The Breakthrough Hiring Show: Recruiting and Talent Acquisition Conversations

Our host, James Mackey, is joined by Sandy Gould, the CPO of Pinwheel, who has held people/hr leadership roles at Disney, ABC, and oversaw the integration of 3 organizations post Verizon’s acquisitions of Yahoo and AOL.Sandy’s thought leadership gives us a high-level philosophical view of people leadership and tactical steps to creating a diverse, high-performing, and profitable culture.Sandy shares how his personal origin story created his worldview that all of us have superpowers. And the goals of leadership teams is largely about uncovering and empowering folks to utilize their superpowers.Sandy shares his experience with diversity sprints and an unconventional approach to performance reviews and talent development. He explains the importance of segmenting performance reviews from performance improvement conversations to help people become the best version of themselves.   1:11 Sandy's experience and what he is currently working on20:30 Diversity sprints and how to implement them23:55 Three things to do first when joining a company as a CPO31:30 The purpose of performance reviews33:28 Performance amplification: improving conversations and process Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

In this episode, our host James Mackey and his guest, Yogi Panjabi, Co-Founder at PeopleLens,  explore the crucial relationship between the CEO and CPO, and how to drive alignment between them. They delve into the missed opportunities that can arise when the people strategy, hiring strategy, and other key aspects of the operation are not aligned with the Northstar metrics that companies aim to hit and the analytics and data used to drive talent strategy and business outcomes.James and Yogi explore the employee journey and discuss the benefits of providing individual rep analytics rather than relying solely on companywide dashboards. Additionally, they delve into the integration of generative AI within the concept of employee experience. Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

Join our panel for an insightful and entertaining discussion as the panel grills ChatGPT on its capacity to change how we hire. Our host James Mackey and guest panelists (TA executives) explore whether it can be a reliable compensation guide, how ChatGPT can offer onboarding support, and if we should leverage ChatGPT to create commission plans. They discuss if we should be skeptical when using this tool, some of the benefits, and why (at least for now) AI cannot replace human creativity.All of these topics are debated in this provocative episode. Tune in now!Guest Panel: Andreea Florescu, Bridget Tesler, Julia Arpag. Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

In the first part of this episode, our host James Mackey and guest panelists (TA executives) discuss the current economic climate and its impact on hiring. They share their insights and experiences on whether a recession is imminent and how the overall economy is faring in light of recent events. As the discussion progresses, they turn their attention to the potential ban on TikTok. They explore the potential implications of such a ban on the recruitment market, and how it would affect the tech job market if all US-based TikTok roles were eliminated.Guest Panel: Andreea Florescu, Bridget Tesler, Julia Arpag.Don't forget to tune in next Tuesday at 5 am EST for part II! Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

In this episode, our host James Mackey sits down with Eric Ly, the Co-Founder of LinkedIn and Co-Founder & CEO of KarmaCheck, to discuss his experiences building the professional networking platform and how the platform has evolved over the years. They explore KarmaCheck's focus on specific verticals and how KarmaCheck helps companies hire more efficiently and allows anybody to own and understand their digital identities. They also delve into KarmaCheck's recent State of Hiring and Recruiting study about how HR organizations and recruiters utilize technology. Eric shares his thoughts on chatbots, including chat GPT.They also discuss the future role of recruiters in the age of AI and tackle whether deep learning will genuinely change how business is done. Don't miss this insightful interview with an industry expert! Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

Our host, James Mackey, shares his insights based on advising 150+ VC-backed tech companies and speaking with 100s of Founder CEOs and TA leaders every year. Including several common mistakes founders, executive teams, hiring managers, and talent acquisition departments make in recruitment and talent strategy.These mistakes include struggling to articulate their vision and not creating a compelling data-backed story, assuming recruiting for their startup will be as easy as it is for big tech companies, not having a concrete benefits package, relying on contingent recruitment agencies without a robust interview process, lacking clear role descriptions, giving unqualified candidates VP titles, placing too much emphasis on personality tests, hiring just one sales rep without benchmarks, and underestimating the nuances of building a GTM motion and hiring plan in the US market.James warns about the inherent conflict of interest in engaging a contingent recruitment agency that provides low base salaries and high commissions to their recruiters. And how you can have successful partnerships with agency recruiters. He also advises how to optimize recruiting tech, processes, reporting, and run the recruitment org like a revenue org.  Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

