Delivery Hero’s Chief People and Sustainability Officer, Ana Mitrasevic, joins Rob to challenge the status quo of performance management. Drawing on her experience in both HR and product, Ana makes the case for replacing rigid review cycles with tech-enabled, real-time performance enablement. She shares her vision of a two-sided internal talent marketplace, explains why traditional career ladders don’t cut it anymore, and offers a smart hiring hack that both CFOs and CPOs can get behind. Plus, a friendly invite to watch high-drama basketball in Serbia.

• Why performance enablement should replace traditional performance management

• How technology can identify real-time strengths and skill gaps without a manager’s input

• Why annual reviews and rigid nine-box grids no longer serve high-performing teams

• How to build an internal talent marketplace that empowers nonlinear, skill-based career moves

• How to use "next-level-down" backfills to create internal mobility and reduce costs

• What HR can learn from product management: test, iterate, de-prioritize

• Why values and behaviors may matter more than skills in internal hiring

• How to scale talent discovery beyond one-off relationships and gut feeling

Ana Mitrasevic on LinkedIn

LHH Recruitment Solutions 

A Beautiful Working World

A Soundbeam Studios Production

Tina Bright wasn’t looking—but Inter-Con Security found her anyway. In this episode, Tina shares how a well-timed drink with the CPO turned a polite decline into a fast-tracked offer. She unpacks her playbook for entering a new org, from low-hanging fruit wins to tech stack audits, and explains why TA leaders should stay curious about the latest tools (even when they’re not buying). Tina also reflects on evaluating career moves with intention—and why working for someone who gets TA can be a game-changer.

Key Takeaways:

• How a casual drink turned into a senior leadership role

• The importance of surveying stakeholders early in a new role

• Low-lift, high-impact wins to build credibility fast

• Evaluating ATS and CRM options that actually fit the business

• Why TA leaders should demo new tools—even without a buying need

• How to spot when a company is truly invested in talent acquisition

• Tina’s three-question framework for evaluating new opportunities

• Why company culture (and who you report to) really matters

Tina Bright on LinkedIn

LHH Recruitment Solutions 

A Beautiful Working World

A Soundbeam Studios Production

Ken Bouchard, VP of Talent Strategy at BJ’s Wholesale Club, joins Rob to break down how he led a full-scale HR transformation—without losing sight of the business. From splitting strategic and ER functions, to killing off “HR vanity projects,” Ken explains how he restructured his team to be faster, sharper, and more aligned to outcomes. Plus, he shares why some projects should be shelved even if they succeed, what HR can learn from restaurants, and how a little time in Iceland goes a long way for clarity.

Key Takeaways:

• Why BJ’s split employee relations from strategic HR—and how it improved both

• How to kill off “HR vanity projects” (even the successful ones)

• A practical framework for aligning HR work to real business outcomes

• Why HR pros should treat internal teams like customers

• The value of front-of-house/back-of-house thinking in HR org design

• Why experience across multiple HR domains leads to better leadership

• How to grow your career in HR when key processes only happen once a year

• The importance of postmortems—even when things go well

Ken Bouchard on LinkedIn

LHH Recruitment Solutions 

A Beautiful Working World

A Soundbeam Studios Production

Trisha Degg joins Rob to unpack her zigzagging path through sales, HR, venture capital, and back to the hiring trenches as Head of Global TA at Rush Street Interactive. She shares how “Googling her way through HR” (pre-AI!) made her a sharper TA leader, why she hired a former recruiter to wrangle ATS chaos, and how her team is using AI to reverse-engineer their best hires. From global hiring hurdles to cleaning up messy data, Trisha proves that building scalable talent processes is as much about grit as it is strategy—plus, there's tomatoes. Lots of tomatoes

Key takeaways:

• Why cross-functional experience makes for stronger talent leaders

• How to clean up and future-proof your ATS and headcount data

• The value of hiring scrappy, fast learners into ops roles

• Using AI to identify common traits among top performers

• Tips for globalizing recruiting processes across 20+ countries

• How to build a strong CPO relationship (and why it matters)

Trisha Degg on LinkedIn

LHH Recruitment Solutions 

A Beautiful Working World

A Soundbeam Studios Production

TTTM welcomes back Dom Farnan, who shares her journey from being the CEO of DotConnect to her current role as Head of Business Recruiting at Groq. Dom discusses the challenges and learnings from her transition, the importance of communication in leadership, and the need for a tailored recruiting process that aligns with the company's values. She emphasizes the significance of educating hiring managers about the recruitment process and the importance of choosing the right clients for successful partnerships. Dom also shares insights on assessing talent and the qualities that make a great recruiter, concluding with her thoughts on curiosity as a key value in recruitment.

