Talk Talent To Me

Procore Technologies' Maisha Cannon explains how she educates internal stakeholders on the long-term sourcing approach necessary to build relationships with talent over time.

Amina "Value Add" Mounuddin and Emily Zahuta join to discuss the level of sophistication they've enjoyed on the recruiting team at Segment, as well as how best to partner with internal stakeholders and develop and execute against OKRs.

Amelia explains how best to manage agency & contract recruiters to ensure great candidate experience, how recruiters should think about specialization, and how to assess talent for remote work.

Mike Moriarty explains how he distributes sourcing bandwith, how his team sells candidates beyond compensation, and how assessing for company values ensures higher retention rates.

Jason Medley joins to explain how Shift partners with organizations to help them hire veterans, as well as provide veterans the training they need to transition into office culture.

Niantic's DE&I Program Manager Trinidad Hermida and VP of People David Hanrahan join to discuss iterations of diversity strategy at Niantic, and what steps teams should take after ensuring accountability.

Dell's Manager of Global Employment Brand Amy Winebright, National Instrument's Head of Global Talent Acquisition Rudi Ngnepi, and Keller Williams' Director of Recruiting & Talent Strategy Joy Schwartz discuss their organizations' approach to employer branding.

Talk Talent To Me records in front of a LIVE audience at Hired HQ. Google's Marvin Stickel talks authenticity, Redpoint's Amy Knapp talks about career pathing, and Rob has some thoughts about Pant Suits.

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.