Talk Talent To Me

Life-life Balance Over Work-life Balance with Hannah Kreiswirth Episode 222: Show Notes In most companies, the role of the chief operating officer is not directly concerned with employee wellbeing, satisfaction, or recruitment. This is not the case with AREA 17, where COO Hannah Kreiswirth makes it her priority to ensure that the employees are happy. Join us to find out why Hannah does this (people make the company), and how she ensures employee contentment. Hannah explains the difference between jobs that are just jobs and those that are someone's life, as well as why life-life balance is a better concept than work-life balance. We touch on the debate around remote work and returning to the office, and what companies can do to create a space that empowers employees to be the person they want to share. For all this and so much more, tune in today! Key Points From This Episode: Welcome to Hannah Kreiswirth, COO and partner at AREA 17. How Hannah moved from the film industry to publishing and finally to AREA 17. Finding the company for you: identifying those that care about the same things you do. Using storytelling in the interview process, from both a recruiter and a candidate's point of view. The pros and cons of "Some jobs are jobs" and "Some jobs are life". Why the distinction between "Life-life balance" and "work-life balance" is an important one to make. Why flexibility is key in creating a work environment that benefits all parties. What companies can do to empower people to design a work-life that is best for them. AREA 17's values, and what Hannah understands by them. Why Hannah, as a COO, has focused on people. The debate around remote work vs office work, and balancing the two. How Hannah feels about the virtual work experience. Tweetables: "I found myself engaged in the Internet and realizing that that is a space where storytelling and sort of social history is happening as we speak." — @hannahteak [0:02:18] "There's that trope of 'work to live' versus 'live to work'. My view is that both of those are a bit wrong because work is inherently a big part of all of our lives unless you're so privileged to not need to do that at all." — @hannahteak [0:08:09] "It never occurred to me that having a focus on people wouldn't fundamentally be what a COO's job is. Because at the end of the day, to me, our business doesn't exist without our people and that's something that has been central to who we are from day one and 19 years later." — @hannahteak [0:21:33] Links Mentioned in Today's Episode: Hannah Kreiswirth on LinkedIn AREA 17 Talk Talent to Me Hired

Joining us in conversation today is Bryan Menduke, head of recruiting at Kensho. Tune in to hear all about his journey into the world of recruitment and the ins and outs of his work at Kensho. We talk about the difference between working for large and small companies, and Bryan assesses the state of operations at Kensho, from communication to a profile of the type of person they are looking to hire. We talk about all things interview-related, from determining if a client's values are in alignment with the company, to training staff to conduct these kinds of conversations. Learn what shadowing can show you that an interview can't, hear Bryan's advice to folks who are just getting started, and so much more. Thanks for joining us! Key Points From This Episode: An introduction to today's guest, Bryan Menduke, head of recruiting at Kensho. Some insight into Bryan's education and career thus far. Why he wanted to make the move to work for a smaller team. The tradeoff between the resources of a big company versus the agility of a small company. His assessment of the state of operations at Kensho. Defining what you are looking for when it comes to acquiring new talent. Standardizing feedback through forums, unit tests, checklists, and more. Communication and hierarchy at Kensho. Why they are looking to hire people who aren't afraid to fail. Determining a candidate's alignment with company values. The process of interview training at Kensho. Why arming an interviewer with specific questions for behavioral and technical interviews is essential. The role of shadowing, why it is important, and what it can determine outside of an interview. What the process of revamping the interview rubric looks like. Bryan's advice to people who are just beginning the process: start by finding the biggest gap. Tweetables: "How do you get into recruiting? The answer is, I have absolutely no idea, I just do it now. Anyone that tells you differently is probably lying." — Bryan Menduke [0:02:55] "I joined a small team because I think there's a lot of ability to innovate and take on a lot of things outside of just a really small scope that you get in some larger companies." — Bryan Menduke [0:04:33] "There's way more than just what a job description says and what you're looking for in a role. How do we actually define for someone that's never interviewed before?" — Bryan Menduke [0:09:07] "We're looking for people that aren't afraid to ask questions or aren't afraid to fail but you're going to run experiments and some of them are going to fail and some of them are going to be great, you're going to try." — Bryan Menduke [0:13:30] Links Mentioned in Today's Episode: Bryan Menduke on LinkedIn Kensho Talk Talent to Me Hired

