The Talent Tango

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The Talent Tango

The Talent Tango where we will be interviewing guests to speak about talent acquisition, recruitment technologies, marketing, and human resources topics.

  1. The Power of Transparency in Hiring

    4D AGO

    The Power of Transparency in Hiring

    In this episode, Amir Bormand is joined by Cory Eustice, a seasoned talent leader, to dive into the importance of transparency in the hiring process. They explore how organizations can improve candidate experiences, hiring outcomes, and long-term retention by fostering open and honest conversations from the very start. Key Takeaways: Transparency in Hiring Matters – Candidates should be given a full, honest picture of the role, the company, and the challenges they might face. Hiring Managers Play a Role – Recruiters must work closely with hiring managers to ensure they openly discuss both the positives and challenges of a role. Quality Over Speed – Rushing to fill positions without clear alignment on expectations leads to mismatches and retention issues. Metrics That Matter – Effective hiring isn’t just about speed; it’s about tracking key indicators like offer acceptance rates, retention, and conversion rates. Retrospective Learning – Teams should evaluate both successful and unsuccessful hires to continuously refine their approach. Timestamped Highlights: [00:01:00] – Cory’s perspective on how transparency helps candidates feel confident in their decisions. [00:03:00] – Amir shares a personal story about how a lack of transparency in his early career led to a short tenure. [00:07:00] – How hiring managers should approach transparency with candidates to set the right expectations. [00:12:00] – Why metrics like time-to-hire alone don’t define success and what recruiters should really focus on. [00:17:00] – Cory’s "building a great house" analogy to explain the balance between structure and flexibility in recruiting. [00:22:00] – How recruiters can fine-tune their processes by analyzing offer declines and retention data. [00:28:00] – The importance of looking at successful hires, not just failures, to understand what works. Quote from the Episode: "The best recruiters aren’t just filling roles—they’re career coaches, sales enablers, project managers, and therapists. Transparency is the foundation for all of that." – Cory Eustice Connect with Cory: 🔗 LinkedIn: linkedin.com/coryeustice Enjoyed this Episode? Share this episode with someone in the talent and recruiting space! Subscribe, rate, and review the podcast to help more people find it. Drop a comment—what are your thoughts on transparency in hiring? 🎙️ Stay tuned for more episodes covering the most important topics in talent and recruiting!

    30 min
  2. Why Onboarding Matters as Much as Hiring

    FEB 26

    Why Onboarding Matters as Much as Hiring

    In this episode, Amir sits down with Meg Henry, Head of People & Talent at Companyon Ventures, to explore why onboarding deserves just as much attention as hiring. Meg shares practical insights on structuring an effective onboarding process, ensuring a smooth transition for new hires, and increasing business efficiency through thoughtful onboarding. If you’re in a people or talent leadership role, this conversation is packed with valuable takeaways to refine your onboarding strategy. Key Takeaways ✅ Onboarding is often neglected – Companies spend months hiring but little time ensuring new hires succeed. ✅ Accessibility is key – Provide clear, organized resources to reduce new hire anxiety and unnecessary questions. ✅ Hybrid work adds complexity – Without casual office interactions, structured onboarding is more critical than ever. ✅ Onboarding should be role-specific – While company orientation is helpful, tailored onboarding plans drive success. ✅ A small time investment pays off – 2.5 hours spread over 90 days can significantly improve onboarding effectiveness. Timestamped Highlights 🔹 [00:01:00] – Meg explains what Companyon Ventures does and her role in supporting portfolio companies. 🔹 [00:02:30] – The imbalance between hiring and onboarding: why onboarding often gets overlooked. 🔹 [00:04:00] – New hire awkwardness: how to make the first days less overwhelming. 🔹 [00:06:00] – Hybrid onboarding challenges and solutions. 🔹 [00:08:00] – Key elements of successful onboarding: company orientation vs. role-specific onboarding. 🔹 [00:11:00] – Helping leaders understand onboarding’s ROI and why it accelerates productivity. 🔹 [00:14:00] – Can AI improve onboarding? Meg shares her thoughts on automation and AI-driven solutions. 🔹 [00:16:00] – Signs of weak onboarding and how to identify gaps in the process. 🔹 [00:20:00] – How much time should a startup invest in onboarding? The answer may surprise you. Quote from the Episode 🗣️ “You wouldn't invite someone to your house and expect them to find their own way without directions—so why would you do that with a new hire?” – Meg Henry Connect with Meg Henry 📌 LinkedIn: https://www.linkedin.com/in/megjwhenry/ 🎧 Enjoyed the episode? ✔️ Subscribe, leave a review, and share with your network! ✔️ Follow The Talent Tango for more insights on talent leadership and business strategy.

