Talk Talent To Me

Credit Sesame's Head of Talent Raj Dev & long time colleague Matthew Rafaelson present their Talent Framework: a new outline for attracting, developing, and retaining talent. Rob asks the specifics required to implement an advanced "high band" compensation strategy. Everyone drinks fancy whiskey.

Matt Valentino explains the strategic initiatives he's planning to tackle once he hires two recruiters, his take on CRMs for talent, and the type of organizations talent teams must find in order to ensure representative pipelines.

Lime's Recruiting Operations Manager joins to discuss how he works to identify funnel inefficiencies and make recruiter's lives easier.

Niantic's Erica Ebinger shares her thoughts on how references should be about getting context as opposed to further evaluating the candidate. Rob wonders if we should do them at all.

In support of Hired's 2018 Global Brand Health Report, we assembled a panel of top leaders who are setting the standard for employer branding. TA Pros from AirBnB, Facebook, Dropbox, & Zillow discuss who's responsible for employer brand, how to measure it, and the important of internal mobility.

Brex's Director of Recruiting Richard Garcia joins to discuss how he's building his team, the value of budgeting your time, and how to not be a bottleneck to the rest of your team.

Crunchbase's Director of Recruiting shares how to manage being the first recruiting hire, as well as what to expect from CEO interviews, what ideal interview feedback looks like, and how to conquer imposter syndrome.

Alex explains how shuffling up the interview cycle has resulted in a far better close rate, as well as her team's approach of shifting away from a sourcing quota in the interest of having fewer, but more meaningful, candidate interactions.

Mode's Director of People & Talent Bailey Douglass explains the company's commitment to equal pay, how to reel in overzealous hiring managers, and why Sales Recruiting is harder than Tech Recruiting.

Raj discusses how his recruiting team functions as a business within a business, as well as how he calculates confidence indices on employees they've hired to improve the interview process and recalibrate internal ideas about what makes a great candidate.