Preparing Underrepresented Talent For Success with Andrea Guendelman Andrea Guendelman is the CEO of Speak_, the interview preparation service helping underrepresented software engineers clinch roles at the best tech companies in the world. In our conversation with Andrea, we hear about the structure and methodology of Speak_'s program, the level of their engagement with the companies in which they are placing talent, and what's involved in the resume creation process. We discuss the multitude of factors limiting the hiring funnel, and what companies can do to make a difference from a diversity hiring perspective! Tune in for this informative episode on what's being done and what still needs to be done to ensure fairness and equality in the hiring process. Key Points From This Episode: The important service Andrea Guendelman's startup, Speak_, offers underrepresented software engineers. How Speak_ was born of Andrea's attempt to make the Latino community visible in the US. The lack of opportunities for underrepresented talent to interview for positions. How the current US economy is providing a great opportunity to level the playing field. The methodology used at Speak_ to prepare underrepresented talent for big tech roles. The benefits of the community aspect of Speak_'s course structure. The access and information that candidates receive in the program. Where the deficiency lies in terms of not having representative workforces. Why Speak_ focuses on teaching candidates to speak the language of the targeted company. The preferred source of hire of the companies in which Speak_ is placing talent. The prevalence of imposter syndrome amongst underrepresented candidates. What leads candidates to believe they're not qualified according to the job description. Why years of experience isn't a fair requirement in the software engineering space. Other factors which limit the hiring funnel. How the Speak_ program helps candidates create suitable resumes. The consulting incorporated into Speak_'s engagement with clients. Why Speak_ does 12 cohorts a year. What Speak_ is looking for in its clients! The discrepancy Andrea has observed between recruiters and hiring managers. What companies can do to make a difference from a diversity hiring perspective. Tweetables: "Speak_ is interview preparation as a service using cohort-based company-branded programs to prepare underrepresented software engineers and place them at the best tech companies in the world." — @FutureofWomen [0:01:38] "A lot of underrepresented talent is not given the opportunity to fail often enough. In other words, they're not even selected to take an interview many times, so they're not given the opportunity to fail." — @FutureofWomen [0:04:20] "The name of our company is called Speak_because we're teaching candidates to speak the language of the company." — @FutureofWomen [0:10:52] "If we compare years of experience so verbatim, we're going to leave a lot of people behind that you actually need in your organization." — @FutureofWomen [0:16:25] "We have found out that companies will reject someone sometimes just because of their resume, even though we know that they're qualified for the job." — @FutureofWomen [0:18:21] Links Mentioned in Today's Episode: Webinar: Diversity Hiring That Works with Greenhouse CEO Daniel Chait Andrea Guendelman on LinkedIn Andrea Guendelman on Twitter Speak_ Speak_ on Twitter Talk Talent to Me Hired

Our behavior dictates how people treat us in all aspects of our lives. Talking to us today about adjusting behavior to define and maintain company culture is Joe Bast, organizational psychologist and Head of People at Laika. We start the discussion by diving into Joe's past and what got him interested in psychology in the first place. From his extensive work experience, we segue into his roles at different companies, and how he realized that recruitment was what he was passionate about. We hear some amusing anecdotes about his time at the Cheesecake Factory, all the while learning about the structure and the ethos underlying it. Part of the Cheesecake Factory's success is the clear definition and focus on company culture, something that Joe looked for in his next job. Tune in to learn why defining culture early on in a company's life cycle is key to success, and how Joe identifies companies that have done so. We also hear some great tips on how to identify behaviors that are indicative of a company's values and how to tell if these behaviors are ingrained in the employees. Joe reminds us that behaviors need to be maintained by rewarding and removing those that are desired and unwanted (respectively), and why this role falls to those in recruitment and HR. For all this and so much more, tune in today. Key Points From This Episode: An introduction to organizational psychologist turned head of people at Laika, Joe Bast. What Laika is and their recent exponential growth. Joe's journey: from