Talk Talent To Me

Today on Talk Talent To Me, we are joined by the Chief People Officer over at BlockFi, Laura Cooper. From big corporations to small startups, Laura has seen it all and has insights into the world of talent acquisition from every angle. Laura fills us in on the different approaches she's been able to take in smaller organizations and the effectiveness and agility of a small, carefully composed team. We learn about social contracts and how to set the stage for high intellectual friction and ensure low social friction, before going on to consider the need for a balance of potential and experience within a team. Laura generously shares BlockFi's recruitment process and cultural ethos, as well as her personal emphasis on the importance of being surrounded by people who are willing to challenge her. Key Points From This Episode: Introducing Laura Cooper, Chief People Officer at BlockFi. Laura explains what BlockFi does and what's unique about it. BlockFi's mission to make cryptocurrency accessible to everyone. The benefits of crypto being in the blockchain and outside of governmental control. Why BlockFi is poised to work with regulatory bodies. What appealed to Laura about working with BlockFi. Laura's professional background from practicing law to her current position at BlockFi. Why she moved to a small startup from a large corporation and how her role differed. How a small team can be far more agile and effective than a big team with a big budget. Laura's most difficult transition moving from a big corporate into a small organization. Laura breaks down the concept of social contracts in small organizations. The role of the recruiters at BlockFi and how they carefully discern new hires. BlockFi's ethos and how the company abides by and emphasizes its social contract. What Bonusly is and how it inspires the right behaviors in employees. How to ensure that a hire for potential is supported to succeed in a new position. Why there needs to be a balance of potential and experience within a team. The importance of being surrounded by people who are willing to challenge you. The two primary things psychological safety is comprised of. How to set the stage for high intellectual friction. What low social friction means. How to manage your teammates' failures. How setting boundaries creates a positive culture. Laura's final advice: Don't be afraid to learn and don't be afraid to unlearn! Tweetables: "One of the things that's most exciting about BlockFi is it's also for the individual, like you, me, grandma, grandpa, and everyone has the opportunity to buy and sell and trade in crypto through BlockFi." — Laura Cooper [0:02:04] "I like the idea that money is in the hands of people versus under control of government." — Laura Cooper [0:05:06] "There is and there should be an expectation between the organization and the people who work for it about how we treat one another." — Laura Cooper [0:20:45] "Unfortunately, recruiters get a bad rap in a lot of ways but they really are the guardians of the culture." — Laura Cooper [0:23:15] "You can't have everybody be a commander and you can't have everybody be a scout. You need a combination of the two." — Laura Cooper [0:30:04] "The greatest thing is constantly learning. Don't be afraid to learn, don't be afraid to throw yourself out there if you don't know how to do something." — Laura Cooper [0:37:26] "Don't be afraid to unlearn, take the best of what you know how to do and tailor it for the climate in which you're in." — Laura Cooper [0:37:54] Links Mentioned in Today's Episode: Talk Talent to Me Laura Cooper on LinkedIn BlockFi Bluecore The 4 Stages of Psychological Safety Rob Stevenson on LinkedIn Hired

In this episode of Talk Talent To Me, we are joined by Paul Humphreys, J.P. Morgan's Technology Recruitment Manager for all of EMEA. Paul has truly done it all, from studying politics to starting his own recruitment agency, to heading up jobs at Sky and Amazon, and finally settling on a prestigious position at J.P. Morgan. In our conversation, we discuss the pros and cons of working for a global company with larger resources, what cohort hiring is, and why it's such a big focus for Paul, as well as what he believes the standard industry practice should be when dishing out application rejections. Key Points From This Episode: Paul Humphrey details his career trajectory from studying politics to working for J.P.Morgan. What appealed to Paul about working for J.P. Morgan despite having no experience in finance. What he is responsible for within the company. The pros and cons of working for a global company with resources versus a startup. What cohort hiring is and why it's currently number one on Paul's agenda. Paul's intentions for the future of recruitment within J.P.Morgan. Why hiring managers should be educated to screen candidacy in, rather than screening out. The opportunity for internal mobility at J.P. Morgan and how they look at both the internal and external market. The process by which existing J.P. Morgan employees are considered for other roles. Where Paul feels the firm could improve in terms of recruitment. Which kinds of mobility are