Podcast
Talk Talent To Me
Hosted by Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert. · EN
Starring recruiting leadership from everywhere under the talent acquisition sun, Talk Talent To Me is a fast-paced rough-and-tumble tour through the strategies, metrics, techniques, and trends shaping the recruitment industry. Brought to you by your pals at LHH.
26episodes
Episodes
Newest firstAll episodes
Re-Thinking Retention with Langan CHRO Donovan Mattole
4d ago00:35:34Tap to summarizeDonovan shares how he deliberately hires business leaders into HR, why TA and retention must operate as a single strategy, and how he's making the case to Millennial and Gen Z employees that staying at one company for a full career can be the best financial decision they make. If you lead a team or manage talent at any level, this episode is full of frameworks you can apply immediately. Key takeaways Hire business leaders into HR: Top field leaders and MBAs with no HR background can elevate an HRBP team faster than traditional hiring. Business credibility is teachable on the HR side; leadership instincts are harder to develop from scratch. TA and retention are one strategy: Filling the top of the funnel while losing people out the back is a losing game. Breaking down silos between TA, L&D, and rewards is what closes the gap. Teamship over hierarchy: Donovan replaced a siloed COE structure with peer accountability across the full HR team. The result is a function that operates as one unit rather than five separate groups reporting up. The long-career argument is back: Employee ownership, long-term incentives, and genuine development investment can make staying at one company the smarter financial move, even for employees who have been told job-hopping pays more. HR lives in the gray: A real-world parental leave disclosure scenario illustrates how the best HR decisions require legal knowledge, business judgment, and employee empathy all at once. Black and white answers rarely exist. Never lose the human in HR: Donovan's advice for aspiring CHROs is simple: learn the business, but never let that come at the cost of kindness, empathy, and being a genuine employee advocate. Links Donovan on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
Transcribe →Building a Future-Proof People Agenda with Lisa Skinner Källström
4w ago00:26:06Tap to summarizeLisa is a seasoned CHRO with over 20 years in HR to explore what it looks like to intentionally pause, reflect, and reimagine your next career chapter. Lisa shares how she recognized the natural end of a mission-driven CHRO role, why she's now considering a move into consultancy and fractional work, and what that says about how senior HR professionals are rethinking their careers. The conversation moves into broader territory around the future of the people function: how HR can stop fighting for a seat at the table and just earn it, why the people agenda must be woven into the business strategy, and how AI is an opportunity for HR to finally demonstrate its highest-value work. Whether you're a CPO navigating an org transformation or an HR leader wondering how to stay relevant in an AI-accelerated world, this episode offers a grounded, practical perspective from someone who has lived it. Key Takeaways Knowing when a mission is complete Consulting and fractional work as a career move The people agenda is not separate from business strategy Psychological safety and the "always-on" work culture AI as a liberator, not a threat Staying relevant means running toward change Links Lisa on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
Transcribe →Rachel Duran, HPE Head of Global Employer Brand & Recruiting Marketing
Apr 1700:35:13Tap to summarizeRachel Duran has spent nearly 15 years building her career at the intersection of marketing and talent acquisition, moving through ad agencies, RPOs, and major tech companies. Rob and Rachel cover how the flood of AI-generated applications is forcing a fundamental rethink of what "success" looks like in recruiting marketing, why the candidate experience has to meet consumer-grade expectations, and how employer brand practitioners can earn and keep their seat at the table. 🔑 Key Takeaways AI-driven mass applications have made quality of applicant the new priority over volume Top-of-funnel thinking is out. attracting the right candidates matters more than sheer inbound AI can help filter applicants, but it cannot be used to make employment decisions Mobile-optimized career sites and application flows are no longer optional CAPTCHAs and knockout questions remain practical tools for filtering bot-driven applications Employer brand perception increasingly influences B2B RFPs and vendor evaluations ROI conversations need to focus on cost savings: cost-per-hire, time-to-fill, reduced agency spend Sourcers make strong recruitment marketers, they already know candidates and how to find them Learning to use AI tools, even personally, is now a core career development priority 🔗 Links Rachel Duran on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
Transcribe →ProDriven Global Brands CHRO Kevin Bohan
Mar 3100:39:27Tap to summarizeKevin breaks down how HR leaders can drive real business impact by aligning talent strategy directly to company goals, with a focus on scaling coaching as a lever for workforce performance and development. He shares how listening to employee feedback and preparing for the next phase of growth led his team to invest in coaching at scale, enabled by new technology that makes it accessible beyond just executives. Kevin explains how coaching improves performance, engagement, and retention, how to measure its impact, and why it plays a critical role in developing future leaders in a skills-based economy. The conversation also explores how HR can balance internal development with external hiring, the evolving role of managers in an AI-driven workplace, and why building talent capability is essential for long-term competitiveness. 🔑 Key Takeaways Coaching can now scale across organizations due to technology advancements Employee feedback is a key signal for where to invest in development Coaching improves performance, engagement, and retention High performers are more likely to opt into development programs Managers must shift from knowledge sharing to talent development in an AI-driven world Internal talent development should focus on core business competencies Strong organizations build talent pipelines and become talent exporters 🔗 Links Kevin Bohan on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
