102 episodes

Starring recruiting leadership from everywhere under the talent acquisition sun, Talk Talent To Me is a fast-paced rough-and-tumble tour through the strategies, metrics, techniques, and trends shaping the recruitment industry. Brought to you by your pals at Hired.

Talk Talent To Me Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert.

    • Business
    • 4.7 • 78 Ratings

Starring recruiting leadership from everywhere under the talent acquisition sun, Talk Talent To Me is a fast-paced rough-and-tumble tour through the strategies, metrics, techniques, and trends shaping the recruitment industry. Brought to you by your pals at Hired.

    LandTech Chief People Officer Sarah Wasif

    LandTech Chief People Officer Sarah Wasif

    Joining us on Talk Talent To Me today is Sarah Wasif, Chief People Officer at LandTech. Today Sarah outlines what scaling looks like for the company and how she plans on executing growth. Next, she outlines the important things to be considered when a company grows and how you can be adaptable to things that may not work on a larger scale. Sarah then tells us how and what elements of a business should be localized when moving into different areas and what should remain as is. Sarah discusses some of the tricks she has found helpful when trying to keep original employees happy and maintain the company’s original value system before telling us how she ensures that new employees align with those values and are a good fit. Lastly, Sarah discusses how the world has changed to incorporate an emphasis on personal behavior in the workplace. Tune in to find out how to expand a company globally and stay true to its values.
     
    Key Points From This Episode:
     
    Introducing today’s guest, Sarah Wasif. Sarah explains her background and how she landed up working at LandTech. What scaling looks like for Sarah over the next few years.  How Sarah plans on executing her growth plans for the company.  How she will see what will work and what won’t in a company of a larger scale than before. Sarah outlines the pillars used in her strategies.  Pillar one: the way you attract people.  Pillar two: how you retain them. Pillar three: sustainability. How elements will have to be localized as the company expands globally.  Why Sarah thinks Americans index more on equity in a company.  Examples of areas LandTech are going to focus on before they expand. How the company keeps the original team members happy as the team expands. How maintaining the values of the company will keep employees happy for years.  How to ensure new employees align with company values.  Sarah explains the safe conversations she wants to have with potential employees.  The importance of teaching people about how the world works.  Sarah outlines how business has changed to emphasize employee behavior.   
    Tweetables:
     
    “I haven't joined and worked in a business where some of those early individuals are still A, here, and B, as passionate as the first day I landed eyes on them nearly four years ago.” — @Sarah_Wasif [0:15:12]
     
    “I think I would have paid really good money, not even in my early career, even in school, [for someone to teach me] how the world operates.” — @Sarah_Wasif [0:22:27]
     
    “The concept of emotional intelligence is no longer a soft, fluffy, nice to have. I think companies and successful companies are really honing in into it.” — @Sarah_Wasif [0:23:40]
     
    Links Mentioned in Today’s Episode:
     
    Talk Talent to Me
    Sarah Wasif on LinkedIn
    Sarah Wasif on Twitter
    LandTech
    Tag
    Omnicom
    BBC
    SwiftKey
    Hired

    • 25 min
    Worksome VP TA Anabel Morales

    Worksome VP TA Anabel Morales

     
    Bigger and better are aspirations that most companies hold, but scaling a business is complicated and requires a range of expertise to ensure that the culture and values are sustained as the company grows. In today’s episode, we speak to Anabel Morales, who is in charge of VP talent acquisitions at Worksome. Worksome is a Danish-based company that offers an end-to-end solution for companies to manage their external workforce. Anabel's approach to her role is centered on forming interpersonal relationships, and upholding company culture and values. In this episode, we learn more about Anabel’s role at Worksome, the services that Worksome provides, recruiting in different marketplaces, challenges in the current marketplace, the importance of company values, and much more!
     
