Episodes

  • The Two Brands Every Company Has...

    The Two Brands Every Company Has...
    Mar 4 2026
    Most companies believe their employer brand is what they publish on their website, careers page, or mission statement. Candidates believe it is what they see, hear, and experience. In this episode, we break down the difference between the brand you think you are communicating and the brand candidates are actually experiencing. You will learn how job seekers research companies today, why interviews expose brand gaps instantly, and what leaders can do to align reputation with reality before it damages hiring outcomes. Key Takeaways: Over 86 percent of job seekers research company reviews before applying. Younger candidates increasingly use TikTok and AI tools as search engines. Every company has two brands: the intended brand and the experienced brand. Mission statements and employee value propositions rarely influence candidates. Negative interview experiences are the loudest form of employer branding. Interviews are where brand promises get tested in real time. Employees and former employees are more trusted than CEOs. Silence on social media still communicates something about your culture. Forcing employees to post scripted content reduces trust. Fixing reputation starts with auditing public feedback and improving candidate experience. Timestamps: 01:02 Why candidates research companies first 03:13 Intended brand vs experienced brand explained 04:30 Why mission statements do not influence applicants 06:43 The power of negative reviews and Glassdoor 09:43 How interviews expose brand gaps 11:48 Why bad interviews go viral 13:04 Why executives must care about employer brand 17:25 Why employees are more trusted than CEOs 20:35 How to audit and fix reputation issues 25:13 Why interviewing is a public conversation Keywords: employer branding strategy candidate experience Glassdoor reviews job seeker research behavior intended vs experienced brand employee generated content interview process mistakes company reputation management social media employer brand how candidates research companies
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    26 mins
  • “You Need to Find a Human” in an AI Job Market with Megan Dias

    “You Need to Find a Human” in an AI Job Market with Megan Dias
    Mar 2 2026
    How do you compete in today’s job market, especially after a tech layoff? In this episode live from TalentSphere, Megan Dias a career coach shares practical strategies for navigating a competitive hiring landscape shaped by AI, resume overload, and changing recruiter behavior. You’ll learn how to customize your resume effectively, why networking is more important than ever, how to find the “human” in the hiring process, and what job seekers are getting wrong right now. Connect with Megan on LinkedIn: https://www.linkedin.com/in/megandias/ Key Takeaways: AI is reshaping both recruiting and job searching. Job seekers must customize resumes for each role. A generic resume is far less effective in a competitive market. Finding a real human connection in the hiring process increases your odds. Networking on LinkedIn and in professional communities is critical. Many laid-off tech professionals need strategy, not just applications. Career coaching should be individualized, not one-size-fits-all. Understanding industry trends helps job seekers stay competitive. Leveraging existing connections can unlock hidden opportunities. Job searching today requires clarity, positioning, and persistence. Timestamps:00:00 Why Talent Sphere matters in 202601:52 Supporting laid-off tech professionals03:46 Practical strategies for job seekers04:30 Why resume customization matters05:15 Finding the human in hiring06:00 Networking in a digital-first world Keywords:Talent Sphere, career coaching, job market 2026, AI in recruiting, resume tips, networking strategies, job search strategies, candidate fraud concerns, talent acquisition trends, job seekers
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    5 mins
  • "Humanizing AI” in Recruiting with Mabel Liang

    "Humanizing AI” in Recruiting with Mabel Liang
    Mar 1 2026
    How do recruiters keep up with 400+ AI tools without feeling overwhelmed or replaced? In this episode live at TalentSphere, Mabel Liang, a recruiting community founder shares how HR and talent acquisition professionals can learn AI together, compare ATS platforms effectively, and navigate the growing issue of identity fraud in hiring. You’ll learn how to create a safe space for experimentation, choose the right technology for your team size, and humanize AI instead of fearing it. Keep up with Mabel on LinkedIn: https://www.linkedin.com/in/mabelliang/ Key Takeaways: There are hundreds of AI tools in recruiting, which creates overwhelm. Recruiters need community to evaluate and learn new technology safely. AI should support and humanize work, not replace recruiters. Teams must compare ATS platforms based on size and global needs. Overbuilt AI workflows can create unintended consequences. Identity fraud is becoming a major concern in talent acquisition. AI is now being used both by recruiters and by candidates. Safe learning spaces reduce fear around technology adoption. Wellness and professional growth can coexist at conferences. Forward-thinking TA leaders focus on leveraging AI responsibly. Timestamps:00:00 Why attend Talent Sphere 202600:47 Creating Talent AI Lounge01:52 Comparing ATS platforms and HR tech tools02:30 AI overwhelm in recruiting02:45 Identity fraud and AI misuse03:51 Blending wellness and learning at conferences04:25 Encouraging recruiters to embrace AI Keywords:Talent Sphere, AI in recruiting, humanizing AI, ATS comparison, Greenhouse vs Ashby, recruiting technology tools, identity fraud in hiring, HR tech community, talent acquisition trends, AI overwhelm
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    6 mins
  • Stop Saying “Be Strategic” - Start Teaching It with Preston Sharpston

