Recruiting is No Joke

What happens when you’re the only recruiter at a fast-growing startup? In this episode of Recruiting Is No Joke, host Joel  sits down with Alexa Lane, Head of Recruiting at Placements.io, to find out. Alexa’s path to recruiting wasn’t a straight line. She started in marketing and sales (yes, even cold-calling at Yelp) before stepping into a role where she’s now a “team of one” responsible for all hiring. When she joined Placements.io, there was no ATS, no structured interviews, no real process, just a few spreadsheets. She walks us through how she built it all from scratch: rolling out Greenhouse, creating scorecards, training interviewers, and even helping shape company values to use as a hiring compass. The conversation digs into how the recruiter’s role has shifted from high-speed order-taking to a deeply strategic function where quality and alignment matter more than ever. Alexa shares how AI has become both a game-changer and a curveball. It is great for automating tasks like scheduling and writing job descriptions, but tricky when it comes to AI-generated resumes and fake candidates. They also zoom out to explore bigger industry shifts: why talent from giants like Amazon and Meta are flocking to startups, the push and pull of remote and hybrid work, and what candidates expect from the hiring experience in 2025. Packed with hands-on lessons and honest insights, this episode is a masterclass in building a recruiting function that is efficient, resilient, and most importantly human. Let’s dive in! In this episode: [00:00] Introduction & guest background [01:27] Alexa’s path into recruitment [03:22] Evolution of recruitment [04:54] Recruiting with fewer resources [05:56] Introduction to recruiting operations [07:11] Building scalable recruiting processes [09:18] Candidate feedback & process improvement [09:57] Training hiring managers & interviewers [11:29] AI in recruiting: Benefits & concerns [14:17] Red flags & fake candidates [15:41] AI-generated resumes & resume screening [19:19] Assessing startup fit & scrappiness [20:10] Advice for entering tech & startups [22:17] Modern networking strategies [25:00] Greenhouse conference takeaways [26:14] Employer branding & candidate attraction [27:14] Shifts in candidate preferences [28:33] Selling office culture [29:00] Big company to startup transitions [31:19] Hiring mindset shifts post-2021 [32:56] Evaluating AI vs. human roles [34:16] Advice for recruiters: Upskilling & operations [35:58] The future of recruiting roles [37:01] Upcoming events & conferences [38:56] Connecting with Alexa About Alexa Lane Alexa Lane is the Head of Recruiting at Placements.io, a global adtech platform headquartered in Seattle. As the company’s only recruiter, Alexa has built recruiting operations from scratch, implementing ATS systems, training interviewers, and shaping employer branding. With experience spanning agency, in-house, and startup recruiting, she’s passionate about balancing efficiency and humanity in hiring. About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Alexa Lane LinkedIn  https://placements.io/ Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

Tech recruiting may grab the headlines, but some of the most exciting opportunities for recruiters are found on the factory floor. Michele Sutton, Senior Director of Talent Acquisition at Chobani, has built her career connecting talent with purpose driven brands like Unilever, Ferrero, and now Chobani. Her journey proves that manufacturing roles can offer stability, growth, and meaningful community impact. In this episode of Recruiting Is No Joke, Joel Lalgee and Michele explore how recruiting looks different when the roles are tied to physical products millions of people consume every day. From the challenge of hiring maintenance techs to the rise of automation and AI, Michele reveals why manufacturing is a space recruiters should not ignore. She also shares how AI tools like Copilot and Gem are reshaping her workflow, why curiosity is the most important mindset when adopting new technology, and how candidates can stand out by doing their homework. The conversation wraps with practical advice on crafting the right LinkedIn outreach that actually gets a recruiter’s attention. The message is clear. Recruiting in manufacturing is not just alive, it is thriving. The question is whether more recruiters will step into this overlooked but rewarding arena. In this episode: (00:00:00) Introduction and guest introduction (00:01:30) Michele’s career journey (00:04:08) Perception and trends in manufacturing jobs (00:04:46) Recruiting challenges in manufacturing (00:07:13) Advice for recruiters considering manufacturing (00:08:22) Growth and expansion at Chobani (00:09:23) Technology and automation in manufacturing (00:12:07) Balancing scarcity and cultural fit (00:13:58) Candidate preparation and research (00:18:23) AI tools in recruitment (00:21:09) Adoption of AI and team mindset (00:26:50) AI in screening and interviewing (00:32:16) What makes a qualified candidate (00:34:39) Best practices for candidate outreach (00:36:45) Managing high volume of candidate messages (00:38:26) Closing remarks and contact information About Michele Sutton Michele Sutton is the Senior Director of Talent Acquisition for Chobani, leading supply chain recruiting and driving talent strategy for the company’s rapid growth in manufacturing. With career stops at Stryker, Unilever, and Ferrero, Michelle brings deep expertise in connecting talent to purpose driven brands. She is passionate about community building, scaling recruitment in evolving industries, and integrating AI tools to empower recruiters and candidates alike. About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Michelle Sutton LinkedIn Chobani Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

What if the perfect candidate applied for your job, but you never even saw their resume? What if the key to fixing this broken system wasn't a human, but an artificial intelligence designed to actually be more fair? In this episode of Recruiting Is No Joke, host Joel Lalgee tackles these very questions with Adam Stokar, co-founder of Talent Llama. They expose the modern recruiting crisis: a perfect storm where thousands of spam and AI-generated applications drown talent teams, forcing genuinely qualified candidates into a digital black hole. Isn't it a tragic irony that the tools creating this problem might also be the solution? The conversation demystifies AI's role, framing it not as a job-replacer, but as a powerful ally. Can a machine conduct a dynamic, conversational skills assessment that rivals a harried recruiter? The answer, surprisingly, is yes. This technology efficiently identifies top talent, freeing up humans for what they do best: gauging culture fit and motivation. But do candidates actually like being screened by a bot? Astonishingly, 92% rate their AI interview experience highly, often preferring its immediate, low-stress nature over weeks of anxious silence. So, what’s the future for recruiters? The episode concludes with a crucial mandate: embrace AI to eliminate grunt work, but hone your uniquely human skills, strategy, empathy, and creativity to become an indispensable partner. Will you adapt and thrive, or be left behind? In this episode: (00:00) Introduction  (00:40) Housekeeping and guest introduction (01:43) Adam's career journey and early ventures (04:24) The birth of Talent Llama (07:17) Challenges in recruitment and AI solutions (10:00) AI in recruitment: Concerns and benefits (17:53) Improving candidate experience with AI (20:32) The reality of job searching (22:49) AI in interviews: A surprising preference (23:31) Balancing automation and human interaction (25:17) The future of recruiting: A hybrid approach (30:01) Advice for recruiters in the age of AI (32:27) Embracing change and problem-solving skills (36:10) Upcoming events and final thoughts About Adam Stokar Adam is the co-founder of Talent Llama, an AI-powered recruiting platform helping talent teams fairly and efficiently screen candidates at scale. With a background in software engineering, entrepreneurship, and product development, Adam has spent his career building solutions at the intersection of tech, health, and hiring. About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Adam Stokar LinkedIn  X Talent Llama Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

