The Talent Tango
Some of the most meaningful conversations in recruiting and people leadership never happen on a stage. They unfold in small moments. Two peers talking about the decisions that shaped their careers. A mentor sharing a lesson that changed how they lead. Honest insights that usually stay behind closed doors. The Talent Tango brings those conversations into the open. This show is a space where people and talent leaders talk about their real journeys. The choices that helped them grow. The challenges that tested them. The ideas they rely on as they build teams in a world shaped by rapid technology shifts. Listeners get the kind of perspective you would normally only hear in a private one to one conversation. People. Impact. Technology. These beliefs guide every episode. Great talent work is about understanding people, delivering impact, and navigating the tools and change that define modern work. Our guests share how they bring these forces together throughout their careers. If you want a genuine look at how leaders grow in this field and what has shaped them along the way, The Talent Tango gives you a seat in the room.
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How Curiosity Turns People Skills Into Real Tech Impact
11/12/2025
How Curiosity Turns People Skills Into Real Tech Impact
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 stakeholders comes from honesty and follow-through, not from having every answer on the spot. • The “bar” for great talent is always shifting. Calibration is an ongoing process, not a one-time intake. • Vulnerability accelerates growth. Owning what you don’t know helps open doors to learning and partnership. • Growth and comfort never coexist. Real development happens when you lean into discomfort. Timestamped Highlights 00:43 Todd explains how Gusto supports small businesses and why that mission matters. 03:36 How he navigated the move from non-technical to technical recruiting and what he learned from his team. 06:16 Finding the bar for technical talent and how calibration evolves with each hiring manager. 08:46 Why humility and curiosity are the fastest paths to growth. 12:43 How to handle tough stakeholder conversations when you don’t have all the answers. 15:09 Taking career risks, betting on yourself, and embracing discomfort. 17:45 Defining the North Star and learning to master the craft before chasing the next title. One to Remember “It’s okay to be humbled and vulnerable. You don’t have to know everything, but you do have to keep learning.” Pro Tips • Approach every intake meeting like a learning opportunity. • Build trust by following up fast—deliver before people have to ask. • Use data to frame conversations with hiring managers, not to replace judgment. Call to Action If you found Todd’s perspective valuable, share this episode with a fellow recruiter who’s looking to grow into new spaces. Follow The Talent Tango for more conversations that help talent leaders level up.
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Stop Fixing Processes. Start Designing Systems.
10/31/2025
Stop Fixing Processes. Start Designing Systems.
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 process-driven to principle-driven decisions builds trust and consistency without bureaucracy. • Change management requires deciding between incremental evolution and disruptive redesign—both have a place. • Performance cultures thrive when feedback is continuous, candid, and clearly tied to outcomes. • Measuring “vibrancy” and connection creates a more meaningful signal than traditional engagement metrics. Timestamped Highlights [01:52] What systems thinking really means for people and culture leaders [04:32] Why principles should outweigh policies when designing fair organizations [08:39] How to balance incremental versus disruptive change [13:01] The “post-PIP world” and diagnosing root causes in performance systems [17:12] Reframing engagement as vibrancy—and how words shape culture [25:34] Why people leaders must show strategic value instead of waiting for recognition Memorable Moment “I’m tired of the narrative that HR needs to be recognized as strategic. It’s on us to show it—to build the evidence that we’re driving massive value.” — Kit Krugman Pro Tip If everything feels like it needs a new process, pause and map the system. The issue might not be the process—it might be the underlying philosophy or misaligned signals across your tools, policies, and people. Call to Action If this conversation challenged how you think about people systems, share it with a fellow leader and follow The Talent Tango on Apple Podcasts or Spotify. Every episode explores how people, impact, and technology come together to shape better workplaces.
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The Human Side of AI in Talent
10/17/2025
The Human Side of AI in Talent
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 to improve efficiency without losing personalization • Why the most effective AI implementations start with clearly defined problems, not shiny tools • The metrics Logan uses to gauge real ROI from recruiting technology • How TA leaders can secure influence by combining data fluency with storytelling • Why “augmentation, not replacement” is the mindset every recruiter should adopt Timestamped Highlights 01:44 — How Calendly experiments with AI in real recruiting workflows 05:19 — The framework Logan uses to vet and validate new tools 07:38 — Measuring ROI when traditional recruiting metrics fall short 12:03 — The myth of AI taking TA jobs—and what’s really changing instead 16:47 — Why storytelling still defines TA’s seat at the leadership table 24:51 — How to block out AI noise and focus on solving real problems Standout Moment “AI can help you tell the story, but it can’t tell the story for you. It won’t have the conversation with your CEO—that’s still on you.” Call to Action If you’re leading teams through the intersection of people, process, and AI, this is an episode to share. Follow The Talent Tango on your favorite platform and join the conversation on LinkedIn for more insights from talent leaders shaping the future of work.
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Leading With Compassion When the Decisions Are Hard
10/03/2025
Leading With Compassion When the Decisions Are Hard
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, transparency, and support beyond the exit. • Employer-employee relationships are dynamic; alignment requires ongoing communication. • Building inclusion into daily practices makes teams stronger in both calm and chaotic times. Timestamped Highlights 02:20 What “hard things” really mean for leaders and talent teams 06:05 The quiet, often-unspoken contract between employers and employees 08:54 Why hiring managers and people leaders define urgency differently 12:37 How to push back on urgency and find better options without slowing growth 15:36 Delivering layoffs with compassion and clarity in the middle of crisis 18:10 The role of inclusion and cultural belonging as a core leadership responsibility 20:49 How optimism and realism coexist when planning for inevitable change A line that stood out “Feedback is a gift. Telling someone only what they want to hear might feel easier in the moment, but it usually leads to a much harder conversation down the road.” Call to Action If you found value in this episode, share it with another talent leader who could use a reminder that compassion and business results don’t have to be at odds. Follow the show on your favorite platform so you don’t miss future conversations.
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How Top People Leaders Pick the Right Tools
07/23/2025
How Top People Leaders Pick the Right Tools
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 depends on how well you manage change and adoption across your team. • You don’t need a tool for everything. Manual processes still win in early-stage environments if they save time and budget. • Don’t fear migrations. With the right planning, switching tools doesn’t mean sacrificing historical data. • AI features are everywhere—but June only pays attention when they solve real, intentional problems (like reducing bias in feedback). Timestamped Highlights 00:54 — The art (not science) of picking tools that match startup stage 02:30 — Listening tours as the foundation for tool evaluation 05:50 — When a tool is too niche or the manual way is just better 08:05 — How June balances “best-in-class” vs. “emerging” tools 10:50 — Involving HR ops, finance, and security in decision-making 14:55 — Why change management fails when you rely solely on vendor training 17:50 — What real AI value looks like in people platforms 21:20 — The global language bias in AI tools—and why it matters Quote of the Episode “The best vendor demos won’t save you if you haven’t figured out what your team actually needs. Listen first, then build.” Call to Action Enjoyed this episode? Share it with a fellow people leader navigating tool sprawl—and don’t forget to subscribe to The Talent Tango for more honest, practical insights from the frontlines of talent strategy.
