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  • Ep 829: What TA Leaders Are Talking About Now

    Ep 829: What TA Leaders Are Talking About Now
    2026/10/08
    TA leaders have to keep delivering for the business while they use AI to transform how hiring works. At RecFest USA in Nashville, AI was the main topic of conversation, although the people I spoke to talked about much more than the technology. So where should TA leaders be focusing their attention? I recorded seven short interviews at the event, and they fall into three themes. Those themes are the value that talent acquisition brings to the business, the risks that employers now have to manage, and what comes next for hiring. My guests are Jamie Leonard, Founder of RecFest; Stef Nikitas, Director of Talent Acquisition at Ace Hardware; Julia Levy, a former Fortune 500 talent acquisition executive; Jim Stroud, Head of Market Strategy and Industry Engagement at ProvenBase; Lorna Erickson, Co-Founder of Expert Interviewers; Mark Chaffey, Co-Founder and CEO of hackajob, the company behind Archer; and Ben Russell, Co-Founder and CCO of SonicJobs. In our conversations, they discuss who should own quality of hire, how employers are responding to legal risk and candidate fraud, and how AI is changing the way candidates and employers find each other. In the interview, we discuss: The growing conversation about how TA aligns with business goals Who should own quality of hire and how should it be measured? The compliance and legal pitfalls around AI and pay transparency How to check for candidate fraud without making the process harder for real candidates The lack of trust between candidates and recruiters How job seekers are using large language models to look for work What generative engine optimization means for employers Is agent-to-agent hiring the future of talent acquisition? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.
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    23 分
  • Ep 828: Managing Career Transitions

    Ep 828: Managing Career Transitions
    2026/09/29
    The world of work is changing quickly, and the way people move between roles is changing with it. Hiring for senior positions looks very different from the way it did even five years ago, while many people still approach their own careers with instincts shaped by a market that no longer exists. What does it mean to manage a career well in this environment, and how do the people who navigate transitions successfully approach them differently? My guest this week is Kelly O. Kay, Global Managing Partner of the Enterprise Software and AI Practice at Heidrick & Struggles. Kelly has spent more than twenty years in executive search, and together with his longtime colleague Jeff Sanders he has just published Show Up to Win, a Harvard Business Review Press book on how leaders should manage their careers and navigate transitions. In our conversation, he explains how hiring at the top has changed, why career management needs to be a continuous and strategic activity, where AI does and doesn't fit into the process, and what people misunderstand about the way search firms work. In the interview, we discuss: How hiring at the most senior level has changed What the best leaders do to get the best roles Career management as a continuous process, not a response to wanting to move Quality of company, quality of role, quality of offer Showing them how you think via executive dialogue rather than question and answer What people misunderstand about how search firms work Using AI as an interview coach What does the future of leadership careers look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.
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    25 分
  • Ep 827: Agent To Agent Recruiting

    Ep 827: Agent To Agent Recruiting
    2026/09/23
    Recruiting is generating more activity than ever and less connection. Candidates are using AI to produce polished applications at scale, employers are using AI to screen and reach out at scale, and the result is a level of noise that is eroding trust on both sides. More automation applied to the same processes will only make this worse. Solving it means rethinking how matching works, with depth of understanding on both sides and transparency and fairness designed in from the start. So what does that look like in practice? My guest this week is Matt Wilson, Co-founder and CEO of Jack and Jill, whose AI agents work on both sides of the hiring market. In our conversation, Matt shares why supercharging existing processes deepens the noise problem, how transparency and independent auditing build trust in AI matching, and where human judgment remains essential. In the interview, we discuss: Why job hunting is still an inefficient, luck-based process How AI is supercharging broken processes and creating noise on both sides of hiring Building trust in agentic driven processes Bias, fairness, and transparency Challenging deep-seated beliefs about how recruiting gets done Where human judgment remains essential in the hiring process How Jack and Jill manage their own hiring process What does agent-to-agent recruiting mean for the future of hiring? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.
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    34 分
  • Ep 826: Do AI Interviews Work?

    Ep 826: Do AI Interviews Work?
    2026/09/23
    AI is becoming more embedded across recruiting tools, but there is a meaningful difference between AI that automates workflows behind the scenes and AI that talks directly to candidates. When AI conducts the conversation, the stakes are higher; the first interaction shapes how candidates perceive the employer and the role. That is why many talent acquisition teams remain cautious about AI interviews, even as they adopt AI everywhere else. A growing number of enterprises are now running AI interviews at scale in high-volume hiring, and the data coming back on candidate experience and quality of hire improvements is difficult to ignore. So what does that evidence show, and what should it mean for how the industry thinks about AI in hiring? My guest this week is Dave Vu, Co-Founder and COO of Ribbon, who spent 15 years in talent and people leadership before co-founding the AI interview platform. In our conversation, Dave shares what enterprises are reporting from deploying AI interviews across thousands of candidates, how those candidates are responding, and what this could mean for the future of hiring. In the interview, we discuss: The shift from AI experimentation to enterprise deployment The difference between back-office AI and candidate-facing AI Moving from chatbots to natural conversations The impact on the candidate experience Building candidate trust and AI interviewing Improving speed, efficiency and quality of hire Detecting cheating and protecting interview integrity How will AI interviewing evolve over the next few years Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.
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    25 分
  • Ep 825: The Real Risks Of Candidate Fraud

