Jonathan Brown

🚀 Some think TA is just sipping coffee and letting AI do the work. So here’s what actually happens in a day: 6:47 AM – Wake up to a DM: "Hey, saw a role yesterday—any chance you can prioritize my application?" Another one: "Do you have the hiring manager’s name? I want to reach out directly to see if I fit the role." No “Hi,” no “Hope you’re well,” just… vibezzz. Skipping straight to the hiring manager. 🙃 ☕ 7:30 AM – Log in. Inbox: 58 emails. Half are internal applications. 20% are reminders of internal applications. The rest? Your boss asking you to step into a workshop. And Escalations! 187 unread LinkedIn messages. Some just say "Interested." 🤨 One is a 1-minute voice message. Yes, we’re doing voice messages on LinkedIn now. 8:45 AM – First meeting of the day. Someone wants to “pick your brain.” It’s your 15th coffee chat this week. If caffeine were currency, you’d be a billionaire. 💰 🦄 10:30 AM – Meetings, 1:1s, escalations—the usual. Intake call for a critical hire. Team wants a unicorn with a dragon’s attitude and a flamingo’s salary expectations. Totally doable. 👍 ⚖️ 11:00 AM – Another call. Team already has a candidate. No full process—just a quick wrap-up: support! You gently challenge on fairness, bias, inclusion. You advise, not here to do admin! It escalates! 🎭 11:30 AM – Candidate recommended by an SVP for a strategic role. You call. They wxpected a casual chat. You toss in a real-time case study in your recruiter interview. Their face? Priceless. Not prepared—it escalates! 🌍 1:00 PM – Project time. Making hiring more inclusive, less biased, and equitable. Because TA isn’t just filling seats. It’s shaping culture. 📢 2:00 PM – Teams lights up. "We got someone internal who’d be perfect. Can you speak today?" (They didn’t read the JD. Again.) ⏳ 2:30 PM – Hiring manager going on vacation in 2 days. Needs to close the role before leaving. Your schedule says otherwise. It escalates! Rejections go out. Hiring manager is supposed to give feedback. But they wait 3 weeks because they’re OOO. It escalates! 🤯 3:00 PM – Recruiter in your team found someone great for a critical role. Hiring team rejects. Next 45 mins: coaching, reframing, chasing alignment. Reason: "We can't afford to wait for the perfect person, let's go for the easier choice...." Not again... 🎉 4:00 PM – Offers. Best part of the day. Changing lives! And a big part of the day? Turning down dreams. Rejections. Not easy. 📝 6:15 PM – Still writing feedback. Reviewing CVs. Trying to convince a team that “urgent” doesn’t mean skipping process. 📩 7:42 PM – Inbox again. Follow-ups. Someone re-applied for the same role they were rejected from—twice. So yes, I’m a TA leader. But also a therapist, strategist, brand guardian, expectation manager, and part-time magician. AI doesn’t do my job. Coffee keeps me alive. And the only thing automated? Escalations! 😆 If you are in TA, what’s the wildest thing that’s happened to you this week? Drop it in the comments! 👇

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*Is your employer brand aligned with what today’s top talent actually values?* Blueprint to Belonging is a strategic guide for HR leaders, TA professionals, and executives who understand that culture, recruitment, and reputation are deeply interconnected. In this eBook, you’ll learn how to: 🔹 Define and articulate your culture with precision 🔹 Communicate your value proposition to the right talent segments 🔹 Implement measurable frameworks to assess brand effectiveness Whether you're scaling fast or rebuilding trust, this is the blueprint for long-term employer brand equity. 📥 Download now: https://hubs.ly/Q03w2DBS0 #EmployerValueProposition #DEI #HRLeadership #BlueprintToBelonging

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3 hiring myths costing Sacramento companies great talent: ❌ Myth 1: Post it and they'll come. ❌ Myth 2: AI sourcing solves the supply problem. ❌ Myth 3: A good offer is enough. The truth? Passive talent requires employer branding, relationship-based recruiting, and a streamlined process. Here's what that looks like in practice. 👇 https://lnkd.in/g9gqqYUt

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You don’t have to be an AI expert to start using it. But if you’re not already leveraging AI in your HR workflows, you’re leaving time and talent on the table. This guide breaks down 10+ essential tools HR teams are using in 2025 — and how you can, too: https://hubs.ly/Q03B0c3_0

