The Talent Tango

In this episode, Cecelia McElearney, Head of People at Instabase, talks about the importance of recruiting champions and the role of partnerships in talent acquisition. She explains that recruiting is a team effort requiring collaboration across the organization. Cecelia shares insights on ownership in HR processes, emphasizing clear communication and transparency. She discusses project management, stakeholder management, and empowering HR and recruiting teams. This episode offers valuable strategies for building successful relationships to attract and retain top talent.

Highlights:

• 01:48 The Importance of Recruiting Champions
• 03:48 Managing People Processes and Ownership
• 07:44 Project Planning and Execution
• 13:36 Empowering Teams and Building Relationships
• 19:12 Communication and Succession Planning

Guest:

Cecelia McElearney | Head of People | Instabase: Currently serving as the Head of People at Instabase, Cecelia brings a wealth of expertise in shaping dynamic and inclusive work cultures. With prior roles in HR at Block, Remix, and Carta, Cecelia has ensured that People initiatives ranging from employee relations to talent acquisition to compensation and benefits align with core business objectives. LinkedIn: https://www.linkedin.com/in/ceceliamcelearney/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

n this episode, Amir interviews Dana Dillard, Director of Recruiting and Talent at Collective Health. They dive into the unique challenges of recruiting in large companies versus startups. Dana sheds light on common misconceptions about recruiters' roles in big tech firms like Apple, Amazon, and Meta, and highlights the skills needed to excel in different environments. She also offers strategic advice on tailoring resumes, dealing with interview biases, and navigating career transitions between large corporations and smaller startups.

Highlights: - 02:15 Challenges of Recruiting at Large vs. Small Companies - 03:34 Strategies for Recruiting Without a Big Brand - 05:33 Skills and Processes - 15:03 Advice for Transitioning Between Company Sizes - 18:40 Customizing Resumes for Different Audiences

Guest:

Dana Dillard is a seasoned global talent acquisition leader with extensive experience in financial services and technology industries. She excels in designing and executing talent strategies that support business goals and promote diversity and inclusion. Dana has managed large teams and partnered with cross-functional teams on workforce planning and complex hiring decisions. She is skilled in implementing sourcing programs, increasing candidate pipelines, and driving efficiencies. Currently, Dana leads recruiting and talent at Collective Health, the leading health benefits platform focused on improving employee health outcomes and controlling costs.

https://www.linkedin.com/in/danadillard/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amir sits down with Kulwinder Verma Scott, Global VP of Talent Acquisition at The Trade Desk, to explore how talent professionals can move beyond process execution and step into their role as true business partners. They dive into the stigma around TA being seen as order-takers and discuss actionable ways to shift that narrative. If you're trying to level up your strategic influence within your org, this episode is for you.

🔑 Key Takeaways

• Process Is the Floor, Not the Ceiling: Effective recruiting starts with a strong process, but the impact multiplies when recruiters deeply understand the business they're supporting.

• Be Curious, Not Just Compliant: Asking "why" helps uncover deeper business context and makes recruiters better storytellers and strategic partners.

• Position Yourself as a Partner: Words matter—framing your team as "talent partners" versus "recruiters" sets a collaborative tone from the start.

• Shift Left: Like cybersecurity, talent should move closer to the business problem—getting involved earlier to influence hiring strategy, not just execute it.

⏱️ Timestamped Highlights

• [00:02:00] The difference between managing process and creating business impact

• [00:04:00] Why curiosity is a recruiter's superpower

• [00:07:00] How to be seen as a partner, not just a process enforcer

• [00:10:30] Peer learning and onboarding tactics to prepare for strategic convos

• [00:13:00] Building symbiotic relationships with the broader people team

• [00:17:00] How to navigate disagreement and friction with hiring managers

• [00:21:00] The persistent stigma around TA—and how to start shifting it

• [00:24:00] Why talent teams need to "shift left" into strategic business convos

💬 Episode Quote

"Curiosity sounds pretty basic, but it would be shocking to know how quickly it becomes easy to fall into a process-oriented role and stop asking questions." — Kulwinder Verma

In this podcast episode, Michelle Pal, Manager of People and Culture at Tonal, discusses her career shift from Talent Acquisition (TA) to Human Resources (HR). The conversation highlights the challenges and adjustments in expanding her role, from acquiring talent to managing broader HR functions. Michelle shares her experience, including stakeholder engagement changes, prioritization of tasks, and the significance of data-driven strategies. She also offers insights on maintaining organization, building relationships, and learning to handle increased responsibilities. This episode is a valuable resource for anyone considering or navigating the transition from TA to HR.