Did you know some companies are hiring architects not for buildings, but for people? That’s exactly what Robert Buckley does as Chief People Architect at Envada. His job isn’t about HR buzzwords, it’s about designing workplaces where culture drives growth and people come first. In this episode of Recruiting is No Joke, host Joel Lalgee sits down with Robert to unpack why the future of work depends on leaders who do more than manage, they inspire, support, and develop talent at every level. Robert explains his core belief that “people create all value” and why companies can’t afford to treat culture as an afterthought. The conversation goes deep on AI too, but not in a hype-filled way. Robert shows how smart tech should actually remove friction, not add noise like how Envada slashed a seven-day job posting process down to just three minutes. From cutting his teeth at GE to shaping culture inside a high-growth tech bio startup, Robert shares candid lessons and practical advice for anyone who wants to thrive in today’s fast-changing workplace. In this episode: (00:03) Introduction (01:14) Meet Robert Buckley and the mission of Enveda (03:04) Why “Chief People Architect” is more than a title (04:40) From soccer fields to HR: Robert’s career journey (07:42) Lessons from 17 years inside GE’s HR development program (09:34) People as the ultimate creators of value (12:47) People leaders vs managers (14:32) How to build leadership development with vision (18:20) A bigger view of career growth and learning (21:12) Engagement beyond pay and promotions (23:26) Finding fulfillment outside of work (25:05) Embracing discomfort and continuous learning (29:01) AI, conjoint analysis, and lowering activation energy (34:54) Practical AI in HR vs shiny object distractions (38:44) When the answer isn’t technology (39:18) Where to connect with Robert About  Robert Buckley Robert Buckley is the Chief People Officer atEnveda, a tech-bio startup using AI and machine learning to transform drug discovery. Known for his unique brand as a Chief People Architect, Robert has built a career on the belief that people create all value. With nearly two decades at GE and experience leading HR strategy across industries, he has become a champion of leadership development, culture building, and smart use of technology to remove barriers and help teams thrive. About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Robert Buckley LinkedIn  Enveda Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

Hiring has been called “broken” for decades, but is it actually? And if so, what does “fixed” even look like? In this episode of Recruiting Is No Joke, Joel sits down with Ben Eubanks, Chief Research Officer at Lighthouse Research & Advisory, author, and HR tech analyst, to explore what’s working, what’s failing, and how talent leaders can prepare for a future shaped by AI, automation, and shifting workforce expectations. Ben shares his journey from HR practitioner to researcher, explains why rejection and discomfort are essential for growth, and challenges recruiters to rethink how they measure success in a world where technology is everywhere but humanity is irreplaceable. During the conversation, Joel and Ben dive into AI hype vs. reality, candidate experience, automation’s hidden costs, and why empathy, creativity, and critical thinking may be the most valuable skills of all in the future of work. Whether you’re a recruiter, TA leader, or HR pro wondering how to stay relevant in the age of AI, this conversation will leave you with fresh insights and practical takeaways. In this episode: [00:03] Podcast introduction [01:05] Introduction to Ben Eubanks  [02:47] What does an analyst/researcher do? [05:42] Is hiring really broken? [09:30] Improving candidate experience [10:36] Ben’s journey into HR & recruiting [12:06] Transition to writing & speaking [14:44] The human side of HR & tech [16:17] Future of HR: Human skills vs. automation [18:38] AI, echo chambers, and human connection [20:17] Rejection, resilience, and growth [23:34] AI’s impact on social interaction [24:15] AI and grief: The limits of technology [27:02] Adapting to AI: Mindsets and mistakes [27:45] Candidates’ views on AI in hiring [29:33] Automation: Value creation vs. efficiency [33:26] Strategic HR: Building relationships [35:02] Business value and changing mindsets [36:28] Career growth: Getting out of your comfort zone [39:37] Closing & where to find Ben About Ben Eubanks Ben Eubanks is Chief Research Officer at Lighthouse Research & Advisory, where he leads studies on HR, recruiting, and the future of work. A former HR leader and recruiter, he’s the author of Artificial Intelligence for HR and Talent Scarcity, and a globally recognized speaker on workplace technology and strategy. Ben blends data-driven insights with a human-first perspective, helping organizations navigate the intersection of people and technology. About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Ben Eubanks LinkedIn  https://lhra.io/ Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter This episode is brought to you by Talent Llama ,  your smart, fair, and efficient AI-powered screening partner. With Talent Llama, you can expertly screen every applicant for the skills that truly matter. Its conversational AI interview agents craft tailored two-way voice interviews, evaluate responses, provide detailed scorecards, and suggest next steps so you save time and focus only on the best fits. And with integrations into ATS platforms like Jobvite, Lever, Greenhouse, and more, it slots seamlessly into your workflow. Learn more about your ad choices. Visit megaphone.fm/adchoices