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AI is changing talent acquisition in ways that go far beyond sourcing and screening. Teams today are utilizing AI to simplify complex workflows, enhance preparation for conversations, reduce bias in interviews, and provide faster, clearer communication to candidates. It’s also reshaping internal mobility and providing TA leaders with real insights into skill gaps, potential attrition, and future hiring needs - capabilities that traditional tools have struggled to deliver. However, adopting AI isn’t just about integrating new technology. It requires clean data, the right workflows, thorough piloting, and strong human oversight. That’s why our latest guide includes a dedicated section on how Logix Guru helps organizations adopt AI responsibly and effectively, allowing teams to scale what works, without disrupting what doesn’t. Swipe through to explore how AI is reshaping talent acquisition, from candidate experience to interview intelligence and predictive planning. If your team is exploring where AI fits into your talent workflows, we’d be happy to share our insights, what’s working, and how others are approaching this shift.   #TalentAcquisition #AIinTalentAquisition #TalentSolutions #AIPowered #TechnologySolutions

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Most recruiting stacks look modern on the surface, but fall apart under real-world volume. Too many tools, too many workflows, and too much manual judgment where structure is needed. AI doesn’t replace recruiters; it removes friction. The right tools make sourcing faster, interviews consistent, and decisions more objective. We’ve broken down the 9 AI tools that matter in 2025. Read it here: https://lnkd.in/daXkVuWv Swipe through for the top 5 picks. 👇

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Timely communication in hiring doesn't always mean having answers (I so often don't!). Sometimes it simply means creating steadiness in the in-between moments. Most of us in TA have seen how confusing or inconsistent updates can unintentionally unsettle a candidate. The gap between "we're reviewing" and "we'll get back to you" can feel huge when someone has put their hope, time, and emotional energy into the process. Quick touchpoints and clear expectation-setting are small actions with big impact. 💛 "I'll follow up by Tuesday." 💛 "No news yet, but you're still under review." 💛 "Here's what the next step looks like, and when you'll hear from me." These tiny signals of care shape a more human-centered hiring experience. They empower candidates, strengthen trust, and set the tone for a respectful process even when the outcome isn't a 'yes'. And honestly, they make OUR work feel better, too. Recruiters carry a lot of moving parts; intentional communication is one of the few things fully within our control. When we use it well, it shows.

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Hiring challenges slowing you down? 72% of internal recruiters struggle to fill roles in 2025. Here are three proven strategies to hire smarter & faster-

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Unsolicited Advice From an Executive Recruiter Last post, I covered Point #1: How resumes are actually parsed and ranked by AI/ATS systems. Today’s Point #2: Keyword Stuffing — and why it backfires more than it helps. Keyword stuffing is when candidates: • Jam skills into a summary or list with no context • Repeat the same buzzwords in every role • Add hidden text, footers, or long skill blocks • Copy the job description verbatim Let’s clear something up: 👉 Recruiters know exactly what keyword stuffing looks like. And when we see it, trust drops immediately. Yes, ATS systems scan for keywords. But once a resume is opened by a human, keyword stuffing becomes a liability. Here’s why: • It has no context in how skills are used • It makes resumes harder to read • It suggests shallow or exaggerated experience • It forces recruiters to “decode” instead of evaluate Recruiters aren’t impressed by: ❌ 40+ skills listed with no outcomes ❌ Buzzwords repeated across every bullet ❌ Tools mentioned without scale or scope We are looking for: • Skills used in real scenarios • Context around tools and responsibilities • Clear impact and progression • Language that reflects actual work A resume with fewer keywords — used correctly and naturally — will outperform a stuffed resume every time. The goal isn’t to trick the ATS. The goal is to make a recruiter say: 👉 “I understand exactly what this person does.” If you list a specific skill, make sure you describe how you use it. #ResumeTips #ATS #Hiring #Recruiting #JobSearch #Careers #UnsolicitedAdvice

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Your TA team feels invisible during hiring freezes But your impact doesn't need to pause when requisitions do Here's how to prove your value when no one's hiring When hiring slows down, talent acquisition teams often find themselves suddenly viewed as cost centers instead of value drivers. Many TA professionals go from heroes during hypergrowth to practically invisible during hiring freezes. But here's the thing about great TA professionals: Their impact doesn't have to stop just because requisitions do. The most strategic TA leaders I know are using these quiet periods to demonstrate value in ways executives rarely consider: ✅ Building internal mobility programs that reduce future hiring costs ✅ Creating detailed skill maps of current talent to identify hidden capabilities ✅ Developing proactive talent pipelines for critical roles before they're needed ✅ Strengthening employer brand when competitors have gone quiet ✅ Exploring flexible partnerships to maintain talent momentum without fixed costs These activities don't just fill the time - they create measurable business impact. Internal mobility programs can dramatically decrease recruitment costs during hiring slowdowns. Talent mapping exercises can significantly reduce time-to-hire when growth eventually resumes. The question isn't whether your TA team adds value during slow periods. It's whether you're measuring the right things to prove it. What metrics are you tracking to demonstrate your team's contribution when hiring slows?

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