Talk Talent To Me

Show Notes Rob reunites with Erin Wilson, Talent Lead at Rox and a returning champion from the very first episode of Talk Talent to Me. Erin breaks down the two things Rocks screens for in every conversation, conviction and crank, explains why he still writes his own outreach by hand despite being one of the most AI-enabled recruiters working today, and walks through the exact tools and workflows he has built inside Claude and Slack to run a world-class talent function as a team of one. If you want a ground-level view of where recruiting is headed and what separates the operators who thrive from the ones who get left behind, this episode delivers. Key takeaways Screen for conviction and crank, not just credentials: Rox evaluates every candidate on two dimensions: do they genuinely want to be on this mission, and can they move fast and execute collaboratively? Pattern recognition and cross-functional fluency matter more than any single technical skill. AI can identify talent. It cannot build the relationship: Erin uses AI heavily for sourcing and archetype decomposition, but writes his own outreach, records personal video pitches with zero AI, and is hitting 60 to 66 percent response rates. The delivery is still human. Build where your stakeholders already live: Erin solved the eternal problem of getting hiring teams to log feedback into an ATS by routing everything through Slack. No behavior change required, and the ATS stays clean automatically. The best workflow is the one people actually use. The recruiter's real job is coaching hiring managers: As a team of one supporting 150 people, Erin's leverage comes from turning every hiring lead into a capable recruiter for their team. Scheduling and admin are automated so he can spend his time on the reps that actually build that capability. Continuous feedback loops beat static dashboards: Erin's Slack channels function as live learning loops, ingesting recruiter observations, candidate signals, and hiring team feedback in real time. His AI is never starting cold because it is always being fed fresh context. Speed and sustainability are not opposites: Erin is one of the fastest-moving recruiters in the market and is also present with his four kids every evening. The agents handle the admin while he is offline. Moving fast does not have to mean being always on. Erin on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

Donovan shares how he deliberately hires business leaders into HR, why TA and retention must operate as a single strategy, and how he's making the case to Millennial and Gen Z employees that staying at one company for a full career can be the best financial decision they make. If you lead a team or manage talent at any level, this episode is full of frameworks you can apply immediately. Key takeaways Hire business leaders into HR: Top field leaders and MBAs with no HR background can elevate an HRBP team faster than traditional hiring. Business credibility is teachable on the HR side; leadership instincts are harder to develop from scratch. TA and retention are one strategy: Filling the top of the funnel while losing people out the back is a losing game. Breaking down silos between TA, L&D, and rewards is what closes the gap. Teamship over hierarchy: Donovan replaced a siloed COE structure with peer accountability across the full HR team. The result is a function that operates as one unit rather than five separate groups reporting up. The long-career argument is back: Employee ownership, long-term incentives, and genuine development investment can make staying at one company the smarter financial move, even for employees who have been told job-hopping pays more. HR lives in the gray: A real-world parental leave disclosure scenario illustrates how the best HR decisions require legal knowledge, business judgment, and employee empathy all at once. Black and white answers rarely exist. Never lose the human in HR: Donovan's advice for aspiring CHROs is simple: learn the business, but never let that come at the cost of kindness, empathy, and being a genuine employee advocate. Links Donovan on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

Rachel Duran has spent nearly 15 years building her career at the intersection of marketing and talent acquisition, moving through ad agencies, RPOs, and major tech companies. Rob and Rachel cover how the flood of AI-generated applications is forcing a fundamental rethink of what "success" looks like in recruiting marketing, why the candidate experience has to meet consumer-grade expectations, and how employer brand practitioners can earn and keep their seat at the table. 🔑 Key Takeaways AI-driven mass applications have made quality of applicant the new priority over volume Top-of-funnel thinking is out. attracting the right candidates matters more than sheer inbound AI can help filter applicants, but it cannot be used to make employment decisions Mobile-optimized career sites and application flows are no longer optional CAPTCHAs and knockout questions remain practical tools for filtering bot-driven applications Employer brand perception increasingly influences B2B RFPs and vendor evaluations ROI conversations need to focus on cost savings: cost-per-hire, time-to-fill, reduced agency spend Sourcers make strong recruitment marketers, they already know candidates and how to find them Learning to use AI tools, even personally, is now a core career development priority 🔗 Links Rachel Duran on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

