348 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 • 91 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.

    Northwestern Mutual VP TA Kelly Culler

    Northwestern Mutual VP TA Kelly Culler

    Joining me today is Kelly Culler, Senior HR Business Partner and VP of Talent Acquisition at Northwestern Mutual. In this episode, we discuss her unique role and why people are the heart of any company. Kelly is an accomplished executive with a distinguished career in human resources. She leads a high-performance team dedicated to sourcing, engaging, acquiring, and attracting top-tier, diverse talent that aligns with Northwestern Mutual’s values. In our conversation, we discuss her career journey and path to Northwestern Mutual. We delve into how the HR business partner role differs from traditional HR, ways of differentiating yourself in the HR space, how the recruitment landscape is evolving, and why people are at the core of business outcomes. Discover how to sell your role as a recruiter and unlock the full potential of people and teams. Gain insights into her approach, challenges in the HR space, strategies for building genuine relationships, and much more! 
     
    Key Points From This Episode:
     
    Background about Kelly and her role at Northwestern Mutual.
    A Traditional recruitment role versus an HR business partner role.
    How Kelly developed her skillset and what sets her apart.
    Explore how the traditional HR landscape is changing. 
    Her approach to navigating outdated mindsets in the HR space.
    Why just being good at your job is not enough. 
    Kelly’s unique approach to her role and building relationships.
    Insights into the multi-disciplinary nature of her role.
    Critical aspects of developing healthy and accountable leadership.
    Metrics and methods for measuring effective leadership. 
    The motivation for her leadership development programs.
    Final words of advice for others forging a career in HR. 
     
    Quotes:
     
    “[As an HR business partner], I am going to bring the people acumen to the table because my expertise is people.” — Kelly Culler [0:07:39]
     
    “To me, people are the heart of what creates business outcomes.” — Kelly Culler [0:10:27]
     
    “Forge a relationship with your leader so you have the trust because they are going to help you unlock more things than not from a career perspective.” — Kelly Culler [0:33:37]
     
    Links Mentioned in Today’s Episode:
     
    Kelly Culler on LinkedIn
    Northwestern Mutual
    Talk Talent to Me
    Hired
     

    • 36 min
    Chevron Director of HR & Talent Development Initiatives Julie Flowers

    Chevron Director of HR & Talent Development Initiatives Julie Flowers

     
    The performance of any organization is unquestionably linked to its ability to tap into the “human energy” encapsulated in the talents, approach, and potential of every team member. This is the belief of today’s guest, Julie Flowers, mentor, coach, sought-after speaker, and Director of Human Resources and Talent Development Initiatives at Chevron. In this episode, Julie shares some pearls of wisdom from her 26 years with Chevron and offers insight into how the technology, high standards, and ethics at Chevron appeal to Gen Z candidates, how talent development boosts morale and improves company culture, and why she believes that HR is the human energy in progress that leads to not only business success but individual success too. 
     
    Key Points From This Episode:
     
    An overview of Julie’s career journey and how it led her to Chevron in 1998.
    Branding non-renewable energy for the younger generations.
    Lessons from Julie’s transition from talent acquisition to talent development.
    What it looks like to reinvent HR every few years (and why it’s so important).
    The value of continuous upskilling in consulting, project management, and more.
    Reasons that we should view AI as an enabling tool rather than a skill.
    Innovative ways that Chevron uses AI for external recruiting.
    Personal development for talent professionals: how to grow in every role.
    The importance of fostering a curiosity mindset.
    Insight into Chevron’s strong HR culture and how Julie nurtures it.
    The relationship between long-term development and short-term incentives.
    Tips for leaders, employees, and organizations to encourage continuous growth.
    Why storytelling is such a critical skill for talent professionals.
    Humbling advice for those who want to up-level their recruitment career.
     
