How Curiosity Turns People Skills Into Real Tech Impact
The Talent Tango
This episode features Todd Hazen, Head of Technical Recruiting at Gusto, in a candid conversation about what it takes to move from non-tech recruiting into the world of technical hiring. Todd shares how he built credibility, developed deep connections, and learned to thrive in a space that demands both curiosity and humility. For talent professionals navigating transitions, this one is packed with lessons on leadership, learning, and trust. Key Takeaways • Curiosity beats confidence when entering a new domain. Ask questions, even when you’re in a leadership role. • Building trust with...
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Stop Fixing Processes. Start Designing Systems.
The Talent Tango
Kit Krugman, SVP of People and Culture at Foursquare, joins to unpack what it really means to be a systems thinker in people leadership. She explains how to move beyond process for process’s sake, design people systems that actually work together, and create the kind of vibrancy that drives both performance and connection. This is a conversation about how to think, not just how to operate—ideal for anyone building or leading modern people functions. Key Takeaways • Systems thinking helps people leaders see the entire ecosystem, not just isolated policies or tools. • Moving from...
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The Human Side of AI in Talent
The Talent Tango
AI is reshaping how talent teams work, but it’s not replacing the human touch. In this episode, Logan Marsh, Head of Talent Acquisition at Calendly, joins Amir to unpack how AI is transforming recruiting from process-heavy to purpose-driven. He shares how Calendly uses AI to enhance efficiency, measure ROI, and empower recruiters to focus on strategy and storytelling—not spreadsheets. This is a real-world look at what’s working, what’s hype, and how leaders can stay ahead without losing what makes great hiring human. Key Takeaways • How Calendly is weaving AI into its TA tech stack...
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Leading With Compassion When the Decisions Are Hard
The Talent Tango
Emily Ellis, Chief People Officer at DriveWealth, joins the show to explore what it really takes to lead with compassion when the decisions are hard. From layoffs and shifting priorities to hiring in high-growth startups, Emily shares how people leaders can balance business realities with humanity—and why that balance ultimately strengthens culture and trust. Key Takeaways • Feedback is a gift when delivered with honesty and care—it prevents harder issues later. • Hiring slow and with clarity sets the stage for fewer painful exits down the road. • Compassion in layoffs means clarity,...
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How Top People Leaders Pick the Right Tools
The Talent Tango
Startups can’t afford to waste time—or budget—on the wrong tools. In this episode, Amir sits down with June Lee, Global Head of People and Culture at Twelve Labs, to unpack how to choose the right people and culture tools at the right stage. From evaluating platforms to navigating AI hype, June shares battle-tested strategies for building scalable, high-impact systems that grow with your company. Key Takeaways • The best tools don’t always come from the loudest vendors—June explains why a listening-first approach trumps cold pitches. • Buying software is only step one. Success...
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Hiring Fast Without Lowering the Bar
The Talent Tango
How do you scale fast without lowering the hiring bar? In this episode, Mallory Plank, Head of Talent Acquisition at Guidewheel, joins The Talent Tango to break down how she navigates the constant push and pull between quality and speed. With a background in both agency and in-house recruiting, Mallory brings a clear, operator-level view of stakeholder alignment, prioritization, and TA strategy—especially in scrappy, fast-paced startup environments. Key Takeaways: TA leaders must shift from service center to strategic partner. That means aligning hiring plans to business outcomes—and...
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Why People Teams Need Product Rigor
The Talent Tango
What happens when you treat employee experience like a product? Neervi Shah Patel, Chief People Officer at Faire, joins the show to share how her team brings the same level of operational rigor and customer obsession to PeopleOps that product teams bring to user experience. From leveraging data to embracing transparency, Neervi breaks down how to build scalable, fair, and high-performing orgs—without losing the human side. If you lead people, run HR, or are scaling a team at a startup, this episode will shift how you think about the function. Key Takeaways – Think like a product team:...