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Hiring Fast Without Lowering the Bar
07/16/2025
Hiring Fast Without Lowering the Bar
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 saying “no” when needed. A strong intake process isn’t a checkbox; it’s the foundation for speed and quality. Mallory distills it down to three clear non-negotiables. When stakeholders ask for the impossible, data becomes your ally. Mallory shares how she uses a 2–3 day sprint model to gather evidence and reset expectations. Process improvement starts with communication—especially when your “product” is people. Your recruiters need more than reqs. Investing in their development keeps morale high during inevitable pivots. Timestamped Highlights: [01:52] — Why stakeholder management was Mallory’s reason for leaving agency recruiting [04:49] — How she frames her team as strategic partners, not “order takers” [07:24] — The real key to balancing speed and quality in startup hiring [11:47] — Why TA has a harder time saying “no” to impossible reqs—and how to change that [17:18] — Using sprints and goals to push back on unrealistic roles [21:31] — You can't hide in the background—early-stage TA demands visibility and advocacy Quote of the Episode: “Recruiting is riddled with gray area. You have to love the chaos a little bit to be good at this work.” Call to Action: If you’re a TA leader balancing speed and quality—or trying to shift your team into a true partner function—this episode is for you. Listen now and follow The Talent Tango for more unfiltered conversations with operators in the people space.
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Why People Teams Need Product Rigor
07/09/2025
Why People Teams Need Product Rigor
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: Employee experience should be intentionally designed, tested, and iterated—just like a customer journey. – Rigor means relevance: Metrics, clarity, and outcomes matter—but rigor doesn’t mean making HR transactional. – Fairness is a performance strategy: When employees believe the system is fair, trust increases—and so does performance. – Don’t ignore the anecdotes: When stories and data diverge, it’s a signal to dig deeper. Listening matters as much as measurement. – AI is now a must-have filter: Every HR tool Faire evaluates now gets assessed through the lens of its AI capabilities. Timestamped Highlights [02:26] Applying product discipline to PeopleOps [05:43] How Neervi’s background in sales and consulting shapes her HR leadership [08:24] Why fairness and trust should drive policy—not just process [12:00] How manager messaging can build (or break) organizational trust [15:03] What data they collect—and how they make it useful across the employee lifecycle [21:11] Why every new HR tech tool must be AI-native moving forward Quote of the Episode "If it saves us three steps but makes it ten steps harder for the employee, that’s not a win. We’d never do that for a customer—why would we do it to our people?" — Neervi Shah Patel Resources Mentioned – Faire: – Neervi on LinkedIn: – Referenced (paraphrased) Jeff Bezos quote: “If data and anecdotes diverge, trust the anecdote—you may be measuring the wrong thing.” Pro Tips for Operators – Build in feedback loops at every employee lifecycle stage—onboarding, engagement, exits. – Require manager alignment and ownership in performance processes to avoid undermining fairness. – Don’t sacrifice employee experience for operational ease—just like you wouldn’t for customers. Call to Action If you’re ready to run PeopleOps like a strategic business function, not a support team, share this episode with a fellow leader. And make sure you’re subscribed to The Talent Tango for more conversations like this one.
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AI Won’t Replace HR — But It’ll Shrink Your Team
07/02/2025
AI Won’t Replace HR — But It’ll Shrink Your Team
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 sharpened her understanding of what real leadership requires — trust, delegation, and a deep knowing of where she adds the most value. Strategy Needs Time Balancing operational fire drills with strategic priorities is hard — but having a clear North Star for the day, week, and quarter helps her stay grounded and protect time for long-term thinking. AI as a Teammate, Not a Threat From tools like Ashby and Lattice to constant use of ChatGPT, she’s finding ways to automate the admin and protect energy for what matters most — culture, trust, and conversations. Reimagining Headcount Planning Instead of annual hiring plans, Inscribe ties new roles to real business triggers. It’s a shift from “gut feel” to metrics and milestones — and it could help stabilize People orgs for the long haul. ⏱️ Timestamped Highlights 00:55 – “I’m a team of one.” Anisha shares how her role has evolved from builder to leader… and back again. 02:19 – How she splits her time between candidate calls, performance reviews, and strategy. 04:14 – The cost of context switching, and how she protects her time with clear priorities. 06:04 – Why she was nervous to hire her first team… and what she learned about delegating. 09:48 – Connecting the dots across the org — even without a big team. 12:20 – The People tech stack she swears by — and how AI makes her life easier. 14:25 – The future of People teams: small, efficient, and AI-enabled. 16:57 – How tying headcount to revenue milestones changes the talent game. 18:50 – Why being in the weeds will always be a superpower — even for leaders. 🔁 Quote Worth Sharing “I don’t want there to be a disconnect between what we’re building and how we work. So being AI-enabled isn’t optional — it’s table stakes.” — Anisha Thomas 📎 Resources Mentioned Ashby (for recruiting automation) Lattice (performance + engagement)
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How Great Leaders Rebuild Broken Trust
06/25/2025
How Great Leaders Rebuild Broken Trust
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 leaders navigating today’s uncertain workplace climate. 🧠 Key Takeaways Trust Starts at a Deficit Assume employees are coming in with skepticism due to societal and institutional breakdowns in trust. This sets the foundation for how HR and leadership must engage. Define the Type of Trust You’re Building Organizational trust differs from personal trust. It’s less about emotional intimacy and more about clarity, consistency, and respect. Two-Part Trust Model: Character + Competence Drawing from Stephen Covey’s "Speed of Trust" model—great leaders are both good people and good at their jobs. You need integrity and execution in equal measure. Layoffs Are Trust Landmines When handling layoffs or restructures, transparency around the "why", dignity in treatment, and careful follow-through on promises are essential. People Trust People—Not Institutions Managers are frontline trust builders. Equip them to communicate with care and personalize messages to their teams. ⏱️ Timestamped Highlights 00:00 – Intro to Ashley Utz and Happy Money’s mission in financial wellness 01:53 – Trust in institutions is at historic lows; how that affects workplace dynamics 03:30 – The paradox of radical transparency and why "oversharing" can backfire 04:37 – Personal vs. organizational trust: clarity, consistency, and fairness vs. emotional loyalty 08:28 – Covey’s Trust Model: character + competence 11:10 – Trust is built top-down, bottom-up, and especially in the middle 14:09 – How to communicate during layoffs and restructuring with empathy and clarity 17:11 – Managers’ role in contextualizing top-down messaging and building daily trust 20:11 – Final takeaway: "Trust is quiet... earned in the little things, lost in the gaps, and rebuilt through action" 💬 Quote “Trust is quiet. It’s earned in the little things, lost in the gaps, and rebuilt through action. It’s not about being perfect—but about being worthy.”
