Guest links:

•             LinkedIn: https://www.linkedin.com/in/hananharb/

•             Website: https://www.everybody-be-cool.com/

•             Book: https://www.everybody-be-cool.com/buy-the-book (Amazon, Barnes & Noble, Bookshop.org)

Who owns company culture? Everybody points up. L&D consultant and Everybody, Be Cool! author Hanan Harb joins Desiree and Ashley to make the case that culture is everybody’s job. They also get into why the work won’t speak for itself, how to ask for what you need, and how companies win back trust after they’ve broken it. Resources and links

•             Hanan Harb on LinkedIn: https://www.linkedin.com/in/hananharb/

•             Everybody, Be Cool! (book and consulting): https://www.everybody-be-cool.com/

•             Desiree’s book, Leadership is a Practice, Not a Personality (out October 27, 2026)

•             Watch Talentless on The HR Channel (Roku and Fire TV)

•             Talentless newsletter, The T-Hive: https://talentlesshive.beehiiv.com

•             This episode’s sponsor: HIDIZS ST2 PRO Nebula earbuds.

Use code TALENTLESS8 for 8% off at hidizs.net or on Amazon:

https://www.hidizs.net/products/hidizs-st2-nebula-2-in-1-high-performance-dac-usb-c-hifi-digital-in-ear-earphones.

We earn a commission when you buy with our code.

Guest links:

• LinkedIn: https://www.linkedin.com/in/thewarfortalent/

• Website: https://employerbrandlabs.com

• YouTube: https://www.youtube.com/@EmployerBrandLabs

• Book, Becoming Choosable: https://employerbrandlabs.com/becoming-choosable

From the Vault: James Ellis of Employer Brand Labs calls out the "employer bland," the careers page that could belong to anyone. He breaks employer brand down to two questions (why are you different, and why would I choose you?), explains why you want two great applicants instead of 1,000, and hands small companies a no-budget playbook. Stay to the end for a tease of what's next. Resources and Links

• James Ellis on LinkedIn: https://www.linkedin.com/in/thewarfortalent/

• Employer Brand Labs: https://employerbrandlabs.com

• Becoming Choosable by James Ellis: https://employerbrandlabs.com/becoming-choosable

• Rory Sutherland (mentioned for the doorman problem from his work on behavioral economics)

• Talentless Podcast: https://www.talentlesspodcast.com

• Join the T-Hive newsletter: https://talentlesshive.beehiiv.com

Guest links: - LinkedIn: https://www.linkedin.com/in/seanthetaguy/ - Newsletter: The Recruiter Reality Check: https://www.linkedin.com/newsletters/the-recruiter-reality-check-7420456125470318592/ - The Talking Talent Podcast (RecTalk, guest host): https://www.linkedin.com/company/rectalk-podcast/

Recruiters take the blame for everything, but is it deserved? Sean Kennedy, aka Sean The TA Guy, joins Desiree and Ashley to break down what it actually takes to earn a hiring manager’s respect: saying no, keeping your receipts, and following through. Plus a Lord of the Rings slide deck, the promotion “conspiracy theory,” and four words of advice every recruiter needs.

Resources & links

Sean Kennedy on LinkedIn: https://www.linkedin.com/in/seanthetaguy/

The Recruiter Reality Check newsletter: https://www.linkedin.com/newsletters/the-recruiter-reality-check-7420456125470318592/

The Talking Talent Podcast (RecTalk) https://www.linkedin.com/company/rectalk-podcast/

Desiree’s book, Leadership is a Practice, Not a Personality (out October 27, 2026)

Watch Talentless on The HR Channel (Roku and Fire TV)

Talentless newsletter, The T-Hive: talentlesshive.beehiiv.com

This episode’s sponsor: JiMMYBAR, https://jimmybars.com/TALENTLESS

code TALENTLESS for 15% off

Sponsor: RecOps Collective

Live from RecFest Nashville: your brain runs on bias, so what happens when recruiters stop pretending it doesn't? Ashley breaks down anchor bias, decision fatigue, and why "bias-free" AI isn't, and the hosts debate where influence ends and manipulation begins.

