassdoorâs extensive database of employee reviews and workplace data. https://hrtechfeed.com/glassdoor-launches-ai-driven-glassdoor-recruiter-to-end-job-search-burnout-and-mass-applications/ SAN FRANCISCOâ-Juicebox, the AI recruiting platform, today announced a strategic agreement to acquire intellectual property and other assets from Fetcher, a talent sourcing and recruiting automation platform. As part of the agreement, Fetcher customers will have the option to transition to Juicebox as Fetcher winds down its existing product and operations. âJuicebox has been on our radar for years, and I believe they have the most compelling product on the market right now. Weâre committed to working closely with them so our customers feel supported every step of the way,â said Christopher Calmeyn, Co-founder and CEO of Fetcher. Since its founding in 2016, Fetcher has served more than 1,500 customers and over 5,000 recruiters worldwide, and has raised over $30M in capital. Its product combined recruiting expertise with automation to help companies identify and engage qualified candidates. The companyâs human-in-the-loop approach paired technology with personalized support, helping recruiters spend less time on manual sourcing and more time building relationships with talent. https://hrtechfeed.com/sap-to-acquire-techwolf/ Arriving just a year after its Series B, the round brings Metaviewâs total capital raised to $110 million and marks a milestone in the HR technology sectorâs migration from passive AI copilots to autonomous, task-oriented software agents. Metaview plans to direct the fresh capital toward three core initiatives: Agent General Availability: Rolling out fillmore alongside role-specific micro-agents across enterprise environments. Team & Geographic Footprint: Tripling headcount from 80 to 250 employees and opening a New York City office alongside its San Francisco and London hubs. Upskilling Talent Teams: Expanding 10x Recruiting, an educational and community framework designed to train recruiters in talent engineeringâthe practice of designing, tuning, and overseeing agentic AI hiring systems rather than running repetitive sourcing manually. https://hrtechfeed.com/metaview-secures-60m-series-c-to-scale-agentic-recruiting-and-autonomous-coworker-fillmore/ SAN FRANCISCO & LONDON â Metaview, an AI-native talent acquisition platform, announced a $60 million Series C funding round led by Insight Partners, with participation from GV, Intrepid Growth Partners, Seedcamp, Vertex Ventures US, Plural, and Garuda Ventures. Learn more about your ad choices. Visit megaphone.fm/adchoices
#23 - Lori Golden: Navigating the Job Market and Critical Conversations
Is This Still A Good Time?In this episode of ITSAGT, host Mike welcomes Lori Golden, a seasoned recruiter with over 27 years of experience, to discuss the ever-evolving landscape of the job market and the importance of critical thinking in today's conversations. Lori shares her journey from agency recruiting to founding the Rebel HR community, a platform aimed at providing job seekers with accurate and valuable insights. Listeners will gain insights into the challenges recruiters face, particularly the misinformation rampant in the industry, and how Lori is combating this with her community initiative. The discussion also delves into the complexities of online discourse, highlighting the struggle to maintain constructive conversations amidst differing perspectives. Tune in as Mike and Lori explore the dynamics of the recruiting world, the need for structured support systems for job seekers, and the importance of standing firm in one's truth while navigating the noise of social media. This episode promises to offer valuable takeaways for both recruiters and job seekers alike. Learn more about your ad choices. Visit megaphone.fm/adchoices
The Trust Advantage: Why Intentional Connection Beats Office Proximity - ep. #033
Return to PeopleHow do you build deep executive trust and intentional culture across a fully distributed workforce without ever stepping foot in an office? In this episode of the Return to People Podcast, host Kaleem Clarkson sits down with Marta McAllister, VP of People & Culture at Measurabl, to explore how modern HR leaders turn remote flexibility into an engine for connection, retention, and organizational trust. Drawing from two decades of culture-building experience across pharma, tech, and gaming, plus her unique background as a Las Vegas-based Wheel of Fortune finalist. Marta details how she rebuilt an entire HR function from scratch while treating remote work as a non-negotiable lifestyle design tool. Together, they dive into the operational mechanisms required to replace physical proximity with deliberate human connection. Marta breaks down how removing an office requires leaders to actively design access to executive leadership, creating structured feedback loops that move employee trust metrics out of the red and into the green. By sharing how Measurabl expanded its talent network across 22 states