The Talent Tango
The Talent Tango where we will be interviewing guests to speak about talent acquisition, recruitment technologies, marketing, and human resources topics.
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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: [email protected] 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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Empowering Women in the Workplace: Navigating Health, Advocacy, and Balance
11/20/2024
Empowering Women in the Workplace: Navigating Health, Advocacy, and Balance
In this powerful episode, Amir Bormand speaks with Dena Singleton, Chief HR Officer at Kajabi, about the challenges women face throughout their careers. They explore key issues like balancing personal and professional life, navigating health-related workplace returns, and addressing menopause—a topic often overlooked in organizational conversations. Dena shares personal stories and actionable advice on creating inclusive environments, advocating for oneself, and fostering open communication. This episode offers valuable insights for HR leaders, managers, and anyone looking to create more equitable and supportive workplaces. Key Takeaways: Recognize and Address Unique Challenges: Understand how career interruptions due to health or family leave impact women's careers and what organizations can do to support them. Foster Open Communication: Create environments where employees feel empowered to share challenges without fear of judgment. Support Career Growth: Help women future-proof their careers by advocating for fair policies, promoting leadership development, and addressing workplace biases. Prioritize Self-Advocacy and Allyship: Encourage women to advocate for themselves while fostering a culture of mutual support and inclusion. Episode Highlights: 01:16 – Challenges Women Face in the Workplace 01:54 – Finding Your Voice and Addressing Performance Issues 06:00 – Personal Story: Navigating Health Issues at Work 09:59 – Return to Work and Remote Work Challenges 13:24 – Navigating Work During COVID-19 14:35 – Family Leave and Career Impact 17:13 – Future-Proofing Your Career 18:47 – Addressing Anxiety and Self-Improvement 19:56 – Challenges of Menopause in the Workplace 25:00 – Advocating for Yourself and Others Guest: Dena Singleton is the Chief People Officer at Kajabi, a leading platform empowering creators to build, market, and sell online courses and content. With a career spanning over two decades in human resources and organizational leadership, Dena excels in driving people-first strategies that align with business goals. Her expertise includes scaling teams, fostering inclusive cultures, and leading through transformational change. Dena is passionate about creating environments where employees thrive and businesses succeed, leveraging her deep knowledge of talent development, DEI initiatives, and strategic workforce planning. LinkedIn: https://www.linkedin.com/in/hellofromdena/ ---- 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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Mastering Storytelling in Talent Acquisition
11/13/2024
Mastering Storytelling in Talent Acquisition
In this episode, Amir Bormand sits down with Loren Boyce, VP of Talent Acquisition at M13, to dive into the art of storytelling in recruiting. They explore how effective storytelling can transform hiring processes, align teams, and attract top talent. Whether you’re a founder, a hiring manager, or in the talent space, this episode is packed with actionable insights on bridging the gap between job descriptions and the human experience. Key Takeaways: Start the Story at the Beginning: Great storytelling begins when you first conceptualize the role, helping align hiring managers and candidates with the mission. Job Descriptions Need Magic: Avoid sterile, bullet-heavy job descriptions. Infuse them with the company’s passion, challenges, and goals to attract the right fit. Recruiting is Marketing: Treat the hiring process as a marketing effort, focusing on authenticity and alignment rather than a transactional approach. Understand Candidate Motivations: By engaging in meaningful conversations about what excites and drains candidates, you create authentic connections. Context Over Credentials: Instead of focusing solely on qualifications, highlight the impact and opportunities the role provides. Timestamped Highlights: [00:00:00] Introduction to Loren Boyce and the theme of storytelling in recruiting. [00:02:07] Why storytelling aligns teams and creates better hiring processes. [00:04:36] Metrics-driven recruiting vs. holistic approaches to finding the right fit. [00:06:35] The pitfalls of sterile job descriptions and the power of narrative-driven roles. [00:09:53] How to weave expectations and growth opportunities into the job story. [00:12:44] Addressing challenges and being transparent during the recruiting process. [00:16:15] Insights from tech recruiting: Context over technical jargon. [00:18:25] How to connect with Loren for more tips on impactful hiring practices. Quote of the Episode: "Great storytelling in recruiting is about aligning the role’s mission with the candidate’s aspirations, creating a shared vision for success." – Loren Boyce Connect with Loren Boyce: Loren Boyce is a recruiter and talent acquisition leader who has helped companies like VMware, DigitalOcean, and Toast build and scale their teams in preparation for their IPOs. In 2020, she joined M13, an LA + NY-based venture capital firm, as VP of Talent Acquisition. Loren works with M13 portfolio company founders and their teams to help them build their dream teams. Her approach offers a simple structure and a customizable process for driving alignment and making better hiring decisions. LinkedIn: https://www.linkedin.com/in/lorenboyce/ Action Items: Share this episode with fellow recruiters or hiring managers passionate about improving storytelling in talent acquisition. Like, subscribe, and comment to keep the conversation going. 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.