Highlights

04:17 Transitioning from TA to HR

05:58 Stakeholder Engagement and Long-term Planning

08:06 Managing Broader HR Responsibilities

11:01 Prioritization and Organization in HR

18:23 Building and Maintaining Relationships in HR

Guest:

Michelle Pal has expertise in various HR functions, including talent acquisition, employee relations, performance management, training and development, and HR compliance. She has a proven track record of implementing strategic HR and talent acquisition initiatives that align with organizational goals and drive employee engagement and retention. Currently, she leads People & Culture at Tonal.

https://www.linkedin.com/in/michellepal/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Amir Bormand interviews Carla Foster, the VP of Global Talent Acquisition at DataStax, to explore how talent acquisition leaders can add more value and better align with the needs of their organizations. Carla shares her insights on moving beyond mere process management to truly understanding the business functions they support, ensuring candidate quality, and building trusted relationships with hiring managers. She emphasizes the importance of communication, adapting to the team's cadence, and the strategic use of 'uncomfortable nos' in decision-making. The conversation also touches on the challenges of aligning talent acquisition practices with engineering and other departmental processes, the significance of visibility into recruitment activities, and the impact of showcasing value through metrics and direct involvement of hiring managers in the recruitment process. Carla advocates for openness and collaboration and for leveraging her extensive experience to navigate the complexities of talent acquisition and contribute significantly to organizational success.

Highlights

01:37 The Core of Talent Acquisition: Adding Value and Alignment

02:13 Deep Dive into Talent Acquisition Strategies

03:30 Challenges and Solutions in Talent Acquisition

05:08 Building Relationships and Trust in Talent Acquisition

08:57 The Importance of Asking the Right Questions

12:12 Adapting Talent Acquisition to Engineering Teams

13:50 The Power of Communication and Feedback

Guest connect: https://www.linkedin.com/in/carla-croghan-foster-82a126/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

Lauren Newton, VP of People at Sanity, joins the podcast to discuss how approaching talent management as a continuous experiment can drive innovation, engagement, and meaningful improvements within organizations. Lauren shares practical strategies for identifying areas to experiment, defining clear outcomes, and effectively managing stakeholder buy-in.

Key Takeaways:

• Treat Talent Initiatives as Experiments: Encourage innovation by testing new approaches to people management, recognizing that traditional HR processes can evolve.

• Clearly Define Outcomes: Always establish the desired business impact and define success criteria to keep initiatives aligned and measurable.

• Prioritize Ruthlessly: Focus on fewer, impactful projects to ensure meaningful progress and space for experimentation.

• Incremental Implementation: Roll out new initiatives to smaller groups first, allowing time for feedback, adjustments, and validation before broader implementation.

• Stakeholder Engagement: Foster stakeholder buy-in by inviting input early in the process, creating shared ownership and commitment.

Timestamped Highlights:

• [00:00] Introduction: Lauren Newton on treating talent management as an experiment.

• [02:00] Why flexibility and innovation are critical in modern HR.

• [05:00] How to determine where experimentation is possible within compliance boundaries.

• [08:00] Defining the problem statement and ideal outcomes clearly.

• [11:00] Real-world example: Automating the onboarding process.

• [13:30] How to evaluate success before wider implementation.

• [17:00] Helping your team embrace changes and new processes.

• [21:00] Balancing daily responsibilities and strategic initiatives.

• [25:00] Effective stakeholder communication and gaining commitment.

Featured Quote:

"Approach every conversation with stakeholders as sharing an idea and asking for input. Their buy-in happens when they feel they've genuinely contributed." – Lauren Newton

Connect with Lauren Newton:

• https://www.linkedin.com/in/lanewton22

Enjoy this insightful episode? Share with your colleagues and let us know your thoughts!

In this episode, Amir Bormand interviews Meg Pittman, VP of People at dbt Labs, to explore how people teams can evolve into enablers rather than gatekeepers. They discuss authentic leadership, fostering safe spaces, and shifting from risk mitigation to proactive business enablement. Meg shares stories about leading with vulnerability, empowering her team, and taking calculated risks to build a human-centered workplace.

Key Takeaways:

• Authentic Leadership Creates Safe Spaces: Leaders must embody authenticity and empower their teams by setting examples of openness and vulnerability.
• Shift from Gatekeeping to Enablement: People teams should support employees as decision-makers rather than control processes with rigid rules.
• Balancing Risk and Creativity: Effective teams embrace calculated risks, allowing for creative solutions and continuous improvement.
• Building a Human-Centered Culture: Success comes from aligning policies with business goals while fostering a supportive and growth-oriented culture.

