Talk Talent To Me

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  

In today’s fast-paced world where candidates are always looking for the next opportunity, it’s rare to find someone dedicated to growing within one organization. As today’s guest Lani Montoya demonstrates, internal growth may be the best way to develop exceptional people leaders. Lani is the Chief People Officer at Pernod Ricard, the world leader in premium international wines and spirits, and she begins by explaining her path to joining the company and why she chose to grow in it instead of seeking opportunities elsewhere. We discuss how to rise above workplace complacency, the value of persistence and commitment, whether a work-life balance is real or myth, and the role of modern people leaders. Lani also describes how she makes new hires, how she helps others realize their people-leadership potential, what Pernod Ricard has cooking in leadership development, and her advice for choosing between staying at a company and pursuing other avenues.      Key Points From This Episode:   Lani describes Pernod Ricard and how she became its Chief People Officer. Why she chose to grow within the organization instead of looking elsewhere.  How to stay at a company without becoming complacent (and still adding value). What Lani is busy working on today, and what she still hopes to achieve at the company.   Why she believes in balance as a whole but not in work-life balance. Understanding what’s expected of modern people leaders. How Pernod Ricard prepares its people to become the type of leaders it needs.  Lani’s process for helping others embrace and explore their people-leadership potential. Whether leadership and career growth go hand-in-hand  Unpacking Pernod Ricard’s leadership development platform.  Pernod Ricard’s strategy for becoming known as a skills-based organization. Lani’s advice for deciding whether to leave or stay at a company for personal growth.    Quotes:   “I always found the work I did [at Pernod Ricard] very interesting. I love the trust, the independence that I had, and I always felt like I was making a difference.” — Lani Montoya [11:41]   “I’m not so sure that I believe in work-life balance, but I do believe in balance.” — Lani Montoya [14:57]   “Strengthening the role of the people leader is a big opportunity for driving engagement, driving results, and driving our culture.” — Lani Montoya [22:39]   “Being a people leader is as much an art as it is a science.” — Lani Montoya [25:05]   Links Mentioned in Today’s Episode:   Lani Montoya on LinkedIn Learning & Development | Pernod Ricard LHH Recruitment Solutions  A Beautiful Working World  

What does it take to build a people-first hiring culture from the ground up, without sacrificing speed or scale? In this episode of Talk Talent to Me, returning guest Anna Chalon, Head of People at Runway, shares how she intentionally navigated her career from startup to acquisition and back again, fueled by a love for building and a clear sense of purpose. She unpacks her criteria for choosing the right company, the power of gut instinct balanced with measurable data, and how candidate experience can be both human and scalable. Anna also offers insights into how she assesses founders during interviews and why speed and thoughtfulness in hiring are good indicators of long-term cultural alignment. Tune in to learn how to build resilient, high-trust recruiting processes and make smarter career decisions rooted in self-awareness and intention!   Key Points From This Episode:   An overview of Anna’s journey from Frame.io to Adobe to Runway. How she used Adobe’s acquisition of Frame.io as a career checkpoint. The importance of being clear about the size and pace of the company you want. Values over industry: the creative culture and visionary founders that drew Anna to Runway. Founder responsiveness as a hiring signal (and what to look for in the first interview). Reflecting on hiring wins and misses as opportunities to learn and improve. Blending data and intuition to ensure that a role truly excites you. Building scalable, human-centered hiring from scratch with speed, structure, and soul. The impact of timely check-ins, personal touches, and radical hiring transparency. Starting lean but thinking long-term: balancing agility with a premium candidate experience. The power of seeking out quick wins to add value in the short term. A simple strengths-enjoyment framework for informed career decisions.   Quotes:   “Even though I'm not going to be using the product every day, the company culture is still shaped by the type of tool you create.” — Anna Chalon [08:15]   “[Hiring] is not a perfect science. All these things are still human-based decisions at the end of the day. You do the best with the information you have.” — Anna Chalon [14:44]   “My goal when I'm building these foundations is: how do we have enough structure and repeatability that we could hire 100 people – if we need to but every single candidate [also feels] like they're alone in the process?” — Anna Chalon [19:14]   “Any kind of communication is better than ghosting. – When people are looking for a job, anxiously waiting to get a response, it's just not the right thing to do.” — Anna Chalon [26:24]   “What am I good at? What do I like? What is the overlap? And how does that apply to work?” — Anna Chalon [37:52]   Links Mentioned in Today’s Episode:   Anna Chalon on LinkedIn Runway LHH Recruitment Solutions  A Beautiful Working World  

What do the Sunday scaries have to do with how happy you are at work? Today we sit down with Molly Minczeski, the Director of Talent Acquisition & Employer Brand at MANSCAPED, the global men’s lifestyle consumer brand and male grooming category creator trusted by over 12 million men worldwide. Molly unpacks what the Sunday scaries really mean and why work-life balance looks different for everyone. She takes us inside MANSCAPED’s thriving remote culture, shares her journey into talent acquisition, and explains how she positions herself as a strategic business partner. Plus, she offers expert insights on how candidates can respectfully challenge hiring managers and assess how a company truly values them.    Key Points From This Episode:   The correlation between job satisfaction and the Sunday scaries.  Why it’s vital to understand that the work-life balance looks different for everyone.  Exploring MANSCAPED’s office setup and how it keeps its remote employees connected. Molly’s professional history and how she ended up in her current role.  What her day-to-day looks like and what she’s most passionate about at work today. How she goes beyond her job title to contribute to the business at a fundamental level.  Why candidates should challenge hiring managers (and how to go about it).  What Molly is looking for when she asks candidates specific questions.     Quotes:   “There might be a correlation between job satisfaction and where on the [Sunday scaries scale] you fall.” — Molly Minczeski [03:04]   “Every company is finding a rhythm that works for them. [MANSCAPED has] found that productivity has not slowed with everyone working fully from home.” — Molly Minczeski [09:36]   “I’m a fan of transparency in any opportunity that I can find. [By calling] the elephant out in the room, you can just get so much more done that way.” — Molly Minczeski [26:13]   Links Mentioned in Today’s Episode:   Molly Minczeski on LinkedIn MANSCAPED LHH Recruitment Solutions  A Beautiful Working World  

