HR Interviews Playlist

In this episode, the boys chat with Hannah Peet, the co-founder of Candidly, an ATS so generic it's called "white-label." Hannah waxes poetic about her grand adventure in HR tech, explaining how Candidly plans to make hiring as simple as a kindergarten art project for SMBs. They dive into the thrilling world of partnerships and the start-ups focus on going to market on the backs of more established companies.

What else? How about AI in candidate matching and don't forget the white-label magic? They also tackle the competitive landscape, where Candidly is apparently David to the Goliath of existing ATS providers, all while navigating the treacherous waters of marketing and pricing like they're sailing through a storm in a teacup. The 'firing squad' segment? More like a gentle critique session where they probably realized their messaging might be about as clear as mud. Does Candidly survive the Firing Squad? Gotta listen to find out.

According to Gartner 83% of HR technology buying decisions end in regret. In a world where talent acquisition is more complex and business-critical than ever, why are so many organizations making technology investments they later wish they hadn't? The challenge isn't just about picking the right tools; it's about proving its value, winning stakeholder buy-in, and ensuring it delivers tangible business outcomes.

Buying talent acquisition technology has never been more challenging. Economic uncertainty, increasing stakeholder scrutiny, and the rapid pace of innovation mean that making the right decision—and proving its value—can feel like an uphill battle. With so much information available, how do TA leaders ensure they're making the best possible choice while also securing the budget and support they need?

My guest this week is Matt Sharp, SVP of Go-To-Market and General Manager of EMEA at iCIMS. Matt shares expert insights into how organizations can navigate the complexities of building a compelling business case, engage vendors more strategically, and ultimately make technology decisions they won't regret.

In the interview, we discuss:

• The difficulties and complexity of the current tech procurement landscape

• The increasing number of stakeholders involved in making a decision

• Mitigating risk through better research

• Involving vendors in the process in a strategic way

• Understanding what different stakeholders care about

• Dealing with mandated software that is not fit for purpose

• The business case isn't the process. It is the output of the process.

• Value journeys and value engineering

• What does the future look like?

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Live from the Shaker Green Room at RecFest USA, Torin Ellis sits down with Chad & Cheese to tackle the evolving landscape of diversity and inclusion (D&I). As some organizations retreat under external pressures, Torin delivers a wake-up call—now is not the time to step back. He challenges leaders to honor their commitments, exposes the political forces shaping D&I strategies, and reminds us that real progress demands intention. With 2025 on the horizon, he highlights the companies still doing the work and calls on individuals—especially those with privilege—to step up.

Talent acquisition is evolving faster than ever. With AI reshaping the hiring landscape, skill gaps widening across industries, and businesses facing constant disruption, the role of TA leaders is shifting significantly. It’s no longer just about hiring—it’s about breaking down silos, driving workforce transformation, and ensuring companies have the right talent to stay competitive.

So, what does this mean for TA leaders? How can they move beyond being reactive and take on a more strategic role in shaping the future of work? And with the rise of fractional and interim TA leadership, is this the next big shift in how companies access talent expertise?

My guest this week is Virginia Tirado, an experienced TA and talent leader who has seen firsthand how the function is evolving. In this episode, she shares her insights on the growing need for skills-based hiring, how TA leaders can build stronger partnerships across the business, and why embracing change is key to staying relevant in an uncertain future.

In the interview, we discuss:

• From reactive to strategic

• Data-driven decision making

• How does TA now fit into the talent function?

• Breaking down silos

• Influencing business objectives

• The importance of partnering 

• What skillset and outlook do leaders need right now?

• Fractional, interim, and consulting

• Skills-based hiring

• What does the future look like for TA

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AI, bias, the metaverse, and... J.Cole? 🤯

This week, Chad & Cheese sit down with Stefan Youngblood, the founder of Black AI Think Tank and hireblack.com, to talk about the intersection of AI, job markets, and the Black community. From connecting 6,000+ people in the Black Metaverse to challenging AI's built-in biases (like turning "Black-owned chip company" into a potato chip brand 🍟🤨), Stefan is pushing boundaries in tech and social impact.

Oh, and did we mention he gave piano lessons to J.Cole? 🎹

🔥 The fear of becoming obsolete (FOBO) is real—will AI make or break your career?

🔥 How can recruiters leverage AI without falling into bias traps?

🔥 What’s the real future of co-pilots, agents, and the metaverse?

Get ready for wild stories, mind-blowing insights, and a dose of snark—only on HR’s most dangerous podcast.

🎧 Tune in now!

Chapters

00:00 – Podcast Intro – HR’s most dangerous podcast kicks off with Chad & Cheese.

01:14 – The Genesis of Black AI Think Tank

02:41 – From Clubhouse to LinkedIn

04:00 – A Life of Connection

07:12 – A Call from J.Cole?

10:40 – Black AI Think Tank: A Growing Ecosystem

13:19 – AI in Hiring & Recruiting

14:26 – FOBO: The Fear of Becoming Obsolete

20:40 – AI Bias in Action

23:11 – The Future of AI-Generated Content

30:08 – The Future of Entry-Level Jobs

32:41 – Prompt-Ganda & AI's Influence on Media

33:10 – Is the Metaverse Still a Thing?

