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 Talent Roadmap: Strategy, Stakeholders, and Staying Ahead

    قبل ٦ أيام

    The Talent Roadmap: Strategy, Stakeholders, and Staying Ahead

    In this episode, Amir sits down with Ashley Wines from Carta to dig into what it really means for talent teams to be proactive, not reactive. They unpack the need for talent leaders to embed themselves into the business earlier, how to build trust fast, the importance of internal product roadmaps, and how to handle stakeholder dynamics—especially when you're navigating complex matrix organizations. Whether you’re an HRBP, TA leader, or people ops pro, this episode is your blueprint for becoming a strategic talent partner. 🔑 Key Takeaways Embed Early: Talent needs to be in the room before headcount planning begins. Understanding the business roadmap helps talent teams prepare effectively and influence strategy. Shift Left: Embedding talent professionals into product and engineering discussions helps anticipate skill needs and align with future business goals. Proactive ≠ Passive: Even when reacting to business needs, recruiting teams can earn trust by bringing data, insights, and solutions to the table. Strategic Partnerships: Talent teams aren’t order-takers—they’re strategic business partners. Titles are shifting from “recruiting” to “talent” to reflect this. Change Management is Critical: Successful tool and process rollouts require documentation, automation, and clear, repeated communication. Data-Backed Conflict Resolution: Use data to guide tough conversations and reframe unrealistic expectations about hard-to-fill roles. Co-ownership Builds Trust: Inviting hiring managers into the recruiting process—like sourcing or outreach—creates shared responsibility and deepens alignment. ⏱️ Timestamped Highlights 00:00 – Intro to Ashley and episode overview: talent’s influence, proactive vs reactive recruiting, stakeholder juggling. 01:08 – Ideal talent involvement starts at headcount and org design planning. 02:54 – Talent should be part of long-term product or geo-expansion strategy conversations. 04:57 – Who owns the internal talent product roadmap? Why it shouldn’t sit on just one leader’s plate. 06:59 – Embedding with business teams: “Be a fly on the wall early” to shift planning left. 08:09 – Positioning recruiting as strategic, not transactional. Changing from “recruiting” to “talent.” 10:30 – How to build trust fast even in reactive hiring environments. 12:57 – Stakeholder alignment and tool adoption: tailor the pitch to what each team values (data, cost, efficiency). 14:34 – Change management tips: documentation, in-tool workflows, and repetition. 17:02 – Handling friction with hiring managers: bring data, set trial periods, align on timelines. 19:59 – Engaging hiring teams in sourcing or outreach to create shared accountability. 21:45 – Final thoughts and where to connect with Ashley. 💬 Featured Quote “High-quality talent teams aren’t just recruiters—we’re strategic partners helping organizations build smarter, faster, and more effectively.”

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  2. Setting the Stage for Influence as Head of People

    ٢٦ رمضان

    Setting the Stage for Influence as Head of People

    In this episode, Amir sits down with Michelle King, Head of People and Talent at Notable Health, to break down what it really means to have a strategic relationship with the CEO. From spotting red flags in the interview process to pushing back (with impact) once you're in the seat, Michelle shares lessons from the trenches—no fluff, all substance. This episode is a must-listen for anyone in a people/talent role looking to elevate their business partnership game and hold their own in the executive room. 🔑 Key Takeaways: Start Before You Start: The foundation of a strong CEO relationship begins in the interview process. Ask tough questions and look for signs of trust across the ELT. Business Acumen Isn’t Optional: Michelle stresses that understanding the business is critical. Process alone won’t get you a seat at the table—insightful problem-solving will. Pushback Is Partnership: Don’t default to yes. Strong people leaders challenge assumptions and influence decisions, even when it’s uncomfortable. First 90 Days Matter: Use that window to deeply understand the business and build credibility. Skip the cookie-cutter playbook—adapt to the org’s context. Train for Influence Early: People functions need to develop business fluency across all levels, not just at the top. Siloed ops teams can’t build real impact. ⏱️ Timestamped Highlights: [00:01:00] – What defines a healthy CEO–People partnership (hint: trust and strategic tension). [00:03:00] – Why the relationship starts before day one—what to ask in interviews to spot red flags. [00:07:00] – How Michelle probes for trust dynamics across the ELT during hiring. [00:08:00] – The blueprint for the first 90 days—how deep business knowledge fuels impact. [00:11:00] – Process ≠ progress: why strong relationships are built through solving business problems, not running playbooks. [00:15:00] – Why leaders can’t hide behind “process comfort” if they want a seat at the table. [00:22:00] – The art of saying no: Michelle’s case for pushing back and protecting the business. [00:26:00] – Why transparency about your leadership style in the interview phase sets the stage for success. [00:28:00] – Final thoughts: if the org isn’t ready for tough conversations, it’s probably not the right seat. 💬 Quote of the Episode: “If you continue to say yes to everything, you become known as that person. And then it's just like—I'm not coming to you for strategy. I'm just coming to you to execute. You become an order taker, not a strategic partner.”