    23 min
  3. Cracking the Code of Talent Playbooks

    FEB 12

    Cracking the Code of Talent Playbooks

    In this episode, we dive deep into Talent Acquisition (TA) playbooks—how recruiting leaders bring their experiences, frameworks, and best practices into new roles, and how they adapt them to different company environments. Henry shares his insights on onboarding into a new company, assessing existing hiring practices, and implementing change management strategies that actually stick. Key Takeaways: 🔹 The Art of the TA Playbook – Bringing structured frameworks from past roles, but adapting them based on company culture and business needs. 🔹 Assess Before You Act – Why it’s crucial to inventory the hiring process before making sweeping changes. 🔹 Pattern Matching in Recruiting – Identifying what works across different organizations while allowing for unique nuances. 🔹 Building Stakeholder Buy-In – How to communicate the value of recruiting changes effectively and ensure adoption. 🔹 Data-Driven Change Management – Using measurable metrics to validate changes in the hiring process. 🔹 Finding Your Champions – Why recruiting success hinges on internal advocates at different levels, not just leadership. Timestamped Highlights: ⏳ [00:00:00] – Introduction to Henry Hippely & the concept of TA playbooks. ⏳ [00:02:00] – Understanding the variability in hiring processes across different company stages. ⏳ [00:04:30] – How long should you observe before implementing changes? ⏳ [00:06:50] – The balance between showing value and avoiding premature changes. ⏳ [00:10:15] – Identifying your own leadership style and conflict approach in recruiting. ⏳ [00:14:30] – Using data to prove what’s working (or broken) in the hiring funnel. ⏳ [00:19:00] – The challenge of managing hiring processes alongside domain experts. ⏳ [00:21:30] – Proactive vs. reactive recruiting – how to show value outside of hiring metrics. ⏳ [00:24:00] – Finding champions to drive adoption and cultural change in hiring. ⏳ [00:26:00] – How to connect with Henry for follow-up questions. Quote of the Episode: "Hiring isn't just about filling roles—it's about building trust, refining processes, and ensuring the business sees recruiting as a strategic function, not just a service." – Henry Hippely Connect with Henry Hippely: 📍 LinkedIn: https://www.linkedin.com/in/henryhippely/ Like This Episode? 👉 Subscribe, rate, and share with fellow talent professionals! Your feedback helps us bring more insightful conversations to the podcast.

    27 min
  4. Aligning Talent Strategy with Business Needs

    FEB 5

    Aligning Talent Strategy with Business Needs

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

    26 min
  5. Community Building & Founder Hiring Pressure

    JAN 29

    Community Building & Founder Hiring Pressure

    In this episode, we dive deep into community building and the hiring challenges founders face with Michelle McHargue. As an early-stage investor, Michelle has a front-row seat to the pressure founders experience when hiring top talent. We explore why founders are so selective, how curated communities can impact hiring, and why hiring at early-stage startups is uniquely difficult. Key Takeaways ✅ Top Talent Is Subjective: Every startup defines “top talent” differently, making hiring a challenge. ✅ Early-Stage Hiring Is Cutthroat: Startups compete for the same small pool of talent, especially engineers. ✅ Startups Wait for the Right Fit: Unlike larger companies, startups won’t settle—they wait for a “perfect” hire. ✅ Community Building Is a Long Game: Curated talent communities can be an invaluable resource for founders. ✅ Founders Can Be Too Fixated: Many are overly focused on specific skills, limiting their hiring pool. ✅ Hiring Pressure Is Real: Founders juggle hiring with investor expectations, product development, and growth. ✅ Interview Bias Exists: Many hiring processes are designed for a specific type of candidate, unintentionally narrowing the talent pool. ✅ Delegation Matters: Founders often struggle to let go but must delegate hiring to scale effectively. Timestamped Highlights ⏳ [00:01:24] - Defining "top talent" and why it's subjective at startups. ⏳ [00:02:40] - Why early-stage hiring is more competitive and challenging. ⏳ [00:05:00] - The role of curated talent communities in startup hiring. ⏳ [00:07:28] - Why talent curation is a long game, not a quick fix. ⏳ [00:10:39] - How founders can become too focused on specific skill sets. ⏳ [00:14:10] - Interview biases and why hiring processes can unintentionally exclude great talent. ⏳ [00:17:29] - When founders start to listen and seek hiring advice. ⏳ [00:19:13] - The overwhelming pressure of hiring while managing a startup. ⏳ [00:22:33] - When founders finally start delegating hiring decisions. Quote of the Episode 💡 “Hiring is so important, but it’s the one thing founders can’t focus on all the time.” – Michelle McHargue Connect with Michelle McHargue 🔗 LinkedIn: https://www.linkedin.com/in/michellemchargue/ Enjoyed the Episode? ✔️ Subscribe for more insights on hiring, talent, and community building. ✔️ Share with a colleague who would find this valuable! ✔️ Comment with your thoughts—we’d love to hear from you.