Resources and Links

• RecOps Collective, recruiting operations community and consulting

• Influence: The Psychology of Persuasion by Robert Cialdini

• Dutton and Aron (1974), the suspension bridge study on misattribution of arousal

• Darley and Latané (1968), the original bystander effect research

• Women in the Workplace 2025, McKinsey and LeanIn.Org

• TalentED, Ashley's recruiter university

• Catch us at HR Tech in Las Vegas, October 20 to 22, 2026

• Leadership is a Practice, Not a Personality by Desiree Goldey, out October 27, 2026

• The T-Hive newsletter: talentless.beehiiv.com

• www.talentlesspodcast.com

Segment note: Talent Outside the Box is included in this episode (the bystander effect).

Sponsor: RoundOne AI (roundone.ai)

Disclosure: Desiree is Head of Growth and Partnerships at RoundOne AI.

Live from RecFest Nashville, Desiree and Ashley ask what "qualified" means when AI can optimize every resume. Ashley breaks down her four-quadrant recruiter performance model and time to find, a metric nobody tracks. Desiree asks whether any CEO will actually pay to hire this way.

Resources and Links

• RoundOne AI, voice screening that keeps humans in the decision: roundone.ai

• TalentED, Ashley's recruiter university

• Watch Talentless on The HR Channel (Roku and Fire TV)

• Leadership is a Practice, Not a Personality by Desiree Goldey, out October 27, 2026

• The T-Hive newsletter: talentless.beehiiv.com

• Subscribe on YouTube (please, we're begging)

• www.talentlesspodcast.com

Segment note: Talent Outside the Box is included in this episode (validity versus reliability).

LinkedIn: linkedin.com/in/parmar79 | Company: cliquify.me

Instagram: https://www.instagram.com/cliquify/

Youtube: https://www.youtube.com/@cliquify

Cliquify CEO Amit Parmar says the best recruiter he ever managed refused to look at the applicants. In a conversation that went completely off the rails in the best way, Amit, Desiree, and Ashley take apart what storytelling actually means, why companies can get five tools approved but not one more recruiter, and the line between active and passive recruiters that decides who still has this job in two years. Plus: the Competitive Plateau, the Wadabot Layer, and how your job posting got on Indeed without anyone ever posting it there.

In this episode:

• What storytelling actually means, stripped of the buzzword, and the one question to ask a hiring manager that changes a job post

• Why the storytelling that moves the needle most is recruiter to hiring manager, not recruiter to candidate

• Ashley’s real example of a candidate who failed the screen and became the best hire on a two-and-a-half-year-old req

• What the Edelman trust data actually says, and why "people trust their employer" is a ranking, not a win

• The Competitive Plateau: what happens when a high-volume worker has already worked for every competitor in town

• Bots talking to bots, and the ATS filter stack built to clean up a mess we created

• Why companies can get five tools approved but not one more recruiter

• Strategy, process, people, tech, and why everyone runs that order backward

• Humans innovate because we are lazy, and what that means for every product purchase in TA

• Why products sell you symptom relief, and how root cause analysis always defaults to "top of funnel"

• Active versus passive recruiters, and Amit’s case that one of them has about a year left

• How Cleo maps who is stealing your data scientists in Hungary, and what Cliquify will not use AI for

• How your job posting got on Indeed without anyone ever posting it there

Resources & Links

• Amit Parmar on LinkedIn: linkedin.com/in/parmar79

• Cliquify: cliquify.me (also cliquify.ai, both redirect)

• People Brand Collective, where Amit is a founding board member

• James Ellis, name-checked by Desiree on employer brand

• Desiree’s book, Leadership is a Practice, Not a Personality, out October 27, 2026

• Catch Talentless at RecFest USA (Nashville, Sept 23-24) and HR Tech this fall

Alex Feder, Founder of Ghosted.work

LinkedIn · Ghosted (ghosted.work/trace, free, public beta)

Alex Feder spent the last year job searching and getting ghosted, so he built software to fix it. Desiree and Ashley talk candidate experience from the other side of the table: what real transparency actually sounds like, why "the system is broken" is the wrong excuse, and why sometimes the fix is just sending the email.