and international borders, how her team implemented "Human to Human Hello" check-ins, and why establishing baseline trust enables companies to navigate high-stakes AI transformation, Marta delivers a masterclass in people-first leadership. Crucially, she reframes virtual engagement as an active daily commitment. As she notes; "Coming to work daily is a choice. Why show up here when you can show up anywhere? The more you get to know someone on a human level, the more that trust is built." The conversation explores the core friction points and breakthroughs every remote leadership team faces: -The Core Challenges: Marta addresses the reality of remote isolation and engagement decay, detailing how the loss of spontaneous office interactions requires organizations to explicitly engineer micro-moments of peer-to-peer connection and peer mentorship. -The Core Successes: You'll learn how Measurabl transformed executive leadership trust through monthly "Just Ask Me Anything" open sessions, dramatically widened their hiring pool beyond San Diego, and built a sustainable culture where personal autonomy directly powers organizational performance. đ Tune in now and discover how to align distributed work with intentional human connection Learn more about Marta: Measurabl´s Website: http://www.measurabl.com/ Marta´s LinkedIn: https://www.linkedin.com/in/marta-mcallister-777b3155 Learn more about your ad choices. Visit megaphone.fm/adchoices
Recfest Soundbites
Rec Tech: the Recruiting Technology PodcastToday get updates from Dalia, SonicJobs, RecruitmentAds.com, Ribbon and Proven Base. Live from Recfest in Nashville, TN. Learn more about your ad choices. Visit megaphone.fm/adchoices
The Most Private Data Your Employer Will Ever Touch
The Jim Stroud PodcastThe Most Private Data Your Employer Will Ever Touch In clinical trials right now, people who can't move their hands are typing with their thoughts. Investors put about a billion dollars into brain-computer interfaces last year. Precision Neuroscience, Neuralink, and Synchron led the charge. Most Human Resources (HR) leaders assume none of this will ever reach their desk. It will, and it won't come through procurement. Drawing on recent funding reports from The New York Times and others, Jim Stroud explains how brain tech will enter the workplace first. He also reveals why the obvious policy fix backfires and the one line every employer should add to policy this week. Brought to you by: Career Intelligence Weekly - Tracking the invisible job market for smarter career decisions. https://newsletter.jimstroud.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices
Is HR Being Fired? AI Isnât the Biggest Threat to HR
The Human CapitalistI don't think the biggest threat to HR is getting fired by AI. It may be something much quieter: keeping your job, your title, your team, and even your seat at the table while the biggest decisions about the workforce get made without you. In this episode of **Is HR Being Fired?**, I break down what Monday.com's restructuring tells us about the changing role of HR in the age of AI. We're looking beyond the layoffs to the bigger questions facing HR leaders: ⢠What happens when revenue grows but headcount doesn't? ⢠Which jobs actually change because of AI? ⢠Where can companies increase output without increasing headcount? ⢠Where is human judgment still worth paying for? ⢠Where is AI and automation riskier than it looks? ⢠And who will design the organization of the future if HR doesn't? This isn't just a Monday.com story. CEOs and CFOs are asking new questions about productivity, automation, organizational design, and the workforce. If HR is still answering yesterday's questions, someone else will answer tomorrow's. The future of HR isn't about defending our seat at the table. It's about becoming the people who help design what the organization becomes. đ My new book THE FUTHRIST released on September 14th. đŻ Take my Futurist Self-Assessment to discover whether you're operating as the Architect, Engineer, Scientist, CEO, or Coachâand where you need to improve to remain relevant in the age of AI: www.trentcotton.com/futhrist-self-assessment/ âśď¸ Watch the full **Is HR Being Fired?** series: https://www.youtube.com/playlist?list=PLdyUKttA2krw Learn more about your ad choices. Visit megaphone.fm/adchoices
Salary.com Wants to be a "Playa"
