Recruiters On The Rise

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This is Recruiters On The Rise. Join Colleen Gallagher for candid conversations with talent leaders as we explore the work that drives them, the lessons they've learned, and how they're helping people find careers they love. The show is sponsored by Lavalier, an interview intelligence platform built by Textio.

4d ago

Redefining Recruitment Excellence with Dubi Ben-Shoham

In this episode of Recruiters on the Rise, host Colleen Gallagher sits down with Dubi Ben-Shoham, Senior Director of Global Talent Acquisition at Socotra, who has personally hired nearly every employee at his company, all but three. Dubi shares why he hasn't posted a single job in over two and a half years and why he considers that a feature, not a bug. He breaks down his white glove recruiting philosophy, from prepping candidates before every interview to running recruiting training on day one of onboarding. Dubi also gets into the growing threat of resume fraud, how he thinks about AI in the hiring process, and why building trust with candidates and hiring managers alike is the foundation of everything he does. A candid, practical conversation packed with ideas you can put to work right away. Takeaways: Know the whole business, not just your requisitions. Dubi attends SKOs, product offsites, and all-hands across departments and credits that immersion as one of the biggest differentiators in his effectiveness as a recruiter. The more you understand the business, the more credible and valuable you become.White glove service is for everyone, not just executives. Dubi walks every candidate through exactly who they will meet, what to expect, and even personal background on each interviewer. That level of care is rare, and candidates notice immediately.Stop posting and start sourcing. Fraud, AI generated resumes, and inbound noise convinced Dubi to go fully outbound. His team now sources every hire directly, which frees up time for higher quality conversations and more intentional candidate engagement.Establish trust early with hiring managers by doing the work first. Dubi drafts job descriptions, builds assessments, and creates interview panels before ever sitting down with a hiring manager. That proactive approach earns credibility fast and makes him indispensable.AI belongs in the process, with guardrails. Dubi used ChatGPT to build a full rev ops assessment in 15 minutes, complete with sample data. But he requires candidates to present their work, because the ability to reason through it out loud is the real signal. Quote of the Show:"I'm gonna tell you the process, but I just want you to know, it's all downhill after me." -Dubi Ben-Shoham Links: LinkedIn: https://www.linkedin.com/in/dubi-ben-shoham-a9a293/Website: https://www.socotra.com/Ways to Tune In: Recruiters On The Rise Website: https://recruitersontherise.com/ Spotify: https://open.spotify.com/show/6j8LK95YtqW7ZMU4kwBNgR Apple Podcasts: https://podcasts.apple.com/podcast/recruiters-on-the-rise/id1891705495 Amazon Music: https://music.amazon.com/podcasts/b7f77aa2-de4c-4e5c-b5de-cfe60fe39c77 iHeart Radio: https://iheart.com/podcast/328811219/ YouTube: https://www.youtube.com/@recruitersontherise