Highlights:

• 01:24 - Defining Authentic Leadership
• 03:00 - Creating Safe Spaces through Vulnerability
• 06:00 - Empowering Employees to Make Decisions
• 09:00 - Reimagining Performance Management
• 14:00 - Taking Calculated Risks for Long-Term Success
• 18:00 - Balancing Policy and Creativity
• 22:00 - Enabling Teams to Be Business Partners

This episode is a must-listen for leaders looking to build more human-centered, innovative, and empowered workplaces. Listen now!

Guest - Meg Pittman: https://www.linkedin.com/in/meg-pittman-13ba14144/

In this episode, we dive into the nuances of how founders can effectively hire go-to-market leaders with Atli Thorkelsson, VP of Talent Network at Redpoint Ventures. The conversation covers the challenges founders face in these roles, the timing and dynamics of such hires, and the importance of founder-led sales in the early stages. Atli emphasizes the need for candidates who can execute immediately while having the potential to grow with the company. The discussion also explores the intricacies of hiring outside a founder's skill set, the significance of setting up for holistic success, and the critical aspect of surrounding oneself with knowledgeable people. Atli provides insights into what to look for in candidates, highlighting the importance of long-term thinking, cultural fit, and the ability to scale with the company. The episode is rich in advice for founders on navigating the hiring process, from the initial job definition to engaging with potential candidates for long-term roles.

Highlights

00:50 The Challenge of Hiring Go-to-Market Leaders

01:23 When to Hire Go-to-Market Leaders: Insights from Atli

02:32 The Importance of Hiring for Now and Future Growth

03:07 Navigating the Hiring Process: Strategies and Challenges

08:35 Identifying the Right Sales Leadership Qualities

16:57 Advice for Founders on Hiring and Onboarding

Guest: https://www.linkedin.com/in/atlit/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Amir Bormand interviews Blake Williams, the Head of Talent at Nuro, a startup focused on enhancing daily life through robotics, notably with their self-driving delivery vehicles. They delve into the challenges and strategies of managing talent transition, particularly in a high-skill environment like Nuro, which specializes in computer vision technologies and robotics. Williams emphasizes the importance of preparing for inevitable departures by ensuring individuals leave as better ambassadors and how Nuro engages in proactive succession planning, involving internships and new graduate programs to maintain a pipeline of talent. Additionally, the conversation touches on Williams' transition from the Marine Corps to the talent acquisition field, reflecting on the valuable, transferable skills veterans bring to the corporate world. The episode concludes with insights into creating a talent-friendly culture and the benefits of intentional hiring and development strategies.

Highlights

00:16 The Inevitability of Employee Departures

00:55 Introducing Nuro and Its Mission

01:36 Challenges in Replacing Specialized Talent

02:34 Embracing the Reality of Employee Turnover

04:50 Proactive Succession Planning and Talent Development

06:14 Internships and New Graduates: A Strategy for Talent Acquisition

07:53 Creating Talent Ambassadors for the Future

10:08 The Process of Onboarding and Knowledge Transfer

11:57 Rethinking Replacement and Hiring Strategies

14:05 The Importance of Internships and Cognitive Diversity

18:09 The Role of the Talent Team in Shaping Company Culture

20:15 Transitioning from the Marine Corps to Corporate America

Guest:

Blake Williams: https://www.linkedin.com/in/bwillia/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

This podcast episode features a discussion with Ashley Core, Head of TA at SoFi, focusing on engagement strategies for high performing teams within talent acquisition (TA). They delve into maintaining team engagement during busy periods and downtimes, addressing the impact of layoffs on mental health, and strategies for personal and team productivity. Ashley shares insights from her experience, emphasizing the importance of rest, wellness, and meaningful projects to maintain performance levels. The conversation also covers the challenges of the current hiring landscape and the value of vulnerability and empathy in leadership. Additionally, Ashley and the host discuss the transient nature of the talent industry and strategies for long-term career fulfillment.

Highlights

00:45 Defining High Performing Teams and Engagement Strategies

01:39 The Importance of Balance: Performance, Mental Health, and Well-being

02:27 Leadership Lessons: Navigating Highs and Lows in Talent Acquisition

04:51 Maintaining Engagement During Slow Hiring Periods

10:48 Addressing Mental Health and Leading with Vulnerability

18:13 Career Longevity in Talent Acquisition: Passion and Resilience

Ashley: https://www.linkedin.com/in/ashleycore/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)