Welcome to Inside Talent – Special Edition powered by Match2, hosted by Craig Fisher with co-host Doug Berg. In this debut episode, we sit down with one of the sharpest, most outspoken, and most respected minds in recruiting and HR tech media — Matt Charney.Matt has built and shaped global recruiting conversations for more than a decade. From leadership roles at Recruitment Marketing platforms and global RPOs, to his latest work disrupting talent media strategy, Matt brings an unmatched blend of humor, honesty, and clarity about what really matters in hiring today.This is a candid, long-form conversation the industry rarely gets to hear — no hype, no buzzword bingo, just the truth about:The real state of HR tech (beyond vendor hype)What employers are still getting wrong about hiringWhy recruiting storytelling matters more than everHow media is reshaping the talent landscapeWhere the talent industry is headed next…and plenty of smart commentary and fun along the way.🎙️ About Matt CharneyMatt is a globally recognized voice in talent, media, and HR tech. His career includes leading editorial and strategy for some of the most influential recruiting platforms in the world, consulting for major brands, and shaping how organizations talk about work, hiring, and technology.Learn more:https://www.linkedin.com/in/mattcharney🎙️About Match2Match2 is a next-generation talent engagement platform built to fix the broken disconnect between candidates and employers. Instead of one-and-done applications and stale databases, Match2 creates a private, bi-directional Direct Talent Network where every candidate maintains a living profile, stays connected over time, and receives meaningful matches — while employers finally get fresh, actionable candidate data and real relationships instead of ghosting, re-buying, and wasted spend.

Learn more:

⁠Match2: https://match2.jobs🧠 Episode Highlights00:00 – Intro & Why Matt Matters to the Industry03:30 – How the Talent Industry Changed (and Didn’t)10:15 – HR Tech Reality vs Marketing Spin18:20 – What Employers Still Don’t Understand About Candidates27:45 – The Future of Talent Media & Influence35:00 – What’s Coming Next in Recruiting40:00 – Final Thoughts + What Matt Is Excited About💡 About Inside TalentInside Talent brings together the most influential thinkers, leaders, analysts, and innovators in recruiting and HR tech for real conversations about what’s working, what isn’t, and where the industry is heading next.Hosted by Craig Fisher, joined by leaders from Match2, and powered by decades of hands-on experience in hiring, marketing, tech, and strategy.👍 Like, Subscribe & Stay ConnectedIf you enjoyed this conversation, hit Like, drop a comment, and subscribe for upcoming episodes featuring top industry leaders.Subscribe & watch more episodes:👉 Inside Talent Playlist: https://www.youtube.com/playlist?list=PL-Bs2Ef_qYYy2jO1RcmJ0IL7rdWadtpHm👉 Learn more about Match2: https://match2.jobs

Welcome back to Inside Talent — the podcast that digs into the people, tech, and trends shaping the future of hiring.

In this episode, host Craig Fisher talks with Adam Stokar, founder of Talent Llama, about the rise of AI-driven interviews and a new hiring philosophy called The Fairness Factor. What if the resume wasn't the deciding factor? What if screening could be faster, more objective, and better for candidates?

This conversation unpacks:

• What “The Fairness Factor” really means in modern recruiting

• Why dynamic skills inference beats keyword filtering

• How Talent Llama helps teams screen thousands fairly and efficiently

• Adam’s founder journey and vision for unbiased, scalable hiring

• The future of TA tech — and where humans still matter most

💡 Brought to you by Inside Talent — where smart hiring meets smarter conversations.

🔗 Learn more at TalentLlama.com
🎙 Hosted by Craig Fisher | LinkedIn

#InsideTalent #FairHiring #TalentLlama #AIHiring #RecruitingTech #HRTech #CraigFisher

🚀 Inside Talent: Agentic AI with Steven Jiang, CEO of HireEZ
🎙 Hosted by Craig Fisher

We’re diving deep into the future of AI in recruiting! In this episode of Inside Talent, Craig Fisher sits down with Steven Jiang, the visionary founder and CEO of HireEZ, to unpack the launch of Agentic AI — and how it's reshaping the talent acquisition landscape.

🔍 What you’ll learn:

• The origin story of HireEZ (formerly Hiretual)

• What makes Agentic AI different from basic automation or chatbots

• How semi-autonomous AI empowers recruiters (not replaces them)

• Why ethical AI and data compliance are at the core of this evolution

• A bold vision of recruiters as strategic business partners

🎉 Plus, we recap the exciting HireEZ Hoedown and analyst breakfast!

If you're an HR or TA leader, staffing pro, or tech-forward recruiter — this is a must-watch.

👇 Drop your thoughts below or connect with us to learn how AI is changing the game in talent tech.

#InsideTalent #HireEZ #AgenticAI #HRTech #RecruitingInnovation #TalentAcquisition #FutureOfWork #CraigFisher #StevenJiang #AIRecruiting

🚨 New Episode: Inside Talent with Craig Fisher 🚨

In this episode, I had an insightful conversation with Annie Culbertson, Talent Acquisition leader at Gensler, the largest architecture and design firm in the world. 🎙️

Here are some key takeaways:

Join us for a deep dive into the future of talent acquisition and the role of innovation in shaping the workplace!