In this episode:

• Why Alex built Ghosted.work after his own brutal year of job searching, and why he built Trace as a second, narrower product instead of scaling the first

• What "transparency in hiring" actually means in practice, from both the candidate side and the recruiter side

• Ashley's own ghosting story: rejected before the interview, then invited back to interview for the role she'd already been rejected from

• The fake-job problem, response rates under 1%, and a real (anonymized) story about a company posting fake listings just to farm LinkedIn followers

• AI on both sides of the hiring table, and Alex's line: "these are two cars racing to a red light"

• Why Alex is skeptical of the existing "call out the ghosters" sites and how Trace's approach differs

• Homework assignments and live presentations as a harder-to-fake alternative to standard interview questions

• Ashley's "Rate My Recruiter" pitch and the case for hiring the long-term unemployed as a wealth-gap lever

Resources/Links:

• Ghosted.work: https://ghosted.work/

• Trace: https://ghosted.work/trace

• Alex Feder on LinkedIn: linkedin.com/in/alexfeder

• Desiree's book, Leadership is a Practice, Not a Personality, out October 2026

• Talentless at RecFest and HR Tech this fall

LinkedIn (linkedin.com/in/jasonpistulka) | Website (strattechconsulting.com) | Newsletter: The Talent Strategy Brief

Jason Pistulka ran recruiting operations for a team hiring 125,000 people a year. Now he audits career sites for a living, and he's not gentle about what he finds. This episode is a full recruitment-advertising teardown: Walmart's broken 14-million-visitor career site, Indeed's fall from grace, and the ATS Jason built from scratch in a single weekend just to prove the tech isn't the hard part anymore.

Resources/Links:

• StratTech Talent Consulting and Advisory: strattechconsulting.com

• The Talent Strategy Brief (Jason's newsletter, weekly, 2,496+ subscribers)

• Article: "How Indeed Is Losing What Little Trust It Had of Both Candidates and Employers"

• Article: "Walmart is the Largest Private Employer in America. Their Career Site is Broken."

• Book: Leadership is a Practice, Not a Personality — out October 2026

• Talentless at RecFest USA and HR Tech Conference this fall

Alycia M. Huston built and sold a biopharma company, then built The Culture Cru to help founders stop hiring out of panic. This episode covers the one question that stops a bad hire before it happens, why "urgency" and "precision" aren't opposites, and the AI-bot screening story that went exactly how you'd think.

Resources/Links:

• The Culture Cru: theculturecru.com
• The Culture Constellation (Alycia's newsletter)
• Book: Leadership is a Practice, Not a Personality — out October 2026
• Talentless at RecFest USA and HR Tech Conference this fall

• LinkedIn: linkedin.com/in/ammuni

• Website: dreampath (site TBD, confirm URL with Muni)

• Booking link: calendly.com/muni-dreampath/careerchat

  
  

  Desiree and Ashley sit down with Muni, founder of Dreampath and former Head of Global TA at ApplyBoard, to talk about what actually drives hiring decisions once you strip away the "best candidate wins" story. Relationships versus resumes, the return of the long resume, ageism, and why back-channeling candidates is one of the most unethical things a recruiter can do.

Resources & Links Mentioned:

• BLS Occupational Employment and Wage Statistics (Bureau of Labor Statistics)

• O*NET

• Salary.com · LinkedIn (salary insights) · Glassdoor · Radford

• Kat Kidman (Kat Kibben) — job description writing expert

• Dr. Amanda Diekman — research on gendered language in job descriptions

• HR Data Labs — Desiree's consulting engagement

• Erin Risco — recommended follow for BLS/comp content

• Steve Levy — referenced for his "6/9/12 month" hiring manager question

• RecFest USA 2026 and HR Tech Conference — where to catch them this fall

Note: This episode intentionally left two topics on the table , challenging a hiring manager, and the "got a req, now what" routine for a Part 2.

Resources & Links:

• PerfectHire: theperfecthire.co

• Agency Plus: getperfecthire.com/agency

• Matt Schalsey on LinkedIn: linkedin.com/in/matt-schalsey

• Talentless listeners get one free month of Agency Plus with code TALENTLESS

Where to find us

• Newsletter: talentless.beehiiv.com

• Instagram • LinkedIn • TikTok • YouTube • BlueSky • Threads: @talentlesspodcast

• Discord community: join via talentlesspodcast.com

• 1-Year Anniversary Giveaway: search Talentless Anniversary Giveaway 2026

• Got a #DumDumTalent story? desiree@talentlesspodcast.com

Where to Find T. Tara

Website: equityactivations.com

Free download: Small business hiring checklist (for new and small businesses building their first hiring practice)

Newsletter: Linked at equityactivations.com

Instagram & Threads: @ttaraturkhaynes (where the spicy takes live)

YouTube: Job seeker advice and TA insight

LinkedIn: https://www.linkedin.com/in/ttaraturkhaynes/

Email for senior People & TA leadership roles: ttarahaynes@gmail.com

Connect with Talentless

Subscribe wherever you get your podcasts Instagram • LinkedIn • TikTok • YouTube • BlueSky • Threads