the most and least common within J.P. Morgan. Why Paul believes that giving detailed and honest feedback when a candidate's application is rejected should be standard industry practice. Tweetables: "As a recruiter, what's always been the most interesting part of the career is trying to wrap my head around, firstly, technology, and then secondly, the business, and to understand how technology is valuable to that business and the role that it plays." — Paul Humphreys [0:07:27] "Speed is important in talent acquisition. The speed with which you can bring a candidate through a process [and] the speed with which you can respond to your client's needs." — Paul Humphreys [0:11:29] "There is no such thing as a bad candidate. It's about matching candidates with your requirements and also the reverse, whether your opportunity matches what a candidate is looking for." — Paul Humphreys [0:16:16] "Our role as recruiters is to try and ask challenging questions to the clients and make sure that they're really assessing internal and external candidates in a similar way." — Paul Humphreys [0:21:48] "To shift that focus away from one-off interactions with candidates to a more open and constructive dialogue, that would be a great achievement." — Paul Humphreys [0:29:23] Links Mentioned in Today's Episode: Talk Talent to Me Paul Humphreys on LinkedIn J.P. Morgan Hired

On today's episode of Talk Talent To Me, we are joined by Taryn Sheldrake, SVP of Talent Acquisition over at PTC, to discuss the shifts over the past few years, as well as how to choose a company to work for as a talent leader, and the ins and outs of leading a TA team. In our conversation with Taryn, she shares how the industry has changed to finally have TA and HR at the leadership table, and the importance of ensuring each team member understands their role in the company-wide strategy. She fills us in on how to evaluate the maturity and needs of a prospective company, and what questions strategic talent leaders should be asking in the interview process to ensure they land in a company that will enable them to affect change in the ways they see fit. We learn about Taryn's approach to upskilling and developing her team and why she genuinely wants her team members to succeed, no matter where they end up. Tune in for an episode jam packed with great advice and find out the best ways to challenge yourself and succeed in the long run! Key Points From This Episode: Introducing Taryn Sheldrake, SVP of Talent Acquisition at PTC. How Taryn's both in retrospective mode and planning mode for 2022 and '23. The flexibility required in a frequently changing talent landscape. Taryn's approach to end-of-year retrospectives. The importance of ensuring each team member understands their role in the company-wide strategy. Taryn's background and her role at PTC. Taryn's current methodology and how TA and HR now have a seat at the leadership table. What strategic talent leaders should ask prospective employers in an interview. How it feels to shift a company's talent strategy from a reactive to a proactive one. Taryn shares her view that it takes a village to make hires. How to evaluate the needs of an organization when assessing them as your next company. The shift in the industry over the last few years in terms of job fluidity. Choosing a role by gauging your ability to affect change. Taryn's approach to upskilling and developing team members. How the expectations she has for her team have changed over the past five or 10 years. The importance of meeting people where they are and involving them in decisions when it comes to enhancing their skill set. Taryn's instinct to challenge herself, and the benefit of stepping out of one's comfort zone. Taryn's advice for those looking to land up in a strategic talent leadership position. Tweetables: "To make something meaningful, I think you've got to personalize it. You've got to hit at the heartstrings, really understand your people, what they need, where they want to develop, and what they want to do, and try to help them get there regardless of what that outcome may be." — Taryn Sheldrake [0:05:40] "It's an amazing feeling to be able to come into a company and steer the ship in that different direction and go from that completely reactive talent strategy to a proactive one if you have the right mindset and chops to do it." — Taryn Sheldrake [0:13:52] "I challenge myself. I'm the person in the room that's always going to take the thing that nobody wants. I've always been that person." — Taryn Sheldrake [0:29:10] "Take some risks, and also take some time to own your own path." — Taryn Sheldrake [0:31:36] Links Mentioned in Today's Episode: Talk Talent to Me Taryn Sheldrake on LinkedIn Hired