    25 min
  6. Exploring Program Management in Talent

    JAN 22

    Exploring Program Management in Talent

    In this episode, Amir speaks with Tiffany Chandra, Director of People and Talent at Sapphire Ventures, about the intersection of program management and talent acquisition. Tiffany shares her journey into program management, the skills she cultivated, and how program management principles can transform talent functions in organizations of any size. Whether you’re in a small company or a large organization, Tiffany’s insights offer practical ways to enhance recruiting strategies and improve team alignment. Key Takeaways Program Management in Talent: Effective program management aligns multiple recruiting projects under shared goals, ensuring seamless workflows and outcomes. Stakeholder Alignment is Foundational: Building strong relationships and setting clear expectations with stakeholders ensures program success. Governance and Ownership: Defining clear roles and accountability for team members leads to more efficient talent processes. Embracing Ambiguity: Thriving in undefined roles and adapting to challenges fosters creativity and innovation. Feedback and Iteration: Actively seeking feedback from cross-functional teams helps refine processes and deliver better outcomes. Episode Highlights [00:00:00] Introduction: Meet Tiffany Chandra and learn about Sapphire Ventures’ focus on growth-stage companies. [00:01:32] Defining Program Management in Talent: How program management differs from project management and applies to recruiting. [00:04:15] Stakeholder Alignment: Understanding the needs and priorities of stakeholders to drive results. [00:05:22] Governance Structures: Creating accountability and streamlining workflows in recruiting. [00:08:27] Recruiters as Project Managers: Why talent teams can benefit from adopting program and project management techniques. [00:11:31] Setting Expectations Early: Aligning with stakeholders upfront to avoid miscommunication and delays. [00:15:04] Enforcing Accountability: Managing matrixed teams to ensure consistent participation and delivery. [00:20:31] Transitioning to Program Management: Skills and mindset shifts needed to move from recruiting to program management roles. [00:24:00] Metrics in Program Management: How program metrics differ from traditional recruiting KPIs. [00:28:42] Thriving in Ambiguity: Learning to navigate undefined roles and leveraging feedback for continuous improvement. [00:30:30] Closing Thoughts: Tiffany shares advice for those considering a move into program management. This episode is a must-listen for talent professionals and recruiters looking to enhance their processes, adopt program management principles, and create more impactful hiring strategies. 📩 Connect with Tiffany: Reach out to Tiffany on LinkedIn to continue the conversation and learn more about transitioning into program management. https://www.linkedin.com/in/tiffanyschandra/