Rec Tech: the Recruiting Technology PodcastDallas, Texas - PitchMe, the data enrichment and talent intelligence platform for recruitment and staffing agencies, today launched SONAR, a new search product designed to eliminate one of agency recruitingâs most stubborn workarounds: searching an ATS or CRM for known candidates, then opening a separate sourcing tool to find everyone else. Live now in early access across the UK, US and Europe, SONAR searches public data sources across the web and returns enriched candidate profiles recruiters can review and contact from one place. The product works alongside systems such as Bullhorn, Avionte and Vincere, giving agencies a modern sourcing layer without requiring an ATS migration or disrupting the system of record their teams already use. The launch is the first step in PitchMeâs plan to bring an agencyâs internal database and the external talent market into one search experience. A second module in development will synchronize candidates from an agencyâs ATS or CRM into PitchMe, display internal and external candidates side by side, and automatically route qualified candidates back into the ATS as they advance through a hiring pipeline. SONAR organizes each hiring effort as a Project, which can be private or shared with a team. Inside a Project, recruiters create Searches in one of two ways: describe the candidate they need in plain language and let SONAR build the query, or use more than a dozen structured filters covering job title, geography, experience, education, skills, employers, credentials, and languages. Link LONDON â Global learning and testing giant Pearson announced on Tuesday an agreement to acquire Workera, a Silicon Valley-based startup specializing in artificial intelligence-powered skills verification and enterprise assessments. The transaction marks Pearsonâs latest strategic push into corporate upskilling, aiming to address mounting corporate anxiety over workforce readiness in the age of generative and agentic AI. Financial terms of the deal were not disclosed. Founded in 2019 in Palo Alto, California, Workera operates an adaptive assessment platform that combines agentic AI, psychometrics, and role-specific simulations to benchmark what employees can actually do, rather than relying on self-reported rĂŠsumĂŠs or static quizzes. The roughly 60-person startup serves high-profile enterprise and defense clients, including Accenture, ServiceNow, and the U.S. Space Force. Following the acquisition, Workera will fold into Pearsonâs Enterprise Learning & Skills unit. Workeraâs co-founder and chief executive, Kian Katanforoosh, will join Pearsonâs leadership team. https://hrtechfeed.com/pearson-acquires-workera/ WALTHAM, Mass. â In a bid to upend conventional human resources workflows, compensation data veteran Salary.com announced the launch of SalaryTalent, an AI-native talent management platform designed to place real-time compensation intelligence at the center of everyday workforce decisions. Built on Salary.comâs foundational job ontologyâwhich encompasses over 1.4 million leveled job titles across 30,000 organizations in 140+ countriesâSalaryTalent is powered by the companyâs Max AI engine. The suite debuts with five interconnected products designed to cover the entire talent lifecycle: Product Focus & Strategic Capabilities Recruiting Pre-configures job requisitions with compliant, pay-transparency salary ranges to streamline offer negotiations from day one. Candidate Sourcing Matches active and passive candidates by skills and experience while aligning market pay expectations early in the pipeline. Performance Management Connects employee reviews, goals, and career paths with live market pay and skill demand; leverages AI to flag rating and compensation anomalies. Workforce Management Unifies shift scheduling, attendance, leave management, and overtime compliance with an auditable time-to-payroll pipeline. HR Agent Orchestration Implements human-in-the-loop governance for AI agents, featuring permission scopes, configurable approval gates, and audit trails SalaryTalent is available immediately across desktop and mobile. To accelerate adoption, Salary.com has introduced the SalaryTalent Bootcamp, a 30-day, risk-free pilot program allowing enterprise clients to test the suite using their own job architecture, pay bands, and market conditions before committing. https://hrtechfeed.com/salary-com-expands-into-talent-management-with-launch-of-ai-native-salarytalent-platform/ SAN FRANCISCO â HiringCafe, an AI-powered job discovery search engine, announced Monday that it has raised $6.8 million in pre-seed funding and launched a new automated âAI Talent Agentâ designed to search open roles on behalf of candidates. The round was led by Spark Capital, with participation from Nonfiction Capital, Silicon Gardens, and angel investors from hiring giants ZipRecruiter and Indeed. Unlike legacy job boards that operate primarily on sponsored-listing and advertising business models, HiringCafe positions itself as an exhaustive internet-wide search engine. Traditional aggregators typically surface about 20% of active job openingsâmostly sponsored posts from large corporationsâleaving millions of applicants to fight over the same visible positions. By deploying automated agents and web-indexing algorithms to crawl company career pages directly, HiringCafe claims its index exceeds 5.7 million open rolesâup to 400% more than leading traditional job boards. https://hrtechfeed.com/hiringcafe-secures-6-8-million-to-tackle-the-hidden-job-market-with-ai-talent-agents/ Learn more about your ad choices. Visit megaphone.fm/adchoices
AI Made Us More Productive. So Where Did the Money Go?