In this episode, Hannah offers key insights into the refreshing way Coda does their recruiting, from the initial call which is more like a pitch that overviews all the different product features, to laying out to the candidate how Coda is differentiated from other players in the productivity space. We dive into why it's so incredibly beneficial to have a front-loaded approach like this, and the way that Coda gives the candidate a choice. In Hannah's words "We want you to be thinking as an employee, like an investor." Hear about her career progression and what the questions and factors were that made her realize she wanted to be a part of the Coda team. Sneak a peek into the company value of right versus familiar, and listen to why we should all become far more literate with equity structure. From the flexibility of bouncing through different departments to some really solid parting advice for anyone looking to move, join me in this lively discussion about changing the way we acquire talent. Key Points From This Episode: Introducing Hannah Spiegel; and her multiple roles at Coda. How she likes the flexibility of bouncing around different departments. Being a product of your environment, and the dynamic nature of recruiting. Hannah shares a little of her career progression and how she ended up at Coda. The three questions she asked herself that proved Coda was the right fit for her. Trusting her gut instinct, and the drawcard of being part of a strong team. Hear about the first recruiting call at Coda: refreshing, transparent, and product-focused. The importance of a detailed order of operations for the recruitment process, including who does what. The cutthroat nature of the productivity software, and what differentiates Coda. Hear about the company value of right versus familiar, and giving the candidates a choice. Why their detailed focus on equity is a hugely important part of a compensation package. How everyone should be up-leveling understanding of equity structure. Hannah's excellent parting advice for anyone looking to move or take on a new role. Tweetables: "I think that when you get really deep in recruiting and have a lot of experience, it's not too hard to actually pivot and move into departments and work on roles that you haven't worked on before."— Hannah Spiegel [0:03:02] "Being able to get deep on a product that you're recruiting talent for, you need to have a different level of understanding that comes with that firsthand user experience."— Hannah Spiegel [0:10:43] "Anything we can do to present Coda differently and to show what we're doing is important and why we all kind of stand behind our product in this way, is something I think that will be a key differentiator for us too."— Hannah Spiegel [0:15:45] "We want you to be thinking as an employee like an investor."— Hannah Spiegel [0:19:36] "It's always been about chasing the maximum opportunity. If you can get a really killer role that's going to have the highest title at a company that goes nowhere, it doesn't do anything for you either."— Hannah Spiegel [0:29:28] Links Mentioned in Today's Episode: Hannah Spiegel on LinkedIn Kenny Mendez at Coda Coda Talk Talent to Me

While many people view imposter syndrome as a negative experience, today's guest Sanja Mitar will not accept a job unless she experiences it. After studying child and youth care, she found herself in a job at Shopify where her ability to network and her willingness to be coached led her into HR. She is now the director of talent acquisition at smile.io. We discuss what doing a retrospective on 2021 looks like for her, what metrics she uses to measure her success, the interviews she conducts in the process, and the types of questions she asks. To find out more about the benefits of imposter syndrome, the need for transparency, and Sanja's advice to anyone wanting to improve in their role, tune in today! Key Points From This Episode: How Sanja Mitar is currently catching up on work after unplugging for a vacation. Sanja and Rob's tips for unplugging. Sanja's background in child and youth care and how she got into recruitment. The ability to network, being coachable, and other qualities that helped Sanja get on the talent team despite her lack of experience. How she overcame impostor syndrome when she first joined the recruitment team. Why Sanja doesn't take a job unless she feels imposter syndrome. Insight into Sanja's role at Smile.io. What doing a retrospective on 2021 looks like for Sanja and what metrics she uses to measure her success. The interviews she's conducting as part of her retro on 2021 and the types of questions she asks. Why Sanja believes the responsibility is split 50/50 between the talent representative and the hiring manager in the hiring process. Sanja's advice on how to improve in your role. Tweetables: "I don't take a role unless I feel that impostor syndrome. Because it if I don't get that, that just means that I'm too comfortable and I'm probably not going to be challenged enough." — Sanja Mitar [0:13:46] "I think for anybody listening that might be feeling impostor syndrome, resourcefulness and resiliency, I think are the two main drivers of success. None of those two things require heavy skill-based learning or understanding." — Sanja Mitar [0:16:06] "Get really, really great mentors. Those are so valuable, it'll pay off in spades if you've got great people around you." — Sanja Mitar [0:26:21] "You don't know what you don't know. The only way to find out is to learn. So put in the work, be resourceful. Just seek out that information, and ask questions, build connections, and it will happen." — Sanja Mitar [0:26:32] Links Mentioned in Today's Episode: Sanja Mitar smile.io Man On Cusp Of Having Fun Suddenly Remembers Every Single One Of His Responsibilities Talk Talent to Me Hired

