Talk Talent To Me

Angela Briggs-Paige, Chief People Officer at Acelero Learning, joins Rob to share why HR is not your friend—and that’s a good thing. Angela breaks down how she shows up as a business leader first and a people expert always. She shares how she earned her seat at the boardroom table, what it really takes to build employee-led career paths, and why performance reviews need a serious glow-up. Plus: Angela’s approach to employee growth (spoiler alert: it involves passports), starting her own fractional CPO business, and never, ever being out-peopled. 📌 Key Takeaways Why HR isn’t your friend How to speak “business” instead of “HR” to get heard in leadership rooms The courage it takes to challenge decisions in the boardroom “I will not be out-peopled”: Angela’s mantra for CPO credibility How Acelero is replacing performance reviews with employee-led “career passports” The mindset shift from “how do we keep people?” to “how do we make staying a meaningful choice?” Why enabling managers as coaches, not judges, is the key to performance development The case for giving employees homework before their 1:1s How expanding her portfolio beyond HR helped Angela grow as a business leader What her fractional CPO venture People Power is teaching her about right-sizing HR strategy for scale   🔗 Links Angela Briggs-Paige on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Michelle Brooks, Chief People & Culture Officer at Security Compass, joins Rob to unpack what it really means to lead with “compassionate candor.” She shares how feedback norms are shifting for Gen Z, how she built a truly strategic people function without a traditional HR background, and why HR’s identity crisis is holding the industry back. Plus, Michelle gives a front-row look at how her team is driving AI adoption across the business—from launching an internal AI council to treating AI like the biggest change management initiative of the decade. This episode is packed with spicy takes, real talk about feedback, and a blueprint for how HR and IT can actually partner to move AI from buzzword to business driver.   📌 Key Takeaways Why Gen Z wants more feedback, and how to deliver it with “compassionate candor” The problem with radical candor and how it’s been quietly rebranded Why feedback is often withheld from leaders, and how Michelle invites it in The myth that HR needs permission to have a seat at the table How Michelle’s background in sales and recruiting helped her avoid HR “learned helplessness” Why HR still suffers from an identity crisis How Security Compass is treating AI adoption as a company-wide change management initiative The structure and purpose of their internal AI council, governance committee, and AI champions program The growing alliance between HR and IT How to make the business case for leading AI adoption from the people function 🔗 Links Michelle Brooks on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Katya Laviolette, Chief People Officer at 1Password, joins Rob to unpack how the company scaled from a scrappy, consumer-first startup to a 1,400-person B2B security powerhouse. She shares why shifting from B2C to B2B hiring isn’t just about adding new roles—it’s about evolving core competencies. Katya also explains how her team uses “anti-recruiting” to scare off the wrong candidates, and how being brutally honest during the hiring process actually leads to better retention. Plus: why every company is a train ride, and you don’t have to ride the whole way. 📌 Key Takeaways Why 1Password eliminated the “Apply Now” button—and what it means for candidate experience How hiring changed as the company shifted from B2C to enterprise B2B The buy-vs-build approach to talent in cybersecurity and SaaS Why “anti-recruiting” is a crucial part of high-growth hiring How to design an interview loop that screens for ambiguity tolerance The difference between relevant experience and transplanting culture Why some hires are “lifers” and others join for a chapter—and that’s OK Katya’s metaphor for growth: scaling a company is like a train ride Why strong employer branding should repel as much as it attracts How candidate curiosity and specificity signal long-term success   🔗 Links Katya Laviolette on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Rob reconnects with longtime friend and HubSpot’s VP of Talent Acquisition & Mobility, Becky McCullough, for a conversation that spans nearly a decade of growth, both personal and organizational. Becky shares how trust, flexibility, and curiosity have kept her at HubSpot for 10+ years, and why she encourages her team to take recruiter calls (really). They also dig into HubSpot’s AI-first approach to hiring, performance, and engagement, including how they’re assessing AI fluency without bias, and why “show your prompt” might be the new “show your work.” Plus: Becky’s spicy take on why direct reports shouldn’t be part of hiring their boss.   📌 Key Takeaways Why Becky encourages her team to take phone screens with external recruiters—and how it builds trust HubSpot’s shift from reactive HR to strategic workforce planning How AI fluency is becoming table stakes in hiring (and how to assess it equitably) The role of trust in employee engagement surveys—and why honesty is a signal Why Becky believes direct reports shouldn’t help hire their boss How HubSpot uses Qualtrics and AI to synthesize feedback fast The balance between fast AI adoption and responsible implementation Why hiring is (still) a team sport—and TA shouldn’t be “the hiring police” 🔗 Links Becky McCullough on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