How is AI shaping recruitment today? In this episode of Recruiting is No Joke, Joel Lalgee explores the intersection of technology and talent acquisition with Tom Lott, head of Talent Acquisition at Barry, Appleman & Leiden (BAL), a global immigration law firm. With 25+ years in the industry, Tom has witnessed recruitment evolve from fax machines to AI-driven processes. He discusses how AI at BAL reduces time-to-fill, addresses challenges hiring managers face, and combats biases in hiring decisions. Tom also emphasizes the human side of recruiting, highlighting the importance of coaching hiring managers on interview techniques and overcoming bias. He explains why skills-based hiring is becoming crucial, particularly in law, where experience and education have historically been overemphasized. Tom shares how AI can automate repetitive tasks, freeing recruiters to focus on what they do best—connecting with candidates and hiring managers. With deep expertise in both agency and in-house recruiting, Tom offers valuable insights for anyone in talent acquisition. From leveraging technology to maintaining the human touch, this episode will change the way you approach hiring. Don’t miss his views on AI’s future role in recruitment. In this episode: (00:33) Tom’s career transition from financial services to the legal industry (00:43) Reflecting on Tom’s 25 years in talent acquisition (01:19) The early days of recruiting: DOS computers and fax machines (02:17) Transition from agency recruiting to in-house with JPMorgan Chase (03:12) Coaching hiring managers in an in-house role (04:47) The differences between agency and in-house recruiting (06:07) The overlooked role of hiring managers in the process (06:52) Coaching managers on interview processes and avoiding bias (09:02) Overcoming the “like me” bias in hiring decisions (10:36) Transitioning to skills-based hiring over experience-based hiring (12:07) Shifting focus from law school pedigree to evaluating writing skills (14:05) The role of AI in recruitment and its limitations (15:37) Addressing candidate ghosting and improving communication (17:10) The future of AI in recruitment and why it won’t replace recruiters (18:00) Embracing new technology while maintaining human connections (20:03) Closing remarks on embracing AI and staying relevant in recruitment (21:14) How to connect with Tom and upcoming speaking engagements About Tom Lott He leads talent acquisition at Barry, Appleman and Leiden (BAL), a global corporate immigration law firm. With 25 years of experience in recruiting across industries such as financial services and law, Tom has a wealth of knowledge in both agency and in-house roles. He brings a deep understanding of how technology, particularly AI, is reshaping recruitment, and how human connection and coaching are integral to successful hiring. Resource Links: Tom Lott LinkedIn BAL Law Firm This episode is brought to you by Talent Llama, the AI-powered platform for high-volume hiring. Talent Llama helps teams screen faster and fairer with skills-based, low-pressure voice interviews. No more resume chaos or awkward scheduling—just real conversations. Move faster and make candidates feel seen. About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media ⁠LinkedIn⁠ ⁠Website⁠ ⁠Instagram⁠ ⁠TikTok⁠   ⁠X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

Do you know if the jobs your company is hiring for today will even exist in three years? Or if your recruiters are spending too much time filling seats instead of creating strategic talent pipelines? In this eye-opening conversation, Jess VonBank, part of the HR Digital Transformation practice at Mercer, shares unfiltered truths about the inefficiencies plaguing recruiting and the bold steps needed to fix them. You’ll hear how Jess went from door-to-door insurance sales to niche executive headhunting, to leading high-volume hiring for 28,000 people in a year — and why she believes most TA leaders should be fired for wasting resources. Jess explains why AI isn’t just changing recruiting; it’s redefining what jobs will even exist, what skills will matter, and how companies must design hiring systems with precision, personalization, and long-term impact in mind. We also dive into urgent industry challenges, from healthcare staffing shortages to manufacturing’s generational shift. Jess offers actionable strategies for reframing the talent conversation with business leaders, using tech to solve real everyday problems, and overcoming what she calls “failure fatigue” in transformation projects. If you’re a recruiter, TA leader, or job seeker wanting a raw look at the future of work — this episode delivers. In this episode: 00:19 – Introducing Jess VonBank 02:36 – From Insurance Sales to Executive Headhunting05:00 – The Art and Science of Recruiting Before Social Media 09:34 – Why Most TA Leaders Should Be Fired13:19 – Moving From Reactive to Proactive Talent Strategy15:50 – Preparing Talent for AI Disruption 20:25 – Who Owns the Future of Workforce Planning24:58 – AI’s Mimicry Problem and Responsible Use30:08 – How AI Will Reshape the Corporate Pyramid35:48 – Rebranding Healthcare and Frontline Work39:42 – Failure Fatigue vs. Change Fatigue42:13 – Transformation Starts with Obsessing Over Problems45:14 – Where to Connect with Jess About Jess Von Bank Jess VonBank is part of the HR Digital Transformation practice at Mercer, where she helps organizations reimagine their talent strategies and workforce design in the age of AI. With a career spanning executive headhunting, high-volume corporate recruiting, and technology advisory, Jess has led initiatives hiring tens of thousands while maintaining quality at scale. She is a frequent speaker at major HR and tech conferences and also runs Diverse Daisies, a nonprofit empowering girls through mentorship and growth experiences. About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Jess Von Bank Jess VonBank LinkedIn: https://www.linkedin.com/in/jessvonbank Mercer: https://www.mercer.com Diverse Daisies Nonprofit: https://www.diversedaisies.org Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

What does it really take to recruit and keep great talent in the fast-moving world of retail? In this episode of Recruiting is No Joke, host Joel Lalgee sits down with Giorgio Benassi, Global TA Director at Sephora, to dig into the unique challenges of high-volume hiring. We’re talking more than 30,000 hires a year at Sephora, plus Giorgio’s past experience at H&M, so he knows a thing or two about balancing speed with a top-notch candidate experience. Giorgio shares how Sephora is using AI and even gamified assessments (instead of the traditional CV screen) to spot personality traits that align with the brand’s values. He’s big on transparency too, making sure candidates know both the perks and the pressures of retail roles right from the start, a key move to cut down on turnover. The conversation also dives into how the recruiter’s role is changing, moving away from being just gatekeepers and leaning more into building real relationships. Giorgio points out that authenticity matters more than ever in candidate interactions. And for those looking to break into recruiting, he’s clear: professionalism and constant learning are non-negotiables. Don’t just rely on AI tools, master your craft. If you want a no-BS take on talent strategy, retention, and the future of retail recruitment, this episode is a must-listen. In this episode: (00:00) Introduction (00:56) Giorgio’s background  and what he does (01:18) Sponsor message (02:29) Sephora’s scale: hiring 30,000 people a year (03:28) Giorgio’s career path: from H&M to Sephora (04:34) Why retail recruiting is underestimated (06:36) The retention challenge: cutting first-year turnover (08:59) Replacing CVs with gamified assessments (11:58) How Sephora attracts candidates across regions (15:41) Screening for “service-mindedness” (18:07) Balancing transitional vs. career hires (20:22) The recruiter’s new role: from gatekeeper to relationship builder (23:31) Advice for early-career recruiters on building authentic relationships (28:53) How to build credibility with hiring managers (30:47) Why recruiters can’t just rely on AI tools (32:41) Where to connect with Giorgio + upcoming events This episode is brought to you by HeyMilo AI, the conversational AI built for high-volume hiring. HeyMilo helps recruiters save hours by automating initial screens while delivering smooth, two-way interviews at scale. Book a demo at⁠ HeyMilo.ai⁠ and see why top teams trust it to elevate their brand. About Giorgio Benassi Giorgio is the Global Talent Acquisition Director at Sephora, overseeing hiring strategies across regions. With prior experience as Head of Talent CoE at H&M, he brings deep expertise in high-volume recruitment, talent assessment, and global TA strategy. Resource Links LinkedIn SEPHORA Unleash Paris (October)⁠ Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Learn more about your ad choices. Visit megaphone.fm/adchoices