Joining us today is Nick Cromydas, CEO of HR tech company, Hunt Club. Nick offers insight on the HR Tech industry as a whole, where talent lies in the priority list of most companies, and how he would think about offering a recruiting skillset to the market in an ever changing world. Key Points From This Episode: Nick Cromydas shares his background and oddly non-linear path to HR tech. The insights that led to the creation of Hunt Club. How Hunt Club differs from the standard agency or RPO model. The power of a trusted introduction. What's causing CEOs and investors to realize the value in investing in HR tech and talent leaders. Nick predicts that the great people officers of today will be the CEOs of tomorrow. Why there has been a change in behavior and the importance of talent is being recognized. What has caused the talent pool to thin out. The growing trend of remote work and contract work and how it's predicted to alter behaviors. Examples of successful serial entrepreneurs joining companies not out of necessity, but because they believe in the mission of the business. How the shifting need for talent and approach to finding talent will affect recruiters. The benefits of working with one team rather than working alone on multiple contract gigs. What makes a great recruiter and how recruiters should adapt in the new remote work era. The long-term vision for Hunt Club. The impossibility of automating human interaction and trusted relationships. The value of network and relationships as part of the recruiting skillset. How to identify your personal commodities. Using the centralized recruitment model in an increasingly decentralized world. Tweetables: "By decentralizing the network and decoupling it from just one recruiter when you're working with a traditional firm to a network of leaders across the country, you get amazing talent with a trusted introduction." — @NickCromydas [0:07:24] "In a universe where you can hire anyone anywhere and not just the person in your backyard, the only way that you're actually going to get them to acknowledge something in your inbox or in your LinkedIn, is through a trusted introduction." — @NickCromydas [0:07:37] "Every company will be a tech company down the road in some form or fashion and it's what's making the market really challenging right now, given the limited amount of opportunities and the large amount of companies hiring and limited amount of candidates." — @NickCromydas [0:13:53] "I think there is always going to be a time and place for where being a part of one team is more exciting than working on your own in multiple gigs." — @NickCromydas [0:22:04] Links Mentioned in Today's Episode: Nick Cromydas on LinkedIn Nick Cromydas on Twitter Hunt Club Hunt Club on Twitter Matt Hughes on LinkedIn The Tipping Point by Malcolm Gladwell Talk Talent to Me Hired

Joining us today on Talk Talent To Me is lead recruiter at Auth0, Lisa Semerdijan. Lisa, herself, was a career changer; moving from the advertising world to that of recruitment and career coaching. We discuss what it is that causes people to change careers and what to consider should you be looking to make a change. Lisa shares what she finds compelling about career changers and why she considers them to be wise hiring choices. Lisa touches on the importance of noting your priorities when looking to change jobs and how to conduct your own research to investigate the company in question. Key Points From This Episode: Lisa Semerdijan's background and how she wound up in the role of lead recruiter at Auth0. What Auth0 does and Lisa's role within the company. What she finds compelling about career changers; the benefits of hiring them. How to decide whether to change careers. How mastery breeds complacency, thus changing careers or companies isn't negative. The importance of being critical about the areas in which you are deficient. How Lisa got into career coaching on the side and what aspects she finds rewarding. How her recruiting insights help her to help her clients better formulate their resumes. The various forms of guidance clients come to her for. How COVID has caused people to be more deliberate and selective. How COVID has resulted in the notion of bringing one's whole self to work. The importance of noting your priorities and doing research when looking to change jobs. How to investigate your current or prospective company. The efficacy of referrals and the benefits of back-channeling and utilizing contacts. What job candidates can consider asking for before making their decision. Why it's important for recruiters to remain candid throughout the recruitment process. Tweetables: "I really like career changers because . . . it's really easy to just collect a pay-check, cruise through your job, and just have a job that you're not necessarily thrilled about or you don't enjoy anymore. These people have to be resilient." — @LisaSemerdijan [0:05:51] "Mastery makes you feel skilled and