✍️ Episode Description  Jessica Swank didn’t set out to be a Chief People Officer—but when the opportunity found her, she said yes. Now CPO at Box, Jessica joins Rob to share her unconventional career journey and how she’s helping lead the company into its next era as an AI-first organization. She explains why AI is more about change management than tech, what it means to build cross-functional partnerships that work, and why every Boxer (even the CEO) has to pass an AI quiz. Jessica also reveals how Box rolled out an internal AI agent that writes job descriptions in seconds, and why “return on time” is her new favorite metric. Plus: a cameo from Jeep, her 7-year-old’s favorite GPT agent. 📌 Key Takeaways Jessica’s journey from recruiter to Chief People Officer Why she nearly said no to the CPO role at Box What it’s really like to lead HR during a global shutdown How Box is approaching AI as a cross-functional, people-first initiative Why HR should lead AI strategy—not just adoption Box’s three-pillar framework for AI: Optimize, Elevate, Amplify The ROI of AI? Try ROT—Return on Time How Box built an AI agent that drafts JDs from intake calls Why every employee at Box is required to pass an AI enablement course How to grow with a company instead of being outgrown by it Why “get comfortable being uncomfortable” is still the best career advice 🔗 Links Jessica Swank on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Jim Conti, Talent Partner at Hyde Park Venture Partners, joins Rob to unpack what it really means to support startups from the VC side. He shares how his role has evolved from operator to advisor, why he often tells founders not to hire, and what makes a great first head of marketing hire. Jim also explains how talent leaders can earn influence without ownership, translate TA metrics into business outcomes, and become the first call when founders hit a crisis. Plus: the real reason boards don’t care about your hiring speed. 📌 Key Takeaways: What a talent partner actually does at an early-stage VC How to support portfolio companies without getting embedded full-time Why hiring should be a last resort—not a first instinct The bowling bumper metaphor for talent advisory How to guide founders through hiring their first execs How to build trust and become the first phone call when things go sideways Why talent teams need to shift from “function” to “impact” when reporting to boards Common TA metrics boards don’t care about—and what they do want instead Why talent leaders must stay curious about AI, automation, and tooling The evolution of recruiting from high-volume hiring to strategic headcount planning   🔗 Episode Links: Jim Conti on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

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.   Key Takeaways: 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

Show Notes & Key Takeaways Show Notes 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. Key Takeaways 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

Show Notes 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. Key Takeaways • 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. Links 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  