Have you ever read a resume that’s just too perfect? The kind that nails every keyword, hits all the right phrases, and somehow mirrors your job description like it was custom-built for it? Odds are, it probably was by AI. In fact, some candidates are even letting AI sit in on interviews and answer questions for them. Is this the future of hiring or a shortcut that undermines authenticity? In this episode of Recruiting is No Joke, host Joel Lalgee sits down with Jim Miller, Global Head of People at Ashby, to unpack what’s really changing in recruiting and why most teams are focused on the wrong problems. Jim shares his journey from agency recruiting in the UK to running sourcing at Google, where he helped build their ATS (Ghire) from scratch in 30 days. Now at Ashby, he’s designing workflows and tools that challenge how modern recruiting operates. They discuss why the "human in the loop" matters less as a buzzword and more as a compliance framework, how hiring manager-led recruiting is on the rise, and why the future of TA lies in process design not better prompts. You’ll also hear how Jim uses creative application techniques (like the now-famous “broccoli question”) to outsmart AI-generated resumes, why recruiters need to think like engineers, and what the real ROI of AI tools should look like in hiring. In this episode: (00:36) Welcome to the Purple Acorn Network + guest intro (01:05) Jim’s background: from agency to Google to Ashby (03:32) How Boolean logic kickstarted Jim’s sourcing career (05:00) The “bait-and-switch” that led him to Google (06:25) Designing Google’s in-house ATS (G Hire) in 30 days (07:59) Moving to the US and leading inbound at Google (08:09) Designing inbound with a sourcing mindset (08:23) Joining FullStory and experiencing hypergrowth (10:10) From FullStory to Ashby: finding better tools (12:30) Becoming Ashby’s TA leader (and power user) (13:42) Future-proofing recruiters: think in process (15:30) Why TA teams are being replaced by hiring managers (17:43) You can’t just deploy AI, you need the right process (20:24) What “human in the loop” really means (23:42) Reviewing only 10% of resumes? You’re doing it wrong (26:40) AI-generated resumes & the “broccoli question”/Application questions basis (30:36) AI-Augmented candidates and assessing expertise (32:46) Why AI is an amplifier, not a substitute for expertise (35:10) Jim’s hot take: The passive vs. active candidate market (38:00) Activating talent through pattern-based sourcing (40:44) Market cycles, new skills, and the future of work (41:45) New roles, unknown skills: how to spot opportunity (43:05) Where to find Jim + upcoming events About Jim Miller Jim Miller is Head of People at Ashby, a leading ATS platform. With over 25 years in recruiting, including 15 years at Google where he helped build their internal ATS, Jim brings a rare mix of sourcing, system design, and leadership. He’s a vocal advocate for process-driven recruiting and thoughtful tech adoption. About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Jim Miller LinkedIn  Ashby Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Mentioned Purple Acorn Network G-Hire Learn more about your ad choices. Visit megaphone.fm/adchoices

Is LinkedIn still worth the price? Are fake resumes making remote hiring a nightmare? And could AI actually take over your recruiting job? In this episode of Recruiting is No Joke, Joel sits down with Tony Le, Global Head of Talent at Mission Cloud, to talk tech recruiting in 2025. Mission Cloud is a leading cloud services and AI solutions provider. From early days in retail to leading global talent teams, Tony pulls no punches on what it really takes to stay relevant in today’s fast-evolving market. They break down why LinkedIn’s pricing feels like a mystery box, the real deal on InMails, and how recruiters can future-proof their careers with AI, data, and tech fluency. Additionally, Tony shares what it’s like to screen 400 resumes in a day, how to spot AI-generated resumes, and why “giving your candidates an edge” might just be the new standard. If you’re a talent, on the job market, or just trying to stay ahead in 2025, you don’t want to miss this one.  In this episode: (00:03) Introduction (01:01) Introduction to Tony Le and what he does (01:55) Sponsor message for Hey Milo AI (03:18) Falling into recruiting: how a cousin’s career fair changed everything (06:58) Leaving agency life: the grind of replacing 50 consultants every 18 months (09:14) Pivoting in-house: from Ask Jeeves to influencing the whole company (12:34) The LinkedIn pricing mystery: why no one pays the same (16:35) Gen Z, TikTok, and the pressure to build a personal brand early (20:03) The future of LinkedIn: moving toward creators, ads, and beyond (21:44) Common mistakes and what recruiting teams look for in resumes (22:58) What AI does with resumes (24:41) The resume trick recruiters actually notice: it’s all in the headline (26:40) The role of an account manager (27:06) Remote work and applicant flow (27:40) Challenges in screening resumes (30:07) The rise of fake candidates and AI-enhanced resumes (33:24) Interview preparation and etiquette (36:48) Zoom etiquette, t-shirts, and what still matters in interviews (39:48) Why great recruiters prep their candidates (42:01) How hiring managers are changing and what they’re not doing anymore (44:54) Tony’s advice for recruiters to stay relevant (51:42) Where to find Tony and his favorite Slack communities (52:16) Final thoughts About Tony Le Tony Le is the Global Head of Talent Acquisition at Mission Cloud, a CDW company. With 20+ years of experience in both agency and in-house recruiting, he’s seen the tech talent world from every angle. Tony is a firm believer in pairing real-world people skills with tech-forward recruiting strategies and he’s not afraid to question the status quo. Resource Links LinkedIn  Mission Cloud This episode is brought to you by HeyMilo AI, the conversational AI built for high-volume hiring. HeyMilo helps recruiters save hours by automating initial screens while delivering smooth, two-way interviews at scale. Book a demo at HeyMilo.ai and see why top teams trust it to elevate their brand. About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