  Kenzie discusses her tansition from big tech to an AI startup, and how positive hiring manager relationships are more important than specific AI upskilling.  Key Points From This Episode:   Welcoming Kenzie (Keller) Hoelscher to the show. Kenzie tells us about herself and how she got into recruitment.  A little bit about Kenzie’s fascinating career.  The importance of building relationships with your hiring managers.  The role AI is going to play in recruiting in the future.  How she landed up at AssemblyAI and what it’s like working there. The kinds of questions she asks hiring managers when sourcing.  How Kenzie filters resumes to narrow down her search.  Kenzie shares some advice for anyone who wants to get into AI.    Quotes:   “With any role while you’re recruiting, as long as you’re having those conversations with your hiring manager and understanding what those main skillsets are, I do think it’s easy to go out there and source for them.” — Kenzie (Keller) Hoelscher [22:48]   “There’s definitely risks to being in a startup but I think now we’re seeing that there’s risks at being at bigger companies as well so why not take the risk?” — Kenzie (Keller) Hoelscher [30:40]   “AI is a booming industry [and] there’s a lot of energy around it right now.” — Kenzie (Keller) Hoelscher [31:24]   Links Mentioned in Today’s Episode:   Kenzie (Keller) Hoelscher on LinkedIn LHH Recruitment Solutions A Beautiful Working World    

Referrals are an active, internal marketing campaign that recruitment leaders need to leverage alongside their external marketing campaigns. Today, global talent leader Neeti Upreti joins the show to discuss the power and importance of referrals in the recruitment industry. Hear all about Neeti’s incredible career, why recruiting isn’t only a push but also a pull, the importance of senior leadership roles in recruitment, handling referrals, and so much more! Neeti’s experience in various industries has helped her identify the dos and don’ts of recruiting and in this conversation, she delves into some of the best ways to increase referrals before talking about when to encourage employees to make referrals.    Key Points From This Episode:   Welcoming today’s guest, Neeti Upreti.  Neeti shares her career journey and how she ended up where she is today.  The push and pull of recruiting: why there needs to be a buy-in from both ends.  Neeti outlines the imperative role of senior leadership in recruitment.  Balancing hiring referrals with the best-qualified candidate.  A few of the best ways to increase referrals within your company.  Why employees should be encouraged to make referrals from onboarding.  The importance of bringing an element of fun into recruitment.  Why Neeti is so excited about transformation in the industry.   Quotes:   “Behind everybody’s success, there are leaders who lean in to provide that development opportunity.” — Neeti Upreti [5:48]   “The reason why I think that [senior leadership roles are] important and why I still enjoy it is because I feel like you really need to be close to a problem in order to be able to find the solution.” — Neeti Upreti [8:01]   “We should – be working on an internal campaign to see how [we can] network with our internal employees to find – talent.” — Neeti Upreti [22:42]   “When you drive fun into a process, you get more engagement.” — Neeti Upreti [28:55]   Links Mentioned in Today’s Episode:   Neeti Upreti on LinkedIn LHH Recruitment Solutions A Beautiful Working World  

Rich shares invaluable insights from his time at Google and Facebook, explaining why he transitioned into the startup world and how Anyscale is tackling the challenges of machine learning talent acquisition. We also discuss the importance of sourcing differentiation, the role of AI in recruiting, and why every employee should think like a recruiter.    Key Points From This Episode:   Why Rich left big tech for startups and the lessons he brought with him. Selling shovels during a gold rush: how Anyscale enables AI and ML scalability. Anyscale’s plans to expand from 135 to 200 employees by the end of 2025. The importance of sourcing differentiation in hiring. Reflections on the role of AI in recruiting: what works, and what doesn’t. Insight into the power of referrals and empowering employees as recruiters. What goes into shifting from traditional referrals to proactive sourcing. Different ways that hiring managers are embracing LinkedIn Recruiter. Measuring hiring success as part of performance management. The impact of helping hiring managers understand the realities of recruiting. Rich’s mindset-focused advice for mid-career talent professionals.   Quotes:   “As a sourcing and recruiting team, you have to find differentiation – faster than your competitors. Otherwise, you're pulling up LinkedIn Recruiter, putting the same 150 engineers into a project folder that your competitors are, and going after the same talent.” — Rich Adao [12:45]   “I'm still waiting for a magic AI tool to emerge. – You still cannot replace the human connection [with] a recruiter that can get to know somebody and explain the business.” — Rich Adao [15:09]   “Recruiting is everybody's job. It is important. It is paramount for our future success.” — Rich Adao [26:02]   “Don’t put limitations on yourself. If you have the right approach in your current job, you can surprise yourself with what you can do. Always continue to reach above and beyond. At the same time, be realistic about where you are. Seek out feedback.” — Rich Adao [38:33]   Links Mentioned in Today’s Episode:   Anyscale Rich Adao on LinkedIn LHH Recruitment Solutions