JP, Chief People Officer at Metropolis, emphasizes the need to reframe the return to office narrative, highlighting the irreplaceable value of human connection and collaboration that cannot be replicated through remote work alone. He shares insights on fostering a culture of access and the responsibilities that come with managing a large workforce post-acquisition. In this conversation, John-Paul Sukkar discusses the challenges and strategies involved in integrating a large organization after a significant acquisition. He emphasizes the importance of cultural shifts, change management, and the reevaluation of core values to foster innovation and ownership among employees. JP shares insights on balancing agility with necessary processes in a larger corporate environment and introduces a personal framework for decision-making that encourages long-term thinking and risk-taking. Takeaways In-person interactions foster serendipitous conversations that can unblock issues. AI cannot replicate the nuances of human interactions in the workplace. Return to office should be viewed as an opportunity, not a punishment. Creating a culture of access encourages open communication and collaboration.  Day one changes are crucial for signaling new directions. Ownership mentality is essential for employee engagement. Taking risks on oneself is vital for personal and professional growth.   Links JP Sukkar on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Elizabeth explains how succession planning reveals far-reaching insights about the state of talent in an organization. As Director of Talent Management and Organizational Development at Cerence AI, Elizabeth has prioritized generating individual development plans (IDPs) for all employees. Elizabeth emphasizes that employees should take ownership of their careers and seek out opportunities for growth, while companies must create supportive environments to retain top talent. The conversation highlights the need for open communication, feedback mechanisms, and the role of managers in fostering a culture of development and engagement. Takeaways: Why implementation of talent management strategies is crucial. How succession planning is essential for organizational growth. Every employee should have an Individual Development Plan (IDP). Companies must support their managers to retain talent. Employees should take ownership of their career paths.   Cerence AI Elizabeth on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Mike Mroczka is an interview coach, author, software engineer, and consultant specializing in helping hiring organizations eliminate cheating in their interview processes. Mike shares the challenges posed by AI tools in coding interviews, the distinction between using resources and cheating, and the necessity of evaluating candidates' foundational knowledge. Mike shares insights on how organizations can design interviews to deter cheating and the tools available for monitoring candidates. The discussion concludes with a hopeful outlook on the future of technology in hiring, emphasizing the importance of adapting to new challenges while maintaining a focus on genuine skill assessment.   Episode Notes: AI is significantly influencing the interview process. Defining & evaluating "vibe coding"  Candidates often use AI tools to prepare for interviews, raising ethical questions. How Companies are adapting their interview processes to account for AI usage. Maintaining a balance between technology and traditional interviewing methods. There must be an unimpeachable understanding at the base of professional skills. Interviews are becoming more challenging due to AI tools. Candidates are using AI, which complicates the assessment process. Cheating in interviews is not solely AI-based; leaks can occur. In-person interviews do not guarantee the absence of cheating. There are services that help candidates cheat during interviews. Interview design must evolve to prevent cheating effectively. Bad actors are increasingly infiltrating the hiring process. Monitoring tools can help detect cheating but are not foolproof. Awareness and training can significantly improve the hiring process. Links: Mike Mroczka on LinkedIn Mike Mroczka on Twitter Mike Mroczka Website Beyond Cracking the Coding Interview LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Lia Economos discusses the evolution of interview processes, particularly in the context of integrating AI tools and adapting to the changing landscape of technical interviews. She emphasizes the importance of structured interviews as companies grow and the need to design interview questions that challenge candidates beyond the capabilities of AI. The discussion also touches on the ethical implications of over-employment and the necessity for candidates to network effectively during their job search.   Key Points From This Episode:   A brief overview of her background and what brought her to Replicate.  Lia tells us about the 18-month hiatus that she took between jobs.  The importance of practicing interview skills even when you aren’t seeking a job.  How to help candidates who haven’t interviewed in a while prepare for interviews. Lia tells us about her interview process with Replicate and the recent one she conducted.  When companies need to consider creating a structured interview process.  How she sees AI tools being used in candidates’ interviews.  Why AI can make technical screenings less effective.  How Lia would handle finding out if an employee was lying about having multiple jobs.  Lia shares advice for people reentering their careers after a hiatus.    Quotes:   “If you’re hiring for a team and you’re hiring more than one person, you have to create structured interviews around [the] principles that you’re looking for.” — @liaeconomix [19:22]   “There are so many tools right now that exist for technical candidates to use AI without the interviewer knowing that you have to redesign your interviews to make sure that you’re allowing for and working around these tools.” — @liaeconomix [22:44]   Links Mentioned in Today’s Episode:   Lia Economos on LinkedIn Lia Economos on X Replicate LHH Recruitment Solutions  A Beautiful Working World