📝 Episode Summary Maura explains why investing in early talent remains a high-impact, data-backed strategy despite growing narratives around AI replacing entry-level roles. She shares how Liberty Mutual has built a long-term pipeline that drives retention, accelerates promotion, and produces global leaders, while also evolving programs to align with shifting skill demands. The conversation explores how Gen Z brings new expectations around purpose, flexibility, and development, why career paths are becoming more dynamic and non-linear, and how organizations must balance technical skill-building with human capabilities like communication and adaptability in an AI-driven workplace. 🔑 Key Takeaways Early talent programs drive higher retention, faster promotion, and long-term leadership outcomes AI will not replace entry-level talent, it will amplify those who can use it effectively Gen Z prioritizes purpose, flexibility, and development over traditional career incentives Technical skills are becoming easier to teach, human skills are increasing in value Career paths are shifting from linear ladders to flexible, cross-functional movement Talent development is critical for both attracting and retaining top candidates 🔗 Links Maura Quinn on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

📝 Episode Summary Camye Mackey, EVP and Chief People, Diversity & Inclusion Officer for the Atlanta Hawks, joins Rob to talk about building culture inside one of the most community-connected brands in sports. From embedding inclusion into both workforce strategy and marketplace impact, to designing a "Talent Blueprint" that future-proofs the organization, Camye shares how HR can operate as a true business partner. The conversation explores generational diversity, AI adoption, workforce skill gaps, and why DEI remains a business imperative, not a buzzword. If you're thinking about how to architect a modern people strategy that reflects your community and scales with change, this episode offers a practical and inspiring roadmap. 🔑 Key Takeaways DEI Is a Business Imperative: Camye reframes diversity and inclusion as drivers of innovation and performance, not political talking points. Diverse perspectives fuel better decisions and stronger outcomes. Culture Must Be Lived, Not Framed: The Hawks operationalize values through behaviors (SMILE: Southern hospitality, Make a moment, Individuals matter, Listen & learn, Empowerment), turning principles into daily practice. HR Must Lead on Technology: AI and digital tools aren't side projects. HR is central to training, adoption, policy shifts, and workforce readiness. Workforce Planning Is Strategic: The "Talent Blueprint" approach connects business strategy to job design, compensation, competency development, and skill gap analysis. Generational Diversity Is Real: With five generations in the workplace, people strategy must flex to meet different needs and expectations. Curiosity Is Career Leverage: Camye's advice: stay close to the business, ask questions, be relentlessly curious, and position yourself as a solution partner. 🔗 Links Camye Mackey on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

Dr. Ekta Vyas, CHRO at Keck Medicine of USC, joins Rob to unpack what it really takes to lead transformation inside complex healthcare systems. Drawing on her background as a psychologist, scholar-practitioner, and longtime healthcare HR leader, Dr. Vyas shares how emotional intelligence, strategic business alignment, and disciplined measurement turn HR from a transactional function into a true enterprise driver. From integrating newly acquired hospitals to redesigning HR operating models and elevating employee experience, she explains why most transformations fail and what leaders must do differently. One hot take included: being "a people person" is not a qualification for HR. 📌 Key Takeaways Strategic HR Requires Business Acumen: Dr. Vyas rejects the notion that being "a people person" is enough for success in HR. Strategic thinking and business alignment are essential. Transformation Is Emotional: Change isn't just structural, it's deeply emotional. Leaders must manage resistance by understanding how change impacts people's daily work lives. EQ Is Core to Change Management: Dr. Vyas uses emotional intelligence to lead through transformation, from listening tours to transparent communication with staff. Academic + Industry Fusion: Her dual role as CHRO and adjunct faculty keeps her grounded in both current research and practical application, a powerful combination. Measurement Matters: The Keck HR transformation tracked over 7,400 cases, implemented ServiceNow, and used metrics to improve efficiency, service, and employee experience. Today's HR Is Tomorrow's Infrastructure: To support enterprise growth (including M&A), HR must evolve from a transactional function to a strategic enabler. Lifelong Learning Drives Effective Leadership: Whether through teaching or leading, Dr. Vyas emphasizes the need to stay curious and continually develop. Dr. Ekta Vyas on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