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Why Talent Acquisition Needs a Project Manager’s Mindset
06/11/2025
Why Talent Acquisition Needs a Project Manager’s Mindset
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 project management. Hiring is a major business investment and deserves the same rigor. The PM Triangle applies directly to hiring. You can’t optimize for speed, cost, and quality all at once—there must be trade-offs. TA professionals must own their expertise. Recruiters should feel empowered to push back, educate hiring managers, and protect process integrity. Confidence and mindset matter. Viewing recruiting as a craft fosters pride, learning, and better long-term performance. Borrowing language from other teams (like engineering) helps. Using PM frameworks and terminology earns credibility and promotes alignment. ⏱ Timestamped Highlights: 00:59 – Introducing the idea: TA as project management. 02:41 – Why each hire is a high-cost, long-term business investment. 04:26 – The challenge of TA being undervalued or misunderstood. 08:09 – Project management triangle: budget, scope, time trade-offs in hiring. 11:39 – Lack of standardized PM methodology in TA—and why that should change. 12:34 – Teaching hiring managers the trade-offs and setting expectations. 14:38 – Using familiar frameworks (like Scrum) to align with engineers. 16:22 – Why order-taking kills TA’s credibility—and how to avoid it. 19:22 – TA is the expert in hiring—own that expertise in every room. 25:44 – The "order at a restaurant" fallacy in hiring expectations. 28:00 – Building recruiter confidence and pride in their craft. 30:47 – Treating recruiting as a craft versus a job—why it matters for growth. 💬 Quote: “You are the expert in that room when it comes to hiring. Even if you’re sitting with the CTO—own your craft, set the expectations, and drive the project.”
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Redefining the Employee-Employer Contract
06/04/2025
Redefining the Employee-Employer Contract
In this episode, Amir sits down with Suzanne McGovern, Chief People Officer and HR veteran, to explore how the employee-employer relationship has fundamentally changed. From the aftermath of COVID-19 and rise of remote work to shifting generational expectations and the role of company culture, they dig into what leaders need to do to build trust, adapt to new work models, and attract talent in a post-pandemic world. 🔑 Key Takeaways: The contract has changed: COVID-19 was a major inflection point, permanently altering what employees expect from work—especially around flexibility, autonomy, and trust. Hybrid isn’t a mandate—it’s a design challenge: Simply calling people back to the office misses the point. Organizations must re-architect work to make in-person time intentional and meaningful. Purpose beats perks: Employees don’t stay for snacks and ping-pong tables—they want to be part of a mission, do meaningful work, and grow as individuals. Culture should attract and repel: Your values should be so real they naturally draw in the right people—and push away those who don’t align. 💬 Standout Quote: “When we transact, everyone loses. It's got to be more than a transaction. It has to be based on purpose or personal connection.” ⏱ Timestamped Highlights: 00:24 – Intro: What this episode is about—employee-employer contract and trust post-COVID. 01:00 – Suzanne’s Background: From IBM to Splunk to Ipsy—big to small org experience. 02:10 – Defining the Contract: Goes beyond job descriptions—it's about trust and shared expectations. 03:50 – COVID Changed Everything: Flexible work, layoffs, and remote expectations shifted the power balance. 06:45 – Work Is Not About Snacks: Why people really come to work—and why “lazy remote workers” is a flawed narrative. 09:00 – The Hybrid Conundrum: People want both flexibility and deep collaboration—how do we enable both? 13:10 – The Trust Breakdown: Why both employers and employees are struggling to trust each other. 16:25 – Reframing Return-to-Office: How empathy and mental health could have made RTO more productive. 21:00 – Market Shift and Control: How layoffs and power shifts are reshaping employer behavior. 24:00 – Gig Economy Impact: Employees now have alternatives—and they know it. 27:30 – Making Work Appealing: Meeting different generations where they are with values, not just compensation. 30:15 – Culture That Attracts and Repels: Values should be crystal clear—what you stand for and what you don’t.
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Startups Don’t Scale Without Real Culture
05/28/2025
Startups Don’t Scale Without Real Culture
In this episode, Brittany Blumenthal, VP of People at HiddenLayer, shares how early-stage startups can intentionally define and evolve their culture. She breaks down the challenges of working with strong founder imprints, the importance of documenting culture as a living contract, and how to build feedback loops that go both ways. If you're scaling a team and want culture to grow with it, this episode offers tactical insight and hard-earned lessons. 🔑 Key Takeaways: Culture Starts With the Founder’s Imprint Founders often shape company culture unintentionally. People leaders must help them surface, reflect, and intentionally evolve that foundation. Write It Down—Make Culture a Living Document You can't scale what’s vague. Culture should be defined, documented, and expected to evolve as the company grows. Bi-Directional Feedback Is a Culture Keystone True culture thrives when feedback flows in both directions and employees feel safe to share how the company is doing—not just how they are doing. You Have to Slow the Founder Down In early-stage companies, a big part of the People leader’s job is convincing founders to pause and co-invest in culture before it becomes reactive. ⏱️ Timestamped Highlights: 00:23 – Intro: Defining culture at startups and reshaping founder imprint 01:38 – Founders value culture—but need help operationalizing it 03:38 – “How we want you to show up”: Culture as a two-way contract 07:45 – When feedback loops are broken, culture fails 09:50 – Making culture bi-directional and intentionally embedded 12:20 – What to do when culture is fragmented or inconsistent 14:35 – Getting founders to pause and participate in defining culture 16:25 – Closing thoughts: Culture is how we succeed at scale 💬 Quote: “The best way to retain talent is to be very clear and very true about what it's like to work here—and write it down.”
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The Employer Branding Strategy That Worked
05/21/2025
The Employer Branding Strategy That Worked
In this episode of The Talent Tango, Amir sits down with Caitlin Kamm, Director of People Growth at Envoy, to unpack a real-world employer branding initiative tailored specifically for engineering talent. Caitlin walks through how her team developed a laser-focused EVP to support a return-to-office mandate—balancing culture, candidate persona, and business needs. From strategy to stakeholder alignment to creative execution, it’s a playbook for anyone in talent roles grappling with attracting high-caliber candidates in a hybrid world. 💡 Key Takeaways: Start with specificity: Crafting an employer brand around a targeted persona—like engineers—yields clearer messaging and stronger impact. Authenticity over perks: The EVP focused on purpose, innovation, and collaboration, deliberately leaving out compensation and benefits. Match the medium to the message: They pivoted from real employee footage to an animated video to better reflect Envoy’s brand and voice. Metrics with context: A 5% increase in offer acceptance was a win—but measuring deeper attribution requires embedding branding assets across the candidate journey. ⏱️ Timestamped Highlights: 00:00 – Intro to Caitlin and episode scope 01:01 – Defining employer branding at Envoy 03:02 – Aligning brand with return-to-office policy 07:24 – Why engineers were the initial focus 10:07 – Communicating the 'why' of coming to the office 12:55 – Making intentional branding choices 14:24 – Measuring success: acceptance rates and Q1 plans 17:01 – Applying a product mindset to employer branding 19:56 – Lessons learned and the power of anchoring to the ideal candidate persona 💬 Quote to Highlight: "You have to treat the soft stuff like the hard stuff—when you bring rigor to planning and persona targeting, the strategy actually sticks." — Caitlin Kamm
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Why Is Feedback So Awkward?
05/14/2025
Why Is Feedback So Awkward?