    Ep 825: The Real Risks Of Candidate Fraud
    2026/09/18
    Remote hiring, freely available deepfake tools and harvested identities have created an opportunity that organized criminals are now taking seriously. State-backed operations are training workers to apply for remote roles using stolen credentials and proxy interviewers. The aim is the salary and access to source code, customer data and intellectual property once they are inside. Recruiters are the ones meeting these people first, and in most organizations they are assessing them with a background check and their own judgment while IT, InfoSec and legal are rarely involved. So how seriously should employers be treating this, and what does a credible response look like? My guest this week is Lauren Furey, Principal Product Manager at Proof, where she leads product work on candidate fraud and identity verification. In our conversation, Lauren explains how these attacks work, where hiring processes are most exposed, and what TA teams can do about it. In the interview, we discuss: Bots, deepfakes, identity harvesting and proxy interviewers The criminal motivations behind state-backed infiltration Why the background check is no longer enough on its own How much recruiters overestimate their ability to spot a fake Why remote hiring created the gaps bad actors exploit Building identity continuity through the hiring process Making fraud prevention a shared responsibility with IT and InfoSec The candidate experience trade-off and where to place verification Verifiable credentials and protecting candidates' own identities Practical first steps and what does the future look like? https://www.linkedin.com/in/laurennfurey/ https://www.proof.com Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.
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    27 分
  • Round Up August 2026

    Round Up August 2026
    2026/09/17
    If you've not listened to Round Up before, it's a short review of the episodes that I've published in the last month to make sure you don't miss out on the valuable insights that my guests are sharing. This month Round Up returns to its live format, and this is a recording of my live conversation with my guest co-host Rhona Pierce from Workfluencer Media, about six of the episodes published during July and August 2026 Episodes featured in this Round Up: Ep 803: AI Native Recruiting Ep 807: Trust, Transparency And The AI Interview Ep 809: The Data Foundation For AI In Hiring Ep 812: Who Trains The Human In The Loop? ⁠⁠https://recruitingfuture.com/2026/07/ep-812-who-trains-the-human-in-the-loop/⁠⁠ Ep 816: Hiring For Judgment In The AI Era https://recruitingfuture.com/2026/08/ep-816-hiring-for-judgment-in-the-ai-era/ Ep 821: Why Every Employer Brand Sounds The Same https://recruitingfuture.com/2026/08/ep-821-why-every-employer-brand-sounds-the-same/
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    31 分
  • Ep 824: Is AI Creating Talent Debt?

    Ep 824: Is AI Creating Talent Debt?
    2026/09/11
    Inside most organizations, the pressure has shifted from proving that AI works to showing what it is worth in cost, productivity and headcount. Some workforce plans are now being decided on that basis before anyone has looked closely at how the work is done. The organizations getting the most from AI are treating it as a question of work design rather than technology. So what does designing work around AI involve, and what does it cost the organizations that skip that step? My guest this week is Matt Campbell, Managing Director at Alvarez & Marsal, where he leads the Talent, Organization & People practice and advises organizations on workforce strategy and organization design. In our conversation, he explains why most AI pilots produce an inconclusive result, a five-stage model of AI's impact on work, the ways organizations misread their own people, and why cutting too far, too fast creates a talent debt. In the interview, we discuss: - Why most AI pilots are designed to prove the wrong thing - Who owns AI? - Why big tech's approach to AI and headcount is the wrong template for everyone else - The difference between a job and a role - The five A's: avoid, assist, augment, automate and autonomous - How to put numbers against cost, productivity and capacity - The four things organizations most often get wrong - Why unauthorized AI use gives employees the benefit and the organization the risk - Talent debt and the cost of cutting too far, too fast - Are you designing work around AI, and what does the future look like?
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    27 分
  • Ep 823: How AI Is Disrupting Entry Level Jobs

    Ep 823: How AI Is Disrupting Entry Level Jobs
    2026/09/09
    In software development, AI tools now write much of the code, and at a growing number of organizations junior developers are no longer doing that work themselves. Tech is where the impact on a first job is clearest, and likely a preview of what other industries will see next. When the tools handle the technical work, what is left requires judgment, collaboration and communication, capabilities that take much longer to develop. That changes how people are prepared for work and what employers should be hiring for. What should the pathway into a tech career look like now? My guest this week is Reuben Ogbonna, Co-Founder and Executive Director of The Marcy Lab School, a one-year alternative to college in Brooklyn that prepares young adults for careers in tech. In our conversation, he explains why the traditional college model is falling behind, what people are still needed for when AI writes the code, and how employers should rethink entry-level hiring. In the interview, we discuss: The impact AI is having on first jobs The rising bar of expectations for early careers What skills should students now be learning Why developing judgment matters and why it is difficult to teach The difference between tasks and jobs How do educators keep up with changing needs? Learning that has to mimic the real workplace How should employers redesign entry-level hiring? What does the future look like, and how might AI drive job creation? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.
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    24 分