    Key Points From This Episode:
     
    An introduction to today’s show and some background information on Anabel’s career. The journey to Anabel’s current role as VP of talent acquisition at Worksome. How income tax works for Americans working and living in Denmark. We find out about the work that Worksome does and Anabel’s approach to her role. Current challenges that Anabel sees as a priority within the recruitment sector. Problems that Anabel experienced during the Series A funding round. Hiring capacity of Worksome during the early stages of growth. The importance of hiring local expertise when working in unique markets. The steps that Anabel took to increase capacity at Worksome. How Anabel ensured recruitment was quick and effective. Motivation behind Anabel’s idea to change to another ATS for data. The values that Worksome cultivates and how these benefit them as a hiring brand. Why Anabel thinks it is essential for companies to establish a value system. The link between company culture and values, and what the culture at Worksome is like. How Anabel conveys Worksome’s values and culture to candidates. Anabel’s approach to sustaining company values and culture while scaling. Why Anabel thinks cultivating psychological safety during the interview process is important. Anabel shares some practical examples of how to cultivate psychological safety.  
    Tweetables:
     
    “My approach was about finding great recruiters in both of those markets that could promote our brand, build relationships and also be cultural ambassadors in those offices.” — Anabel Morales [0:07:08]
     
    “Being a startup, you want to make sure that early on you are able to build a great experience and a good brand in the market, especially for entering new markets.” — Anabel Morales [0:08:22]
     
    “We recognize that the key to scaling successfully, or at least scaling our culture successfully, is going to be to equip our leaders with some tools to really scale this trust, transparency, and inclusion.” — Anabel Morales [0:17:46]
     
    “It’s really not possible to expect people to feel comfortable talking about their mistakes if you don’t have the leadership to support it.” — Anabel Morales [0:21:29]
     
    Links Mentioned in Today’s Episode:
     
    Anabel Morales on LinkedIn
    Anabel Morales on Instagram
    Worksome
    Greenhouse
    Talk Talent to Me
    Hired

    • 21 min
    PepsiCo SVP of Global Talent Acquisition Blair Bennett

    PepsiCo SVP of Global Talent Acquisition Blair Bennett

    Talk Talent To Me LIVE RSVP:
    New York City - The Canary Club - June 1st
    San Francisco - Shelton Theatre - June 8th
    London - The Steel Yard - June 16th
     
    We are so excited to welcome the Senior Vice President of Global Talent Acquisition at PepsiCo, Blair Bennett. Blair shares her background in politics & executive recruiting, and how her career prepared her to lead the talent function at PepsiCo. You’ll also hear about diversity goals within leadership at PepsiCo, and the strategies the team has implemented in order to achieve them. We talk priorities, and chat about Blair’s day-to-day life at PepsiCo, with a focus on her amazing team, partnerships, and leadership. Blair believes that there is no better career than talent acquisition. Tune in today to hear why. 
     
    Key Points From This Episode:
     
    Welcome to today’s guest, Blair Bennett. Her career background, getting her start in politics, with a common theme of networking. The story of how she came to work for Korn Ferry and met her husband there. Her move to Arkansas following her husband’s transfer to Walmart. Why having curiosity is such a powerful motivation to learn new things. How everything they do is driving a bigger function than just filling roles. The responsibility she feels to bring what is happening in the company to her team.  Diversity goals in recruitment leadership and inclusive culture. Strategies they have adopted to reach those goals including partnering internally with our employee resource groups. Priority and focus within Talent Acquisition at PepsiCo including, and prioritizing diversity. The broader responsibility that guides how she goes about each day. How her team is structured and how she has made diversity a priority within that structure.  Partnerships and collaboration at PepsiCo.
     
    Why Blair believes that there is no better career than talent acquisition.  
     