In this episode of The Talent Tango, Amir Bormand is joined by Heather Cassar to unpack the nuances of giving and receiving feedback in the workplace. From real-time feedback practices to performance reviews, Heather shares practical tips on how to build trust, motivate teams, and make feedback a natural part of company culture—without making it awkward. Whether you're in HR, a people leader, or a manager navigating hybrid teams, this episode offers a human-centered approach to feedback that boosts both trust and performance. 🔑 Key Takeaways: Feedback must be real-time, detailed, and actionable. Don’t wait until a performance review to deliver insights—timing builds trust. Trust is the foundation. One-on-ones that include personal check-ins foster stronger feedback relationships. Avoid the “big reveal.” Holding feedback until review season erodes trust and reduces opportunities for course correction. Feedback culture isn’t top-down only. Tailor feedback strategies by department and encourage peer-to-peer feedback to scale trust. It’s only as weird as you make it. Normalize feedback by using everyday tools like Slack and keeping the tone conversational. 🕒 Timestamped Highlights: 00:23 – Introduction to Heather Cassar and the topic of feedback 01:17 – Heather’s 3 principles of effective feedback: timing, balance, and actionability 05:10 – How personal connection in 1:1s builds trust for better feedback reception 06:59 – Checking perspective first: “Did you think the presentation went well?” 09:25 – “It’s only as weird as you make it”—changing the perception of feedback 12:32 – Aligning feedback with individual motivators for better outcomes 14:30 – The problem with waiting for performance reviews to deliver feedback 19:07 – Imprinting feedback into company culture across different functions 21:46 – Feedback tied to business outcomes and inter-team trust 24:22 – The “carrot vs stick” approach to feedback adoption 27:23 – How to connect with Heather 💬 Memorable Quote: “Surprising people is the quickest way to degrade trust—and it’s really hard to come back from that.” – Heather Cassar
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From Founding Team to Future Leaders: Hiring with Intent
05/07/2025
From Founding Team to Future Leaders: Hiring with Intent
In this episode, Amir sits down with Girish Mirchandani, Head of Talent at WestBridge Capital, to unpack the nuances of executive recruiting across stages and geographies. From Series A scrappiness to global scale-ups, they explore what makes a successful hire, how founders should engage in the process, and why hiring for today often trumps hiring for tomorrow. Girish also offers a behind-the-scenes look at managing cross-border buildouts and aligning stakeholders on both sides of the globe. 🔑 Key Takeaways: Hire for the stage you're in: Optimizing for the current growth phase is more practical than over-indexing on future readiness. Best athlete vs. exact fit: Founders should balance domain expertise with leadership traits and adaptability when hiring executives. Founder engagement matters: Weekly, structured check-ins and full-team involvement in hiring create alignment and momentum. Cross-border hiring works—with discipline: Time zones and cultural fluency can be overcome through consistent communication and a shared entrepreneurial mindset. 💬 Standout Quote: “Hire for now. If you can find someone who gets you from $5 million to $100 million, you’re lucky—but it’s rare. Hire based on track record and get to the next milestone.” – Girish Mirchandani ⏱ Timestamped Highlights: 00:00 – Intro: Meet Girish Mirchandani and WestBridge Capital’s investment thesis 02:25 – Stage-specific recruiting: Why all stages are hard, but Series A brings unique founder challenges 03:43 – Best athlete vs. exact domain match: How to calibrate a search effectively 05:52 – Hire for now, not forever: The practical approach to reducing executive churn 07:44 – Founder involvement: Weekly calls and programmatic hiring with full team participation 10:15 – Candidate POV: Understanding founder imprint and building relationships early 14:38 – Small touches that win candidates: Advice for founders to show care beyond comp 15:55 – Cross-border hiring: How WestBridge handles global team build-outs 18:24 – Cultural fluency: The importance of global mindset and entrepreneurial drive
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Bringing AI into the Interview Process
05/01/2025
Bringing AI into the Interview Process
In this episode of The Talent Tango, Amir speaks with Allison DiDominick, Senior Technical Recruiting Manager at Flexport, about adopting AI interview tools to tackle inefficiencies in the hiring process. From delayed scorecards to inconsistent feedback, Allison walks us through the problem Flexport faced, the pilot implementation of BrightHire, and how AI tools are improving recruiter workflows and evidence-based hiring. 💡 Key Takeaways: Problem First, Then Tool: Flexport struggled with delayed or incomplete scorecards, especially in non-tech roles, which impacted hiring timelines and decision quality. Tool Adoption Strategy: BrightHire was piloted due to its integration with Greenhouse. Allison ensured participation from both recruiters and hiring managers across regions. Measurable Efficiency Gains: Recruiters reduced scorecard documentation time from ~20 minutes to ~5, reallocating time to higher-impact activities like sourcing and stakeholder collaboration. Cultural & Geographic Nuances Matter: GDPR compliance and candidate recording consent were more sensitive issues in EMEA, especially among technical talent. AI as a Supplement, Not a Replacement: Adoption hurdles included concerns about over-reliance on automated transcripts, especially from managers who value personal evaluation processes. 🕒 Timestamped Highlights: 00:00 – Intro to Allison and the challenge Flexport faced with interview scorecards 01:33 – Root problem: inconsistent, delayed, or vague feedback affecting hiring speed and quality 03:53 – Internal process improvements before adopting AI 05:04 – Why BrightHire was selected and how integration with Greenhouse helped 07:28 – Structuring the pilot and selecting participants 08:54 – GDPR, cultural adoption barriers, and opt-out dynamics in EMEA vs US 12:14 – Time savings and recruiter adoption: from 20 minutes to 5 14:46 – Resistance from a marketing leader and how it was addressed 17:40 – Enhancing objectivity and decision confidence in debriefs 20:56 – Reclaiming recruiter hours: from admin to strategy and sourcing 22:20 – What’s next: evaluating alternatives, and deeper analytics from BrightHire 🔖 Quote of the Episode: “The whole idea is that it’s an efficiency gain… so you can apply that time to more strategic work, not just busy work.” — Allison DiDominick
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Build a Long-Term Career in Talent
04/23/2025
Build a Long-Term Career in Talent