valuable, but it also breeds complacency." — @robstersays [0:11:00] "It's so important to be critical about the areas in which you are deficient, as you get better in your career." — @robstersays [0:13:02] "We are in probably the most interesting market that I think anyone's ever seen, regardless of how long someone's been in talent acquisition . . . People are very selective, and they should be." — @LisaSemerdijan [0:20:42] "Remember that these people are probably happy where they are. You're asking them to quit their job and come work for you. So what's in it for them? That hat has to stay on the entire time." — @LisaSemerdijan [0:27:28] Links Mentioned in Today's Episode: Talk Talent to Me Lisa Semerdjian on LinkedIn Lisa Semerdjian on Twitter Rob Stevenson on Twitter Hired

Today, we have another fantastic guest on the show: VP of Talent and Culture at CallRail, Whitney Bennett! In this episode, Whitney shares her wisdom and expertise regarding the current power shift in favor of the candidate and how companies can and should be responding to new expectations of safety, communication, and psychological support. We cover some interesting tools and strategies that can accumulate data in this area, and Whitney outlines the ways in which we can empower managers to have these conversations. Listeners hear about the changing landscape of HR, the new scope of mental health issues and societal injustices that fall under the responsibilities of HR, and just how they can do this: with grace and a human-based approach. We also touch on transparency, willingness, ensuing action, and a whole lot more! Key Points From This Episode: We learn a little bit about Whitney and how she transitioned early on from sales to HR. Whitney talks about the importance of a first hire being a recruiter. Discussing scaling when hiring many new employees, especially those working remotely. How candidates' expectations have changed and how employee resource groups can support these needs. Why the great resignation isn't about money; it's more about company culture. Being honest with yourself about what you really need from a role, especially in tech spaces. Communicating with your manager if you want something more or different. Ways in which companies have to be more open and flexible. How creating a company culture of transparency and action also creates safety to speak up. Whitney asserts that empowering managers to have these conversations is crucial. Using other tools such as surveys to gather data on employees satisfaction. How Whitney sees the landscape of HR has changed; and where it still needs to. Using and giving grace to acknowledge the recent social injustices that are impacting an employee's mental health. How HR is transitioning and needs to provide more emotional support than ever before. How certifications and training in those softer skills are catching up too. Tweetables: "Especially in tech, you don't have to just take any job. There [are] a ton of jobs out there. That's why the great resignation is a thing. Don't compromise on what you want." — Whitney Bennet [0:12:28] "Employees and candidates have much more power now than they ever did before. Not necessarily power to get all the money in the land, even though that is currently a thing, [but] power to hold their employers accountable to do the things they say they're going to do." — Whitney Bennet [0:05:36] Links Mentioned in Today's Episode: Whitney Bennett on LinkedIn CallRail Talk Talent to Me

Simone is the insightful and knowledgeable Global Head of TA for Whip Media and, in this extra-special edition alongside guest host, Talk Talent to Me founding member, and Executive Director at Hunt Club, Matt Hughes, she dives into what the current candidate's market means for recruitment, flexible and holistic incentivization techniques that can align you with the right intake, as well as dealing with candidates that have multiple job offers. This episode also breaks down the double-edged sword of working remotely, where Simone and Matt skillfully navigate all the aspects of the all-too-familiar phenomenon of burnout, how to take it into account, where it comes from, as well as whether full-time job offerings in the booming freelance economy are losing viability. We expound on ways in which leadership and hiring managers can (and need to) incorporate consideration of mental health into the workplace package. From recruiter follow-through and labor shortages to the 30-hour workweek and the effects of day-care costs, we cover everything you need to know about the post-pandemic recruitment arena Key Points From This Episode: An introduction to Simone Press, the wise and tenacious Global Head of TA for Whip Media. Easily transferring her rapport skills as a celebrity reporter into the field of talent acquisition. How to work with, not against, the current great resignation trend. How she talks to hiring managers about flexibility and current candidate motivations. Giving perspective on interviewing processes and requirements, particularly at mid/low level. Simone shares some fascinating insights regarding how assessments can be more efficient. We discuss her