    Quotes:
     
    “We’re focused on creating an [HR environment at Chevron] where the business recognizes us as an agile force, capable of adapting – where we need to for this ever-changing business that we’re in – and delivering amazing customer experience.” — Julie Flowers [0:08:51]
     
    “If people are paying attention, you grow in every role you have. Generally, the roles that you’ve had prepare you for the next role, you just don’t know it’s happened.” — Julie Flowers [0:17:01]
     
    “As a leader, I need to [encourage, support, and reward]. As an employee, I’ve got to want to learn and grow. As a company, I’ve got to show that we’re building that type of culture. [Continuous development] takes all three of those things.” — Julie Flowers [0:27:10]
     
    “Sometimes, when you come to the business with something HR, it might not be met with open arms. We have to be able to tell a story so they understand the value and impact it’s going to have.” — Julie Flowers [0:33:56]
     
    “We don’t learn most from our successes. We learn from when we don’t do something right, when we fail.” — Julie Flowers [0:35:28]
     
    Links Mentioned in Today’s Episode:
     
    Julie Flowers on LinkedIn
    Talk Talent to Me
    Hired
     

    • 36 min
    Primary Ventures VP Talent Jamie Sterrett

    Primary Ventures VP Talent Jamie Sterrett

    Jamie joins us to offer some insight into what it takes to be an early-stage recruiter, how talent professionals can level up the entire function of a business, and when companies should consider bringing on a full-time in-house talent resource. 
     
    Key Points From This Episode: 
    How Jamie forged a career in the talent space and what led her to Primary.
    Insight into her role as the first-ever recruiter at SeatGeek.
    Recruiting for an early-stage company and what attracted her to the talent function.
    How being an early-stage recruiter differs from a typical talent role.
    What it looks & sounds like when a company invests in talent in a meaningful way.
    The threshold at which a full-time in-house talent resource becomes invaluable.
    Advice for fledgling recruiters who want to make the most of their skill sets.
     
    Quotes:
     
    “When you scope a role appropriately and you bring in the right person for it, you can level up an entire function of a business, especially when it’s early stage.” — Jamie Sterrett [0:07:10]
     
    “Ultimately, as you grow in your career, you will need to be able to tie your work back to the impact that you’re having [on the business].” — Jamie Sterrett [0:12:23]
     
    “Early-stage recruiting is not for everyone. When you are the first recruiter somewhere, you are wearing all of the hats.” — Jamie Sterrett [0:23:37]
      
    Links Mentioned in Today’s Episode:
     
    Jamie Sterrett on LinkedIn
    Primary Venture Capital
    Talk Talent to Me
    Hired
     

    • 29 min
    First Internet Bank Chief People Officer Lorraine Ortiz

    First Internet Bank Chief People Officer Lorraine Ortiz

    Lorraine left a great job at Butler University to join FIB, and she credits the move to a remarkable recruiter and a FIB culture that was too wonderful to resist. In our conversation, Lorraine dives deeper into staying comfortable versus trying something new, the power of listening to your gut, what she loves about HR and the recent developments in the industry, and why being future-ready is among her top priorities. We also discuss resilience and how to cultivate it in the workplace, how to create an office culture that facilitates constructive conversations, and what you can do as an employee when someone ranked above you dismisses your views. 
     
    Key Points From This Episode:
     
    Introducing the Chief People Officer at First Internet Bank (FIB), Lorraine Ortiz.
    Lorraine Describes FIB, her role at the company, and how she ended up there.
    Why she left a secure job (that she was happy in) at Butler University to join FIB.
    Being comfortable versus trying something new, and listening to your gut.
    How a great recruiter can make all the difference. 
    Why Lorraine loves the business of HR, and how the role has evolved over the years. 
    Her definition of “future-focused” and how she implements the philosophy as CPO.  
    Why she believes that she’ll retire at FIB.
    How she’s resilient in her role, and how FIB shares her personal values. 
    The way Lorraine fosters a culture of honest and constructive conversation in the workplace. 
    How to deal with managers who do not appreciate your moments of professional vulnerability. 
     
     
    Links Mentioned in Today’s Episode:
     
    Lorraine Ortiz on LinkedIn 
    First Internet Bank 
    Talk Talent to Me
    Hired
     

    • 29 min
    Tyson Foods Head of HR Policy & Governance Ryan Loken

    Tyson Foods Head of HR Policy & Governance Ryan Loken

     
    In today’s episode, I sit down with Ryan Loken, Head of HR Policy, Administration, and Governance at Tyson Foods, to discuss his multifaceted role within the company, his broader impact on the community, and the dynamics of HR. Tyson Foods is a multinational corporation and one of the largest food processing companies in the world. Ryan discusses his role in the company, why there is no such thing as a typical day for him, and the community outreach work he is involved with. Discover how he leverages the company for good, his motivation for pursuing community outreach, and how his professional experiences benefit his current role. Explore why HR professionals are no longer compliance police, metrics that provide pragmatic insights into the structure of a business, why he chases the mission and not the title, the interconnectedness between company policy and culture, and much more. 
     