What does it take to thrive in talent—even when hiring freezes hit? In this episode, Amir talks with Frank Cebek about building a durable, impactful career in talent acquisition and people leadership. From surviving market downturns to translating business context into recruiting value, Frank shares his journey from consultant to senior people leader—and what skills made all the difference. This one’s packed with practical advice for recruiters, HR leaders, and anyone in people ops navigating today’s volatile job market. 💡 Key Takeaways Business fluency sets you apart. Understand the “why” behind hiring, not just the “what.” Consulting habits stick. Structured thinking, stakeholder alignment, and data storytelling carry over. Downturns are growth opportunities. Expand into comp, HR ops, or mobility when hiring slows. Being technical earns trust. Know the frameworks and you’ll win over hiring managers. Influence through storytelling. Great recruiters don’t just screen—they sell talent internally. 📌 Quote of the Episode “If there’s a problem, go fix it. Senior leaders value people who push through and figure out how to get the job done.” – Frank Cebek 🕒 Timestamped Highlights 00:22 – Intro to Frank and the theme of long-term careers in talent 01:05 – What SeatGeek really does: primary SaaS + ticket marketplace 04:27 – Building adaptability by working with Bay Area startups 06:30 – Internal vs external recruiting: same values, different tempo 08:18 – Bringing consulting rigor into in-house roles 11:21 – Staying technically fluent to earn credibility with engineering 14:14 – Showing recruiter value even when you're not the final decision-maker 16:30 – Telling the story behind “unknown” developers in a .NET Core migration 18:45 – How to use downturns to upskill, not exit the industry 23:18 – Why business context fuels career longevity in TA 25:28 – Connect with Frank on LinkedIn for more TA and HR tech insights
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The Talent Roadmap: Strategy, Stakeholders, and Staying Ahead
04/02/2025
The Talent Roadmap: Strategy, Stakeholders, and Staying Ahead
In this episode, Amir sits down with Ashley Wines from Carta to dig into what it really means for talent teams to be proactive, not reactive. They unpack the need for talent leaders to embed themselves into the business earlier, how to build trust fast, the importance of internal product roadmaps, and how to handle stakeholder dynamics—especially when you're navigating complex matrix organizations. Whether you’re an HRBP, TA leader, or people ops pro, this episode is your blueprint for becoming a strategic talent partner. 🔑 Key Takeaways Embed Early: Talent needs to be in the room before headcount planning begins. Understanding the business roadmap helps talent teams prepare effectively and influence strategy. Shift Left: Embedding talent professionals into product and engineering discussions helps anticipate skill needs and align with future business goals. Proactive ≠ Passive: Even when reacting to business needs, recruiting teams can earn trust by bringing data, insights, and solutions to the table. Strategic Partnerships: Talent teams aren’t order-takers—they’re strategic business partners. Titles are shifting from “recruiting” to “talent” to reflect this. Change Management is Critical: Successful tool and process rollouts require documentation, automation, and clear, repeated communication. Data-Backed Conflict Resolution: Use data to guide tough conversations and reframe unrealistic expectations about hard-to-fill roles. Co-ownership Builds Trust: Inviting hiring managers into the recruiting process—like sourcing or outreach—creates shared responsibility and deepens alignment. ⏱️ Timestamped Highlights 00:00 – Intro to Ashley and episode overview: talent’s influence, proactive vs reactive recruiting, stakeholder juggling. 01:08 – Ideal talent involvement starts at headcount and org design planning. 02:54 – Talent should be part of long-term product or geo-expansion strategy conversations. 04:57 – Who owns the internal talent product roadmap? Why it shouldn’t sit on just one leader’s plate. 06:59 – Embedding with business teams: “Be a fly on the wall early” to shift planning left. 08:09 – Positioning recruiting as strategic, not transactional. Changing from “recruiting” to “talent.” 10:30 – How to build trust fast even in reactive hiring environments. 12:57 – Stakeholder alignment and tool adoption: tailor the pitch to what each team values (data, cost, efficiency). 14:34 – Change management tips: documentation, in-tool workflows, and repetition. 17:02 – Handling friction with hiring managers: bring data, set trial periods, align on timelines. 19:59 – Engaging hiring teams in sourcing or outreach to create shared accountability. 21:45 – Final thoughts and where to connect with Ashley. 💬 Featured Quote “High-quality talent teams aren’t just recruiters—we’re strategic partners helping organizations build smarter, faster, and more effectively.”
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Setting the Stage for Influence as Head of People
03/26/2025
Setting the Stage for Influence as Head of People
In this episode, Amir sits down with Michelle King, Head of People and Talent at Notable Health, to break down what it really means to have a strategic relationship with the CEO. From spotting red flags in the interview process to pushing back (with impact) once you're in the seat, Michelle shares lessons from the trenches—no fluff, all substance. This episode is a must-listen for anyone in a people/talent role looking to elevate their business partnership game and hold their own in the executive room. 🔑 Key Takeaways: Start Before You Start: The foundation of a strong CEO relationship begins in the interview process. Ask tough questions and look for signs of trust across the ELT. Business Acumen Isn’t Optional: Michelle stresses that understanding the business is critical. Process alone won’t get you a seat at the table—insightful problem-solving will. Pushback Is Partnership: Don’t default to yes. Strong people leaders challenge assumptions and influence decisions, even when it’s uncomfortable. First 90 Days Matter: Use that window to deeply understand the business and build credibility. Skip the cookie-cutter playbook—adapt to the org’s context. Train for Influence Early: People functions need to develop business fluency across all levels, not just at the top. Siloed ops teams can’t build real impact. ⏱️ Timestamped Highlights: [00:01:00] – What defines a healthy CEO–People partnership (hint: trust and strategic tension). [00:03:00] – Why the relationship starts before day one—what to ask in interviews to spot red flags. [00:07:00] – How Michelle probes for trust dynamics across the ELT during hiring. [00:08:00] – The blueprint for the first 90 days—how deep business knowledge fuels impact. [00:11:00] – Process ≠ progress: why strong relationships are built through solving business problems, not running playbooks. [00:15:00] – Why leaders can’t hide behind “process comfort” if they want a seat at the table. [00:22:00] – The art of saying no: Michelle’s case for pushing back and protecting the business. [00:26:00] – Why transparency about your leadership style in the interview phase sets the stage for success. [00:28:00] – Final thoughts: if the org isn’t ready for tough conversations, it’s probably not the right seat. 💬 Quote of the Episode: “If you continue to say yes to everything, you become known as that person. And then it's just like—I'm not coming to you for strategy. I'm just coming to you to execute. You become an order taker, not a strategic partner.”