exposure to entrepreneurs as a kid to the Cheesecake Factory (and everything in between!) When Joe realized his role at the Cheesecake Factory wasn't a good fit. What's going on at the Cheesecake Factory from an insider's perspective. How Joe used recruitment data and employee satisfaction to predict profit and growth. Why Laika has continued to grow during The Great Resignation: Engagement. Why defining the culture you're looking for upfront is key to success. How Joe identifies companies with defined cultures and his experience at Laika. The behaviors that are indicative of a company's values. Understanding the culture shift when a company grows, and scaling it accordingly. Why rewarding desired behavior and removing unwanted behavior is part of creating company culture. Applying organizational psychology to everyday life. How Joe is like the Jane Goodall for ties. Tweetables: "I could see how the money we've put into recruiting people and training people and onboarding people could be impacted by how much we train managers and did organizational culture at the restaurant level because turnover went down." — @Joeb2727 [0:06:19] "When we talk about creating the culture, yes you can hire for it and you can reward the culture congruent behaviors but you also have to remove the people who are behaving in ways that are contraindicated in the culture and that are toxic to the culture." — @Joeb2727 [0:19:08] "I think a lot of my job, being the top people leader is holding the leaders in general, the founders, the executives in particular accountable to the things they say they want to do." — @Joeb2727 [0:31:36] Links Mentioned in Today's Episode: Joe Bast Laika Talk Talent to Me

From his decade at Merrill Lynch, followed by a decade at OppenheimerFunds, to his current position as Chief Human Resources Officer over at Vitech Systems, Andy Doyle knows what questions he needs to be prepared to field and how best to represent his talent in the boardroom. In this episode, he fills us in on how he strikes the balance between profitability and compensation and how bonuses and salary increases are typically calculated. He shares what he learned from his move from large organizations to an 'adolescent' company, what he found needed the most attention upon commencement, and we discuss the immense power of company culture and what needs to be put in place in order to nurture it, as well as what it means to cultivate culture in a remote world. Andy also explains what Vitech has done to actively engage with employees and shares some tips on how to propagate culture from afar. Key Points From This Episode: Introducing Andy Boyle, Chief Human Resources Officer at Vitech Systems. Who Vitech's board is comprised of. Find out how Andy prepares for board meetings with investors. How Andy strikes the balance between profitability and compensation. Insight into how bonuses and salary increases are calculated. The vital partnership between the CHRO and CFO of a company. Andy's experience of moving from large companies like OppenheimerFunds and Merrill Lynch to a smaller company like Vitech. In what area Andy felt he could be most impactful when he started working at Vitech. The factors that go into making a company a great place to work. Why it's important to build a social contract between employees and the organization. The power of a great company culture! How Andy's approach to engaging with employees has had to change due to the pandemic. The adverse effects of remote work, and how to propagate culture in a remote world. The benefits of a change of scenery amidst the remote work lifestyle. Tweetables: "If you don't have a great CFO, your job as CHRO is very, very difficult." — Andy Doyle [0:07:00] "I think that [the] social contract becomes the foundation of a strong company culture." — Andy Doyle [0:15:19] "I've seen the power of what great company culture can do in my career and, when you don't have that, it doesn't matter what your strategy is." — Andy Doyle [0:15:33] "People will care about their company when they feel their company cares about them. The leaders of the organization have to do that, not just with what they say, but with their actions." — Andy Doyle [0:16:23] Links Mentioned in Today's Episode: Andy Doyle on LinkedIn Vitech Systems Talk Talent to Me Hired

For today's episode, we are thrilled to welcome Cyril George, who currently serves as the Global Talent Acquisition Lead at General Motors, and started his career doing talent acquisition at Ford Motor Company. We kick off our conversation by discussing how to choose your meetings, why too many people are often included, and how to ensure you only attend what you need to. Next Cyril expands on the effort he's made to hire from diverse backgrounds by focusing on a combination of outside perspectives and domain experience in his effort to build a balanced team. Tuning in you'll also hear a deep dive on tech stacks, the webinar that inspired Cyril's vision, and a breakdown of how they have built and integrated theirs. Cyril also shares how he approaches vendors, including which questions to ask to ascertain whether their