Newsletter: talentless.beehiiv.com

1-Year Anniversary Giveaway: Talentless Anniversary Giveaway 2026

Got a #DumDumTalent story? Email desiree@talentlesspodcast.com

Where to Find Chason

• LinkedIn: linkedin.com/in/chason-forehand-rcf1222

• All links + donate: linktr.ee/chasonforehand

• HR-4U Inc. + Transformation Kitchen™: TKNicaragua, TKBeacon, TKAustralia

• Podcast: Time2CHANGE (everywhere you listen)

  Connect with Talentless

Subscribe wherever you get your podcasts Instagram • LinkedIn • TikTok • YouTube • BlueSky Newsletter: talentless.beehiiv.com Join the Discord community via talentlesspodcast.com Got a #DumDumTalent story? Email desiree@talentlesspodcast.com

• LinkedIn: linkedin.com/in/dr-melissa-a-robinson-winemiller

• Book: The Empathic Leader — Amazon (paperback + Audible, narrated by Dr. Melissa herself)

• YouTube: @The.Empathic.Leader

• Podcast: The Empathic Leader Podcast (everywhere you listen)

This week, Des and Ashley sit down with David Turetsky with 35+ years in compensation, U.S. patent holder on performance-driven pay tech, former VP at ADP, and the brain behind HR Data Labs. He's seen every comp shortcut, every salary band shortcut, and every excuse HR has ever used to underpay someone. And he's not interested in being polite about any of it.

Lori brings over 27 years of recruiting experience across agency, startup, and corporate environments to a conversation that goes far beyond campus recruiting. Together, the team explores how hiring expectations shifted after the pandemic, why “entry-level” jobs now demand years of experience, and how AI, social media, and modern work culture are reshaping the future of employment.

Connect with Lori Golden:

• LinkedIn: Lori Golden on LinkedIn

• Community: Rebel HR

• Early Career Program: Hire You

Oscar shares what 20+ years in recruiting from agency to in-house to AI startup environments taught him about hiring systems, recruiter enablement, and why technology cannot fix a broken process without people who know how to lead it.

• Connect with Oscar Chavez

  • LinkedIn: Oscar Chavez (“Oscar from LinkedIn”)

  • Resume Audit Tool: The Six Second Test

  
  

This week on Talentless, Desiree and Ashley sit down with communications strategist and Ghosted by the Machine host, Mark Lane, to unpack what job seekers are really experiencing right now and what recruiters need to hear. From being ghosted for months (or a year ) to competing against AI-generated resumes, this conversation dives into the emotional, systemic, and technological realities shaping today’s hiring market.

Where to Find Mark:

LinkedIn: https://www.linkedin.com/in/mark-k-lane/

Podcast: Ghosted by the Machine (YouTube, Apple, Spotify, iHeart)

Key Takeaways About Our Guests Website: https://expertinterviewers.com Podcast: Don’t Tell Me About Yourself Social: @expertinterviewers

Guest: Chloe Ryan, VP Talent Solutions, WSI Talent Sync

In this episode of Talentless, Des and Ashley sit down with Mayur Macwan, CEO of Roundone.ai, to talk about what happens when the traditional resume stops being a useful signal and hiring teams are left drowning in volume, noise, and top-of-funnel chaos.

They get into why so much human time gets burned before any real evidence exists, what AI screening can actually solve, and why the goal is not to remove recruiters from the process. It is to give them better information, faster.

This conversation covers:

• Why the top of the funnel is broken

• Whether the resume still does what we need it to do

• Why quantity of applicants is not the same as quality

• How AI voice screening creates more signal than a polished resume alone

• Why video screening introduces bigger risk than people realize

• What “human in the loop” should actually mean

• How AI can improve recruiter productivity without replacing recruiter judgment

• Why candidate experience still matters, even in an AI-enabled process

If you’ve ever posted a job and watched 1,000 applications roll in before you could blink, this episode is for you.

Guest: Mayur Macwan, CEO, Roundone.aiLearn more: roundone.ai

In this episode of Talentless, Des and Ashley sit down with Maryam Mahdaviani, Founder & CEO of Attesto, to unpack what “candidate fraud” actually looks like in 2026.