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The Candidate Experience Toolkit: Referrals, Follow-Ups & CRM
03/19/2025
The Candidate Experience Toolkit: Referrals, Follow-Ups & CRM
In this episode, Amir Bormand is joined by Kate Esterman, Director of Global Talent Acquisition at Integral Ad Science. Together, they dive deep into the ever-evolving landscape of candidate experience, discussing how market shifts—from candidate-driven to client-driven—impact the way companies engage talent. Kate shares actionable strategies, real-world examples, and her perspective on balancing high-touch human interactions with the scalability of automation, all while maintaining a standout candidate journey. Whether you're scaling your TA team, facing hiring freezes, or juggling high-volume hiring demands, this conversation is packed with valuable insights for anyone passionate about elevating talent experiences. Key Takeaways: Consistency is Key: Regardless of market conditions, ensure candidates walk away wanting to work with your company—even if they don't get the job. Communication First: Regular, transparent communication can’t be skipped. A simple follow-up message goes a long way, especially when bandwidth is tight. Leverage the Whole Organization: Activate your employees as brand ambassadors and referrers—especially valuable in tight-knit or small markets. Be Transparent Early: Set expectations around compensation, timelines, and processes upfront to minimize surprises and drive offer acceptances. Personalized Automation: Automation tools are helpful but should never feel robotic—infuse human touch into every automated message. Think Long-Term: Build your CRM and talent community today for tomorrow’s hires. Candidate experiences linger far beyond the immediate role. Timestamped Highlights: [00:01:00] Kate introduces IAS and their work partnering with major platforms like TikTok & YouTube. [00:02:08] How market swings—from candidate-driven to surplus talent—impact candidate experience. [00:03:50] Resource constraints and bandwidth challenges: why both hiring booms and slowdowns affect communication gaps. [00:05:30] Creative solutions: How IAS doubled referral bonuses and engaged employees as recruiters in niche markets like Dublin. [00:08:00] Speed, flexibility, and upfront transparency: The pillars of a great candidate experience, regardless of market. [00:12:20] “Follow-Up Fridays”: Kate’s simple yet powerful hack to prevent candidates from falling through the cracks. [00:14:00] Can GenAI and automation improve candidate experience? The fine line between efficiency and personal touch. [00:16:30] Why long-term thinking matters: Stories of candidates who declined offers but re-engaged years later. [00:22:30] How talent teams can think like marketers—keeping candidates warm through events, brand building, and community engagement. Quote Highlight: "No matter what market we're in, every candidate should walk away wanting to work for your company—whether they got the offer or not." – Kate Esterman Connect with Kate: LinkedIn: https://www.linkedin.com/in/recruitertech
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From Math to People Leadership
03/12/2025
From Math to People Leadership
In this episode, we dive into Brittany Rohde’s unconventional journey into the HR and people space. With a background in mathematics and a love for admin, Brittany has successfully navigated the world of people operations, compensation, and leadership. We explore how she transitioned from a math degree into HR, her philosophy on taking opportunities, and why she believes every people team should have an engineering component. Key Takeaways 🔹 Diverse Backgrounds Can Drive Success – Brittany’s transition from math to HR showcases the power of transferable skills and how technical backgrounds can bring unique problem-solving abilities to people operations. 🔹 Say Yes to Opportunities – Raising her hand for projects at GitLab led Brittany into compensation and benefits, ultimately shaping her career trajectory. 🔹 The Power of Admin & Automation – A self-proclaimed admin enthusiast, Brittany discusses the importance of balancing operational efficiency with strategic initiatives. 🔹 People Ops Needs Engineers – She strongly advocates for having a dedicated engineering resource to automate and streamline HR processes, improving efficiency and scalability. 🔹 Passion Over Titles – Brittany emphasizes that career success isn’t about chasing promotions but about leaning into what excites you and where you can add the most value. Timestamped Highlights ⏳ [00:01:00] – Brittany’s unexpected path from a math degree to HR ⏳ [00:03:00] – Landing an HR role at GitLab and leveraging technical skills ⏳ [00:05:00] – How raising her hand led her into compensation strategy ⏳ [00:08:00] – The role of admin work in HR and its strategic importance ⏳ [00:09:00] – Why every people team should have a dedicated engineer ⏳ [00:12:00] – Budgeting for automation and how to make the business case ⏳ [00:14:00] – The impact of technical skills on HR decision-making ⏳ [00:16:00] – Scaling the people function at Monarch Money ⏳ [00:18:00] – Advice for math and technical students considering HR careers Quote of the Episode "I've never been driven by title. I've always been driven by: Is this something that excites me? Is this something I can learn from?" – Brittany Rohde Connect with Brittany 🔗 LinkedIn: https://www.linkedin.com/in/brittany-rohde-970964b2 Enjoying the Podcast? If you found this episode insightful, share it with your network! Don’t forget to subscribe, leave a review, and let us know your thoughts in the comments. 🚀
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The Power of Transparency in Hiring
03/05/2025
The Power of Transparency in Hiring
In this episode, Amir Bormand is joined by Cory Eustice, a seasoned talent leader, to dive into the importance of transparency in the hiring process. They explore how organizations can improve candidate experiences, hiring outcomes, and long-term retention by fostering open and honest conversations from the very start. Key Takeaways: Transparency in Hiring Matters – Candidates should be given a full, honest picture of the role, the company, and the challenges they might face. Hiring Managers Play a Role – Recruiters must work closely with hiring managers to ensure they openly discuss both the positives and challenges of a role. Quality Over Speed – Rushing to fill positions without clear alignment on expectations leads to mismatches and retention issues. Metrics That Matter – Effective hiring isn’t just about speed; it’s about tracking key indicators like offer acceptance rates, retention, and conversion rates. Retrospective Learning – Teams should evaluate both successful and unsuccessful hires to continuously refine their approach. Timestamped Highlights: [00:01:00] – Cory’s perspective on how transparency helps candidates feel confident in their decisions. [00:03:00] – Amir shares a personal story about how a lack of transparency in his early career led to a short tenure. [00:07:00] – How hiring managers should approach transparency with candidates to set the right expectations. [00:12:00] – Why metrics like time-to-hire alone don’t define success and what recruiters should really focus on. [00:17:00] – Cory’s "building a great house" analogy to explain the balance between structure and flexibility in recruiting. [00:22:00] – How recruiters can fine-tune their processes by analyzing offer declines and retention data. [00:28:00] – The importance of looking at successful hires, not just failures, to understand what works. Quote from the Episode: "The best recruiters aren’t just filling roles—they’re career coaches, sales enablers, project managers, and therapists. Transparency is the foundation for all of that." – Cory Eustice Connect with Cory: 🔗 LinkedIn: Enjoyed this Episode? Share this episode with someone in the talent and recruiting space! Subscribe, rate, and review the podcast to help more people find it. Drop a comment—what are your thoughts on transparency in hiring? 🎙️ Stay tuned for more episodes covering the most important topics in talent and recruiting!
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Why Onboarding Matters as Much as Hiring
02/26/2025
Why Onboarding Matters as Much as Hiring
In this episode, Amir sits down with Meg Henry, Head of People & Talent at Companyon Ventures, to explore why onboarding deserves just as much attention as hiring. Meg shares practical insights on structuring an effective onboarding process, ensuring a smooth transition for new hires, and increasing business efficiency through thoughtful onboarding. If you’re in a people or talent leadership role, this conversation is packed with valuable takeaways to refine your onboarding strategy. Key Takeaways ✅ Onboarding is often neglected – Companies spend months hiring but little time ensuring new hires succeed. ✅ Accessibility is key – Provide clear, organized resources to reduce new hire anxiety and unnecessary questions. ✅ Hybrid work adds complexity – Without casual office interactions, structured onboarding is more critical than ever. ✅ Onboarding should be role-specific – While company orientation is helpful, tailored onboarding plans drive success. ✅ A small time investment pays off – 2.5 hours spread over 90 days can significantly improve onboarding effectiveness. Timestamped Highlights 🔹 [00:01:00] – Meg explains what Companyon Ventures does and her role in supporting portfolio companies. 🔹 [00:02:30] – The imbalance between hiring and onboarding: why onboarding often gets overlooked. 🔹 [00:04:00] – New hire awkwardness: how to make the first days less overwhelming. 🔹 [00:06:00] – Hybrid onboarding challenges and solutions. 🔹 [00:08:00] – Key elements of successful onboarding: company orientation vs. role-specific onboarding. 🔹 [00:11:00] – Helping leaders understand onboarding’s ROI and why it accelerates productivity. 🔹 [00:14:00] – Can AI improve onboarding? Meg shares her thoughts on automation and AI-driven solutions. 🔹 [00:16:00] – Signs of weak onboarding and how to identify gaps in the process. 🔹 [00:20:00] – How much time should a startup invest in onboarding? The answer may surprise you. Quote from the Episode 🗣️ “You wouldn't invite someone to your house and expect them to find their own way without directions—so why would you do that with a new hire?” – Meg Henry Connect with Meg Henry 📌 LinkedIn: https://www.linkedin.com/in/megjwhenry/ 🎧 Enjoyed the episode? ✔️ Subscribe, leave a review, and share with your network! ✔️ Follow The Talent Tango for more insights on talent leadership and business strategy.