product is a good fit for your company. Today's episode is jam-packed with excellent tips and useful insights, so make sure you tune in to hear it all! Key Points From This Episode: Introducing today's guest, Cyril George, Global Talent Acquisition lead at General Motors (GM). Why Cyril is extremely selective about the number of meetings he has to attend in a day. What Cyril's typical day looks like and how he supports his teams. A breakdown of Cyril's teams and their functions. Cyril's background in talent acquisition and his previous position at Ford. The big campaigns and goals that Cyril is currently focusing on. Insights into GM's investment in electric and autonomous driving vehicles. The huge increase in hiring at GM and the forces behind it. How Cyril has scaled up recruitment to meet the demand of the business. Cyril's refreshing perspective on outside pitches on technological innovations. Cyril's teams' tech stack and how they determine theirs. The role of integration between different platforms when you are building your tech stack. Why the integration needs to be seamless to best accommodate candidates and hiring managers. Which questions to ask vendors to ensure they can supply what your organization needs. The one message Cyril wants to share about recruiting: stop sharing unsolicited advice and let recruiters do their job. Tweetables: "One of the things I do is I really focus on clearing my calendar as much as possible. One of the things that I practice is to rigorously reject the amount of meetings that I have to attend in a day." — Cyril George [0:01:27] "50% of my leadership team was hired in the last two years. We made it a point to ensure that we hire people from very diverse backgrounds." — Cyril George [0:10:17] "I personally think that those are some of the most important meetings where you need to be involved. You need to understand what the technology can do, and you need to show your full commitment in terms of how important that piece of technology is going to be towards your future goals." — Cyril George [0:24:52] Links Mentioned in Today's Episode: Cyril George on LinkedIn Talk Talent to Me Hired

The shift from an individual contributor into leadership is something that most people will face in their career at some point, and it's not always an easy decision. Director of People Ops and Total Rewards over at OwnBackup, as well as an accomplished opera singer, Shane Long is here to talk about his jump into leadership and take us through how he arms recruiters to be more effective during the offer stage and throughout. In this conversation, we dive into the best ways for startups to navigate total rewards, previously known as benefits and recognition, and the importance of identifying what motivates people, be it a candidate or team member. Shane weighs in on how to compete when there's a FANG company's comp offer that outpaces yours, before discussing that intricate matter of equity, transparency, and answering questions that are and aren't being asked. You'll hear about some frank feedback that was hard to hear but formed a crucial part of Shane's growth, plus the oddest and coolest advice he received early in his career that swung his decision to pursue leadership from a 'no' to a 'yes' and deeply influenced his leadership style. We also get a sneak peek behind the curtain of his enablement sessions with recruiters and learn the importance of empowering recruiters to be the most knowledgeable person in the room, and what that empowerment looks like in practice. He's a true powerhouse of leadership from a hugely successful startup that's experiencing endless and exponential growth, year after year, and we hope you can join us for another fantastic conversation! Key Points From This Episode: An introduction to Shane and a brief sprint through his illustrious opera career. How studying business and organizational psychology prepared him to be a recruiter. A great leader that impacted his early career and his decision to jump into leadership. The oddest and coolest advice he's ever received. Hear about the type of leadership that most people react negatively to. The frank feedback that was hard to hear but ended up pivoting his communication style. We discuss total rewards in the SaaS industry and why it's better to start at an early stage. Always revisiting candidate motivations, plus how to compete with FANG comp offers. A peek into the enablement sessions and calls that Shane does with recruiters. Diving into misunderstandings about equity and how to best navigate those conversations. Working with managers to coach them through figuring out what motivates their teams. Talking about what motivates different people and how to find the right questions to ask! Tweetables: "At the end of the day, for me, I want to have a positive impact on my team and on their development, and empower them to have the same impact on the organization." — Shane Long [0:09:36] "First and foremost, it's not just about comp you want to sell, you've got to sell the company as well. You've got to package the company in a way that's going to be appealing to [the candidate]." — Shane Long [0:15:40] "A lot of companies keep equity structure, and logistics and calculations really close to the chest or really close to the top of the organization. I say that recruiters are the frontline, they're the ones talking to these candidates. They need to be the most knowledgeable about it." — Shane Long [0:19:33] Links Mentioned in Today's Episode: Shane Long on LinkedIn OwnBackup Talk Talent to Me Hired