41 min
May 27

From Leopards to Leaders with Dennis Ivanov

In this episode of Recruiters on the Rise, host Colleen Gallagher sits down with Dennis Ivanov, Director of Global Talent Acquisition at Unimacts Global and former Amazon recruiting leader. Dennis has made over 400 hires in under three years with almost no dedicated recruiting team, including several C-suite executive searches, at a company that grew from under $100 million to nearly half a billion. Before any of that, he was tracking endangered snow leopards in Siberia for a National Geographic conservation program. He brings the same fearlessness from the field into every boardroom, and this conversation is full of hard-won, practical insight on what it actually looks like to build a recruiting function from scratch with limited resources, big expectations, and a lot of creativity. Takeaways:~ Lead with fearlessness. The best recruiters don't wait for permission or comfort. Push past hesitation, speak up with senior leaders, and refuse to settle for "good enough" just because it's easier.~ Frugality forces creativity. When the budget is tight, look for unconventional solutions first. Printing job ads at bus stops or leaning on state workforce programs can outperform expensive vendors.~ Build inward before going outward. Post every role internally for a week before hitting the external market. You'll promote hidden talent, boost morale, and cut time-to-fill at the same time.~ Train your way to scale. If you don't have dedicated recruiters, develop the people you do have. A few months of structured training and shadowing can turn HR generalists into capable recruiting partners.~ Measure what matters and set a high bar. Don't accept a 70% offer acceptance rate just because it's the industry norm. Commit to aggressive targets around time-to-fill, offer acceptance, and retention, then build the process to hit them. Quote of the Show:"It's when the deadlines are short and execution is not optional. It has to happen. So that's where the real magic, I believe, happens." - Dennis Ivanov Links:~ LinkedIn: https://www.linkedin.com/in/denisviktorovichivanov~ Website: https://www.unimacts.com/ Ways to Tune In:~ Recruiters On The Rise Website: https://recruitersontherise.com/ ~ Spotify: https://open.spotify.com/show/6j8LK95YtqW7ZMU4kwBNgR ~ Apple Podcasts: https://podcasts.apple.com/podcast/recruiters-on-the-rise/id1891705495 ~ Amazon Music: https://music.amazon.com/podcasts/b7f77aa2-de4c-4e5c-b5de-cfe60fe39c77 ~ iHeart Radio: https://iheart.com/podcast/328811219/ ~ YouTube: https://www.youtube.com/@recruitersontherise

37 min
May 20

Recruiting Beyond Resumes with James Callender

In this episode of Recruiters on the Rise, host Colleen Gallagher sits down with James Callender, VP of Workforce at EPC and host of the HR View Podcast. James brings a rare blend of experience from manufacturing floors and construction sites to JPMorgan Chase and a conviction that's stuck with him since his first day in HR, if you don't speak the language of business, you can't be a real partner to the people you serve. He shares how radical transparency with candidates leads to longer tenures, why the interview starts the moment someone submits an application, and how he's using AI to drive smarter workforce decisions without losing the human touch. Whether you're recruiting in the field or the C suite, this one hits differently. Takeaways: Know the business before you know the role. The best recruiters don't just fill seats, they understand how the company makes money, and that clarity helps them identify candidates who can think and operate at that same level. When you truly understand the business, everything else in the recruiting process becomes easier and more intentional.Transparency isn't just nice, it's a retention strategy. James's first job out of college was the worst he ever had, and it shaped a career long commitment to radical honesty with candidates. Telling people the hard truths upfront, the long hours, the difficult dynamics, the real demands of a role leads to longer tenures and fewer regrets on both sides.The interview starts before you ever say hello. From the moment a candidate submits an application or walks through the door, they're showing you who they are. James treats every touchpoint as part of the evaluation because once someone gets the job, the interview camera goes off and you see the real person.AI is a tool, not a replacement for judgment. James is an enthusiastic adopter of AI for report automation, process efficiency, and applicant sorting but he's equally firm that human vetting still matters. Volume without discernment is just noise, and someone has to make sure the technology is working the way it should.Learning only happens when someone wants it. Whether coaching a candidate, developing a team, or running a training, James believes growth is a two-way street. You can build the best program in the world, but if the person on the other side isn't ready to receive it, the knowledge won't stick and that's okay to acknowledge. Quote of the Show: “HR used to be like being sent to the principal's office. That's always been my intent, to change that." — James Callender Links: LinkedIn: https://www.linkedin.com/in/callenderjames/ Website: https://weareepc.com/HRview Podcast: https://www.youtube.com/playlist?list=PL6Q9PpcWJTYq1Ez3hffx6b5HKZiBgwDPk Ways to Tune In: Recruiters On The Rise Website: https://recruitersontherise.com/ Spotify: https://open.spotify.com/show/6j8LK95YtqW7ZMU4kwBNgR Apple Podcasts: https://podcasts.apple.com/podcast/recruiters-on-the-rise/id1891705495 Amazon Music: https://music.amazon.com/podcasts/b7f77aa2-de4c-4e5c-b5de-cfe60fe39c77 iHeart Radio: https://iheart.com/podcast/328811219/ YouTube: https://www.youtube.com/@recruitersontherise

