Sign up to save your podcasts
Or
Share Crisp SVP People Ops Joe Bast
Share to email
Share to Facebook
Share to X
Share to email
Share to Facebook
Share to X
Or
Crisp SVP People Ops Joe Bast
Rob welcomes back Joe Bast, now SVP of People Operations at Crisp, for a wide-ranging conversation that covers what it really takes to operate at the executive level, why AI is not the equalizer most people think it is, and how the definition of retention needs a complete overhaul. Joe brings 25 years of hard-won perspective on building high-performing people functions at growth-stage companies, and he does not hold back. From managing up to a CEO, to the slow erasure of entry-level talent pipelines, to why your critical talent should want for nothing, this episode is a masterclass for any HR or TA leader trying to do the job at the highest level.
Key Takeaways
- If the CEO keeps checking in, you do not have their trust: Joe's framework for earning executive confidence is simple: demonstrate competence, state your outcome, get quick wins, and let your results do the talking. Frequent check-ins are a warning sign, not a perk.
- AI is not making mediocre talent better: B or C players with AI produce more output faster, but the quality problem does not go away. Joe makes the case that tolerating AI slop is on leaders as much as the people generating it.
- AI is eliminating the entry-level pipeline: When sourcing and screening roles are automated, junior talent never gets the reps they need to become senior. This is a five-to-eight year talent development crisis already in motion.
- Retention means something different now: Joe traces the evolution from voluntary vs. involuntary, to regrettable vs. non-regrettable, to what he argues is the only metric that matters: retention of critical talent. Everything else is noise, or actively harmful to hold onto.
- Your critical talent should want for nothing: High base, strong benefits, generous PTO. The only thing you want your best people thinking about is the work. If they are worrying about healthcare or comp, you have already lost focus where it counts most.
- Getting hired still comes down to who you know: With AI flooding inbound pipelines, referrals are the fastest path to a new role. Joe's playbook: activate your network immediately, ask who they know, and stack LinkedIn recommendations from every job you leave.
Links
Joe on LinkedIn
LHH Recruitment Solutions
A Beautiful Working World
A Soundbeam Studios Production
View all episodes
By Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert.
4.7
9494 ratings
Rob welcomes back Joe Bast, now SVP of People Operations at Crisp, for a wide-ranging conversation that covers what it really takes to operate at the executive level, why AI is not the equalizer most people think it is, and how the definition of retention needs a complete overhaul. Joe brings 25 years of hard-won perspective on building high-performing people functions at growth-stage companies, and he does not hold back. From managing up to a CEO, to the slow erasure of entry-level talent pipelines, to why your critical talent should want for nothing, this episode is a masterclass for any HR or TA leader trying to do the job at the highest level.
Key Takeaways
- If the CEO keeps checking in, you do not have their trust: Joe's framework for earning executive confidence is simple: demonstrate competence, state your outcome, get quick wins, and let your results do the talking. Frequent check-ins are a warning sign, not a perk.
- AI is not making mediocre talent better: B or C players with AI produce more output faster, but the quality problem does not go away. Joe makes the case that tolerating AI slop is on leaders as much as the people generating it.
- AI is eliminating the entry-level pipeline: When sourcing and screening roles are automated, junior talent never gets the reps they need to become senior. This is a five-to-eight year talent development crisis already in motion.
- Retention means something different now: Joe traces the evolution from voluntary vs. involuntary, to regrettable vs. non-regrettable, to what he argues is the only metric that matters: retention of critical talent. Everything else is noise, or actively harmful to hold onto.
- Your critical talent should want for nothing: High base, strong benefits, generous PTO. The only thing you want your best people thinking about is the work. If they are worrying about healthcare or comp, you have already lost focus where it counts most.
- Getting hired still comes down to who you know: With AI flooding inbound pipelines, referrals are the fastest path to a new role. Joe's playbook: activate your network immediately, ask who they know, and stack LinkedIn recommendations from every job you leave.
Links
Joe on LinkedIn
LHH Recruitment Solutions
A Beautiful Working World
A Soundbeam Studios Production