    Stop Saying “Be Strategic” - Start Teaching It with Preston Sharpston
    Feb 28 2026
    How do recruiters actually become strategic instead of just being told to “be more strategic”? In this episode live from TalentSphere, we talk with Preston Sharpston to break down what recruiter enablement really looks like, how talent acquisition leaders can level up their teams in 60 to 90 days, and how to use data before recruiting even starts. You’ll learn practical ways to run better intake meetings, prioritize roles using data, identify bottlenecks, and push back on unrealistic hiring expectations with confidence. Follow Preston on LinkedIn: https://www.linkedin.com/in/prestonsharpston/ Key Takeaways: Recruiters are often told to be strategic but rarely trained how to do it. Strategic recruiting starts with better intake meetings, reframed as strategy sessions. Data should guide prioritization, not hiring manager opinions. Time-to-submit can reveal more than time-to-fill. Move beyond surface metrics to identify real bottlenecks. Use total addressable market data before opening a search. Compensation conversations should be backed by market data upfront. TA leaders must level-set recruiters at different skill levels. Structured coaching can elevate recruiter performance in 60–90 days. Recruiter enablement is about practical, step-by-step execution. Timestamps:00:00 Speaking at Talent Sphere 202601:16 Recruiter enablement and practical strategy01:47 Leading recruiting for a growing franchise02:16 Coaching recruiters and TA managers02:41 Why recruiters struggle with “being strategic”03:11 Scaling recruiter capability in 60–90 days03:58 Using data to prioritize roles05:00 Rethinking recruiting metrics05:31 Finding bottlenecks with better data06:24 Using market data before recruiting starts Keywords:recruiter enablement, strategic recruiting, talent acquisition leadership, recruiting metrics, time to submit metric, data-driven hiring, intake meeting strategy, hiring manager alignment, TA team development, recruiter coaching
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    9 mins
  • Fractional Recruiting: We Need Help, Not Forever with Brooke Wheeler

    Fractional Recruiting: We Need Help, Not Forever with Brooke Wheeler
    Feb 27 2026
    Live from TalentSphere were talking abotu what fractional recruiting is, and when should a company use it? In this episode we talk with Brooke Wheeler, Founder of Restoration Talent Solutions and explore how fractional hiring gives companies executive-level recruiting expertise without the long-term commitment. You’ll learn how fractional talent acquisition leaders step into growing companies, build recruiting structure and process, and transition teams for long-term success. We also discuss how recruiters can build community, avoid AI overwhelm, and stay strategic in a fast-changing hiring landscape. Follow Brooke on LinkedIn: https://www.linkedin.com/in/brookewheeler/ Key Takeaways: Fractional recruiting provides part-time executive talent acquisition support. It is ideal for growing companies that need structure but not a full-time hire yet. Fractional leaders often build recruiting processes and hire their permanent replacement. Companies benefit from senior expertise at a fraction of the cost. Recruiters starting their own business can pivot successfully after layoffs. Community and mentorship are critical for independent recruiters. Structure, metrics, and one-on-ones are essential when stepping into existing teams. AI in recruiting should be approached strategically, not reactively. Companies should choose one AI solution at a time to avoid overwhelm. Fractional work is becoming more common in uncertain economic environments. Timestamps:00:00 Why community matters in recruiting01:20 Building recruiting structure and process02:15 AI overwhelm in talent acquisition03:05 What fractional recruiting means03:40 From corporate VP to fractional founder04:10 How fractional hiring benefits companies04:48 Building the playbook and hiring full-time successors05:10 The future of fractional talent Keywords:fractional recruiting, fractional hiring, part-time executive recruiter, talent acquisition strategy, recruiting process improvement, interim head of talent, startup hiring support, recruiting consultant, AI in recruiting, talent acquisition leadership
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    7 mins
  • It’s Not a Gotcha, It’s an I-Gotcha with Amanda Perry