35:57 – AI, Remote Work, and the Future of Learning

38:17 – AI is Scaling Fast

For as long as we can all remember, hiring has been built around resumes detailing previous experience, qualifications, job titles, and technical skills. But in a world where jobs are changing faster than ever, the skills that seem essential today can quickly become obsolete tomorrow. Hard skills are perishable, but durable skills like adaptability, problem-solving, and teamwork are now the real predictors of long-term success.

 So, how can companies move beyond outdated hiring practices and focus on what really matters? And what does this shift towards durable skills mean for hiring managers and job seekers looking to future-proof their careers?

My guest this week is Caitlin MacGregor, CEO and co-founder of Plum. Caitlin is a massive advocate for hiring based on durable skills and the science behind this. She shares why resumes are no longer enough and why focusing on durable skills could be the key to long-term success for employers and employees.

In the interview, we discuss:

• What are durable skills?

• Why do they ensure while hard skills are perishable?

• The science behind this

• Innate talent, drivers, and drainers

• Using accurate assessment data rather than inaccurate resume data

• How to elevate durable skills in the hiring process

• How to identify key behavioural indicators at a time when jobs are changing so quickly

• How should individual think about their durable skills?

• What does the future look like?

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Eleven years ago, I wrote a blog post with a title that asked the question, “Can you replace a recruiter with an algorithm?”. It provoked an instant reaction and a resounding no from everyone who read it. Fast forward to the present day, and technology has moved on exponentially, but the debate about technology replacing what have always been considered very human aspects of recruiting remains as emotionally charged as it has always been.

The mental models and cultural norms around recruiting run deep, but are we having the right debate? Perhaps the real shift isn’t about AI replacing recruiters. It’s about how quickly recruiters can rethink their role and let go of outdated assumptions. There are several recruiting tasks that AI can already do much better than humans, and the scope is only going to increase.

So what’s left for recruiters? How do we redefine the role of talent acquisition in an AI-driven world? And why is mindset the most critical factor in whether AI becomes a threat or an opportunity?

My guest this week is Nikos Moraitakis, CEO of Workable. In our wide-ranging conversation, we discuss the advancing cognitive ability of AI and how it is changing the way we need to think about what it means to be a recruiter.

In the interview, we discuss:

• The increasing cognitive ability of technology

• Recruiting tasks that AI can already do better than humans

• How AI can do things that are impossible for humans

• Lessons from adjacent areas, such as finance

• The importance of recruiters focusing on high-value tasks

• Agentic AI and Reasoning Models

• What will the ATS of the future be like

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🎙️ Chad & Cheese sit down with Celinda Appleby, Visa’s global director of talent attraction, for an in-depth discussion on navigating 2025’s talent acquisition hurdles—think economic uncertainty and a turbulent job market. Celinda reveals how Visa is refreshing its employer brand to align with evolving corporate strategies through EVP 2.0, powered by research and a dedicated center of excellence. 🚀

She dives into creative wins like Olympics-inspired campaigns and a reimagined career site strategy to boost candidate engagement. Plus, a sneak peek at what’s next: targeted recruitment tools, a brand advocacy culture, and finalizing EVP 2.0. Don’t miss out—connect with Celinda on LinkedIn and explore exciting job openings at Visa! 🌐

Talent acquisition is fundamentally about people making decisions, but how often do we stop to consider why people make the decisions they do? Whether it’s a recruiter screening a resume, a hiring manager assessing a candidate or a successful applicant deciding whether to accept the role, behavioral science plays a role in every step of the process.

Yet, despite its power, the psychology of hiring goes unnoticed, operating in the background rather than being used strategically. What if we could harness it to improve candidate experience, reduce bias, and make hiring more effective?

My guest this week is Stephen Reilly, an experienced Global Talent Acquisition & Talent Transformation Specialist. In our conversation, he explains how behavioral science and psychology influence hiring, why recognizing these patterns is critical, and how TA leaders can apply these insights to transform their processes.

In the interview, we discuss:

• Behavioral science and behavioral psychology

• Why behavioral science is so vital in TA right now

• Transparency in the candidate experience

• Small interventions that make a massive difference

• How recruiters are already using behavior science but might not realize it

• Apply science at scale to recruiting.

• Process optimization and evolution

• Advice to TA leaders on the first steps to take

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At a time when DE&I initiatives are facing increasing hostility, it's more important than ever to highlight the real value of inclusive hiring. Beyond being the right thing to do, inclusive hiring broadens talent pools, fosters innovation, and ensures that organizations tap into the full spectrum of people's skills and potential.

But what does true accessibility in hiring look like, and how can companies create recruitment processes that are genuinely fair for everyone?  

My guest this week is Ron Fish, Global Talent Acquisition Leader at Ivanti and a passionate advocate for disability inclusion in the workplace. Ron is at the forefront of championing accessibility not just to comply with regulations but to build environments where everyone can succeed.

In the interview, we discuss:

• How a revelation about the corporate career site accelerated Ron's journey as an advocate for disability inclusion.

• Optimal work environments work for everyone.

• How accessibility has massively advanced inclusion and belonging at Ivanti

• When bias outweighs common sense

• Focusing on skills and abilities

• Treating people as individuals rather than labels

• Accommodations in the hiring process, how simple changes can make a huge difference

• Why individuals with disabilities might be reluctant to disclose their needs during the recruitment process, and what strategies can address these concerns

• Shifting the perception of disability to make hiring more inclusive

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