We’re not talking about a little resume inflation. We’re talking:

• Fabricated LinkedIn + resume + GitHub ecosystems

• Impersonation and proxy interviews

• Fake candidates who pass early screens

• Social engineering inside interviews

• And the real incentives behind it all

Maryam explains how Attesto operates at the top of the funnel to generate trust signals, why relying on one “fraud tell” can cost you great candidates, and what “human in the loop” really means in an AI-driven hiring process.

This conversation isn’t just about speed or efficiency.It’s about trust, security, morale, and accountability.

If you think this is a small problem… you might want to listen.

Guest: Maryam Mahdaviani, Founder & CEO, AttestoLearn more: attesto.com

In this episode of Talentless, Desiree Goldey and Ashley King sit down with Felicia Smith, founder of The Climb, to unpack what leadership development actually looks like when diversity moves beyond buzzwords and into real behavior, decision-making, and power structures.

We get into:

• The moment representation stops being a “pipeline problem”

• Why mentorship without systems falls short

• How bias hides behind words like fit and readiness

• What leaders consistently miss when evaluating talent

• Why building better tables matters more than asking for a seat

This conversation blends real leadership strategy with the deeper psychology behind access, opportunity, and advancement and challenges leaders to move from performative support to meaningful action.

Learn more about The Climb: the-climb.org Connect with Felicia Smith on LinkedIn

In this episode of Talentless, Desiree Goldey and Ashley King sit down with Ben Abear to talk about why modern hiring breaks when decisions are driven by feelings instead of facts.

Ben shares how data builds trust, strengthens partnerships with the business, and helps recruiters move from order takers to true strategic partners even on small or under-resourced teams.

We dig into what hiring metrics actually matter, how qualitative insight adds critical context, and where AI can support (but not replace) good decision-making.

What you’ll hear:

• Why data is essential in today’s hiring landscape

• How trust with the business is built through clarity

• The role of qualitative data in better hiring decisions

• How small teams can still leverage data effectively

In this episode of Talentless, Desiree Goldey and Ashley King are joined by Lee Cage Jr. (SPHR, HRIP, CSM) to break down the myths, mistakes, and missed opportunities in military hiring.

Lee brings a rare mix of experience across enterprise transformation, HR technology, and 17+ years of service in the Army National Guard, making this conversation equal parts practical, strategic, and overdue.

We get into:

• The biggest misconceptions companies have about military talent

• Why “they don’t have corporate experience” is usually lazy hiring

• How to translate military roles into skills without oversimplifying them

• What real veteran support looks like after hiring (onboarding + retention)

• Where recruiters get stuck: sourcing, evaluation, and hiring manager bias

• What TA leaders should do right now to build military hiring programs that actually work

If your company says “we love hiring veterans” but can’t explain what that actually means… this episode is your mirror.

Listen wherever you get your podcasts Submit your #dumdum talent stories for a shoutout

In this episode of Talentless, Ashley King and Desiree Goldey cut through the hype and talk about what AI actually does well in talent, what it does dangerously wrong, and why the biggest risk isn’t the tech. It’s the humans using it without guardrails.

We get into:

• Why AI isn’t the villain, but people using it without limits absolutely are

• The difference between automation vs. AI (and why most teams confuse the two)

• Where AI can genuinely help recruiters: admin work, sourcing, templates, strategy prep

• Why AI should never be the final decision-maker in hiring

• Candidate experience: where “efficient” starts to feel cold and gross

• How AI interviews and avatars can create new bias (dialect, culture, speech patterns, “presence”)

• The compliance reality: it doesn’t have to “decide” to still influence outcomes

• The underrated concern: environmental impact (your prompt isn’t free, babes)

• A practical takeaway for TA leaders: create prompt libraries so recruiters show up as partners, not order-takers

Bottom line: AI can give TA time back. But only if the process and the people using it are ready. And right now? The class is… not ready.

Listen wherever you get your podcasts Submit your “Dum Dum” recruiting story for a shoutout (anonymous is cool too)

In this episode of Talentless, Ashley King and Desiree Goldey break down what data actually matters in talent acquisition and why most TA teams are stuck reporting numbers that don’t move the business forward.

This is a practical, no-fluff conversation about data literacy, business impact, and why knowing how to interpret data is the real leadership unlock for recruiters.