The Human CapitalistAI is making employees more productive but where is all that productivity actually going? McKinsey data shows a striking gap: while companies report significant productivity gains from AI, far fewer can connect those gains to measurable financial impact. Meanwhile, organizations aren't waiting for the answer. Roles are being redesigned, hiring is being frozen, and workforce reductions are being considered. In this video, I break down three possible explanations for where the AI productivity gain is goingâand what leaders should be measuring before making major workforce decisions. We'll look at research from McKinsey, Apollo, and Culture Amp to explore: ⢠Why AI productivity gains may never reach the P&L ⢠What wage data may tell us about who is capturing AI's value ⢠Why employees can feel more productive without feeling less overloaded ⢠The difference between eliminating work and simply making work faster ⢠How to track AI ROI through the actual flow of work ⢠How the Value of Work Matrix can expose where productivity gains disappear I also share three questions leaders should be able to answer about AIâand a practical exercise you can use with your team to determine whether AI is creating measurable value or simply creating more capacity nobody is tracking. Want to understand the five mindsets HR professionals will need for the future of work? Take the free FutHRist assessment: https://trentcotton.com/futhrist-start-here Learn more about the Value of Work Matrix: https://youtu.be/_umOtBmp_BY The FutHRist: The 5 Mindsets of the Future HR Pro: https://www.amazon.com/dp/B0HG4TBBX8 Resources for HR Leaders đ The Value of Work Matrix Toolkit â A practical framework to quantify workforce decisions and defend headcount to your CFO. https://cottontrent.gumroad.com/l/value-of-work-matrix-toolkit đ FutHRist Team Assessment Workbook â Diagnose your HR team's readiness for the future of work, skills gap and all. https://cottontrent.gumroad.com/l/futhrist-team-workbook đĽ The FutHRist Planner (free) â A structured planning tool for HR leaders navigating AI-driven transformation. https://cottontrent.gumroad.com/l/futhrist-productivity-planner Subscribe for practical analysis on AI, work, leadership, and the future of human capital. #ArtificialIntelligence #FutureOfWork #AI Learn more about your ad choices. Visit megaphone.fm/adchoices
#22 - Mark Toscano: Navigating Recruitment Challenges
Is This Still A Good Time?In this episode of ITSAGT, we delve into the evolving landscape of recruitment with seasoned executive recruiter, Mark Toscano. With over 20 years of experience across various industries, Mark shares his insights on the current state of the job market and the unique challenges faced by recruiters today. Listeners will learn about the misconceptions surrounding the job market, particularly the overemphasis on tech recruiting, while other sectors like manufacturing and healthcare are bustling with opportunities. Mark emphasizes the importance of leadership skills over traditional experience and how companies are eager to find the right people to lead their teams. We also explore the trend of recruiters moving towards fractional roles or starting their own ventures, and Mark shares his personal experiences and insights on whether this is the right move for everyone. Tune in to gain a deeper understanding of the recruitment industry's dynamics and discover potential opportunities that might just be the perfect fit for you. Learn more about your ad choices. Visit megaphone.fm/adchoices
RecFest LIVE: Mark Chaffey, CEO of Archer
Rec Tech: the Recruiting Technology PodcastHackajob is now known as Archer. We go behind the name change with their CEO and whats the future of AI in recruiting. Recorded live from Recfest. Learn more about your ad choices. Visit megaphone.fm/adchoices
RecFest LIVE: Findem's VP of Marketing
Rec Tech: the Recruiting Technology PodcastI chatted up Joseph Cole VP of Marketing for Findem about the launch of their new agentic studio for sourcing. Recorded live at Recfest in Nashville, TN. Learn more about your ad choices. Visit megaphone.fm/adchoices
#102: How to Build an Employee Creator Program ft. Heike Young
Workfluencer: Personal Branding & Content CreationMost employee creator programs start in the wrong place. Companies focus on getting as many employees posting as possible, hand them approved links and captions, and call it employee advocacy. That may create activity, but it does not create thought leadership. After leading content and social media at Salesforce and Microsoft, Heike Young believes companies should move beyond copy-and-paste advocacy and invest in a smaller group of committed employee creators. In this episode, Heike joins Rhona to explain how to build an employee creator program around clear business goals. They discuss how to choose creators across roles, seniority levels, and regions, what motivates employees to