Transcribe →Liberty Mutual VP of Early TA Maura Quinn
Mar 2300:29:22Tap to summarize📝 Episode Summary Maura explains why investing in early talent remains a high-impact, data-backed strategy despite growing narratives around AI replacing entry-level roles. She shares how Liberty Mutual has built a long-term pipeline that drives retention, accelerates promotion, and produces global leaders, while also evolving programs to align with shifting skill demands. The conversation explores how Gen Z brings new expectations around purpose, flexibility, and development, why career paths are becoming more dynamic and non-linear, and how organizations must balance technical skill-building with human capabilities like communication and adaptability in an AI-driven workplace. 🔑 Key Takeaways Early talent programs drive higher retention, faster promotion, and long-term leadership outcomes AI will not replace entry-level talent, it will amplify those who can use it effectively Gen Z prioritizes purpose, flexibility, and development over traditional career incentives Technical skills are becoming easier to teach, human skills are increasing in value Career paths are shifting from linear ladders to flexible, cross-functional movement Talent development is critical for both attracting and retaining top candidates 🔗 Links Maura Quinn on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
Transcribe →PepsiCo VP Global TA Ilona Kremer
Feb 2700:36:37Tap to summarizeEpisode Summary Ilona explains what it takes to transform talent acquisition at a 300,000-person organization. From consolidating a sprawling, decentralized TA function into a unified operating model to simplifying a bloated tech stack and driving global process adoption, Ilona shares how her team moved from fragmentation to focus. The conversation explores the difference between operational busy-ness and strategic impact, why process discipline must come before innovation, and how talent leaders can elevate their influence with the C-suite by telling a smarter story with data. Ilona also reflects on career growth, embracing discomfort, and the power of saying yes to unexpected opportunities. Key Takeaways 1. Decentralization Creates Duplication PepsiCo's TA teams were spread across dozens of reporting lines globally, leading to inconsistent processes, unclear ownership, and change fatigue. Consolidation created clarity, agility, and shared priorities. 2. Process Before AI You can't layer automation or AI onto chaos. The team prioritized process adherence, data quality, and recruiter capability building before pursuing more advanced innovation. 3. Simplify the Tech Stack Replacing multiple point solutions with a unified ATS ecosystem reduced complexity and enabled cleaner reporting, better adoption, and stronger governance. 4. Operational Metrics Aren't Enough Time-to-fill and offer acceptance rates matter, but executives want insight. Strategic scorecards now combine performance data with external market intelligence and competitive context. 5. Capability Building Is Strategic Work Interviewing skills, recruitment strategy conversations, offer management, and stakeholder alignment are foundational competencies that elevate TA's business impact. 6. Change Management Requires Intentionality Regular pulse checks, global town halls, leadership alignment, and engagement committees helped stabilize morale and improve adoption during transformation. 7. Career Growth Requires Discomfort Ilona's advice: say yes to unclear opportunities, embrace uncertainty, and get comfortable being uncomfortable. Links Ilona Kremer on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
Transcribe →Atlanta Hawks Chief People D&I Officer Camye Mackey
Feb 2500:31:52Tap to summarize📝 Episode Summary Camye Mackey, EVP and Chief People, Diversity & Inclusion Officer for the Atlanta Hawks, joins Rob to talk about building culture inside one of the most community-connected brands in sports. From embedding inclusion into both workforce strategy and marketplace impact, to designing a "Talent Blueprint" that future-proofs the organization, Camye shares how HR can operate as a true business partner. The conversation explores generational diversity, AI adoption, workforce skill gaps, and why DEI remains a business imperative, not a buzzword. If you're thinking about how to architect a modern people strategy that reflects your community and scales with change, this episode offers a practical and inspiring roadmap. 🔑 Key Takeaways *]:pointer-events-auto scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]" dir="auto" tabindex="-1" data-turn-id= "request-68791fb4-0948-800f-aae1-bb7ab84fb569-2" data-testid= "conversation-turn-84" data-scroll-anchor="true" data-turn= "assistant"> DEI Is a Business Imperative: Camye reframes diversity and inclusion as drivers of innovation and performance, not political talking points. Diverse perspectives fuel better decisions and stronger outcomes. Culture Must Be Lived, Not Framed: The Hawks operationalize values through behaviors (SMILE: Southern hospitality, Make a moment, Individuals matter, Listen & learn, Empowerment), turning principles into daily practice. HR Must Lead on Technology: AI and digital tools aren't side projects. HR is central to training, adoption, policy shifts, and workforce readiness. Workforce Planning Is Strategic: The "Talent Blueprint" approach connects business strategy to job design, compensation, competency development, and skill gap analysis. Generational Diversity Is Real: With five generations in the workplace, people strategy must flex to meet different needs and expectations. Curiosity Is Career Leverage: Camye's advice: stay close to the business, ask questions, be relentlessly curious, and position yourself as a solution partner. 🔗 Links Camye Mackey on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