Dom Farnan on LinkedIn

LHH Recruitment Solutions 

A Beautiful Working World

A Soundbeam Studios Production

EnterpriseDB CHRO Einav Lavi shares how she transformed from finance instructor to business-focused HR leader by speaking the language of executives—revenue, costs, and ROI. She details challenging a COVID-era 20% layoff mandate with data-driven alternatives that saved nearly $1M, leading company-wide AI implementation, and positioning HR as "builders of the business" rather than policy enforcers. The conversation covers earning executive credibility through commercial fluency, courage to challenge leadership decisions, and viewing HR as a strategic change management function.

• Speak business language: Translate HR initiatives into revenue impact, cost analysis, and ROI rather than engagement scores or time-to-fill
• Challenge with data: Respond to executive decisions with financial models and alternative cost analyses, not emotional appeals
• Earn credibility through commercial fluency: Understand revenue, margins, and business metrics to gain genuine executive partnership
• Lead cross-functional change: Position HR as change management experts who can spearhead company-wide initiatives like AI implementation
• Use HR as transformation pilot: Test new processes within your department first, document results, then scale across the organization
• Master the "why" in communication: Focus on explaining why changes benefit the business, not just what changes are happening
• Invest in business knowledge: Understand different departments' priorities to become a true business partner rather than order-taker
• Commit to continuous learning: Block dedicated time for market trends, financials, and industry developments that impact your company

Einav Lavi on LinkedIn

LHH Recruitment Solutions 

A Beautiful Working World

A Soundbeam Studios Production

Lucia shares her unconventional career philosophy: choose companies over jobs. With experience at Yahoo, Patreon, and six years at Virta, she argues that job titles, managers, and compensation frequently change, but company mission remains stable. The conversation explores Virta's unique hiring challenge of needing 20-50 healthcare coaches and providers within weeks due to unpredictable patient enrollment. Their solution: a 4,500-person talent community (4x their workforce) maintained through regular communication, cohort-based hiring, and radical transparency to enable rapid deployment when demand spikes.

• Choose company over job details: Focus on company mission and ethos rather than specific titles, managers, or compensation—these change frequently while mission stays stable.

• You are the asset: View your skills as portable value that can be applied anywhere, not tied to a specific role or company.

• Mission alignment prevents burnout: Working for organizations whose purpose resonates with you provides emotional fuel during difficult periods.

• Build talent communities at scale: Virta maintains 4,500 people (4x workforce) with regular communication, enabling rapid hiring for unpredictable demand.

• Use cohort hiring for transparency: Set hiring dates reduce uncertainty and improve candidate communication about timing and expectations.

• Simplify your tech stack: Consolidating tools reduces complexity and costs while improving focus on relationships.

• Prioritize authentic recruiting: Transparent, anti-sales communication builds better candidate relationships than traditional "selling" approaches.

• Consider fractional work: Consulting and fractional roles offer flexibility to wait for aligned opportunities while maintaining income.

Lucia Guillory LinkedIn

LHH Recruitment Solutions 

A Beautiful Working World

A Soundbeam Studios Production

Gianna Driver, a seasoned Chief People Officer shares her stance on eliminating cover letters and resumes, the mutual evaluation process during job searches, and the critical questions candidates should ask to assess company culture. Gianna emphasizes the importance of in-person interactions and offers valuable advice for job seekers navigating a challenging market.

Takeaways

• Should we eliminate cover letters and resumes?
• Job searches are a mutual evaluation process.
• Asking the right questions to gauge company culture.
• Tuning in to subtle cues during interviews.
• Knowing your worth independent of your employer.

Gianna Driver on LinkedIn

LHH Recruitment Solutions 

A Beautiful Working World

A Soundbeam Studios Production

Helen Burns, the Global Talent Director at Owkin, about her unique journey in talent acquisition. Helen shares her transition from freelance consulting to an in-house role, the importance of long-term talent strategies, and the challenges of building a talent team in a rapidly changing industry. They discuss the significance of employer value propositions, company culture, and navigating imposter syndrome in career growth. Helen emphasizes the need for clarity in attracting talent and the importance of being open to learning and adapting in a new environment.

• The Global Talent Scout role emphasizes proactive recruitment strategies.
• Balancing immediate hiring needs with long-term talent strategies.
• Imposter syndrome can be overcome by reflecting on past achievements.

Helen Burns on LinkedIn

LHH Recruitment Solutions 

A Beautiful Working World

A Soundbeam Studios Production

Summary

In this episode, Rob interviews Jonathan Graber, the head of talent at Gynger, discussing his journey from agency recruiting to in-house talent acquisition. They explore the challenges and rewards of transitioning roles, the importance of setting deadlines in hiring, and the diverse responsibilities that come with working in a startup environment. Jonathan shares insights on managing priorities, the significance of people operations, and how to navigate the complexities of talent acquisition in a fast-paced setting.

Takeaways

• The 10 80 10 rule illustrates how people respond to requests.
• Transitioning from agency to in-house recruiting
• Adding People Ops responsibilities
• Prioritizing recruitment based on urgency and revenue impact.
• Managing multiple roles in a startup requires effective triage.

Jonathan Graber on LinkedIn

LHH Recruitment Solutions 

A Beautiful Working World

A Soundbeam Studios Production