    Tweetables:
     
    “I fell in love with the executive recruiting and at Korn Ferry, and I met my future husband, so I found two loves out of the deal.” — @searchblair [0:06:12]
     
    “I'm constantly learning. I learn something new every day, whether it's something about the business, or something about talent, or something about another company, or something about an industry. Keeping that sense of curiosity is something that has been very important to me.” — @searchblair [0:10:30]
     
    “Because I'm somebody who likes to learn and, because I'm somebody who continues to have a curiosity about what's happening in our industry, I try to find ways to bring that to the teams as well. I hope that people get some takeaways from it that they may not otherwise get in their day-to-day experiences.” — @searchblair [0:14:22]

    Links Mentioned in Today’s Episode:
    Blair Bennett on LinkedIn
    Blair Bennett on Twitter
    Talk Talent to Me
    Hired

    • 43 min
    Transparent Comp with Rune Labs Head of People Natalie Cleaver

    Transparent Comp with Rune Labs Head of People Natalie Cleaver

    Today’s guest is Natalie Cleaver, the Head of People at Rune Labs, a software and data platform company focusing on neuromodulation. In today’s episode we learn about some of the challenges startups face during recruitment drives, the development of interpersonal relationships between team members, diversity and inclusion for startups, the importance of empathy from management, Natalie’s revolutionary compensation strategy, and much more.
     
    Key Points From This Episode:
    Challenges for startups during the onboarding of new employees. The recruitment team’s role in sustaining the onboarding process. What Natalie is prioritizing regarding the onboarding process. Approaches Natalie has to soft skills and culture-norming. Risks an organization faces if it does not prioritize soft skills. Examples of resources that conflict within an organization uses. How much should you expect from your co-workers. Significance of forming interpersonal relationships with co-workers. Details about Natalie’s revolutionary transparent compensation strategy. Discussion about negotiating power with regards to salary. Reasons for why transparent compensation is not standard. Challenges faced during the roll-out of the transparent compensation strategy.  
    Tweetables:
     
    “It doesn’t matter what kind of rock star you are, it doesn’t matter how great you are or what experience you came from, if you cannot work with other people there is no space for you in our organization.” — Natalie Cleaver [0:07:04]
     
    “It doesn’t have to be this deep profound engagements but it does have to be respectful and collegial.” — Natalie Cleaver [0:12:49]
     
    “Instead, you really want to think about how it is affecting people that you might have just been outside of your sphere of consideration before.” — Natalie Cleaver [0:20:02]
     
    “Compensation is an indispensable building block in my mind. I think there is absolutely no way that you can be fair and equitable to the people who work for you in any way, shape or form if you cannot promise them that their compensation is equitable.” — Natalie Cleaver [0:21:56]
     
    Links Mentioned in Today’s Episode:
     
    Natalie Cleaver on LinkedIn
    Rune Labs
    Talk Talent to Me
    Hired

    • 39 min
    Fastly VP Talent Danielle Clark

    Fastly VP Talent Danielle Clark

    Today's guest is Danielle Clark, VP Talent at Fastly. Danielle has experience as both a consultant and working in-house within the tech industry, and has a pragmatic and people-focused approach to solving problems within a business. In today’s show we find out what work Danielle is currently involved with, how businesses are beginning to recognize the value of people-based solutions, the differences between working as a consultant and in-house, how to best advocate for yourself as an employee, advice for getting that promotion, and much more! 
     
    Key Points From This Episode:
     
    Danielle explains what overhauling performance management entails. Motivation behind the decision to overhaul management. What the ultimate goal of overhauling management is. We find out what Fastly is and what Danielle’s current role there entails. Frequency of scaling and hyper-growth after the initial public offering. Responsibilities Danielle had when she was a consultant. Common threads that companies have regarding talent and leaders. Danielle’s decision to leave consulting and begin working in-house. How to become a real consultant and partner and not just take orders. Advice for juggling different jobs and responsibilities as a consultant. The importance of leaders acknowledging the role and potential of recruitment. A discussion about the contribution of individuals to an organization. Why clear expectations are so important during recruitment drives. Advocating for yourself to help you grow in the organization.  
    Tweetables:
     
    “You also have to be prepared to embrace a lot of different backgrounds and different kinds of business principles and operational rigor that maybe you hadn’t had to do when you’re a private company.” — Danielle Clark [0:07:42]
     
    “Consulting gives you so much exposure to so many things so quickly. There’s no way I would have got the experience I had if I’d worked those eight years in-house, it’s just impossible.” — Danielle Clark [0:13:51]
     