37 min
May 13

Mastering Talent Acquisition with Hayden Hughes

In this episode of Recruiters on the Rise, host Colleen Gallagher sits down with Hayden Hughes, a talent acquisition veteran. He shares his philosophy on the "meeting before the meeting," why candidate and hiring manager experience are two sides of the same coin, and why any TA leader who thinks they have a couple of years before AI disrupts their work is fooling themselves. A thought provoking, analogy rich conversation you won't want to miss. Takeaways: Come prepared or don't come at all. The best recruiters show up to intake meetings with market intelligence, silver medalists, and a clear picture of the landscape, much like a great server who recommends the right dish rather than just taking your order. That preparation is what builds trust with hiring managers from the very first conversation.Clarity beats complexity in the hiring process. Rather than adding more interview stages to get a better signal, great recruiters give candidates a clear picture of what the company stands for and what it doesn't from the very start. A transparent, well structured process respects candidates' time and leads to better mutual fit.If you're waiting on AI, you're already behind. Recruiters who treat AI adoption as something to prepare for later are underestimating how fast the landscape is changing. The ones who will thrive are those who approach it with daily curiosity, lean into the tools, and see it as an opportunity to compound their own value, not a threat to wait out.Quote of the Show: "They're trusting you with that empty chair that they've got. They're trusting you to fill that role with the right person that's gonna make a difference, that's gonna supercharge their team." — Hayden HughesLinks: LinkedIn: https://www.linkedin.com/in/haydenhughes/ Ways to Tune In: Recruiters On The Rise Website: https://recruitersontherise.com/ Spotify: https://open.spotify.com/show/6j8LK95YtqW7ZMU4kwBNgR Apple Podcasts: https://podcasts.apple.com/podcast/recruiters-on-the-rise/id1891705495 Amazon Music: https://music.amazon.com/podcasts/b7f77aa2-de4c-4e5c-b5de-cfe60fe39c77 iHeart Radio: https://iheart.com/podcast/328811219/ YouTube: https://www.youtube.com/@recruitersontherise

48 min
May 6

Building Trust in Talent with Brian Fink

In this episode of Recruiters on the Rise, host Colleen Gallagher sits down with Brian Fink, founder of the Rework Group and self-proclaimed Rush Chairman Emeritus, who has spent his career hunting down the engineers and technical leaders behind the products we all use every day. Brian brings his signature blend of street-smart sourcing wisdom and human-first philosophy to why intentionality separates good recruiters from great ones, how fake candidates are quietly breaking inbound recruiting, and the one question every screening call is missing. He even manages to tie it all back to throwing a Rush event with Run DMC. If you have ever wanted to learn how a seasoned headhunter thinks and shows up for candidates every single day, this one is for you. Takeaways: Trust is built in the small moments. Do what you say you're going to do, every single time. Candidates and hiring managers are watching, and one broken promise can shatter everything you've built.Follow up like it's your job because it is. Every Friday, reach out to every candidate you spoke with that week. They deserve to know where they stand before they walk into a new week.End every screening call with this question. Ask candidates if there's anything you missed or should have asked them. You'll be shocked what people share when you simply give them the space to.Stop asking "tell me about yourself." Instead, ask candidates for a two minute snapshot of where they've been and where they want to go. It gives them an on-ramp to tell you what actually matters to them.Not every candidate is the right fit and that's okay. Part of being a great recruiter is knowing when someone is better suited somewhere else. Being honest about that is one of the most human things you can do in this work.Quote of the Show: "I want to make sure that candidates are seen and heard. Not treated like pieces on a chess board." - Brian Fink Links: LinkedIn: https://www.linkedin.com/in/brianfink/ Instagram: https://www.instagram.com/thebrianfink/?hl=en Website: https://thereworkgroup.com/ Ways to Tune In: Recruiters On The Rise Website: https://recruitersontherise.com/ Spotify: https://open.spotify.com/show/6j8LK95YtqW7ZMU4kwBNgR Apple Podcasts: https://podcasts.apple.com/podcast/recruiters-on-the-rise/id1891705495 Amazon Music: https://music.amazon.com/podcasts/b7f77aa2-de4c-4e5c-b5de-cfe60fe39c77 iHeart Radio: https://iheart.com/podcast/328811219/ YouTube: https://www.youtube.com/@recruitersontherise