Many tech CEOs are asking how the further constriction of the capital markets may impact salary ranges. Particularly now with the news of Silicon Valley bank crashing.Some CEOs are asking if they can offer lower salaries to new hires.I remind them that they don’t need to artificially lower salary ranges because of the high inflation rate that we have experienced over the past couple of years.By salaries staying in a similar range in a high-inflation environment, the economy is healing, and salaries are returning to a healthy median.The good news for folks in tech is that the median has shifted upward over the past few years, and people are still making more money in tech, even when factoring in inflation.There’s still a talent pool shortage in tech that will continue to provide salary growth. The days of insane valuations and salary jumps of 50-100K within a year that we saw in 2021 are over. It wasn’t sustainable or an accurate representation of the value being delivered.The good news for employers is that they can stay competitive with salaries by staying in a similar range as last year. To the extent possible, as the market stabilizes, companies need to consider sustainable salary increases for existing staff.But it’s important to note that most companies cannot provide moderate salary increases and have similar constrictions. We are all in the same boat, so this will not likely negatively impact companies.Companies shouldn’t attempt to be the highest bidder for top talent. I recommend companies target being around the 75% percentile for salary ranges.Here’s why:1. FAANG could go through a hiring surge and outbid you by 50%.2. A startup may raise a large round and throw money at people at an unsustainable rate. They will likely need to go through layoffs in the future, but there’s nothing you can do about leaders choosing to run their business in an irresponsible way.Companies that offer the top end of the range are more likely to make deep cuts in a correction and may need to cut people providing significant value to customers.Employees must consider that accepting an offer from the highest bidder isn’t always an intelligent decision. They will be more likely to be cut in a downturn. And earlier in a downturn, which increases the likelihood of a longer period of unemployment.It’s important to remember that companies aren’t committing to a salary on an annual period.They are committing to a salary for the next payroll cycle. So if an employee is offered 200K but is laid off after 6 months at the beginning of a correction, and therefore, is less likely to find another role for, let’s say 6 months, they are making less money than someone making 120K a year, who was able to keep their job because they have a sustainable salary. Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

In this episode James Mackey and our guest Steven Rothberg, Founder of College Recruiter, share insights on the future of job boards. James and Steven explore how job boards are evolving to programmatic performance-based advertising and debate the effectiveness of TikTok demand creation versus website capture. They also discuss the importance of quality in a conversion rate approach, understanding the sources of your ads, and evaluating the effectiveness of popular job boards in the tech industry.Join us for an engaging conversation on the future of job boards and how to optimize your recruiting strategies.04:39 How job boards are shifting to programmatic performance-based advertising05: 50 What programmatic performance-based advertising means19:20 How do you make sure you’re getting quality from a conversion rate approach29:00 TikTok Demand Creation vs. capture on the website.Programmatic recruitment advertising : Appcast;  PandoLogic; Radancy; Joveo; JobAdX Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

One of the biggest mistakes startup and growth-stage leaders make is not building recruitment process playbooks.As a result, there's a massive knowledge and productivity gap when a recruiter or talent acquisition leader leaves the company. And the company will need to rebuild the hiring process from scratch when they need to hire again. This is why I always say, hiring may be cyclical but investing in process and tech shouldn't be. This is also why I say, in addition to a retention strategy, you need an attrition strategy. Whether we like it or not, most people aren't going to stay with our companies for several years.As executives, it's our responsibility to build our companies to thrive in this reality and to not recklessly fight against the current. I'm not discrediting retention efforts. They're important!  I'm saying your retention strategy isn't enough. You need process playbooks to avoid knowledge gaps and a loss of productivity.  Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

Join host James Mackey and Alexander Buckles, CEO of Pathways for Autism. They are partnering in a new segment within our podcast that discusses how to support individuals with intellectual or developmental disabilities in the workplace. In this intro podcast, they'll explore the skills needed to succeed in the workplace and how companies are managing autism today. They'll also dive into specific examples of roles that could be a fit and success stories of companies that have incorporated individuals on the spectrum into their workforce, as well as the best ways to do it through third-party services or program management. Tune in to learn how you can make a difference in the lives of individuals with intellectual and developmental disabilities by creating a more inclusive workplace. Thank you to our sponsor, SecureVision, for making this show possible! Our host James Mackey Follow us:https://www.linkedin.com/company/82436841/#1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!