Talk Talent To Me

Josh shares his reaction to our 2021 State of Software Engineers Report, including what talent's expectations about remote work means for hiring, how to address the ongoing limited supply of technical roles, and how to tweak interview processes to more accurately assess candidates. Access the 2021 State of Software Engineers Report

James explains how he's structuring the expansion of his talent team in order to meet Lyft's aggressive growth goals.

Hannah & Serge, Talent Ops Manager & Recruiter at Ribbon, join to discuss how the Ops role has made Recruiters' lives easier at Ribbon, as well as how they are both ideating on their own career growth. Serge on Spotify: https://open.spotify.com/artist/4Nfhy1mJDEkuDQox4TdlqM

Brett explains how the levers that affect Cost-Per-Hire are powerful pieces of information when it comes to making a more perfect intervire process. Rob learns geography.

David explains the new outreach techniques he's been experimenting with, as well as how to engage with folks who tend not to change companies about, well, changing companies.

Mike explains how he plans to adjust to his new role as Thomson Reuters, and the importance of staying humble and curious.

Matt explains how he scaled up his recruiting team from 60 to 150, what roles they comprise, and the first ones he prioritized upon starting at DoorDash.

Chandra explains the hires she made on her talent team to meet Oatly's exceptional 2020 growth, as well as why her new "Employee Experience Manager" role is a secret weapon she expects to remain in her teams even once remote onboarding is no longer the norm.

Dejon explains how he keeps his teams accountable to their diversity hiring goals, helps them dig in to roadblocks when they miss targets, and stay in touch with their hires even after their first day.

Alison shares the inputs she used to calculate Quality of Hire, and dives in to all the insights it yielded for the business. Rob is chuffed about his new studio and, as always, his plants.