Talk Talent To Me

Viet Nguyen, One Medical's Head of Technical Recruitment, explains the successes he's seen giving candidates the choice to conduct a "reverse interview", as well as how to assess for whether a candidate's over-reliance on a soft skill makes them a risky hire.

Michelle Egan and Kim Donegan, Recruitment & Sourcing Specialists at Edwards Lifesciences, explain how they've taken on the employee referral program, live events, and have prioritized hiring by grouping hires into "Job Families"

Technical and Talent Leadership from top London employer brands discuss how to measure employer brand, whether culture or mission is more important, who is responsible, and how retention and career development tie in.

Matt Hughes makes his glorious return to TTTM! He walks us through his new HR/recruiting hybrid role, sourcing playbook, getting Gigster hooked on recruiting data, and his impressive progress cutting down speed to hire.

Jeff and Rob discuss the importance of building and constantly updating a capacity model, the most important metrics, and how recruiters play a crucial role in generating close-ready candidates.

Recruiting Manager for Virgin Hyperloop One, Greg Toroosian, explains how his team hires specifically to fulfill immediate projects and business needs, rather than hiring "opportunistically" when a particularly talented person comes along. He further unpacks the candidate experience and business impact of this approach.

Dakotta explains the distribution of his recruitment team across 10 (!!!) different offices, how they use standardized dashboards to track individual performance, and the in-depth analysis he's conducting within Google Analytics to optimize conversion.

Jacqui and Rob discuss how Greenhouse will put it's recent funding towards hiring, how to conduct impactful (and well-attended) interview training, eliminating technical skill bias in culture interviews, and the three different buckets her KPIs fit into.

Uber's Head of Engineering Recruitment, Craig Campbell, explains his team's process of ensuring inclusivity by assessing for it in the interview stage.

Becky discusses how to manage internal candidate mobility in terms of bias and candidate experience, why "slate interviewing" is better than "iterative interviewing", and what her new Recruiting Ops team is responsible for. Rob has a lukewarm take on coconuts.