number one pet peeve when it comes to recruiters: follow-through. Evaluating and responding to a candidate with multiple job offers on the table. The importance of personalization and hiring managers reaching out first. We talk about the freelance economy and increased compensation bands. Projecting the future of hiring and the persistence of the labor shortage. The concept of the huge expense of day-care contributing to people quitting their jobs. Factoring industry-specific privilege into the conversation, unemployment benefits, and more! Simone chats about incentivization, remote working, and creating a baseline of mental health. Discussing burnout causes, its cascading problems, and possible cost-effective solutions. Simone advises leadership to take the initiative to mitigate burnout before it starts. We break down the double-edged sword of remote working, and finding work-life balance. How Simone educates her stakeholders internally before a high-volume intake of employees. Talking location, mandates of coming into work, and working remotely as a strategic lever for diversity. Tweetables: "A big cornerstone of our job as recruiters is to build a rapport, build a connection [with] a candidate."— @simonepress [0:08:49] "A tenet of any good recruiter is to listen, listen, listen."— @simonepress [0:12:32] "You want [your] hiring team to be inclusive, to be diverse, and also to be very prescriptive in terms of what the opportunity is, and ask those tough questions."— @simonepress [0:15:43] "You really need to think about how can you incentivize people to be interested in opportunities right now, because it is incredibly difficult to hire."— @simonepress [0:42:57] Links Mentioned in Today's Episode: Simone Press on LinkedIn Simone Press on Twitter Whip Media Hunt Club

Today's guest is the inimitable Kara Riley, Global VP of People, Culture and Belonging at Elite Model World, here to talk to us about her work and achieving workplace equity. In this episode, we dive deeply into what makes Kara Riley tick, how she has risen through the ranks to where she is today, and some extremely valuable and hard-won advice for those wishing to follow a similar path. We dive right in with tackling topics of high-level representation, how organizations can show up better globally, and what specific questions companies need to be asking themselves to keep honest and ensure change happens at the right levels. Kara also gives us her personal tips for other under-estimated individuals walking their projected career path with pragmatism, an eye for growth, and an awareness of which organizations will help you thrive. Lastly, we dive into the creation of psychological safety, and how it's paramount that leadership have the awareness and education to foster safe spaces. Key Points From This Episode: Getting to know Kara Riley and her rise through the ranks from humble beginnings. Questions of what your time is worth, and always having a number in your head. High-level representation, visibility, and aspirational feedback Kara got in her Netflix role. Flipping the verbiage 'under-represented groups' to a more accurate 'underestimated groups'. Kara shares her hard-won advice for dealing with career obstacles of prejudice. Tackling gender double standards around existing as a woman in the workspace. Kara describes her pragmatic approach to new job opportunities, and keeping aligned with your projected career vision. Creating a five-year plan, asking for what you want, and owning your progress at work. Doing things, asking questions later, and leaving if you're made to feel unsafe to be proactive. Leadership's responsibility of psychological safety, starting with communication. Kara explains the most important questions an organization needs to ask itself. Describing a multi-prong approach to create safety and leadership responsibility for employees from underestimated groups. How to conduct a listening tour without putting the burden on the individuals being assessed. Navigating being a trailblazer, and what companies need to be doing to define the process. Tweetables: "Be aspirational, look at those job descriptions, your roles that you want to be in, or those individuals on LinkedIn and see what types of other organizations that they've gone through, their path to get to where they want to be." — Kara Riley [0:12:53] "You have to ask. Closed mouths don't get fed." — Kara Riley [0:14:35] "I like to get in good trouble, doing things and asking questions later, or asking forgiveness later. You can't be afraid. If your organization does not give you that psychological security to not be afraid, then I would reassess, "Is this the right organization for me?" — Kara Riley [0:15:23] "How do we want to show up in this global community? That's the big question. Then, how are we going to hold ourselves accountable to it?" — Kara Riley [0:17:39] "Do not expect the underestimated groups to tell you what the company needs to do better and what the company is doing wrong. It is not their job to fix it." — Kara Riley [0:18:47] Links Mentioned in Today's Episode: Kara Riley on LinkedIn Elite Model World My Unorthodox Life Talk Talent to Me