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Building Inclusive Talent Strategies
11/06/2024
Building Inclusive Talent Strategies
In this episode, Amir Bormand sits down with Hilliary Turnipseed, Senior Director of Talent at Kapor Capital, to explore the essential practices behind consciously inclusive hiring. They dive into how organizations can diversify their talent pools, avoid hiring biases, and create equitable opportunities for underrepresented groups. Hilliary shares how Kapor Capital’s investment philosophy centers on closing access gaps for low-income communities and communities of color. She also discusses how talent leaders can adopt inclusive strategies, de-risk hiring decisions, and expand their reach beyond traditional recruitment methods. Key Takeaways: Adopt an Inclusive Hiring Mindset: Build diversity by embedding inclusive hiring practices into the core of recruitment processes. Expand Talent Networks: Reach beyond traditional talent pools through partnerships and active community engagement. De-Risk Hiring Decisions: Use data-driven processes and unbiased evaluation methods to make fair, transparent decisions. Support Candidates and Founders: Offer tools, resources, and community partnerships to help founders build diverse and high-performing teams. Episode Highlights: 01:56 – Consciously Inclusive Hiring Explained 03:18 – Challenges and Solutions in Hiring 05:41 – Expanding Networks and Talent Pools 09:06 – Building a Fair and Equitable Talent Network 12:20 – Navigating the Current Job Market 16:43 – Advice for Candidates and Recruiters Guest: Hilliary Turnipseed is the Senior Director of Talent at Kapor Capital, where she focuses on building diverse, inclusive teams across Kapor's portfolio companies. With a deep commitment to equity and belonging in the workplace, Hilliary works closely with founders to embed inclusive hiring practices and de-risk hiring decisions. She has extensive experience in talent acquisition, diversity and inclusion, and has collaborated with organizations like Diversify Tech and Black Code Collective. Through her work, Hilliary empowers companies to broaden their talent pools, avoid biases, and create fair, equitable opportunities in hiring. LinkedIn: https://www.linkedin.com/in/hilliaryturnipseed/ ---- 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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Super Agility in Talent Management
10/30/2024
Super Agility in Talent Management
In this episode, Amir sits down with Kelsey Lang, Global Head of Talent at Techstars, to explore how organizations can achieve 'super agility' in talent management. Kelsey shares how startup-style adaptability can be combined with strong foundational processes to manage teams effectively in fast-moving environments. They discuss blending cultural nuances, balancing flexibility with structure, and leveraging agile project management frameworks like Scrum and Kanban to improve team efficiency. Kelsey also highlights how aligning stakeholders can unlock greater organizational success. Key Takeaways: Adaptability Is Key: Agile organizations balance flexibility with a stable operational foundation. Stakeholder Engagement Matters: Involving stakeholders in process creation drives better collaboration. Agile Frameworks for Talent: Applying Scrum and Kanban can enhance adaptability in HR processes. Cultural Awareness: Understanding company culture helps tailor agile practices for maximum effectiveness. Episode Highlights: 01:24 - Defining Agility in Talent Management How agility differs from traditional talent management models The role of adaptability in scaling startups 03:37 - Skills Needed for Flexibility in Talent Why continuous learning and stakeholder collaboration are essential Tips for building adaptable teams ready for change 07:03 - Challenges and Strategies in Talent Management Common obstacles when scaling talent operations Kelsey’s insights on handling rapid growth and evolving roles 13:25 - Implementing Agile Methodologies in Talent Adapting Scrum and Kanban for HR processes How Techstars uses project management principles to streamline talent operations Guest: Kelsey Lang is a talent and people leader with over 20 years of experience building, scaling and transforming. She has worked with small, early stage startups, large, publicly-traded organizations and other orgs in between. Kelsey is passionate about building and designing talent systems that are aligned to the business to drive outcomes and cultivating cultures of high engagement and inclusion. LinkedIn: https://www.linkedin.com/in/kelseylang1/ ---- 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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The Power of Little Things in Talent Management
