Talk Talent To Me

Trinidad discusses the hires Niantic made through a bespoke bootcamp, as well as how they helped talent from non-traditional backgrounds make the adjustment into the tech world. Head here to learn about how Hired can help you find your next great hire: hired.com/tt2m

Lawrence explains the guiding principles behind his non-for-profit, Tech Can [Do] Better, which aims to help tech companies develop more equitable approaches to hiring and engaging in the world around them.  To learn more about how Hired can help you hit your hiring goals, head to hired.com/tt2m

Craig explains how Match Group assesses for inclusivity as a core competency, and how the challenge of hiring from a finite amount of underrepresented talent is no different than any other kind of hiring. To learn more about how Hired can help you find your next great hire, head to  hired.com/tt2m

Tara explains the importance of defining nebulous terms and instead mapping them to core competencies and realities within the business, as well as why Leaf Group banned use of the term "Culture Fit" To learn more about how Hired can help you find your next great hire, head to  hired.com/tt2m

Capital One's Senior Director Diversity Talent Acquisition, Kanika Raney, explains how to remove the burden of cultivating inclusivity from those you seek to include, as well as how to effectively map the talent market from a diversity perspective.   To learn more about how Hired can help you find your next great hire, head to hired.com/tt2m

Introducing The Ally Series. We're featuring senior DE&I executives from companies like Match Group, Capital One, Leaf Group, and more who are focused on driving representation, inclusion, and belonging at enterprise level companies. If you're ready to do something about the way your company looks, see what a mature, comprehensive DE&I strategy looks like, and be a more effective ally, then this s...

Ches explains how he intends to use his capacity model, as well as how to structure conversations with hiring managers in order to help them make the hires they'll need to accomplish their OKRs.

Erin explains why over-indexing on 4-year degrees is problematic, as well as the ideal circumstances for hiring General Assembly or other bootcamp students.

Brett explains how he improved company-wide offer acceptance rate from 70% to 87%, as well as the shifting balance between recruitment marketing and traditional sourcing approaches.

Conley explains the importance of Speed-to-Hire, how she's improved it, and the ins and outs of her remote onboarding strategy. 

Jonathan shares how Software Engineers' expectations have shifted over the past years, his favorite sourcing tools, and the most important categories of technology for every talent team. Top Talent Sourcing Tools for Recruiters: A Beginner's Guide to Over 50+ Talent Sourcing Tools

Charlotte explains how she's prioritized inclusivity and engagement at WorldRemit, as well as some WFH inspired updates to their PTO policy.

Rachel explains how she managed to achieve over 50% female representation on Frame's sales team, as well as the approach they are taking to PTO and mental health support.

Josh shares his reaction to our 2021 State of Software Engineers Report, including what talent's expectations about remote work means for hiring, how to address the ongoing limited supply of technical roles, and how to tweak interview processes to more accurately assess candidates.     Access the 2021 State of Software Engineers Report 

James explains how he's structuring the expansion of his talent team in order to meet Lyft's aggressive growth goals.

Hannah & Serge, Talent Ops Manager & Recruiter at Ribbon, join to discuss how the Ops role has made Recruiters' lives easier at Ribbon, as well as how they are both ideating on their own career growth.   Serge on Spotify: https://open.spotify.com/artist/4Nfhy1mJDEkuDQox4TdlqM

Brett explains how the levers that affect Cost-Per-Hire are powerful pieces of information when it comes to making a more perfect intervire process. Rob learns geography.

David explains the new outreach techniques he's been experimenting with, as well as how to engage with folks who tend not to change companies about, well, changing companies.

Mike explains how he plans to adjust to his new role as Thomson Reuters, and the importance of staying humble and curious.    

Matt explains how he scaled up his recruiting team from 60 to 150, what roles they comprise, and the first ones he prioritized upon starting at DoorDash.

Chandra explains the hires she made on her talent team to meet Oatly's exceptional 2020 growth, as well as why her new "Employee Experience Manager" role is a secret weapon she expects to remain in her teams even once remote onboarding is no longer the norm.

Dejon explains how he keeps his teams accountable to their diversity hiring goals, helps them dig in to roadblocks when they miss targets, and stay in touch with their hires even after their first day.

Alison shares the inputs she used to calculate Quality of Hire, and dives in to all the insights it yielded for the business. Rob is chuffed about his new studio and, as always, his plants.

Dave explains how 2020 allowed GitLab to eliminate their "Apply Now" button, and how focusing on a fully outbound strategy allowed the talent team to be more intentional about the type of talent they brought into the company.

Mariama explains how Dropbox's employer brand approach has shifted to display a digital by default workplace, including the types of content, stories, and documentation her team features to prospective hires.