What does Drag Queen Bingo have to do with employee engagement? In this episode, Joel catches up with Tannum Sullivan, Senior Manager of People, Experience & Culture at RentSpree — a prop-tech startup that’s redefining how people rent (and how employees stay engaged). They dive deep into the real reasons engagement is hitting all-time lows and why the old HR playbook isn’t enough anymore. Tannum shares what it’s really like building culture from the inside — not the sidelines — and why true engagement means showing up for your people in ways that matter (spoiler: drag queen bingo might be your new secret weapon). They unpack what startup life actually feels like (hint: multiple hats, daily chaos, and lots of autonomy) and why it’s not for the faint of heart. They also get real about burnout, boundaries, and why leadership must lead by example if they want employees to take PTO guilt-free. Plus: how to talk to leadership in their language (data!) and why guiding principles are more than corporate wallpaper — if you know how to test them. Packed with practical advice, fresh ideas, and honest takes, this episode is for anyone trying to make work work again in 2025. In this episode: (00:00:03) Podcast introduction (00:01:15) Catching up with Tannum and RecFest memories (00:02:19) Tannum’s new role at RentSpree and focus on culture (00:03:42) Why engagement is at historic lows — and what’s really going on (00:06:08) Remote work, rethinking employee connection & drag queen bingo (00:07:06) How to really listen to employees (hint: skip the surveys) (00:09:20) Why knowing the business matters for HR & TA pros (00:12:02) The great generational divide — and the power of autonomy (00:16:08) Startup culture: chaos, multiple hats, and finding the right fit (00:21:04) Testing if “guiding principles” are real — smart questions for job seekers (00:28:30) Burnout & overwork: how to set boundaries in a startup (00:33:34) Getting leadership buy-in: speaking their language with data (00:36:03) Real metrics to watch: pulse surveys, Slack emojis & reposts (00:39:35) How to connect with Tannum & final thoughts About Tannum Sullivan Tannum Sullivan is the Senior Manager of People, Experience & Culture at RentSpree, a fast-growing property tech startup. A true culture builder, she believes engagement can’t happen from the sidelines — it takes rolling up your sleeves, knowing the business, and sometimes hosting a drag queen bingo night to keep remote teams connected. Resources LinkedIn  RentSpree About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

Want to know how a global restaurant chain hires 1,500+ employees while battling an industry notorious for turnover?  In this episode, Joel chats with Chrystal Gualtieri, the Global Talent Acquisition Leader at CKE Restaurants—the powerhouse behind Carl’s Jr. and Hardee’s. They dive into the ins and outs of recruiting in the fast-paced hospitality world and explore how recruiters can keep things human in an age dominated by technology and templates. Chrystal takes us through her fascinating journey, from handling high-volume nonprofit hiring to steering talent acquisition in a corporate setting. She breaks down the real reasons behind restaurant retention challenges and explains why even the smartest applicant tracking system can’t replace the warmth of genuine candidate care. Along the way, they discuss hot topics like the evolving role of hybrid work, AI’s place in the recruitment process, and even some resume red flags (yes, your email address might be giving you away!). With a mix of practical advice and real-world insights, Chrystal also reveals how she handles the pressure of managing multiple roles with just a spreadsheet, a smile, and a lot of grit. Whether you’re a seasoned recruiter or just curious about the behind-the-scenes of hiring in hospitality, this episode is packed with valuable nuggets that can help anyone navigating the recruitment maze with too much on their plate and not enough backup. In this episode: (00:00:03) Podcast introduction (00:01:15) Chrystal’s background and journey into recruitment (00:02:11) Sponsor message and recruitment tech (00:03:26) Chrystal’s early recruitment experience (00:04:38) Transition to corporate recruiting (00:05:17) Tech industry vs. hospitality industry (00:06:08) AI adoption in hospitality recruitment (00:08:23) Restaurant staffing and retention challenges (00:10:30) Corporate recruitment challenges (00:12:43) Hybrid work environment and candidate expectations (00:14:09) Building relationships in a hybrid office (00:16:41) Communicating hybrid work policies to candidates (00:20:53) Authenticity and AI in applications (00:22:36) Resume details and LinkedIn consistency (00:26:00) Candidate follow-up etiquette (00:28:21) Tracking job applications and networking (00:30:22) Candidate experience and tech limitations (00:33:23) Handling candidate rejections (00:36:40) Recruiter workload and full-cycle responsibilities (00:37:42) Connecting with Chrystal and closing remarks This episode is brought to you by HeyMilo AI, the conversational AI built for high-volume hiring. HeyMilo helps recruiters save hours by automating initial screens while delivering smooth, two-way interviews at scale. Book a demo at HeyMilo.ai and see why top teams trust it to elevate their brand. About Chrystal Gualtieri Chrystal Gualtieri is the Global Talent Acquisition Leader for CKE Restaurants, the parent company of Carl’s Jr. and Hardee’s. With 1,500+ hires under her belt and nearly a decade of experience, Chrystal brings high-volume hustle and high-touch heart to every part of the recruiting process. She’s also a big believer in leading with empathy, staying tech-savvy but human-first, and celebrating every small win in a very big job. Chrystal Gualtieri LinkedIn  CKE Restaurants About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Recruiting is No Joke, host Joel Lalgee welcomes Stephanie Murray, Senior Director of Talent at Brightside Health, for her first-ever podcast appearance. With nearly two decades in healthcare recruiting, Stephanie gets real about the state of the industry, the mental health hiring crisis, and what it takes to build a high-functioning, data-driven talent function. They dig into Brightside’s massive scale—from 20 clinicians to 1,200—and why sourcing, not job posts, drives most of their hires. Stephanie opens up about postpartum depression, the personal “why” behind her work, and the game-changing strategy of turning meet-and-greets into a pipeline goldmine. She also drops the playbook on Brightside’s award-winning Talent Collective and how adding free CEUs and wellness perks helped them build a community that actually converts. Plus, they tackle what AI, overregulation, and therapist burnout mean for the future of recruiting. Let’s jump in! In this episode: (00:00:03) Introduction (00:02:19) Stephanie’s background and Brightside Health overview (00:04:55) Scaling Brightside Health and data-driven hiring (00:06:56) Challenges in healthcare hiring (00:08:35) Recruitment marketing and sourcing strategies (00:10:37) Building the Brightside Talent Collective (00:11:37) Meet and greets and community engagement (00:13:17) Impact of the Talent Collective (00:14:34) Meet and greet structure and recruiter coaching (00:18:07) Community value and engagement tactics (00:19:17) Expanding to associate therapists and university outreach (00:20:48) Community growth and brand impact (00:22:04) Advice for building talent communities (00:24:03) Career advice for aspiring mental health professionals (00:26:03) Corporate hiring trends and market outlook (00:31:47) Application volume and candidate screening (00:32:51) Sourcing vs. waiting for applicants (00:33:38) Podcast wrap-up and where to connect About Stephanie Murray Stephanie Murray is the Senior Director of Talent at Brightside Health, a national leader in tele-mental health. With nearly 20 years of recruiting experience—most of it in healthcare—Stephanie now leads with a passion for building high-performing teams that truly care about making a difference. From launching talent communities to reducing time-to-hire through proactive engagement, she’s redefining what strategic recruiting looks like in a mission-driven, fast-growth company. Stephanie Murray LinkedIn  Brightside Health About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

