Podcast Summary – Pitch Me with Kayvon Kay

Episode: Why Top Talents Won't Leave Their Jobs

Date: September 24, 2025
Host: Kayvon Kay
Guest: Jess Garcia, San Diego-based Recruiter (Simply Biotech)

Episode Overview

This episode explores the evolving landscape of talent recruitment in today's uncertain economy, focusing on why top performers are less willing to leave their positions. Host Kayvon Kay and guest Jess Garcia, an experienced biotech recruiter, dive into actionable strategies for both businesses and job seekers to thrive, despite shifting employment trends and the growing impact of AI on hiring. Expect candid storytelling, practical tips for attracting (and retaining) top talent, and a no-nonsense look at what actually works in high-stakes recruiting.

Key Discussion Points & Insights

1. Jess Garcia’s Background and Role in Recruitment

• [01:01] Jess describes her journey from cell phone store manager to biotech recruiter, emphasizing her hands-on, client-centered approach.
• Entry into staffing was serendipitous, but Jess credits her success to relentless self-education and fearlessly asking questions.
• Current focus: Recruiting for temp, temp-to-hire, and some direct-hire roles—primarily up to supervisor level—within biotech.

Quote:

“I learned a lot from clients... I wasn’t afraid to ask questions and tell people if I didn’t know something.” — Jess Garcia [02:33]

2. The Staffing & Recruiting Industry Explained

• [03:43] Staffing spans roles from entry-level up to executives, but Jess specializes in entry to supervisor roles.
• The field is highly economically driven and subject to rapid swings based on market forces.

Quote:

“It is not for the weak. Like all sales, it really has its ups and downs, but it’s very economy-driven." — Jess Garcia [04:30]

3. Why Top Talent Isn’t Leaving Their Jobs

• [07:05] Since COVID, workers are more cautious, favoring job stability over new opportunities due to market uncertainty.
• Top performers (A-players) are increasingly hesitant to leave their secure positions, making them harder to recruit.

Quote:

“Where [people] have found stability...they’re hesitant to leave.” — Jess Garcia [07:44]

4. Best Practices: Attracting and Recruiting Reluctant Talent

• [08:21] The candidate experience begins at the interview—treating candidates as valued team members, even during the hiring process.
• Transparent, timely communication is crucial (“even a ‘no update’ update helps”).
• Culture and community matter more than ever, especially for younger or purpose-driven individuals.

Quote:

“If they’re considering a job with you, they’re interviewing you just as much as you’re interviewing them.” — Jess Garcia [08:45]

5. Shifts in Work Attitudes: Gen Z and Alternative Income

• [10:26] Younger generations are exploring alternative income streams (e.g., social media), leading to new hiring challenges.
• Not everyone wants traditional employment; recruiters must discern who is truly interested in joining a company environment.

Quote:

“People realize there’s a lot of ways to make money... Social media being a big one.” — Jess Garcia [10:26]

6. Challenges and Variables in the Recruiting Business

• [13:16] Kayvon voices frustrations with uncontrollable variables in recruiting—misaligned expectations, candidate-client fit, and factors outside a recruiter’s direct control.
• Jess stresses radical transparency, ongoing feedback, and expectations management to counteract these challenges.

Quote:

“You’re hiring me, you’re paying me money to do what you don’t want to do... If you don’t help me understand your business and your challenges, I can’t vet for those things.” — Jess Garcia [13:22]

7. What Sets Jess Apart as a Recruiter

• [14:11] Focus on building human relationships—knowing clients’ needs, even their families, but above all: clarity on must-haves vs. nice-to-haves.
• Provides market feedback or quality candidates within 24-48 hours.
• Delivers honest, clear-eyed information on market realities, not just resumes.

Quote:

“People work with people… I do truly care. That’s something unique—I really care about the fact that you have other things consuming your space and your time.” — Jess Garcia [14:12]
“I deliver either candidates or market feedback within 24 to 48 hours.” — Jess Garcia [15:35]

8. The Role and Limits of AI in Recruiting

• [16:41] AI offers powerful tools for process efficiency (job descriptions, market analysis), but can’t replace the human connection and nuanced judgment needed for successful placements.
• The recruiter’s role is evolving, not disappearing; those who learn and adapt will outpace those who resist AI.

Quote:

“You cannot replace that human element... if you rely on AI too heavily, especially when you’re looking to build and grow an organization, your expectations are not going to be met every time.” — Jess Garcia [16:41]
“The learners will inherit the earth… AI humans who use AI are going to replace humans who don’t.” — Kayvon Kay [18:06]

9. Actionable Advice for Businesses (and Job Seekers)

• [20:13] Know exactly which skills/traits are essential vs. negotiable (“the Purple Squirrel” analogy).
• Market is more competitive, so employers must offer compelling value to attract top talent.
• A-players are almost always employed—employers must work harder and smarter to entice them.
• For job seekers: Focus on how you’ll add value to the company, not just what you’ll get paid.

Quote:

“The good players have jobs… and the rate at which they’re leaving has dropped by 50%.” — Kayvon Kay [22:16]

10. Reputation Management: Essential in a Tight Market

• [23:01] Companies must monitor how they’re perceived online (Glassdoor, Yelp, Google) and take swift action to address issues.
• Culture and transparency are now central to both recruitment and retention.

Quote:

“People hire people, people work with people… We’re not in a stuffy corporate environment anymore and that’s not what people are looking for.” — Jess Garcia [23:01]

Memorable Moments & Quotes

• On interviewing:

  “Treat them like they’re already an employee, not like they’re in that interview process.” — Kayvon Kay [09:11]

• On AI Adoption:

  “AI humans who use AI are going to replace humans who don’t.” — Kayvon Kay [18:06]

• Key Offense for Job Seekers:

  “You need to be thinking about how can I make the business money and what value can I bring... things change immediately.” — Kayvon Kay [24:35]

• Final takeaway:

  “If you’re contributing to growing a company, management opportunities are going to open, doors are going to open, it’s going to generate revenue.” — Jess Garcia [25:00]

Important Timestamps

| Timestamp | Segment/Insight | |-----------|----------------| | 01:01 | Jess Garcia’s journey into recruiting | | 04:30 | Challenges and rewards of staffing | | 07:05 | COVID and the fall in employee movement | | 08:45 | Humanizing the interview process | | 10:26 | Gen Z, gig work, and recruiting difficulties | | 13:16 | The uncontrollable variables in recruiting | | 14:12 | Jess’s unique approach & relationship-building | | 15:35 | 24/48-hour candidate or market feedback promise | | 16:41 | AI’s place (and limits) in recruiting | | 20:13 | Advice to business owners for hiring top talent | | 22:16 | 50% decline in top talent switching jobs | | 23:01 | Company reputation and culture as recruitment levers | | 24:35 | The critical mindset shift for job seekers | | 25:00 | Proactive value-adding opens opportunity |

Where To Find Jess Garcia

• LinkedIn: Jessica Ramirez Garcia
• Company: Simply Biotech

Final Thoughts

This episode delivers a raw, practical look at why top talent is increasingly “sticky,” what businesses must do to attract (and keep) them, and how both sides can proactively shape their futures in a rapidly shifting employment market.
Essential takeaway:
Whether you’re hiring or job-hunting, it’s no longer about just filling seats—it’s about building relationships, delivering tangible value, and leveraging new tools (like AI) without losing the human touch.