Today we are thrilled to sit down with Loralyn Mears, Ph.D., who is the founder of STEERus, a soft skills development company that works specifically with the Gen Z community to train up their soft skills as a pathway to success and productivity. We kickstart the conversation with a discussion on redundancy hires and strategy, before diving into how our mainstream education systems are creating soft-skill deficiencies by stunting vocabulary and growth around emotional articulation. Loralyn shares her thoughts on what shaped Gen Z and how this created a generation that uses their voices for what matters and aren't afraid to walk away, before elaborating on the ways that employer mindsets are shifting. We also have a rich conversation all about the current anti-work movement and the many realizations that people have had since they no longer have to commute, plus you'll hear some valuable parting advice for anyone looking to create their own security and benefits outside of the corporate golden cage. To hear Loralyn's perspectives on everything from tattleware and the Pomodoro method to how she recommends managing your notifications and why everyone is so burned out, tune in now! Key Points From This Episode: Hear how Loralyn was fully remote long before we all put on our COVID slippers. The impact of members of a bootstrapped startup team getting sick. The concept of strategically building redundancy into their codebase. A bit about her rich background and how she ended up going into soft skills development. Diving into broken relationships and the results of being deficient in soft skills. How our education funnels us and doesn't teach us to articulate our emotions or full self. Diving into the relationship between mass education and the current anti-work movement. What shaped Gen Z and how they learned to raise their voices for what matters. Discussing the Tang Ping phenomenon and concern over the climate crisis Finding employers who put people before process. The realizations people have had since commute and office pressure has reduced. How the concept of a workweek still works but there needs to be latitude on either side. Talking about tattleware, the relevance of middle management, and the Pomodoro method. Death of a thousand cuts and how Loralyn manages her notifications. Hear Loralyn's insights into why everyone is so burned out and what the answer is. The need for a shift in the employer mentality of ownership over their employee's time. Discussing people working multiple jobs, and how remote doesn't mean disengaged. Hear some excellent advice on what to do to break out of the 'golden cage' of benefits. Tweetables: "The final outcome [of deficient soft skills] is broken relationships. People have much higher anxiety because they're uncertain on how to proceed. They don't know if it's a safe space, they don't know how to regard it." — @steerus_io [0:08:51] "[Gen Z] were shaped by the climate crisis, 9/11, all of these horrific things. They said, 'You know what? I'm going to do what matters. I want to do what matters to me.' They learned how to raise their voices." — @steerus_io [0:13:38] "Process has been put ahead of people for so long, that people are starting to rebel from it." — @steerus_io [0:16:55] "Gen Z knows their worth more than any other generation, and they're not afraid to walk away." — @steerus_io [0:18:22] "Through this pandemic epiphany, [we need to] take the time to reflect and to say, 'What matters to me? What am I willing to tolerate? What am I not willing to tolerate?' Again, back to that self-awareness and starting there." — @steerus_io [0:38:27] Links Mentioned in Today's Episode: Dr. Loralyn Mears on LinkedIn STEERus STEERus on Twitter Talk Talent to Me Hired

At the forefront of the HR field's expansion into the new territory of Web3 is Nicholas Strange, CEO and Founder of Crypto Talent. We start the discussion today with why Nicholas felt it was the right time to found Crypto Talent and how he ended up in the position to do so. We break down what Web1, Web2, and Web3 are, how they differ, and what the big tech companies have been saying about Web3, plus some amazing statistics about the rate of growth of HR in the space. Nicholas explains why there is such a boom in HR-related jobs and how job-seekers can stand out through their passion projects. Tune in to learn how Web3 is breaking down the barrier of pay-gates in education and the power of allowing the individual autonomy over their own data. Key Points From This Episode: An introduction to Nicolas Strange, CEO and Founder of Crypto Talent. How Nicolas ended up in a space where he felt the time was right to found Crypto Talent. What the big tech companies