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  3. ١٩ رمضان

    The Candidate Experience Toolkit: Referrals, Follow-Ups & CRM

    In this episode, Amir Bormand is joined by Kate Esterman, Director of Global Talent Acquisition at Integral Ad Science. Together, they dive deep into the ever-evolving landscape of candidate experience, discussing how market shifts—from candidate-driven to client-driven—impact the way companies engage talent. Kate shares actionable strategies, real-world examples, and her perspective on balancing high-touch human interactions with the scalability of automation, all while maintaining a standout candidate journey. Whether you're scaling your TA team, facing hiring freezes, or juggling high-volume hiring demands, this conversation is packed with valuable insights for anyone passionate about elevating talent experiences. Key Takeaways: Consistency is Key: Regardless of market conditions, ensure candidates walk away wanting to work with your company—even if they don't get the job. Communication First: Regular, transparent communication can’t be skipped. A simple follow-up message goes a long way, especially when bandwidth is tight. Leverage the Whole Organization: Activate your employees as brand ambassadors and referrers—especially valuable in tight-knit or small markets. Be Transparent Early: Set expectations around compensation, timelines, and processes upfront to minimize surprises and drive offer acceptances. Personalized Automation: Automation tools are helpful but should never feel robotic—infuse human touch into every automated message. Think Long-Term: Build your CRM and talent community today for tomorrow’s hires. Candidate experiences linger far beyond the immediate role. Timestamped Highlights: [00:01:00] Kate introduces IAS and their work partnering with major platforms like TikTok & YouTube. [00:02:08] How market swings—from candidate-driven to surplus talent—impact candidate experience. [00:03:50] Resource constraints and bandwidth challenges: why both hiring booms and slowdowns affect communication gaps. [00:05:30] Creative solutions: How IAS doubled referral bonuses and engaged employees as recruiters in niche markets like Dublin. [00:08:00] Speed, flexibility, and upfront transparency: The pillars of a great candidate experience, regardless of market. [00:12:20] “Follow-Up Fridays”: Kate’s simple yet powerful hack to prevent candidates from falling through the cracks. [00:14:00] Can GenAI and automation improve candidate experience? The fine line between efficiency and personal touch. [00:16:30] Why long-term thinking matters: Stories of candidates who declined offers but re-engaged years later. [00:22:30] How talent teams can think like marketers—keeping candidates warm through events, brand building, and community engagement. Quote Highlight: "No matter what market we're in, every candidate should walk away wanting to work for your company—whether they got the offer or not." – Kate Esterman Connect with Kate: LinkedIn: https://www.linkedin.com/in/recruitertech

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  4. From Math to People Leadership

    ١٢ رمضان

    From Math to People Leadership

    In this episode, we dive into Brittany Rohde’s unconventional journey into the HR and people space. With a background in mathematics and a love for admin, Brittany has successfully navigated the world of people operations, compensation, and leadership. We explore how she transitioned from a math degree into HR, her philosophy on taking opportunities, and why she believes every people team should have an engineering component. Key Takeaways 🔹 Diverse Backgrounds Can Drive Success – Brittany’s transition from math to HR showcases the power of transferable skills and how technical backgrounds can bring unique problem-solving abilities to people operations. 🔹 Say Yes to Opportunities – Raising her hand for projects at GitLab led Brittany into compensation and benefits, ultimately shaping her career trajectory. 🔹 The Power of Admin & Automation – A self-proclaimed admin enthusiast, Brittany discusses the importance of balancing operational efficiency with strategic initiatives. 🔹 People Ops Needs Engineers – She strongly advocates for having a dedicated engineering resource to automate and streamline HR processes, improving efficiency and scalability. 🔹 Passion Over Titles – Brittany emphasizes that career success isn’t about chasing promotions but about leaning into what excites you and where you can add the most value. Timestamped Highlights ⏳ [00:01:00] – Brittany’s unexpected path from a math degree to HR ⏳ [00:03:00] – Landing an HR role at GitLab and leveraging technical skills ⏳ [00:05:00] – How raising her hand led her into compensation strategy ⏳ [00:08:00] – The role of admin work in HR and its strategic importance ⏳ [00:09:00] – Why every people team should have a dedicated engineer ⏳ [00:12:00] – Budgeting for automation and how to make the business case ⏳ [00:14:00] – The impact of technical skills on HR decision-making ⏳ [00:16:00] – Scaling the people function at Monarch Money ⏳ [00:18:00] – Advice for math and technical students considering HR careers Quote of the Episode "I've never been driven by title. I've always been driven by: Is this something that excites me? Is this something I can learn from?" – Brittany Rohde Connect with Brittany 🔗 LinkedIn: https://www.linkedin.com/in/brittany-rohde-970964b2 Enjoying the Podcast? If you found this episode insightful, share it with your network! Don’t forget to subscribe, leave a review, and let us know your thoughts in the comments. 🚀

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  5. The Power of Transparency in Hiring

    ٥ رمضان

    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!

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  6. Why Onboarding Matters as Much as Hiring

    ٢٧ شعبان

    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.

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  7. Cracking the Code of Talent Playbooks

    ١٣ شعبان

    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.

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  8. Aligning Talent Strategy with Business Needs

    ٦ شعبان

    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.

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

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