What if your recruiting framework actually helped you close more offers?

Bryan Power, Chief People Officer at Nextdoor, joins Shannon to unpack the practical strategy behind their AAA approach to recruiting. With over 20 years of experience leading teams at companies like Yahoo and Block, Bryan brings a clear, structured lens to the chaos of hiring.

He outlines the AAA framework on how attraction, assessment, and acquisition function as distinct stages, each with its own metrics and challenges. 

The conversation covers how to track what matters, when to intervene, and why teams often focus on the wrong part of the funnel. Bryan also explains how his team uses a consistent but flexible process to create standout candidate experiences.

Key takeaways:

1. Offers accepted is the most important metric: If candidates aren’t joining, the rest of your pipeline doesn’t matter.
2. Three A’s help diagnose issues: Clear metrics at each stage reveal where your process is breaking down.
3. Not all candidates come equal: Referrals, sourced leads, and online applicants need different handling.
4. Consistency supports personalization: Recruiters can deliver a tailored experience when supported by a repeatable system.

Timestamps:
(00:00) Introductions

(02:42) The three As: Attraction, Assessment, Acquisition

(06:27) Balancing pipeline recruiter focus

(08:40) Evaluating sourcing channel noise

(10:17) Data for hiring alignment

(12:53) Engineering’s 90% failure rate

(16:55) Diagnosing core team issues

(19:35) Standardizing key recruiter moments

(24:31) Relationships drive offer acceptance

(28:20) Recruiters trusted beyond hiring