    It’s Not a Gotcha, It’s an I-Gotcha with Amanda Perry
    Feb 26 2026
    What does technical hiring look like in the age of AI? In this episode, we talk with Amanda Perry VP of Customer Success at CoderPad and break down how AI is reshaping engineering interviews, why banning AI is a losing strategy, how to prevent candidate fraud (including deepfakes), and how transparency builds trust in the hiring process. You’ll learn practical ways to design interviews that reflect real-world work, reduce confusion between recruiters and hiring managers, and improve candidate experience without sacrificing rigor. We're live from TalentSphere! Follow Amanda on LinkedIn: https://www.linkedin.com/in/amanda-perry-96349ab1/ Check out CoderPad: https://coderpad.io/ Key Takeaways: AI is not making technical hiring harder, but it is making it different. Modern engineering interviews should assess how candidates use AI, not whether they use it. The focus is shifting from output to critical thinking and debugging skills. Clear AI guidelines prevent confusion and candidate drop-off. Misalignment between recruiters and hiring managers damages trust. Junior engineers with strong AI skills are increasingly competitive. Candidate fraud, including deepfakes, is a real concern in technical hiring. Short introductory video submissions can reduce fraud and save recruiter time. Transparency in the hiring process improves candidate experience. Bias exists in every stage of hiring, so systems must be intentional and repeatable. Timestamps:00:00 Why attend Talent Sphere Summit01:10 What a technical hiring platform does02:02 Is hiring engineers getting harder?03:28 Stop treating AI like a gotcha04:52 Align recruiters and hiring managers on AI rules06:14 Are junior engineers being replaced?07:12 Why transparency builds trust09:05 Deepfakes and candidate fraud in hiring10:15 Using video to verify real candidates12:17 Balancing fraud prevention and bias Keywords:AI in hiring, technical hiring process, engineering interviews, AI interview guidelines, candidate fraud, deepfake job applicants, junior engineer hiring trends, transparent hiring practices, AI skills assessment, candidate experience
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    15 mins
  • Stop Shrinking Yourself at Work with Bridgette Corridan

    Stop Shrinking Yourself at Work with Bridgette Corridan
    Feb 25 2026
    We're live from TalenSphere! How do you show up authentically at work without hurting your credibility? In this episode, Bridgette Corridan, a talent leader AND sound healer shares how vulnerability and authenticity can become superpowers in recruiting and leadership. You will learn how to stop shrinking yourself to fit professional expectations, how to integrate personal purpose with business strategy, and how mindfulness practices like breathwork and sound healing can help leaders navigate a noisy, high-pressure world. This conversation explores identity, leadership, community, and how to create workplaces that support real human expansion. Key Takeaways: Vulnerability and authenticity create stronger recruiting conversations. Professionalism does not require shrinking who you are. Owning your full identity attracts the right opportunities and people. Sound healing and mindfulness can support leadership clarity. Breathwork and meditation help leaders reset in high-stress environments. Women-led communities create safe spaces for growth and connection. Leaders need compassion for themselves and others. Purpose-driven business models can combine profit and social impact. Expanding who you are professionally benefits teams and organizations. Clear self-awareness improves decision-making and leadership presence. Timestamps:00:00 Why authenticity matters in recruiting01:23 From talent leader to sound healer03:24 Bringing your full self to LinkedIn04:38 Redefining professionalism06:24 Why connection matters in talent07:45 The power of breath and mindfulness08:43 Blending consulting and healing work09:41 Building a social impact consulting company11:09 Leading with compassion and curiosity Keywords:Talent Sphere, authenticity at work, vulnerability in leadership, women in talent acquisition, sound healing in business, mindful leadership, breathwork for stress, purpose-driven business, social enterprise consulting, recruiting community Follow Bridgette on LinkedIn: https://www.linkedin.com/in/bridgetteloydcorridan/
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    14 mins
  • AI Interviewers Are Here… and It’s Getting Weird with Kyle Lagunas

    AI Interviewers Are Here… and It’s Getting Weird with Kyle Lagunas
    Feb 24 2026
    In this episode live from TalentSphere, we talk with our guest Kyle Lagunas Founder of Kyle & Co about what AI interviewers are, how they are being used in real hiring processes, and what risks companies face if they deploy them without structure or governance. We break down independent research evaluating 12 AI interviewer platforms, explain why inconsistent implementation creates legal and ethical exposure, and outline how to use AI in interviews responsibly. If you are asking whether AI interviewers are worth it, compliant, or fair, or you like to listen to people who randomly break out in song this conversation is for you. Keep up with Kyle on LinkedIn: https://www.linkedin.com/in/kylelagunas Link to Kyle & Co research report: https://resources.kyleandco.com/CategoryCompass_AIInterviewers Key TakeawaysAI interviewers are rapidly emerging across screening and technical interviews.Video avatar AI is less common and often disliked by candidates.Voice-based AI is generally perceived as more natural and acceptable.There is no single best AI interviewer; tools vary by use case.Some tools are built for high volume yes or no screening, others for advanced behavioral probing.Inconsistent deployment across teams increases legal and compliance risk.Automated candidate disposition based solely on AI can create liability if not tightly governed.Strong client success and implementation support differentiates vendors.AI interviewers can improve structure by preventing off-script or biased questioning.The teams that succeed with AI optimize their process before automating it. Timestamps00:00 Why AI interviewers are emerging now01:07 Researching 12 AI interviewer platforms02:33 Candidate reactions to video versus voice AI03:00 Different types of AI interviewer use cases04:00 Why there is no best in class tool04:41 Legal and liability concerns in AI interviews05:09 Using AI in a highly human centric process06:22 Inconsistent deployment and startup risk07:48 Automated disposition and governance issues08:44 Process optimization before automation KeywordsAI interviewersAI in hiringautomated interviewscandidate experiencehiring complianceHR technology researchstructured interviewsautomated candidate screeningAI governance in HRtalent acquisition technology
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    11 mins