#InsideTalent #Recruitment #DiversityInDesign #AIinRecruitment #TalentStrategy #Architecture #FutureOfWork #Gensler

In this episode of the Inside Talent Podcast, hosted by Craig Fisher of TalentNet Media, guests from the forefront of AI and labor market analytics delve into how these technologies are revolutionizing recruitment marketing. Joining Craig were Yazhad Dalal from Joveo, Erika Oliver and Will Crandle from Horsefly Analytics, who shared their insights and experiences.

The conversation kicked off with an exploration of the pivotal role AI and labor market analytics play in refining recruitment marketing strategies. By leveraging global labor market data, companies can optimize their recruitment budgets, target the most promising talent pools, and enhance their overall hiring processes. The speakers emphasized the shift from traditional "post-and-pray" methods to data-driven strategies, underscoring the efficiency and effectiveness of using AI to navigate the complexities of the global labor market.

Erika Oliver highlighted the significance of using labor market analytics to identify optimal locations for talent acquisition, ensuring companies invest their resources wisely. Will Crandle provided a deeper understanding of Horsefly's capabilities, illustrating how the platform offers granular insights into the labor market, enabling companies to make informed decisions.

The discussion further delved into the impact of AI in recruitment marketing, with Yazhad Dalal sharing compelling examples of how AI-driven tools like Joveo's platform enhance job content optimization and personalized job recommendations. This not only improves job visibility and candidate matching but also addresses challenges such as bias in job descriptions, promoting more inclusive hiring practices.

Craig Fisher shared a success story, demonstrating the power of integrating AI and market analytics to solve real-world recruitment challenges. By reevaluating campaign strategies based on labor market data, significant improvements in applicant numbers and cost savings were achieved, showcasing the tangible benefits of this synergy.

However, the conversation also acknowledged the challenges in incorporating AI into recruitment efforts, including concerns over privacy, bias, and the need for leadership buy-in. The speakers shared valuable advice on overcoming these hurdles, emphasizing the importance of ethical considerations and the continuous auditing of AI models.

In closing, the episode underscored the transformative potential of AI and labor market analytics in recruitment marketing. The speakers encouraged listeners to embrace these technologies, experiment with new tools, and share success stories to foster a community of learning and innovation in the field.

This episode not only provided practical insights into leveraging AI and analytics for recruitment marketing but also inspired a forward-thinking approach to talent acquisition in the digital age.

Featuring Craig Fisher and Jason Putnam, CRO of Plum. This episode aims to debunk the myths surrounding traditional talent assessments and illuminate the path toward a more effective, skills-based approach to talent intelligence.

Summary:

Key Topics:

Speakers:

What You'll Learn:

Don't miss this episode filled with valuable insights and expert opinions. Tune in now! 🎧

Get Craig Fisher's best-selling new book, Hiring Humans - Attract, Convert, and Retain Top Talent in the Age of Automation today at www.Hiring-Humans.com

#BigNews! #BooleanAndBrews are coming to #TalentNetLive November 9th to do their first in-person podcast episode. Look out #Smartless. Carrie Collier Mike Chuidian and Susanna 🦄 Frazier are hot on your trail! Join us! Register at www.talentnetlive.com

In this episode we discuss their new podcast and their upcoming appearance at the TalentNet Live conference.

You may have noticed we haven't been posting episodes for the last several months while Spotify was taking over Anchor.FM and the talent market was tanking. But we are back to celebrate Craig Fisher's new book, Hiring Humans - Attract, Convert, and Retain Top Talent in the Age of Automation available on Amazon at https://hiring-humans.com

Hey, it's Craig Fisher. I am here with Michelle Thompson. She is the head of sourcing at Uber. And she is a longtime friend and colleague and collaborator. Michelle will be appearing at TalentNet Live and TheCandE's conference Nov. 2-3 in DFW.  Register https://insde.co/78rj

Excellent. Thanks for having me.

So, tell us a little bit about what's going on in your role currently, and what issues your team is seeing and how you're tackling? Yeah.

So we've been going through kind of a reinvention for lack of a better term here at Uber for the past few years, I've been here for two and a half now.

came over to build the sourcing space for tech, and then switched over to build the sourcing space for non tech. And one of the things that we're really seeing with all these interesting ups and downs and post great resignation, and all of this is that our candidate attraction strategy

has to be way more focused, while at the same town way more diverse than it's ever been in the past. So part of the things that I'm working on are

where does the talent that we won't really live in each of our verticals? And how are we going to attract them? And how are we going to sell the story of why Uber

Uber, as you know, is a global company with a lot of reach.

They're one of the companies that definitely came out of out of COVID.

You know, stronger, faster better than before.

So though our, our needs have shifted

their continuous. So it's been a really interesting model. I think when I came on board, they had literally just shuttered all the all of the offices and kind of screeched everything to a halt. And what they didn't realize was within 30 days, the Uber Eats side of the business will just explode. I think the first two months I was here, they added 34,000 restaurants to the platform.

And then since then, we've added about 18 different variations of what we can do with that model. So Uber, pharmacy and

grocery delivery and liquor delivery and all these other pieces. Uber freight has been huge for us.

But that keeps me on my toes as far as how that messaging gets out to reach that group of candidates that not only has the skill set that has the desire to come and work with a company that is in continuous flux.

Jim Durbin is the Director of Recruitment marketing for PSG Global, a company that I've got a lot of experience with. He is also known, suspiciously, as the Indeed whisperer.  In this episode we talk recruitment marketing, job advertising, job boards, your process and how it affects your job ad conversion rate, and many other things that you're probably thinking about, but don't even know you should be on top of.