Is construction the next big thing in recruiting? In the 100th episode of Recruiting is No Joke, host Joel Lalgee sits down with Kala Kapahalou, Director of Talent Acquisition at W.E. O’Neil, to talk about a rarely spotlighted industry with massive opportunity: construction. From ditching culinary school dreams to leading TA at a top national contractor, Kala shares his deeply personal and professional journey—from being told he was “too quiet” to thrive in recruiting, to proving everyone wrong. He offers a behind-the-scenes look at what hiring looks like in a world of million-dollar projects, civil engineering demands, and an ongoing talent shortage. Joel and Kala cover everything from soft skills and culture fit, to career pivots and whether AI will ever take over construction jobs. They dig into why construction needs better branding, how soft skills have become the new superpower, and what younger talent is missing when stepping into the workforce. In this episode: (00:03) Introduction  and milestone update (01:17) Meet the guest: Kala Kapahalou (02:53) Kala’s origin story—from culinary dreams to recruiting (05:01) Leaving agency life for internal TA (06:52) Taking a pay cut to level up long-term (10:58) Construction vs. tech: why you should consider the hard hat (12:35) What do project managers in construction actually do? (13:50) Importance of relationships in construction (14:20) The underrated power of soft skills in blue-collar industries (16:45) Where construction hiring is headed (18:02) Field vs. Office jobs in construction (19:13) Decline in union interest and labor pipeline (21:49) Construction’s growing culture shift: balance, flexibility & retention (23:18) Will AI and automation affect construction? (26:38) Soft skills in Gen Z: what recruiters are noticing (28:25) AI in recruiting: tool or threat? (33:08) What makes a great interviewee  (36:31) Joel’s classic advice: interview = conversation, not interrogation (41:05) Culture fit vs. hard skills: what really matters (42:11) How to connect with Kala & W.E. O’Neil (44:01) Wrap-up and Joel’s call to action About Kala Kapahalou Kala Kapahalou is the Director of Talent Acquisition at W.E. O’Neil, a leading national construction firm. With over 16 years in recruiting, Kala’s career began unconventionally — starting as a recruiting assistant after pivoting from culinary school ambitions. His journey spans agency staffing, direct hire, and now corporate talent leadership in one of the most relationship-driven and complex industries: construction. Known for his resilience, adaptability, and emphasis on soft skills as a competitive edge, Kala has helped shape recruiting strategies that balance field operations with long-term cultural fit. He's a vocal advocate for elevating the perception of construction careers and building pipelines that meet the real demands of the industry. Resource Links W.E. O’Neil LinkedIn About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

Did you know that emotional intelligence (EQ) can be a better predictor of job success than traditional hard skills? In this episode of Recruiting is No Joke, host Joel Lalgee sits down with Napoleon "Napo" Rumteen, founder and CEO of Interactive EQ, to talk about how emotional intelligence and soft skills are reshaping how we assess talent. If you've ever wondered why some candidates ace interviews but flop on the job—or how to make hiring less of a gamble—this episode is a must-listen. Joel and Napo dive into the flaws of experience-first hiring, discuss the dangers of relying on gut instincts, and introduce new ways to measure the “intangibles” that truly make a candidate succeed. They explore the importance of reading the room, how EQ is linked to leadership, and the need for immersive evaluations that go beyond the resume. From high-churn costs to the misalignment between talent and company culture, this episode challenges old-school hiring practices and offers fresh, research-backed solutions for the modern workforce. In this episode: (00:00:03) Introduction and episode overview (00:01:17) Guest introduction: Napoleon Rumteen (00:01:46) Why assess emotional intelligence? (00:02:24) Hard skills vs. soft skills (00:03:46) Defaulting to experience in hiring (00:04:36) Challenges in interviewing for soft skills (00:06:09) The marriage analogy and interview limitations (00:09:33) Common hiring mistakes (00:11:00) Defining emotional intelligence (00:12:06) Reading the room and EQ in practice (00:13:37) Prevalence and teachability of EQ (00:14:03) EQ in management and sports (00:16:19) Diagnosing and developing EQ (00:17:33) Performance management and PIPs (00:19:08) Measuring performance beyond sales (00:20:24) How to grow EQ (00:21:29) Simulated assessment environments (00:23:46) Candidate experience and assessment details (00:28:12) Scoring soft skills and key categories (00:30:00) Measuring and defining culture fit (00:31:16) Customizing assessments for organizations (00:33:26) Current trends: Reorgs and tech’s impact (00:34:32) Balancing EQ and experience in hiring (00:35:42) EQ in the remote and post-pandemic world (00:37:35) EQ as the X-factor in recruitment (00:39:19) Modern communication challenges and EQ (00:40:31) Safeguarding against bias in culture fit (00:41:26) The business case for EQ and retention (00:43:13) How to connect and learn more (00:46:06) Closing remarks and next steps About Napoleon "Napo" Rumteen Napoleon "Napo" Rumteem is the founder and CEO of Interactive EQ, a platform using immersive, simulation-based assessments to measure emotional intelligence and soft skills. With years of experience interviewing thousands of candidates, Napo created Interactive EQ to close the gap between instinct-driven hiring and real-world performance. Napoleon "Napo" Rumteen Interactive EQ LinkedIn  Email About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices

AI is rewriting resumes. Candidates are deepfaking interviews. Job postings go live—and within hours? Thousands of applications flood in. So how does anyone actually hire the right person anymore? In this episode of Recruiting is No Joke, Joel Lalgee  sits down with someone who’s not just talking about the chaos—she’s living it. Meet Erin Turnmeyer, VP of People Operations at Civis Analytics, juggling HR, recruiting, and payroll all on her own. One-person team. Zero fluff. How do you spot a fake candidate in a world of perfectly polished LinkedIn profiles and AI-generated cover letters? How do you cut through the noise and find people who really bring it? Erin brings the receipts—from her days recruiting in counterterrorism to leading hiring at high-growth tech startups. She shares what it takes to transition from government to tech, what AI is really doing to the hiring process, and how to keep the human element front and center. If you’re a recruiter drowning in resumes, a job seeker wondering how to stand out, or just curious about the future of work—this episode is your roadmap. Because hiring in 2025? It’s a battlefield. But Erin Turnmeyer knows how to navigate it—and she’s not holding back.. In this episode: [00:03] Introduction and episode milestone [01:37] Guest intro: Erin Turnmeyer and her role at Sybase Analytics [02:24] Erin’s recruitment journey from federal government to tech [03:56] The surge in applications and rise of fake/AI-generated resumes [05:23] Four groups of fraudulent applicants and how they bypass systems [07:56] 990 applicants, 50 real contenders [08:38] What “qualified” actually means in tech hiring today [10:15] AI during interviews: how it’s detected and why it matters [12:46] How tech companies are thinking about AI—and what candidates need to know [13:21] Erin’s favorite AI tools and why human connection still wins [14:08] AI, job security, and why strategic thinkers stay valuable [15:54] Corporate reorgs, impact measurement, and job self-awareness [17:37] AI freeing HR pros from paperwork—and unlocking real impact [18:40] The irreplaceable value of strategic recruiting conversations [19:36] Advice for government employees moving into private sector [22:44] Why government workers struggle with bragging on resumes [23:45] Private sector myths: lazy, slow, and overly bureaucratic? [24:18] Counterterrorism vs. corporate: pace, pressure, and autonomy [25:22] Is tech still worth it? Erin’s take on risk, learning, and growth [27:30] The rise of trades and rethinking what “meaningful work” means [28:43] Remote work, mentorship gaps, and early-career development [33:13] Networking, discomfort, and finding your voice online [35:08] Closing thoughts and where to connect with Erin About Our Guest Erin Turnmeyer is the VP of People Operations at Sybase Analytics. With roots in federal recruitment for the U.S. intelligence community, she brings rare insight into both bureaucratic systems and fast-paced startups. Erin now leads HR, recruiting, payroll, and more—solo. She’s a fierce advocate for real hiring practices, ethical AI use, and helping federal employees transition into tech. Erin Turnmeyer Social Media LinkedIn Website  About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media Linkedin Website Instagram TikTok   X (formerly Twitter) Learn more about your ad choices. Visit megaphone.fm/adchoices