    Key Points From This Episode:
     
    Ryan explains his role at the company and what his day-to-day looks like.
    His community outreach work and motivation behind it.
    How his job and community outreach work feed into each other.
    Discover how the HR landscape has changed and what caused it.
    Practical strategies and examples to enhance your role in HR. 
    Become a business partner as opposed to a traditional HR manager.
    Self-development, constantly learning, and remaining motivated.
    Background about Ryan and his path to his current role.
    Leveraging policy to drive culture and company values. 
    Final words of wisdom that Ryan has for listeners.
     
    Quotes:
     
    “I want to be able to give back and hopefully provide a better future for those who may not have the same opportunities that I did.” — Ryan Loken [0:03:45]
     
    “With every job we hold, we learn some [valuable] things.” — Ryan Loken [0:16:55]
     
    “I have never really had aspirations of having this title, that job, or this thing. It has always been a situation of how do I make my job more efficient.” — Ryan Loken [0:21:05]
     
    “I have never chased a title. I have always chased a mission.” — Ryan Loken [0:21:43]
    Links Mentioned in Today’s Episode:
     
    Ryan Loken on LinkedIn
    Tyson Foods
    Talk Talent to Me
    Hired
     

    • 31 min
    Hired CEO Josh Brenner: Hiring Predictions for 2024

    Hired CEO Josh Brenner: Hiring Predictions for 2024

    The last year has been tough on all fronts when it comes to tech recruiting and hiring. Joining me on the show today is a returning champion and CEO of Hired, Josh Brenner.  He’s here with me today to talk about what’s predicted for hiring in 2024 and to discuss the report released by Hired called, ‘The Future of Tech Hiring: 8 Bold Predictions for 2024.’ Our conversation starts with a quick general overview of how things are going at Hired and Josh shares his thoughts on tech hiring and AI. We dive into some of the key points highlighted in the report including the predicted hiring resurgence in 2024, going back to a job that laid you off, and delve into a discussion on the raging debate between remote, hybrid, and in-office working. 
    Key Points From This Episode:
     
    A general outlook and how things are going at Hired.
    His thoughts on tech hiring and AI. 
    Why he thinks there will be a resurgence in hiring in 2024; and clarifies what he means by resurgence.
    He highlights different categories of companies that are seemingly ready to start rehiring. 
    Boomerang employees and going back to a job that laid you off.
    We discuss the poor manner of handling layoffs over the past year and a half: you reap what you sow.
    The raging debate of remote working versus hybrid working versus in-office working.
    Quotes:
     
    “I think, over the next year or two, [AI] has the real opportunity to not only redefine how people are hired and find their jobs, all the way to how people do their jobs. It’s a pretty exciting time to be in this space!” —  [0:04:44]
     
    “I don’t know the reason, or I don’t know the root of why it went down this way, but the layoffs were handled a lot poorer in this past and a half than I have seen in the history of my career.” — [0:14:55]
     
    “I’m a firm believer if you are operating in a remote capacity, the value of getting people together, the team together, whether that is only once a year or multiple times a year, it obviously depends, but there is a lot of value in building that trust in person.” —  [0:17:55]
     
    “Companies that have the best teams are the most successful, and you, as the talent professional, are the ones that are helping companies build those best-in-class teams.” — [0:22:21]
     
    Links Mentioned in Today’s Episode:
     
    ‘The Future of Tech Hiring: 8 Bold Predictions for 2024’
    Josh Brenner on LinkedIn
    Hired
    Talk Talent to Me
     

    • 23 min

Customer Reviews

4.7 out of 5
91 Ratings

91 Ratings

Ima listener ,

A new favorite!

Great podcast! Always informative + entertaining! Highly recommend the listen! A++

ASobering ,

Loving the Talent Talk! 🔥

This podcast is so insightful and I’ve enjoyed every episode I’ve listened to so far! Rob is a very skilled interviewer - he does such a great job of sharing his wisdom and I love how he leads meaningful conversations with industry leaders who bring so much talent acquisition experience and actionable hiring insights to the table. So many great takeaways in each and every show!

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!

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