Tony Castellanos has seen recruiting from every angle: Google, Square, various startups, and now as Head of Compensation & Talent at Nextdoor. In this episode, Tony breaks down how his team is using AI to rethink recruiter training, eliminating the "practice on candidates" problem by simulating real conversations with virtual personas. He and Rob also dive into community-led recruiting, why values alignment trumps pedigree, and how automation should empower recruiters to be more human. Also on the mic: the death of the "Apply Now" mentality, the future of AI interview agents, and why Nextdoor's most beloved teammate might be a benefits bot named Ben. 🔑 Key Takeaways: AI-driven training gives recruiters reps without risking candidate experience Recruiter excellence starts with values alignment and relationship building Referrals aren't just about "who do you know", they're part of a broader community activation strategy Recruiters should act like talent strategists, not inbox managers Tools like CodeSignal enable voice-to-voice interview simulations with real-time feedback Giving AI agents names and personalities makes adoption more natural and team-friendly 🔗 Links Tony Castellanos on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

Tracy Layney has led HR at iconic brands like Levi's, Old Navy, and Shutterfly, so it's no surprise she's now training the next generation of CHROs at the University of Chicago's Booth School of Business. Tracy joins Rob to unpack why HR's role is more complex (and powerful) than ever before, and how her coursework is helping senior people leaders develop the human capital strategies their companies desperately need. She breaks down the people-side of big moves—like Levi's exit from Russia—and shares the three-pillar framework she teaches for linking business goals to people strategy. Plus: why HR still doesn't speak the language of business, and how she's helping to change that 📌 Key Takeaways Tracy's journey from org strategy consulting to CHRO to professor Why executive HR education is finally getting the attention it deserves A behind-the-scenes look at Booth's program for future CHROs The people-side of major business decisions, like Levi's exit from Russia Why the CHRO role is more complex, and more influential, than ever The three-pillar framework for building a scalable human capital strategy How to tailor people strategy without reinventing the wheel Why HR still doesn't speak the language of business, and how to change it The disconnect between strategic frameworks and HR's day-to-day execution Tracy's take on lifelong learning, fractional work, and what's next in her career 🔗 Links Tracey Layney on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

Michelle Brooks, Chief People & Culture Officer at Security Compass, joins Rob to unpack what it really means to lead with "compassionate candor." She shares how feedback norms are shifting for Gen Z, how she built a truly strategic people function without a traditional HR background, and why HR's identity crisis is holding the industry back. Plus, Michelle gives a front-row look at how her team is driving AI adoption across the business—from launching an internal AI council to treating AI like the biggest change management initiative of the decade. This episode is packed with spicy takes, real talk about feedback, and a blueprint for how HR and IT can actually partner to move AI from buzzword to business driver. 📌 Key Takeaways Why Gen Z wants more feedback, and how to deliver it with "compassionate candor" The problem with radical candor and how it's been quietly rebranded Why feedback is often withheld from leaders, and how Michelle invites it in The myth that HR needs permission to have a seat at the table How Michelle's background in sales and recruiting helped her avoid HR "learned helplessness" Why HR still suffers from an identity crisis How Security Compass is treating AI adoption as a company-wide change management initiative The structure and purpose of their internal AI council, governance committee, and AI champions program The growing alliance between HR and IT How to make the business case for leading AI adoption from the people function 🔗 Links Michelle Brooks on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