When you’re applying to jobs in 2025, the world feels a little upside down. AI is everywhere. Remote work is under debate. And recruiters? They’re being asked to do more with less—again. So, how do we make sense of it all? In this episode of Recruiting is No Joke, Joel Lalgee sits down with Logan Marsh, Head of Talent Acquisition at Calendly, to unpack the realities of hiring in a rapidly evolving landscape. With nearly two decades of experience spanning tech giants like Amazon and Microsoft, Logan brings a no-BS perspective on what’s changing—and what’s just noise. From switching from enterprise to scrappy startup mode, to leading TA in a “remote-first-but-not-remote-only” org, Logan shares how he’s rethinking systems, data, and candidate experience at scale. He also gets real about job searching after a layoff, why AI won’t replace recruiters any time soon, and how curiosity (not panic) is your best weapon in today’s job market. Whether you’re a hiring leader, job seeker, or just trying to keep your head above water in a sea of tools and headlines, this episode cuts through the fluff and gets to what matters most: real strategy, real people, and real talk. In this episode: [00:01:09] Logan’s background and why he left big tech for a smaller, scrappier mission [00:04:30] Calendly’s growth journey and the challenge of doing more with less [00:06:49] Owning the full recruiting lifecycle—from headcount planning to tooling [00:08:26] Enterprise vs. startup: what changes and what stays the same [00:09:49] The dual reality of layoffs and innovation in today’s job market [00:11:48] Logan’s job search tips: real networking > recycled TikTok scripts [00:14:10] How Logan landed the Calendly role (hint: not through his network!) [00:17:41] Remote work: time zones, productivity myths, and flexible futures [00:21:47] Remote-first vs. work-from-home: what’s the difference, really? [00:25:01] Creating culture with intention in distributed teams [00:28:57] AI in recruiting: co-pilot, not replacement [00:31:39] What hiring teams are really looking for in AI-savvy candidates [00:34:57] Interviewing for curiosity, adaptability, and ownership [00:37:29] Why transcription tools are a total game-changer in hiring [00:40:48] Logan’s favorite AI tools (and how he actually uses them) [00:44:42] Advice for new grads: tech’s not dead, but it is evolving [00:46:13] Emerging industries to watch: healthtech, defense, climate About Logan Marsh Logan Marsh is the Head of Talent Acquisition at Calendly, where he leads global hiring strategy at one of the most widely used scheduling tools in the world. With nearly 17 years in TA, Logan’s experience spans leadership roles at Amazon, Microsoft, and Okta. Passionate about operational excellence and human-first hiring, he brings both enterprise wisdom and startup scrappiness to every team he leads. Logan Marsh Social Media LinkedIn Website  About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media Linkedin Website Instagram TikTok   X (formerly Twitter) Learn more about your ad choices. Visit megaphone.fm/adchoices

Let’s be honest: recruiting is rarely simple—and in high-turnover, high-volume environments, it’s downright relentless. But what if we stopped overcomplicating it and focused on what really matters: clear expectations, streamlined systems, and actually respecting people’s time? In this episode of Recruiting is No Joke, Joel Lalgee sits down with Matt Lowney, Managing Director of Talent Acquisition at CoreCivic, a corrections and reentry services company hiring 8,000+ people a year. From healthcare to corrections, Matt brings decades of experience managing large-scale, multi-site recruiting operations and shares his playbook for making high-volume hiring not only work—but work better. With humor, Matt digs into what’s broken in hiring today—from inflated job titles and unclear expectations to the overhyped promise of “culture.” He’s brutally honest about what candidates really want (spoiler: it’s not ping-pong tables) and why it’s time to separate why someone joins from why they stay. This isn’t your typical TA chat. You’ll hear how Matt’s team is testing AI workflows, spending $400k/month on omnichannel ads, and applying ruthless focus to improving “time to paycheck”—all while navigating human realities like burnout, motivation, and candidate experience at scale. So whether you're deep in the hiring trenches or leading strategy from the top, this episode is packed with real-world insight to sharpen your recruitment edge. This episode was brought to you by Interactive EQ. A one of a kind talent assessment platform that measures how people will handle real life situations. Check out what they do and let them know Joel sent you. In this episode: [00:00] Introduction [00:51] Meet the guest: Matt Lowy [02:16] Matt's background and CoreCivic's hiring process [03:18] Sponsorship break: Interactive EQ [04:06] Challenges and strategies in recruitment [07:55] The evolution of recruitment and work culture [19:30] The role of AI in recruitment [21:13] Automation in recruitment [21:55] Inbound applications workflow [22:50] The role of recruiters in the future [23:45] Human interaction in recruitment [26:22] Challenges in recruitment [28:45] Candidate experience and feedback [32:22] Workplace culture and retention [38:11] Advice for job seekers [42:16] Conclusion and farewell About Matt Lowney Matt Lowney is Managing Director of Talent Acquisition at CoreCivic, where he oversees recruitment and HR operations for one of the largest correctional services organizations in the U.S. With more than 20 years of experience in healthcare and corrections hiring, Matt is known for scaling TA infrastructure, driving process improvements, and pushing past industry clichés to build real, people-first strategies that work—no fluff, no filler. Matt Lowney Social Media LinkedIn Website  About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media Linkedin Website Instagram TikTok   X (formerly Twitter) Learn more about your ad choices. Visit megaphone.fm/adchoices