46 min
Apr 29

Hiring Smarter Not Faster with Stephanie Boman

In this episode of Recruiters on the Rise, host Colleen Gallagher catches up with her longtime friend Stephanie Boman, Chief People Officer at LiveRamp. Stephanie brings the real talk on what separates great recruiters from the rest, why she finally convinced her CFO to ditch a clunky ATS, and how she is leading one of the most ambitious AI upskilling initiatives in the game. She also makes a compelling case for why quality of hire is the only metric that should matter and what it actually takes to get there. If you have ever wanted a front row seat to how a seasoned CPO thinks about talent, this is the episode for you. Takeaways: The best recruiters go beyond the job description and develop a deep curiosity about the business, understanding why a hire matters for company strategy right now.Courage is a non-negotiable skill in recruiting. Be willing to tell a hiring manager the hard truth about a candidate, and give candidates honest transparency about where they stand.Stop optimizing for speed and start optimizing for quality. The right hire the first time matters far more than a fast hire, especially when headcount is tight.Front end planning is where quality of hire is won or lost. Structured interviews and predefined evaluation criteria consistently outperform gut feel.AI will not transform your organization, your people will. Invest in upskilling your team so they can use AI to handle repetitive work and move upstream to higher value thinking. Quote of the Show: "The best recruiters know the market the way a great salesperson knows their territory." - Stephanie BomanLinks: LinkedIn: https://www.linkedin.com/in/stephanie-boman-90477b/ Website: https://liveramp.com/ Ways to Tune In: Recruiters On The Rise Website: https://recruitersontherise.com/ Spotify: https://open.spotify.com/show/6j8LK95YtqW7ZMU4kwBNgR Apple Podcasts: https://podcasts.apple.com/podcast/recruiters-on-the-rise/id1891705495 Amazon Music: https://music.amazon.com/podcasts/b7f77aa2-de4c-4e5c-b5de-cfe60fe39c77 iHeart Radio: https://iheart.com/podcast/328811219/ YouTube: https://www.youtube.com/@recruitersontherise

28 min
Apr 22

Hiring Like a Human with Emily Paik

In this episode of Recruiters on the Rise, host Colleen Gallagher sits down with Emily Paik, Senior Recruiter at Kit and writer of the Talent Talk newsletter. Emily shares how she transformed a chaotic, reactive hiring process into a strategic, candidate first operation, achieving 100% positive candidate feedback along the way. She breaks down her approach to communication, the small gestures that make a big difference in candidate experience, and how she thinks about metrics like quality of hire. Emily also opens up about her winding path into recruiting and AI's growing role in the hiring process. A practical, honest conversation you won't want to miss. Takeaways: Follow up even when you have nothing new to say. Candidates' biggest complaint is being ghosted, a quick check-in with no real update still goes a long way.Learn the product, not just the role. The best impact you can have as a recruiter is deeply understanding the company's product and customers before you start filling seats.Your interview process is your employer brand. How candidates feel during hiring directly impacts how they perceive your company and they'll tell others.Simplify quality of hire. Don't overcomplicate it with fancy algorithms, automated 30/60/90 day manager surveys are enough to give you meaningful, actionable data.Share interview questions in advance. You're not trying to test on the spot thinking you want candidates at their best, and giving them time to prepare gets you there. Quote of the Show: "Every opportunity I've had has led me to the next greatest thing. Each step of my career has prepared me for the next in a way that I didn't even realize at the time." — Emily Paik Links: LinkedIn: https://www.linkedin.com/in/emilypaik/Website: https://talent-talk.kit.com/8a0ad780b7