Rob reconnects with longtime friend and HubSpot's VP of Talent Acquisition & Mobility, Becky McCullough, for a conversation that spans nearly a decade of growth, both personal and organizational. Becky shares how trust, flexibility, and curiosity have kept her at HubSpot for 10+ years, and why she encourages her team to take recruiter calls (really). They also dig into HubSpot's AI-first approach to hiring, performance, and engagement, including how they're assessing AI fluency without bias, and why "show your prompt" might be the new "show your work." Plus: Becky's spicy take on why direct reports shouldn't be part of hiring their boss. 📌 Key Takeaways Why Becky encourages her team to take phone screens with external recruiters—and how it builds trust HubSpot's shift from reactive HR to strategic workforce planning How AI fluency is becoming table stakes in hiring (and how to assess it equitably) The role of trust in employee engagement surveys—and why honesty is a signal Why Becky believes direct reports shouldn't help hire their boss How HubSpot uses Qualtrics and AI to synthesize feedback fast The balance between fast AI adoption and responsible implementation Why hiring is (still) a team sport—and TA shouldn't be "the hiring police" 🔗 Links Becky McCullough on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

Jim Conti, Talent Partner at Hyde Park Venture Partners, joins Rob to unpack what it really means to support startups from the VC side. He shares how his role has evolved from operator to advisor, why he often tells founders not to hire, and what makes a great first head of marketing hire. Jim also explains how talent leaders can earn influence without ownership, translate TA metrics into business outcomes, and become the first call when founders hit a crisis. Plus: the real reason boards don't care about your hiring speed. 📌 Key Takeaways: What a talent partner actually does at an early-stage VC How to support portfolio companies without getting embedded full-time Why hiring should be a last resort—not a first instinct The bowling bumper metaphor for talent advisory How to guide founders through hiring their first execs How to build trust and become the first phone call when things go sideways Why talent teams need to shift from "function" to "impact" when reporting to boards Common TA metrics boards don't care about—and what they do want instead Why talent leaders must stay curious about AI, automation, and tooling The evolution of recruiting from high-volume hiring to strategic headcount planning 🔗 Episode Links: Jim Conti on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

Tina Bright wasn't looking—but Inter-Con Security found her anyway. In this episode, Tina shares how a well-timed drink with the CPO turned a polite decline into a fast-tracked offer. She unpacks her playbook for entering a new org, from low-hanging fruit wins to tech stack audits, and explains why TA leaders should stay curious about the latest tools (even when they're not buying). Tina also reflects on evaluating career moves with intention—and why working for someone who gets TA can be a game-changer. Key Takeaways: How a casual drink turned into a senior leadership role The importance of surveying stakeholders early in a new role Low-lift, high-impact wins to build credibility fast Evaluating ATS and CRM options that actually fit the business Why TA leaders should demo new tools—even without a buying need How to spot when a company is truly invested in talent acquisition Tina's three-question framework for evaluating new opportunities Why company culture (and who you report to) really matters Tina Bright on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production

Trisha Degg joins Rob to unpack her zigzagging path through sales, HR, venture capital, and back to the hiring trenches as Head of Global TA at Rush Street Interactive. She shares how "Googling her way through HR" (pre-AI!) made her a sharper TA leader, why she hired a former recruiter to wrangle ATS chaos, and how her team is using AI to reverse-engineer their best hires. From global hiring hurdles to cleaning up messy data, Trisha proves that building scalable talent processes is as much about grit as it is strategy—plus, there's tomatoes. Lots of tomatoes Key takeaways: Why cross-functional experience makes for stronger talent leaders How to clean up and future-proof your ATS and headcount data The value of hiring scrappy, fast learners into ops roles Using AI to identify common traits among top performers Tips for globalizing recruiting processes across 20+ countries How to build a strong CPO relationship (and why it matters) Trisha Degg on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production