How many times have you opened that dreaded email—“We’ve decided to move forward with someone else”? Was it even written by a real person? An AI bot, maybe? Rejection stings, but silence stings more. So here’s the real question: do candidates deserve better? And are hiring teams truly prepared to give it? In this episode of Recruiting is No Joke, Joel Lalgee is joined by Trisha Degg, Head of Talent Acquisition at Rush Street Interactive, to pull back the curtain on the real state of recruiting today. With a global team and rapid growth (100 hires this year alone across 26 countries), Trisha’s seen what works—and what definitely doesn’t. From implementing hands-on interview training for hiring managers at every physical location, to building systems that actually respect candidates, Trisha shares how she’s helping scale a people-first hiring culture in a high-growth tech environment. But it’s not just about systems. This episode goes deeper—into what it means to build relationships in recruiting. Trisha talks about the power of ongoing networking (hint: job seekers aren’t the only ones who should be doing it), the value of meeting someone new at every event, and the surprisingly overlooked etiquette of LinkedIn. (Ditch the generic connection request.) No fluff, just real talk. Whether you're hiring, job hunting, or rethinking your recruitment strategy, this conversation is packed with the kind of insights that’ll change how you show up—for your team and your candidates. Ready to rethink recruiting? Let’s dive in. In this episode: [00:00:49] Trisha's background and journey into recruitment [00:02:09] Hypergrowth at Rush Street Interactive and industry insights [00:04:11] Parallels between the Great Recession and post-COVID hiring [00:06:19] Dealing with bots and high-volume applicants [00:08:02] Tech, AI adoption, and building safe implementation practices [00:10:48] Addressing misconceptions about AI in the recruiting process [00:11:42] Candidate experience: balancing empathy with tech [00:12:18] Training hiring managers and building interview capability [00:14:46] Why so many managers have never been trained to interview [00:16:13] Behavioral interviewing, legal compliance, and live training [00:18:53] Elevating the recruiter role: from order taker to consultant [00:20:31] Internal mobility and training early-career employees to interview [00:23:21] Why investing in employees pays dividends [00:26:31] Corporate culture, transparency, and candidate trust [00:29:45] How Trisha's network helped shape her career [00:32:24] Networking advice: build connections before you need them [00:34:36] Trisha’s approach to in-person events and effective networking [00:36:46] Burned bridges, missed connections, and managing expectations [00:40:43] Give > take: why generosity in business wins long-term About Trisha Degg Trisha Degg is the Head of Talent Acquisition at Rush Street Interactive, a global online gaming and casino technology company. With two decades of experience spanning agency recruiting, HR leadership, and in-house talent acquisition, Trisha is known for building scalable recruiting operations, training hiring teams, and driving inclusive hiring. She's passionate about empowering recruiters to act as strategic advisors and believes in training both managers and internal candidates to create a culture of thoughtful, human-first hiring. Trisha Degg Social Media LinkedIn X  Website  About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media Linkedin Website Instagram TikTok   X (formerly Twitter) Learn more about your ad choices. Visit megaphone.fm/adchoices

What’s really happening behind the scenes when you hit “apply” on a job posting? Does candidate experience actually impact business results, or is it just a feel-good metric? Today’s episode will make you rethink how hiring really works, whether you’re a recruiter or a job seeker. Joel Lalgee sits down with Cailean Bailey, Head of Global Talent Acquisition at Design Pickle, a creative tech platform with over 550 employees in 15 countries. Cailean drops actionable insights on building candidate experiences that actually matter — and why most companies are getting it wrong. You’ll hear Cailean break down the realities of startup life, including why hiring isn’t about ping-pong tables or equity dreams, but about handling chaos, bringing structure, and delivering business outcomes. She shares how her team uses behavioral competencies like curiosity and adaptability to make smarter hires, and reveals their secret weapon: tracking candidate Net Promoter Scores (NPS). If you’ve ever wondered how to measure real hiring success or get leadership buy-in for better processes, this episode is a goldmine. Stick around as they explore what it really takes to stand out in today’s noisy job market — whether you’re building a team or trying to get hired. Cailean explains why providing feedback, setting expectations, and treating candidates like customers can make you an outlier in the best way possible. Plus, she shares how Design Pickle keeps candidates engaged from application to onboarding, and why companies of any size can implement “surprise and delight” moments without breaking the budget. This episode is brought to you by Interactive EQ, the immersive talent assessment platform that goes beyond the resume. Experience first-person, real-life scenarios that reveal how candidates actually respond—not just what they say. See it in action at interactiveEQ.com and let them know Joel sent you. In this episode: 00:01:12 – Meet Cailean Bailey and Her Journey to Design Pickle 00:04:53 – Growing Design Pickle During COVID-19 00:10:41 – From Soccer Coach to Recruiter: Cailean's Career Pivot 00:24:07 – Agency vs. In-House Recruiting Realities 00:34:15 – The Hidden Truths About Working in Startups 00:39:47 – Measuring Curiosity and Drive in Interviews 00:50:25 – Startup Chaos and Proving Yourself on Day One 01:03:13 – Candidate NPS: A Game-Changer in Candidate Experience 01:15:32 – Why Great Candidate Experience Doesn’t Need Fancy Tools 01:25:58 – Connecting Hiring to Business Outcomes and ROI 01:39:12 – Why Candidate Experience Is a Marketing Play 01:51:47 – Setting Honest Expectations About High-Performance Cultures 02:02:17 – Final Thoughts and Where to Connect with Cailean Bailey About Cailean Bailey Cailean (pronounced Kay-lynn) is the Head of Global Talent Acquisition at Design Pickle, an AI-powered creative platform with a global design workforce. He leads a distributed team that manages 30,000+ applications annually across 14 countries, hiring for roles in Engineering, Product, Marketing, Sales, and Creative. Before recruiting, Cailean was a Division I soccer coach, where he learned to build high-performing teams and guide people through pressure and growth. That mindset now fuels his approach to talent. Outside of work, he’s into F45 workouts, strong coffee, globe-trotting (40+ countries), and waiting—sometimes patiently—for Manchester United’s return to glory. Resource Links Design Pickle Linkedin Design Pickle Official Website About Joel Lalgee  Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships. Recruiting is No Joke Social Media LinkedIn Website Instagram TikTok   X (formerly Twitter Learn more about your ad choices. Visit megaphone.fm/adchoices