are saying about where Web3 is going. A crash course on what Web1, Web2, and Web3 are. What the skill differences are between Web2 and Web3 and how this relates to hiring. How the Web3 space is overcoming education and skills training pay gates. The HR job opportunities expansion in the Web3 space and why it's happening. How passion projects might make people more appealing to employers. Why culture fit is so much more important than skills fit, and how Nicolas uses this when suggesting candidates. Where he sees for the future of HR with the advent of Web3 and the role of the Metaverse. Empowering the individual: how Web3 enables job seekers to profit off their own data. How the blockchain could stand in place of CVs and references. Using virtual reality in job fairs: how COVID-19 started this trend, and where Web3 will take it. What Nicolas and his partners are working on now: a training and education platform. Tweetables: "The time is now for a lot of people to transition their career [to the Metaverse] as well as to start a company to help support that transition." — @strangeviews15 [0:06:49] "All of these underlying technologies that are being built are going to allow for individuals to own their interaction more on the internet, which is going to provide security and privacy for all as well as peer-to-peer transactions and less third-party authentication."— @strangeviews15 [0:11:29] "One thing that often gets misconstrued about the talent that is being hired into Web 3 is that people [think], 'I have to be a solid developer, I have to be a smart contract developer. I have to have some very specific technical knowledge on to transition to my career.'" — @strangeviews15 [0:12:02] "One of my biggest passions is this opportunity to reshape those traditional learning routes and training routes, which were sectored off to certain communities that were able to afford the resources to go get that training and education." — @strangeviews15 [0:17:11] Links Mentioned in Today's Episode: Nicholas Strange on LinkedIn Nicholas Strange on Twitter Crypto Talent Talk Talent to Me

Today on Talk Talent To Me, we are joined by career and leadership coach Amy Scialdone. After 25 years in corporate, her passion for developing people moved her to start her own executive coaching and leadership development company called The Empowerment Key. In this conversation, you'll hear how she wound up in HR, occupied her seat at the VP table, and has been guiding others ever since. This episode is packed with advice on the power of the pause, the top areas for improvement that most leaders struggle with, and insights into different types of promotion and selection processes, plus we learn a bit about Amy's work with the vital all-female C-suite network called Chief before diving into her 6-month The Empowered You program. Amy outlines how this training guides the process of self-inquiry necessary to lay the internal foundations of energy leadership, through showing up with self-regulation, awareness, and connection. Key Points From This Episode: An introduction to Amy Scialdone and her 25 years in corporate before starting The Empowerment Key. What moved her to pivot out of her VP title to delivering her training independently. How she found clarity on her boundaries and what her coaching role would entail. The power of the pause and finding the thread throughout your career. How she learned HR and always had a seat at the table. What it means to put the business lens on HR. The "I-to-we" skills that she thinks many leaders lack, and why. The key principle for career success: doing your own internal work. Talking about the role of proper communication in long-term leadership and team output. Amy shares some insights into different selection and promotion processes. Hear about the work she's doing with the incredible female C-suite network, Chief. Some of the common challenges women face in male-dominated industries. An outline of the work she does in 6-month The Empowered You program. Some final wit and wisdom on self-reflection, how to take a pause, and the three O's. Tweetables: "We learned to incorporate the business into the decisions we made. I always had a seat at the table and didn't know how not to." — Amy Scialdone [0:09:09] "[The secret to career success is] understanding yourself, regulating yourself and then understanding how that really works with others. And then understanding how others are different and how to make those connections." — Amy Scialdone [0:14:25] "All you can control is you. My three big things are; gaining clarity on who you really are and how you're showing up. Then, that builds your confidence and it helps build that connection." — Amy Scialdone [0:14:37] "Hopefully from an HR lens and from an executive leadership team role, you are putting people in place that can help make a difference, that can help make an impact but you are also providing them the support they need to grow into those role." — Amy Scialdone [0:21:24] Links Mentioned in Today's Episode: Talk Talent to Me Amy Scialdone on LinkedIn The Empowerment Key Chief Rob Stevenson on LinkedIn Hired