43 min
Apr 15

From Funnel Focused to Impact Driven: Rethinking Recruiting with Natalie Fink

What separates a good recruiter from a truly great one? In the very first episode of Recruiters on the Rise, Natalie Fink, Head of Global Recruiting at LiveRamp, breaks it down simply: curiosity and business acumen. Drawing on more than 15 years of experience, Natalie shares how the best recruiters go beyond filling roles—they deeply understand the business, the challenges teams are solving, and how talent drives outcomes. This shift from transactional recruiting to strategic partnership is what defines recruiters who are truly “on the rise.” The conversation dives into what it takes to succeed in today’s hiring environment—from managing high application volume and leveraging AI tools to creating meaningful candidate experiences that strengthen employer brand. Natalie also shares practical insights on scaling teams, influencing hiring managers, and evaluating talent in an AI-driven world. Whether you're early in your recruiting career or leading a talent function, this episode lays the foundation for becoming a more thoughtful, effective, and impactful recruiter. Takeaways: Develop both curiosity and business acumen: The best recruiters understand not just the role, but the business behind it. This means learning how the company makes money, who its customers are, and what problems it’s trying to solve so you can better assess candidate fit.Don’t treat recruiting like a funnel-only process: Focusing only on top-of-funnel or bottom-of-funnel metrics can limit your effectiveness. Strong recruiters think holistically about outcomes—how each candidate moves through the process and what success looks like long-term.Prioritize candidate experience at every stage: Simple practices like timely communication and thoughtful preparation go a long way. Natalie emphasizes quick turnaround times, meaningful prep for interviews, and consistent follow-up to build trust and engagement.Use tools and systems to improve consistency—not replace judgment: Technology can help manage volume, but it should enhance, not replace, human decision-making. Features like delayed feedback and AI-assisted ranking can streamline workflows while still allowing recruiters to stay thoughtful and intentional.Build strong partnerships with hiring managers: Alignment, early and ongoing coaching are critical to avoiding delays and poor candidate experiences. Helping hiring managers make timely, informed decisions improves both hiring outcomes and overall process efficiency.Leverage networks to scale hiring effectively: Especially at senior levels, referrals and networks can accelerate hiring momentum. Each strong hire can unlock additional talent, creating a compounding effect that helps teams scale faster.Hire for adaptability and real-world AI usage: In today’s environment, it’s not just about technical skills—it’s about how candidates use tools and think through problems. Evaluating how candidates interact with AI and navigate ambiguity can reveal critical strengths in judgment and resilience. Quote of the Show: “The best recruiters don't just understand hiring, but they understand the business that they're hiring for.” Links: LinkedIn: https://www.linkedin.com/in/thinkfink/ Website: https://liveramp.com/

37 min
Apr 1

Recruiters On The Rise Trailer!

This is Recruiters On The Rise. Join Colleen Gallagher for candid conversations with talent leaders as we explore the work that drives them, the lessons they've learned, and how they're helping people find careers they love. The show is sponsored by Lavalier, an interview intelligence platform built by Textio.

23 sec

Trailer

Recruiters On The Rise Trailer!

This is Recruiters On The Rise. Join Colleen Gallagher for candid conversations with talent leaders as we explore the work that drives them, the lessons they've learned, and how they're helping people find careers they love. The show is sponsored by Lavalier, an interview intelligence platform built by Textio.

Apr 1

•

23 sec

This is Recruiters On The Rise. Join Colleen Gallagher for candid conversations with talent leaders as we explore the work that drives them, the lessons they've learned, and how they're helping people find careers they love. The show is sponsored by Lavalier, an interview intelligence platform built by Textio.

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Recruiters On The Rise