Hiring On All Cylinders

VP of Talent Acquisition Nick Mailey swings by Entelo's ERE booth to discuss the role of talent leadership in defending long-term recruiting strategies.

Duo Security Director of Recruiting Nate Ollestad explains how to measure and identify bottlenecks in the hiring process, as well as the recruiting team's role in retention and development.

Senior Director of Global Recruiting, Tony Le, explains his unique challenge of running a recruiting team which hires for 6 different brands, as well as how he has shifted metric analysis to put the onus on hiring managers.

Alfresco Head of Talent Andrew Farrell explains how Quality of Hire can be used to make the case for the talent team at the C-level, and connect recruitment efforts to greater business goals.

Matt Alder, host of the Recruiting Future podcast, stops by to discuss the themes he's noticed from interviewing dozens of recruiters, as well as what he learned from the case studies of talent teams he conducted for his new book.

Director of Talent Acquisition & Development for the Hillary Clinton Presidential Campaign, Nathaniel Koloc, joins Entelo CEO Jon Bischke to discuss how he hired 4300 people in a matter of months, how to match talent goals to hiring manager goals, and how to hire people for roles they've never done before.

Simppler CEO Vipul Sharma discusses the best way to incentivize employee referrals,  how to keep referral rates high without sacrificing diversity goals, and which contacts in an employee's networks actually represent hiring opportunities.

Former VP of Talent for Mozilla and Instacart Mathew Caldwell discusses the importance of diversity of thought, constantly calibrating on what an ideal candidate looks like throughout hiring cycles, and his conception of recruiters as project managers.

Erin Wilson returns to talk about sneakily hiring recruitment marketers, interview feedback, and assessing team members for grit and passion.

Director of Talent Acquisition Bailey Douglass joins the podsquad to discuss taking years of experience off job descriptions, illustrating to hiring managers the difference between a must-have and a positive indicator, and interview training.