Transcribe →Pearson SVP HR Ops Tim Young
Feb 2000:33:01Tap to summarize📝 Episode Summary Tim shares how he built (and scrapped) a multimillion-dollar AI interview scheduling bot, why we should rethink HR's "pecking order," and lessons from the front lines of automation. The conversation dives into digital assistants, digital workers, and why HR and IT must now operate as true partners. Tim also challenges the idea that transactional HR work is a necessary career stepping stone, arguing instead for a smarter, more strategic entry path into the profession. 🔑 Key Takeaways Shared Services Is Strategic: The most frequent HR touchpoint for employees sits in operations, exactly where AI can drive real differentiation. Not Every AI Bet Pays Off: Tim shares a candid story of a failed, high-investment interview scheduling build and the lessons learned about build vs. buy. 80% Isn't Good Enough in High-Stakes Workflows: In areas like recruiting, partial automation can create more risk than value. Digital Workers Are Coming: HR and IT must think about AI agents like employees, onboarding, training, performance management included. Entry-Level HR Needs Rethinking: Transactional work shouldn't be the default gateway to the profession in an AI-augmented world. Tim Young on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
Transcribe →Keck Medicine CHRO Dr. Ekta Vyas
Feb 1300:45:14Tap to summarize*]:pointer-events-auto scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]" dir="auto" tabindex="-1" data-turn-id= "6c2fc763-3ffc-45be-9b4e-e35d7fbfa078" data-testid= "conversation-turn-68" data-scroll-anchor="true" data-turn= "assistant"> Dr. Ekta Vyas, CHRO at Keck Medicine of USC, joins Rob to unpack what it really takes to lead transformation inside complex healthcare systems. Drawing on her background as a psychologist, scholar-practitioner, and longtime healthcare HR leader, Dr. Vyas shares how emotional intelligence, strategic business alignment, and disciplined measurement turn HR from a transactional function into a true enterprise driver. From integrating newly acquired hospitals to redesigning HR operating models and elevating employee experience, she explains why most transformations fail and what leaders must do differently. One hot take included: being "a people person" is not a qualification for HR. 📌 Key Takeaways Strategic HR Requires Business Acumen: Dr. Vyas rejects the notion that being "a people person" is enough for success in HR. Strategic thinking and business alignment are essential. Transformation Is Emotional: Change isn't just structural, it's deeply emotional. Leaders must manage resistance by understanding how change impacts people's daily work lives. EQ Is Core to Change Management: Dr. Vyas uses emotional intelligence to lead through transformation, from listening tours to transparent communication with staff. Academic + Industry Fusion: Her dual role as CHRO and adjunct faculty keeps her grounded in both current research and practical application, a powerful combination. Measurement Matters: The Keck HR transformation tracked over 7,400 cases, implemented ServiceNow, and used metrics to improve efficiency, service, and employee experience. Today's HR Is Tomorrow's Infrastructure: To support enterprise growth (including M&A), HR must evolve from a transactional function to a strategic enabler. Lifelong Learning Drives Effective Leadership: Whether through teaching or leading, Dr. Vyas emphasizes the need to stay curious and continually develop. Dr. Ekta Vyas on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
Transcribe →Unlearning the Old Rules of Work with CLO & Founder Monica Marquez
Oct 3100:36:05Tap to summarizeMonica Marquez has held big titles at Google, EY, and Goldman Sachs, but now she's teaching companies how to ditch their outdated playbooks and embrace a new way of working with AI. In this episode, Monica and Rob unpack why the people team, not IT, needs to lead AI transformation, how to automate without losing the human touch, and what it really means to "unlearn" your way to better work. She shares how her team at Flipwork is helping organizations build adaptive, human-centered workflows and why leaders must create safe spaces for experimentation. Also discussed: how to turn prompting into repeatable agents, the problem with "work slop," and why the best AI onboarding might come from a Clippy-inspired bot named Flippy. 📌 Key Takeaways AI transformation must be people-led, not tech-led Unlearning is the new competitive edge in a world moving faster than ever "Work slop" is real, and AI isn't to blameHigh-value work starts when you stop doing what AI can do faster The best use of AI is treating it like an intern, not an oracle Prompting is table stakes. Turning prompts into agents is the real differentiator Empowering people to automate their own workflows requires safe space and structure People teams must guide AI adoption to protect ROI and increase tool adoption AI should amplify your "authentic intelligence," not replace it A modern talent strategy must account for psychological safety, rapid experimentation, and clear permission to try new things 🔗 Links ¡Ay, Ay, Ay, AI! Newsletter Monica Marquez on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
Transcribe →