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Cracking the Code of Talent Playbooks
02/12/2025
Cracking the Code of Talent Playbooks
In this episode, we dive deep into Talent Acquisition (TA) playbooks—how recruiting leaders bring their experiences, frameworks, and best practices into new roles, and how they adapt them to different company environments. Henry shares his insights on onboarding into a new company, assessing existing hiring practices, and implementing change management strategies that actually stick. Key Takeaways: 🔹 The Art of the TA Playbook – Bringing structured frameworks from past roles, but adapting them based on company culture and business needs. 🔹 Assess Before You Act – Why it’s crucial to inventory the hiring process before making sweeping changes. 🔹 Pattern Matching in Recruiting – Identifying what works across different organizations while allowing for unique nuances. 🔹 Building Stakeholder Buy-In – How to communicate the value of recruiting changes effectively and ensure adoption. 🔹 Data-Driven Change Management – Using measurable metrics to validate changes in the hiring process. 🔹 Finding Your Champions – Why recruiting success hinges on internal advocates at different levels, not just leadership. Timestamped Highlights: ⏳ [00:00:00] – Introduction to Henry Hippely & the concept of TA playbooks. ⏳ [00:02:00] – Understanding the variability in hiring processes across different company stages. ⏳ [00:04:30] – How long should you observe before implementing changes? ⏳ [00:06:50] – The balance between showing value and avoiding premature changes. ⏳ [00:10:15] – Identifying your own leadership style and conflict approach in recruiting. ⏳ [00:14:30] – Using data to prove what’s working (or broken) in the hiring funnel. ⏳ [00:19:00] – The challenge of managing hiring processes alongside domain experts. ⏳ [00:21:30] – Proactive vs. reactive recruiting – how to show value outside of hiring metrics. ⏳ [00:24:00] – Finding champions to drive adoption and cultural change in hiring. ⏳ [00:26:00] – How to connect with Henry for follow-up questions. Quote of the Episode: "Hiring isn't just about filling roles—it's about building trust, refining processes, and ensuring the business sees recruiting as a strategic function, not just a service." – Henry Hippely Connect with Henry Hippely: 📍 LinkedIn: https://www.linkedin.com/in/henryhippely/ Like This Episode? 👉 Subscribe, rate, and share with fellow talent professionals! Your feedback helps us bring more insightful conversations to the podcast.
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Aligning Talent Strategy with Business Needs
02/05/2025
Aligning Talent Strategy with Business Needs
In this episode of The Talent Tango, Amir Bormand is joined by Alex Kim, Head of Talent at NewLimit, to discuss the nuances of expectations and requirements in talent acquisition. They dive into how talent professionals can better understand and serve domain experts, establish success criteria, and adapt to the unique challenges of niche and bleeding-edge industries like biotech. Whether you're an early-career recruiter or a seasoned talent leader, this conversation offers invaluable insights into building trust, setting realistic expectations, and aligning talent strategies with business objectives. Key Takeaways: Understanding the Stakeholders You Serve: Talent acquisition is a consultative function. By deeply understanding the organizational structure, team dynamics, and priorities, recruiters can align their strategies with business goals. Data-Driven Collaboration: Use talent mapping and market data to set clear expectations with hiring managers, especially for niche roles. Transparency is key to refining hiring criteria and finding creative solutions. Building Relationships Beyond the Job Post: Strong relationships with hiring managers aren’t built overnight. Attend team meetings, listen actively, and invest in understanding technical priorities to foster trust and streamline collaboration. Navigating Challenges in Niche Hiring: Hiring for cutting-edge industries requires long-term thinking and creative sourcing strategies, such as engaging academic institutions and leveraging leaders’ networks for outreach. Balancing Process with Agility: Processes should enable, not hinder, recruiting success. Adapt your approach based on organizational priorities and challenges, knowing when to tighten or loosen guardrails. Timestamped Highlights: [00:01:10] Alex defines what it means for talent professionals to serve domain experts. [00:03:07] The importance of understanding organizational design and team strengths before starting a search. [00:04:40] How to build trust with hiring managers and maintain relationships during lulls in hiring activity. [00:07:22] Alex on pushing back against unrealistic expectations with data and market insights. [00:12:45] The unique challenges of sourcing for bleeding-edge industries like biotech. [00:18:07] Redefining talent acquisition as a consultative role. [00:24:04] Balancing process efficiency with the need for agility in recruiting. Quote of the Episode: "Despite being domain experts, hiring managers rely on us as talent advisors—not order takers. Our job is to bring the market data, build relationships, and guide them toward the best talent solutions." — Alex Kim Resources and Links: Connect with Alex Kim on LinkedIn: Email Alex: alex.kim@newlimit.com Learn more about NewLimit: Subscribe and Follow: Don’t forget to like, subscribe, and leave a comment about what resonated with you from this episode. Follow The Talent Tango for more insights from leaders shaping the future of work.
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Community Building & Founder Hiring Pressure
01/29/2025
Community Building & Founder Hiring Pressure
In 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/ Enjoyed the Episode? ✔️ Subscribe for more insights on hiring, talent, and community building. ✔️ Share with a colleague who would find this valuable! ✔️ Comment with your thoughts—we’d love to hear from you.
