This interview begins by asking interviewees Robin and Matthew what the biggest challenges are in talent acquisition today. "Low unemployment would have to be the first," Robin shares. Matthew irreverently pokes holes in some of the most common recruiting beliefs. He says, "Companies will spend this inordinate amount of money. Let's build this awesome culture. And this amazing class A office space. I'll tell you right now, from a recruiting standpoint, my couch beats any company culture." Matthew says traditional hiring is flawed with "its very precise job descriptions" that attract someone who is "limited and niched." "I think companies are increasingly turning to the college football recruiting model of going after athletes rather than position players." He believes that, while technology is important, we need to get back to the basics. "There is a focus on technology enablement and selection, that is almost never the problem, the problem is almost always some old fashioned process that is either inefficient or broken." Both share tips on creating a more efficient recruiting pipeline, and how to boost employer brand—strategies which are showing hefty returns. For Puratos, Robin shares, "We have improved our Glassdoor rating from a pretty low score to over four of five" which has made a big impact. We have doubled our followers on LinkedIn to almost 100,000 followers. . . We were just nominated for best employer brand on LinkedIn."