participate, and why companies need to provide training, time, recognition, and clear expectations. They also dig into the infrastructure companies often skip, including updated social media policies, job descriptions, content usage after an employee leaves, and collaboration between HR, marketing, and communications. Heike also breaks down her people-generated content model, which connects employees, industry creators, and customers to one broader brand strategy. For companies trying to build an employee creator program without turning employees into extensions of the corporate account, this conversation lays out what needs to be in place first. What Youâll Learn: How to define your goals before selecting employee creators How to choose creators across roles, seniority levels, and regions What motivates employees beyond direct financial compensation Why training, tools, recognition, and community keep creators involved How to make content creation part of someoneâs actual role What companies should decide about content usage before employees leave How employees, industry creators, and customers can support one content strategy Resources Mentioned: Heike's Website: https://heike-young.com/ People Generated Content: https://link.rhonapierce.com/VZYlQz Rhona's Newsletter: â â https://link.rhonapierce.com/newsletter2 Connect with Us: Connect with Heike: https://www.linkedin.com/in/heikeyoung/ Connect with Rhona: â â â â https://www.linkedin.com/in/rhonabarnettpierce Want to turn your team into creators? Visit â â â â workfluencermedia.comâ â â â to learn how we help companies turn employee expertise into content that gets noticed. Learn more about your ad choices. Visit megaphone.fm/adchoices
Why Recruiters Never Find the Best Candidates
The Jim Stroud PodcastYou're qualified. You're experienced. And when a recruiter searches for your job title, your name never loads. Here's how recruiter search works and four moves to get found this week. đ§ ... Cited in this podcast: Job Search 3.0 (jobsearch.jimstroud.com) Career Intelligence Weekly (newsletter.jimstroud.com) Learn more about your ad choices. Visit megaphone.fm/adchoices
Youâre Qualified. So Why Arenât You Getting Interviews?
The Human CapitalistYou meet the qualifications. You applied for the job. So why can't you even get an interview? Recruiters are being buried under hundredsâor even thousandsâof applications while qualified candidates are wondering why they can't break through. In this episode of The Human Capitalist Podcast, I sit down with recruiter and creator Mike Petito to unpack what's actually happening on both sides of today's hiring process. Mike shares his four-bucket framework for job applicants, including perhaps the most frustrating group of all: candidates who meet the basic qualifications but still aren't getting interviews. We also dig into why most job descriptions need work, the truth behind recruiters spending â7 secondsâ reviewing resumes, transferable skills, skills-based hiring, AI's growing role in HR, and what hiring teams can do differently. Whether you're an HR leader, recruiter, hiring manager, or currently looking for your next role, this conversation gives you a look behind the curtain at how hiring decisions actually get made. đ Want to prepare yourself for the future of HR? Order my book, The FutHRist: The 5 Mindsets of the Future HR Pro, on Amazon. Search Amazon for âThe FutHRist Trent Cotton.â đ§ Which FutHRist mindset are you? Take the free self-assessment: Take the FutHRist Self-Assessment Mike's media: LinkedIn: https://www.linkedin.com/in/mpeditto/ Website: https://mikepeditto.teachable.com/ Book: https://a.co/d/0gvNfRY0 Chapters 00:00 Why qualified candidates aren't breaking through 00:41 Meet Mike Petito 04:00 Is HR moving fast enough for AI? 05:21 AI is a people transformation, not just technology 07:17 The problem with AI workforce planning 10:55 Should HR be at the center of AI? 13:22 The AI knowledge gap inside HR 15:09 Why Mike's recruiting video went viral 17:53 The truth about the â7-second resumeâ rule 20:10 Whose fault is it: candidate or company? 21:01 The four buckets every applicant falls into 21:55 The most frustrating applicant bucket 23:08 What's wrong with skills-based hiring? 25:22 Why transferable skills aren't enough right now 27:19 How to write a better job description 29:36 Skills you need on Day 1 vs. skills you'll learn 33:19 Why candidates should know the interview process 36:01 Mike's advice for today's job seekers 38:45 Advice for HR and recruiting professionals 41:19 Where to find Mike + Yes, You Are Being Judged The future of hiring isn't just about better technology. It's about building a better process for the humans on both sides of the table. People. Technology. Business. A Better Tomorrow. #HR #AIinHR #Recruiting #JobSearch #FutHRist Learn more about your ad choices. Visit megaphone.fm/adchoices
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