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AI Won’t Replace HR — But It’ll Shrink Your Team
The Talent Tango
What does it really look like to run the entire People function solo — and still operate at a strategic level? In this episode, Anisha Thomas, Head of People at Inscribe, shares what it takes to be a team of one at a fast-paced AI startup. From managing headcount planning without over-hiring to leaning on tech to avoid burnout, she offers a refreshingly honest look at how she keeps her footing in the chaos. If you’ve ever worn “all the hats,” this one’s for you. 🔑 Key Takeaways Leadership Without a Team Anisha reflects on how returning to IC work after leading a team has...
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How Great Leaders Rebuild Broken Trust
The Talent Tango
In this episode of The Talent Tango, Amir sits down with Ashley Utz, Chief People Officer at Happy Money, to explore the complex task of rebuilding trust within organizations—especially during periods of change like layoffs, restructuring, or leadership transitions. Ashley offers a nuanced perspective on the differences between personal and organizational trust, shares frameworks like Covey’s “Speed of Trust” model, and emphasizes the critical role of middle managers in trust-building. With timely insights and practical strategies, this conversation is a must-listen for HR and talent...
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Why Talent Acquisition Needs a Project Manager’s Mindset
The Talent Tango
In this episode, Amir sits down with Greg Russell, VP of Talent Acquisition at CoverGenius, to unpack why talent acquisition should be treated like project management. They explore how applying frameworks like the project management triangle (scope, cost, time) can elevate recruiting conversations, drive better alignment, and ultimately improve hiring outcomes. From setting expectations with hiring managers to negotiating trade-offs, this episode reframes TA as a strategic, structured discipline—not just a reactive function. 🧠 Key Takeaways: TA is not just sales—it’s strategic...
info_outlineIn this episode, we dive deep into community building and the hiring challenges founders face with Michelle McHargue. As an early-stage investor, Michelle has a front-row seat to the pressure founders experience when hiring top talent. We explore why founders are so selective, how curated communities can impact hiring, and why hiring at early-stage startups is uniquely difficult.
Key Takeaways
✅ Top Talent Is Subjective: Every startup defines “top talent” differently, making hiring a challenge.
✅ Early-Stage Hiring Is Cutthroat: Startups compete for the same small pool of talent, especially engineers.
✅ Startups Wait for the Right Fit: Unlike larger companies, startups won’t settle—they wait for a “perfect” hire.
✅ Community Building Is a Long Game: Curated talent communities can be an invaluable resource for founders.
✅ Founders Can Be Too Fixated: Many are overly focused on specific skills, limiting their hiring pool.
✅ Hiring Pressure Is Real: Founders juggle hiring with investor expectations, product development, and growth.
✅ Interview Bias Exists: Many hiring processes are designed for a specific type of candidate, unintentionally narrowing the talent pool.
✅ Delegation Matters: Founders often struggle to let go but must delegate hiring to scale effectively.
Timestamped Highlights
⏳ [00:01:24] - Defining "top talent" and why it's subjective at startups.
⏳ [00:02:40] - Why early-stage hiring is more competitive and challenging.
⏳ [00:05:00] - The role of curated talent communities in startup hiring.
⏳ [00:07:28] - Why talent curation is a long game, not a quick fix.
⏳ [00:10:39] - How founders can become too focused on specific skill sets.
⏳ [00:14:10] - Interview biases and why hiring processes can unintentionally exclude great talent.
⏳ [00:17:29] - When founders start to listen and seek hiring advice.
⏳ [00:19:13] - The overwhelming pressure of hiring while managing a startup.
⏳ [00:22:33] - When founders finally start delegating hiring decisions.
Quote of the Episode
💡 “Hiring is so important, but it’s the one thing founders can’t focus on all the time.” – Michelle McHargue
Connect with Michelle McHargue
🔗 LinkedIn: https://www.linkedin.com/in/michellemchargue/
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