    “Take stock of what the purpose is, really think about how that fits into the bigger business and the value that you are adding to that.” — Danielle Clark [0:19:23]
     
    “Everyone listening to this should have a perspective on the role of talent in their organization, which is not just putting bodies into seats or in front of screens but really bringing in new ideas.” — Danielle Clark [0:21:35]
     
    “It doesn’t mean you need to be extroverted, it doesn’t mean that you need to take up all the air in the room but it does mean that you need to advocate for yourself and know that that’s part of it.” — Danielle Clark [0:30:18]
     
    Links Mentioned in Today’s Episode:
     
    Danielle Clark on LinkedIn
    Fastly
    Hired
    Talk Talent to Me

    • 33 min
    Storable VP Talent Sam Baber

    Storable VP Talent Sam Baber

    Today’s guest is Sam Baber, the VP Talent at Storable. Sam explains how to foster personal relationships within the workplace, warning signs to look out for when recruiting, lessons Sam has learned over his professional career, what makes a successful recruitment strategy, and much more. Tune in today to hear why empathy, compassion, and leadership are the keys to becoming successful in the executive recruitment space with today's expert, Sam Baber!
     
    Key Points From This Episode:
     
    We find out what Sam is currently working on. What Sam’s team does in between recruiting people for new hires. Background about Storable and the services they offer. Current recruitment strategies and goals of Storable. Discussion about when people accept a job offer and don’t show up for work. If someone delaying their starting date is a warning sign. Sam’s approach to building a rapport with candidates. Reasons why Sam's recent recruitment campaign was so successful. Details about the ‘hidden cheques’ that Storable gives to their teams. How helping your employees to grow is beneficial for a company. Examples of books that have helped Sam in his professional career. The approach Sam takes to recruiting. The top tip that Sam has for new employees at a company. Advice for people seeking to enter leadership roles in the recruiting sector.  
    Tweetables:
     
    “I think one of the key things for us is we put our large priority and investment of time in the relationship that the recruiters build with the candidates.” — Sam Baber [0:11:12]
     
    “I just think it does fall on leaders to make sure you are providing an environment for folks to be creative, make mistakes but also get out of their way because they’ll surprise you almost every time.” — Sam Baber [0:19:52]
     
    Links Mentioned in Today’s Episode:
     
    Sam Baber on LinkedIn
    Storable
    Storable on LinkedIn
    Grit: The Power of Passion and Perseverance
    An Elegant Puzzle: Systems of Engineering Management
    Remembrance of Things Past: Volume I - Swann's Way & Within a Budding Grove (Vintage)
    The Scarlet Letter
    The Great Gatsby
    East of Eden
    Project Hail Mary
    Empire of Pain: The Secret History of the Sackler Dynast
    Talk Talent to Me
    Hired

    • 34 min

Customer Reviews

4.7 out of 5
78 Ratings

78 Ratings

TG_22 ,

This show right here…

I wrote about this show in my journal so it’s safe to say I officially love it. As someone who genuinely loves customer service/working with people in multiple capacities (in addition to dabbling in marketing and staffing) this show hits all the sweet spots. Rob has a great way of connecting with his guests as they share fantastic insights on their industry; their conversation is effortless and informative and I always walk away with something new I want to apply or incorporate into my work. Oh, and the guests? Total rockstars.

It literally makes me want to work my way into a head of talent acquisition position so that I can be a guest on this show (and bring incredibly talented people to a standout company 😉).

And The Ally Series? It is not only informative - it is important. You don’t work in talent acq? No worries! You’ll still find key takeaways in each episode. Now go give it a listen!

meg44123 ,

Best careers podcast out there!

I learn something every episode and can’t get enough of the high-caliber guests!

Melissa AuClair ,

Fun & Informative!

Appreciate the blend of fun conversation plus professional insight!
Enjoyed the latest conversation with David AuClair. Felt like I was listening in on a conversation between friends + learning at the same time. :)

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