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Exploring Program Management in Talent
01/22/2025
Exploring Program Management in Talent
In this episode, Amir speaks with Tiffany Chandra, Director of People and Talent at Sapphire Ventures, about the intersection of program management and talent acquisition. Tiffany shares her journey into program management, the skills she cultivated, and how program management principles can transform talent functions in organizations of any size. Whether you’re in a small company or a large organization, Tiffany’s insights offer practical ways to enhance recruiting strategies and improve team alignment. Key Takeaways Program Management in Talent: Effective program management aligns multiple recruiting projects under shared goals, ensuring seamless workflows and outcomes. Stakeholder Alignment is Foundational: Building strong relationships and setting clear expectations with stakeholders ensures program success. Governance and Ownership: Defining clear roles and accountability for team members leads to more efficient talent processes. Embracing Ambiguity: Thriving in undefined roles and adapting to challenges fosters creativity and innovation. Feedback and Iteration: Actively seeking feedback from cross-functional teams helps refine processes and deliver better outcomes. Episode Highlights [00:00:00] Introduction: Meet Tiffany Chandra and learn about Sapphire Ventures’ focus on growth-stage companies. [00:01:32] Defining Program Management in Talent: How program management differs from project management and applies to recruiting. [00:04:15] Stakeholder Alignment: Understanding the needs and priorities of stakeholders to drive results. [00:05:22] Governance Structures: Creating accountability and streamlining workflows in recruiting. [00:08:27] Recruiters as Project Managers: Why talent teams can benefit from adopting program and project management techniques. [00:11:31] Setting Expectations Early: Aligning with stakeholders upfront to avoid miscommunication and delays. [00:15:04] Enforcing Accountability: Managing matrixed teams to ensure consistent participation and delivery. [00:20:31] Transitioning to Program Management: Skills and mindset shifts needed to move from recruiting to program management roles. [00:24:00] Metrics in Program Management: How program metrics differ from traditional recruiting KPIs. [00:28:42] Thriving in Ambiguity: Learning to navigate undefined roles and leveraging feedback for continuous improvement. [00:30:30] Closing Thoughts: Tiffany shares advice for those considering a move into program management. This episode is a must-listen for talent professionals and recruiters looking to enhance their processes, adopt program management principles, and create more impactful hiring strategies. 📩 Connect with Tiffany: Reach out to Tiffany on LinkedIn to continue the conversation and learn more about transitioning into program management. https://www.linkedin.com/in/tiffanyschandra/
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Hiring Strategies for Early-Stage AI Startups
01/15/2025
Hiring Strategies for Early-Stage AI Startups
In this episode, host Amir Bormand sits down with Meg Sahni, Senior Director of Talent at Radical Ventures, to explore the intricacies of hiring for early-stage AI companies. With AI's rapid growth, Meg shares valuable insights on navigating a highly competitive talent market, building effective early teams, and establishing a strong employer brand. Key Takeaways: AI Startup Talent Categories: Understanding the differences between "AI-first" companies building foundational models and "applied AI" companies leveraging existing models. Strategic Team Building: Recruiting top-tier talent across research, engineering, and product management to support AI-first and applied AI initiatives. Employer Branding: The importance of participating in conferences, publishing technical content, and engaging in hackathons to attract and retain AI talent. Candidate Motivations: Why aligning with candidates' motivations and clearly articulating company vision are crucial for securing top talent. Lean Team Dynamics: How small, experienced teams at the staff and principal levels outperform in early-stage startups. Highlights with Timestamps: [00:01:35] Breaking down AI-first vs. applied AI companies and their distinct talent needs. [00:03:30] Challenges in recruiting specialized roles like machine learning engineers and data infrastructure experts. [00:07:38] Competitive hiring strategies: Crafting compelling narratives and discussing compensation philosophy. [00:09:37] The role of employer branding in attracting high-caliber talent. [00:14:52] Candidate decision-making: Weighing compensation and stability against impact and innovation. [00:19:47] Best practices for early-stage hiring: Avoiding over-hiring and prioritizing high-impact roles. Engage with Meg Sahni: Connect with Meg on LinkedIn to continue the conversation about hiring strategies in AI startups and beyond: https://www.linkedin.com/in/meg-sahni/ Tune in to this episode for actionable advice on building successful teams in the fast-paced world of AI!
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Transforming People and Talent Functions into Strategic Drivers
01/09/2025
Transforming People and Talent Functions into Strategic Drivers
In this insightful episode, Amir Bormand interviews Jim Conti, Talent Partner at Hyde Park Venture Partners, about redefining the value of people and talent functions. Jim shares strategies for evolving the role from being process-driven to a core strategic contributor, while highlighting the importance of aligning with business goals, automating admin tasks, and building impactful employee experiences. This episode is packed with practical advice for HR professionals, talent leaders, and anyone looking to amplify the value of their talent organization. Key Takeaways: Identify Your Org’s People Function Priorities: The reporting structure and allocated budget reveal how much a company values its talent function. Evolve from Admin to Strategic: Focus on aligning talent initiatives with broader business goals and automate routine tasks to free up time for strategy. Build a Business Case for Talent Investments: Use data and ROI-driven arguments to gain leadership buy-in for new tools and initiatives. Set Boundaries Without People-Pleasing: Clarity and transparency in career development discussions create trust and empower employees without over-promising. Measure Talent Impact: Post-hiring surveys and bar-raiser metrics help show the business value of talent initiatives. Timestamped Highlights: [00:00:30] Introduction to the role of people and talent functions in organizations. [00:03:00] Key indicators of whether an organization views HR as strategic or process-driven. [00:05:14] Shifting the people function from admin-heavy to strategically aligned. [00:07:54] Building a business case for HR investments and gaining buy-in from leadership. [00:11:54] The importance of transparency and clarity in employee development conversations. [00:18:00] How talent leaders can demonstrate business value by engaging with stakeholders. [00:23:00] Questions to ask during the interview process to assess a company’s strategic outlook on talent. [00:24:55] Matching organizational challenges to your personal career goals. If you’re looking for actionable insights to elevate your talent organization, this episode is a must-listen. Share it with your network to inspire more strategic thinking in the HR and talent space. Don’t forget to like, comment, and subscribe to stay updated with the latest discussions in talent leadership! Jim Conti: https://www.linkedin.com/in/contijc/ Jim Conti is the Talent Partner at Hyde Park Venture Partners and has been with the firm since 2021. In this role, Jim provides strategic talent support and consulting to the firm's portfolio of companies. Prior to Hyde Park Venture Partners, Jim served as head of people at dscout and Sprout Social — both Chicago-based software startups. In these roles, Jim built, grew, and oversaw teams across recruitment, talent management, DEI, culture, HR, and benefits strategy. The impact of this work is seen in awards from Glassdoor, Chicago Tribune, Crain’s Chicago, and Built in Chicago.
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Founders, Hiring, and Navigating the Unknown
12/04/2024
Founders, Hiring, and Navigating the Unknown
In this insightful episode, host Amir speaks with Tanaz Mody, Head of People Operations and Talent at Lerer Hippeau, to explore the unique challenges founders face in hiring and leadership. The conversation highlights the complexities of transitioning from founder to CEO, building trust, and making strategic hiring decisions in early-stage startups. Tanaz provides practical advice on delegation, setting expectations, and the evolving role of People Operations in supporting business growth. Episode Highlights Founders and Hiring Challenges The emotional attachment founders have to their business often makes hiring decisions difficult. Common pitfalls in hiring due to lack of alignment on company needs. Delegation and Trust The importance of founders learning to delegate effectively and trust their teams. Building safe spaces for transparent communication and collaboration. Strategic Decision-Making Setting milestones and frameworks to align hiring with business goals. How People Operations can facilitate smoother transitions during early-stage growth. From Founder to CEO The mindset shift required to evolve from a hands-on founder to a strategic CEO. Overcoming the challenges of scaling leadership and adapting to new roles. VC Talent Partners’ Role Unique insights from VC-backed talent advisors to help startups scale efficiently. Support for founders in aligning business strategy with leadership growth. Key Takeaways Trust and Delegation are Non-Negotiable Founders must embrace delegation and trust their team to scale the business effectively. Strategic Hiring Requires Milestones Establish clear benchmarks to ensure hires align with the company’s current and future needs. Transitioning to CEO Requires a Mindset Shift Founders need to focus on big-picture strategy rather than micromanaging daily tasks. People Operations is Key to Scaling A well-defined People Ops strategy ensures smoother transitions and long-term growth. Listen now for actionable insights on building a stronger team, scaling leadership, and navigating the founder-to-CEO journey! Don't forget to like, share, and subscribe for more engaging conversations with industry leaders. Guest: Tanaz Mody is the Head of People Operations and Talent at Lerer Hippeau, where she drives strategic hiring and fosters high-performing teams. With extensive experience across industries, she specializes in innovative recruitment strategies, inclusive work environments, and aligning talent with organizational goals. LinkedIn: https://www.linkedin.com/in/tanazmody/ ---- Thank you so much for checking out this episode of The Talent Tango. We would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)
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