    32 min
  7. Hiring Strategies for Early-Stage AI Startups

    JAN 15

    Hiring Strategies for Early-Stage AI Startups

    In this episode, host Amir Bormand sits down with Meg Sahni, Senior Director of Talent at Radical Ventures, to explore the intricacies of hiring for early-stage AI companies. With AI's rapid growth, Meg shares valuable insights on navigating a highly competitive talent market, building effective early teams, and establishing a strong employer brand. Key Takeaways: AI Startup Talent Categories: Understanding the differences between "AI-first" companies building foundational models and "applied AI" companies leveraging existing models. Strategic Team Building: Recruiting top-tier talent across research, engineering, and product management to support AI-first and applied AI initiatives. Employer Branding: The importance of participating in conferences, publishing technical content, and engaging in hackathons to attract and retain AI talent. Candidate Motivations: Why aligning with candidates' motivations and clearly articulating company vision are crucial for securing top talent. Lean Team Dynamics: How small, experienced teams at the staff and principal levels outperform in early-stage startups. Highlights with Timestamps: [00:01:35] Breaking down AI-first vs. applied AI companies and their distinct talent needs. [00:03:30] Challenges in recruiting specialized roles like machine learning engineers and data infrastructure experts. [00:07:38] Competitive hiring strategies: Crafting compelling narratives and discussing compensation philosophy. [00:09:37] The role of employer branding in attracting high-caliber talent. [00:14:52] Candidate decision-making: Weighing compensation and stability against impact and innovation. [00:19:47] Best practices for early-stage hiring: Avoiding over-hiring and prioritizing high-impact roles. Engage with Meg Sahni: Connect with Meg on LinkedIn to continue the conversation about hiring strategies in AI startups and beyond: https://www.linkedin.com/in/meg-sahni/ Tune in to this episode for actionable advice on building successful teams in the fast-paced world of AI!

    23 min
  8. Transforming People and Talent Functions into Strategic Drivers

    JAN 9

    Transforming People and Talent Functions into Strategic Drivers

    In this insightful episode, Amir Bormand interviews Jim Conti, Talent Partner at Hyde Park Venture Partners, about redefining the value of people and talent functions. Jim shares strategies for evolving the role from being process-driven to a core strategic contributor, while highlighting the importance of aligning with business goals, automating admin tasks, and building impactful employee experiences. This episode is packed with practical advice for HR professionals, talent leaders, and anyone looking to amplify the value of their talent organization. Key Takeaways: Identify Your Org’s People Function Priorities: The reporting structure and allocated budget reveal how much a company values its talent function. Evolve from Admin to Strategic: Focus on aligning talent initiatives with broader business goals and automate routine tasks to free up time for strategy. Build a Business Case for Talent Investments: Use data and ROI-driven arguments to gain leadership buy-in for new tools and initiatives. Set Boundaries Without People-Pleasing: Clarity and transparency in career development discussions create trust and empower employees without over-promising. Measure Talent Impact: Post-hiring surveys and bar-raiser metrics help show the business value of talent initiatives. Timestamped Highlights: [00:00:30] Introduction to the role of people and talent functions in organizations. [00:03:00] Key indicators of whether an organization views HR as strategic or process-driven. [00:05:14] Shifting the people function from admin-heavy to strategically aligned. [00:07:54] Building a business case for HR investments and gaining buy-in from leadership. [00:11:54] The importance of transparency and clarity in employee development conversations. [00:18:00] How talent leaders can demonstrate business value by engaging with stakeholders. [00:23:00] Questions to ask during the interview process to assess a company’s strategic outlook on talent. [00:24:55] Matching organizational challenges to your personal career goals. If you’re looking for actionable insights to elevate your talent organization, this episode is a must-listen.  Share it with your network to inspire more strategic thinking in the HR and talent space. Don’t forget to like, comment, and subscribe to stay updated with the latest discussions in talent leadership! Jim Conti: https://www.linkedin.com/in/contijc/ Jim Conti is the Talent Partner at Hyde Park Venture Partners and has been with the firm since 2021. In this role, Jim provides strategic talent support and consulting to the firm's portfolio of companies. Prior to Hyde Park Venture Partners, Jim served as head of people at dscout and Sprout Social — both Chicago-based software startups. In these roles, Jim built, grew, and oversaw teams across recruitment, talent management, DEI, culture, HR, and benefits strategy. The impact of this work is seen in awards from Glassdoor, Chicago Tribune, Crain’s Chicago, and Built in Chicago.

    27 min
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4.7
out of 5
18 Ratings

About

The Talent Tango where we will be interviewing guests to speak about talent acquisition, recruitment technologies, marketing, and human resources topics.

Information

  • Creator
    Elevano
  • Years Active
    2019 - 2025
  • Episodes
    145
  • Rating
    Clean
  • Copyright
    © Elevano
  • Show Website
    The Talent Tango

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