Dean Wolfe

Most TA teams have solved the basics, but the best ones go deeper. If your hiring process still hits invisible roadblocks, you're not alone. The truth is, elite talent acquisition teams aren't just reacting to problems, they’re preventing them before they start. From friction mapping and predictive agility, to market intelligence and recruiter enablement, high-performing teams treat RPO recruiting and talent acquisition as strategic functions — not back-office tasks. In our latest blog, we break down: ✔️ What elite TA teams do differently ✔️ How to identify high-cost bottlenecks ✔️ Why recruitment process outsourcing companies are leading this shift ✔️ How to turn good hiring practices into great ones Not sure where to begin? Start with our TA Maturity Assessment and your shortcut to identifying hidden inefficiencies and unlocking smarter, faster hiring. Swipe the carousel for key insights, then head to the blog (link in comments) to dive in. #RPO #RPORecruitment #WhatIsRPO #RecruitmentProcessOutsourcing #ContingentEmployee #RPOHiring #TAMaturity #TalentStrategy #LevelUPHCS

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Still juggling too many recruiting vendors and getting too few hires? If you lead Talent Acquisition at a large org, chances are you’ve got: - Multiple agency relationships - Pressure to deliver fast, high-quality hires - A dashboard full of vendor data with no clear story And yet hiring still feels slow, inconsistent, and reactive. This piece breaks down what high-performing recruiting partners actually do differently. And how to tell if yours are adding value or just resumes. If adding more vendors isn’t solving the problem, this article is worth a full read. 🔗 https://lnkd.in/e8icYpgV  #hiring #talentacquisition #hiringnow #recruitment

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New tech. New tools. New pressure to adopt quickly. Investing in a cutting-edge talent acquisition tech stack sounds great, but what happens if no one uses it? Ian Cadman, Director of Systems Implementation for Talent Solutions, shares the real difference between buying new tools and building adoption. If your recruiting tech feels underutilized or you're preparing for a major rollout, this piece lays the groundwork for lasting, effective change. Read the blog here: https://bit.ly/3EC0JVr #TalentAcquisition #HRTech #RecruitmentTools

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New tech. New tools. New pressure to adopt quickly. Investing in a cutting-edge talent acquisition tech stack sounds great, but what happens if no one uses it? Ian Cadman, Director of Systems Implementation for Talent Solutions, shares the real difference between buying new tools and building adoption. If your recruiting tech feels underutilized or you're preparing for a major rollout, this piece lays the groundwork for lasting, effective change. Read the blog here: https://lnkd.in/dZQBzDXZ #TalentAcquisition #HRTech #RecruitmentTools #Netherlands

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At Talent Foundry, we measure team success by outcomes that move the business forward, not just activity. That means focusing on metrics that reflect real delivery and alignment, not numbers that track effort without reflecting results.. We look at things like time-to-impact after onboarding, sprint predictability, delivery velocity, code quality trends, and how effectively teams collaborate with US-based stakeholders. We also pay close attention to continuity and ownership because teams that stay stable and context-rich consistently outperform teams that churn. Why does this matter for US founders and CTOs? Because the true cost of scaling isn’t salary, it’s lost time, rework, and misalignment. When teams are measured the right way, problems surface early, performance improves faster, and leaders get clear visibility into what’s working. The goal isn’t to track more metrics. It’s to track the right ones so teams improve, products ship faster, and scale stays predictable. #EngineeringMetrics #TeamPerformance #CTOLife #StartupScaling   #ProductEngineering #GlobalTeams #HireFromIndia #OffshoreStaffing   #TalentFoundry #FutureOfWork

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