10/23/2024
The Power of Little Things in Talent Management
In this episode, Amir Bormand sits down with Laura Hilton, Head of Executive Talent at Bain Capital Ventures, to explore how small but impactful actions in talent management can drive long-term success. They discuss the importance of relationship-building, effective follow-ups, and creating a standout candidate experience. Laura shares how successful companies differentiate themselves by mastering the 'little things' — from personalized outreach to seamless communication. She also offers actionable strategies for leveraging technology and maintaining personal discipline in follow-ups. Key Takeaways: Small Efforts, Big Impact: Consistent follow-ups and personalized communication can set companies apart. Executive Talent Management Is Unique: It requires specialized strategies beyond standard recruitment practices. Technology as an Enabler: Smart use of tech can streamline communication and enhance follow-up processes. Personal Accountability: Talent leaders must take ownership of relationship-building to succeed in a competitive hiring market. Episode Highlights: 01:38 - The Importance of Little Things in Talent Management How simple, thoughtful actions can transform candidate experiences Why small efforts build trust and long-term relationships 01:56 - Differences in Executive Talent Management Unique challenges in recruiting for executive roles Custom strategies for sourcing top-tier talent 04:24 - Key Little Things in Talent Management Importance of personalized follow-ups and proactive communication Building authentic connections through thoughtful outreach 08:02 - Challenges and Best Practices in Follow-Ups How to manage follow-up fatigue and maintain momentum Tactics for staying organized and consistent 14:06 - The Role of Technology in Talent Management Tech tools that help automate follow-ups without losing the personal touch Balancing tech-driven efficiency with human-centric engagement 16:40 - Managerial and Personal Responsibility in Follow-Ups Why personal discipline is essential for long-term recruitment success How leaders can set a standard for thoughtful and effective communication Guest Laura Hilton has over a decade of experience in talent, scaling organizations through rapid growth. At BCV Laura is focused on collaborating with founders on their executive talent strategy while also playing a key role in expanding and strengthening their talent ecosystem. Before BCV, Laura spent 5 years at Stripe as a founding member of the executive recruiting team, helping the organization from 700-7000. Before Stripe, she led the Global Talent function at AppDirect, helping scale the company across the US, Canada, Brazil, and India. LinkedIn: https://www.linkedin.com/in/laurahilton10/ ---- Thank you so much for checking out this episode of The Tech Trek. 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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Mastering Recruiting Frameworks
10/16/2024
Mastering Recruiting Frameworks
In this episode, Amir is joined by Cassie Chao Leemans, Vice President of Talent at Craft Ventures, for an insightful discussion on creating scalable and effective recruiting strategies. Cassie shares her expertise on building strong recruiting frameworks, defining competencies, and ensuring fair and consistent hiring processes. The conversation dives into crucial concepts like "interview debt," balancing high hiring standards with bias reduction, and the essential role founders play in early-stage hiring success. Whether you're scaling a team or refining your recruitment approach, this episode is packed with actionable advice. Key Takeaways: Foundational Recruiting (01:25): Establishing a clear recruiting framework ensures alignment and long-term hiring success. Defining Competencies and Roles (06:41): Clearly defining roles and required competencies streamlines candidate evaluations. Interviewer Training (09:41): Consistent interviewer training helps reduce bias and improve the overall candidate experience. Avoiding Interview Debt (11:59): Proactively managing interview processes prevents inefficiencies and missed opportunities. Balancing High Standards and Biases (17:35): Striking the right balance between maintaining standards and minimizing bias leads to better hiring decisions. Scaling Your Hiring Process (21:55): Implementing a structured hiring process early makes scaling easier and more effective. Guest: Cassie Leemans is the VP Talent at Craft Ventures, where she plays a pivotal role in building high-performing teams and shaping talent acquisition strategies. With a rich background in recruitment and talent management, Cassie excels at integrating agile methodologies and fostering team flexibility. Her experience spans various sectors, where she has successfully aligned talent initiatives with business growth goals, enabling companies to scale effectively. Cassie is passionate about enhancing recruitment processes through innovation and collaboration, making her a dynamic leader in the talent space. https://www.linkedin.com/in/cassieleemans/ ---- Thank you so much for checking out this episode of The Tech Trek. 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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AI's Impact on Talent Management
10/09/2024
AI's Impact on Talent Management
In this episode, Erin Peterson, Head of Talent at Great Hill Partners, joins Amir Bormand to explore the evolving role of AI in talent management. They discuss how generative AI can streamline recruiting processes, reduce administrative burdens, and improve candidate experience while maintaining a human touch. Erin shares insights on balancing automation with personal engagement and how technology can enhance decision-making in hiring. The conversation also touches on change management, bias reduction, and preparing teams for AI-driven processes. Key Takeaways: Automation in Recruiting: AI-driven tools can automate administrative tasks like scheduling, sourcing, and interview follow-ups, freeing recruiters to focus on building relationships. Candidate Experience Matters: Automating processes can enhance the candidate journey through personalized updates, feedback loops, and clear process communication. Balancing Human and Machine: While AI can reduce repetitive tasks, recruiters still play a vital role in selling roles, providing personalized experiences, and ensuring culture fit. Leadership and Change Management: Talent leaders must adopt a learning mindset, champion upskilling, and embrace technological shifts with curiosity and adaptability. Highlights: 01:24 – Defining AI's Role in Talent Management 03:50 – Automation Opportunities in Recruiting 06:15 – Enhancing Candidate Experience with AI 09:40 – Reducing Bias Through Data-Driven Decisions 12:30 – Future-Proofing Talent Processes with Generative AI 17:20 – Balancing Technology and Human Touch in Hiring 21:45 – Preparing Talent Teams for AI-Driven Recruitment Tune in for an insightful discussion on transforming talent acquisition through AI while keeping the human element at the core. Guest: Erin Peterson is a seasoned leader in the talent acquisition space, with extensive experience across industries, particularly in high-growth environments. As a Global Talent Acquisition Leader, she has a strong track record in building high-performing teams and implementing effective recruitment strategies to drive organizational success. With expertise spanning from executive search to operational talent management, Erin is passionate about leveraging data-driven insights and innovative technologies like AI to optimize hiring processes. She is currently the Head of Talent at Great Hill Partners, where she leads talent acquisition strategies across the portfolio. LinkedIn: https://www.linkedin.com/in/erinpeterson/ ---- Thank you so much for checking out this episode of The Tech Trek. 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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Why Org Charts Matter for Scaling Companies
10/02/2024
Why Org Charts Matter for Scaling Companies
In this episode, Chris Fahey, SVP of Talent and HR at Volition Capital, discusses the often-overlooked value of org charts for growing companies. He discusses how they can pinpoint hiring gaps and the importance of focusing on roles, not just people. Chris also highlights the importance of aligning your company's strategy with its structure and regularly revisiting this alignment for smoother scaling. Great tips for founders and businesses aiming for efficient growth! Highlights: 01:47 The Importance of Org Charts in Business 02:59 Challenges and Benefits of Creating Org Charts 04:56 Aligning Org Charts with Business Strategy 10:09 Defining Success Criteria for Hiring 13:24 Iterating and Reassessing Org Charts 15:19 Advice for Founders on Organizational Alignment 18:12 Frequency of