We cover:

• Why data literacy is the real glass ceiling in TA

• The difference between symptoms and root causes in recruiting data

• Why attrition and retention matter more than time-to-fill

• How pass-through ratios expose alignment (or misalignment) with hiring managers

• Why volume-based recruiting metrics are misleading

• How to monetize recruiting activity so executives actually listen

• Using qualitative + quantitative data together to drive better hiring outcomes

If you’ve ever felt like TA is stuck at the “reporting numbers” stage instead of influencing decisions, this episode is for you.

 Listen wherever you get your podcasts
 Subscribe for more recruiter real talk, minus the corporate nonsense

What if the problem with talent acquisition isn’t recruiters… it’s how we set them up?

In this episode of Talentless, Ashley King and Desiree Goldey dig into recruiter enablement and why it’s quickly becoming the difference between TA teams that survive and those that actually move the business forward.

We unpack what recruiter enablement really means (spoiler: it’s not just more tools), why measuring ROI in recruiting is long overdue, and how TA leaders can build smarter partnerships with the business instead of operating like an internal agency no one fully understands.

We also get into:

• Why most recruiting tools never prove their value

• What recruiter performance should be measured on

• How data can help or hurt, depending on how it’s used

• The role of psychological safety in unlocking high-potential talent

• Why education and strategic scaffolding matter more than hustle culture

This is one of those episodes that might make you rethink how your TA org is built and why recruiters burn out when enablement is missing.

If you care about outcomes, not just activity, this one’s for you.

 Listen wherever you get your podcasts
 Subscribe so you don’t miss what’s next

We talk about safety (especially for women), inclusion, accessibility, and what it actually looks like to come home with something you can use at your desk on Monday, not just a hangover and a swag bag.

Catch the full episode below and hear how Desiree and Ashley are challenging HR conferences to do better for the people who keep this industry running.

From leading 200+ recruiters worldwide to advising on product, process, and people tech, Jim has built his career around one central truth: productivity in recruiting isn’t about doing more, it’s about doing smarter.

In this episode, Jim joins Talentless to break down what productivity really looks like for recruiters in 2025, the data, the burnout, and the brutal myths we keep telling ourselves about “hustle.”

Tune in as we unpack:

• Why recruiter productivity has become a broken metric

• How tech and tooling (like Ashby) can elevate, not replace human judgment

• What real efficiency looks like when hiring at scale

• The future of People Ops leadership in an AI-driven world

Smart, funny, and deeply experienced, Jim brings clarity to a conversation most of us are too busy to have.

In this episode, Katrina joins Talentless to talk about leading with authenticity, navigating change, and why hiring should always start with empathy.

Tune in for a smart, human conversation with one of the boldest voices in the talent industry.

Catch the full episode below and hear how Tejal redefined what a career in recruiting can look like.

Catch the full episode below and hear how Erin redefined what a career in recruiting can look like.

Joel Lalgee is a podcast host, executive recruiter, and content strategist who’s become a true friend of the Talentless Podcast. In this episode of Clockout, Joel shares his journey, lessons learned, and why content is one of the most powerful tools in the talent industry.

 Tune in to hear Joel’s story and get inspired by one of the legends in recruiting content.

We’ll swap stories, spill some tea, and explain why understanding the fine print of a role isn’t just nice to have, it’s survival in this industry.

If you’ve ever looked at a job description and thought, “Wait… what exactly is this role?”—this one’s for you.

 Tune in, laugh a little, and maybe rethink the next requisition that lands on your desk.

Expect straight talk, sharp insights, and a few laughs along the way as we unpack how recruiters can recognize the rules of the game in each space and use that knowledge to deliver better hires, stronger relationships, and long-term wins.

Listen wherever you get your podcasts and join the conversation about what it really takes to recruit across industries.

In this episode of Talentless, we dig into the real work behind “managing the manager.” From setting clear timelines and pushing back on unrealistic requests to aligning on what “good” actually looks like, we discuss the soft skills and strategic grit it takes to run a hiring process that works.

Whether you’ve had to teach someone how to interview (again) or you’re battling hiring freeze whiplash, this one’s for you. Because being a recruiter means you’re not just filling jobs — you’re managing people who think they know how to.

In this episode of Talentless, we dig into the real work behind “managing the manager.” From setting clear timelines and pushing back on unrealistic requests to aligning on what “good” actually looks like, we discuss the soft skills and strategic grit it takes to run a hiring process that works.

Whether you’ve had to teach someone how to interview (again) or you’re battling hiring freeze whiplash, this one’s for you. Because being a recruiter means you’re not just filling jobs — you’re managing people who think they know how to.