Re-examining Org Charts Guest: Chris Fahey is the Senior Vice President of Talent and Human Resources at Volition Capital. With extensive experience in talent acquisition and HR leadership, Chris deeply understands organizational strategy and scaling businesses. He focuses on aligning a company's talent needs with its broader strategic goals, helping growing businesses optimize their organizational structure and enhance hiring processes. Chris is passionate about building high-performing teams and fostering company cultures that drive success, especially in high-growth environments. https://www.linkedin.com/in/fahey02 ---- Thank you so much for checking out this episode of The Tech Trek. 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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Navigating M&As from an HR Perspective
09/18/2024
Navigating M&As from an HR Perspective
In this episode, Amir interviews Keryn Koch, the Global Chief Human Resource Officer at Numerix, to discuss the M&A process from an HR perspective. They dive into the role of HR in mergers and acquisitions, the importance of culture, operational compliance, and effective communication. Keryn shares her experiences, strategies for integrating diverse company cultures, and emphasizes the importance of early HR involvement for a successful merger. She also provides a detailed look into managing HR technology post-acquisition. This episode is filled with insights and advice for anyone involved in M&As. Highlights: 01:33 HR's Role in Mergers and Acquisitions 02:31 Early Involvement of HR in M&A 03:35 Cultural Integration in M&A 04:37 Personal Anecdote: First M&A Experience 06:24 Creating a New Culture Post-M&A 08:10 Identifying Cultural Ambassadors 11:47 Balancing Company Cultures 16:02 Advocating for Early HR Involvement 19:25 HR Technology in M&A Guest: Keryn Koch is the Global Chief Human Resources Officer at Numerix, where she leads the company's HR strategy and operations. With extensive experience in mergers and acquisitions, talent management, and organizational development, Keryn aligns HR practices with business goals to drive growth and transformation. Her expertise includes navigating complex integrations, fostering strong company cultures, and implementing HR technologies that enhance workforce efficiency. Keryn is known for her strategic leadership in building high-performing teams and her focus on creating impactful, people-centric organizational strategies. LinkedIn: ----- Thank you so much for checking out this episode of The Talent Tango, and I 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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Hiring the Right CEO for Early-Stage Companies
09/11/2024
Hiring the Right CEO for Early-Stage Companies
In this episode, Amir hosts Jonathan Meyrowitz, Vice President of Talent and People at UP.Labs, to discuss the intricacies of hiring CEOs for early stage companies. They delve into topics such as the importance of deal dependency, the balance between hiring for the present versus future needs, and the unique context of venture studio operations at UP.Labs. Jonathan shares his experiences and insights, explaining their approach to finding the right CEO talent, including the importance of curiosity, responsiveness, and alignment with the company's ethos. The episode highlights the nuances and challenges in CEO recruitment, providing valuable takeaways for anyone involved in hiring at the C-level. Highlights: 01:44 Hiring CEOs for Early Stage Companies 02:10 Deal Dependency and CEO Selection 03:03 Hiring for Now vs. Later 08:21 The Importance of Culture and Ethos 09:59 Storytelling in CEO Recruitment 15:12 Best Practices for CEO Hiring Guest: Jonathan Meyrowitz is the Vice President of Talent and People at UP.Labs, where he focuses on building high-performance teams and driving talent strategies for early-stage companies. With a background in executive search and recruitment, Jonathan has deep expertise in hiring top leadership and aligning talent with organizational goals. His experience spans across multiple industries, and he is known for his strategic approach to scaling teams in venture-backed startups. Jonathan is passionate about fostering growth and supporting founders through talent acquisition and leadership development. LinkedIn: https://www.linkedin.com/in/jonathanmeyrowitz/ ----- Thank you so much for checking out this episode of The Talent Tango, and I 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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