Joseph Quang Pham

A more human, more strategic TA function? 74% of talent professionals are optimistic about AI’s impact on recruitment, according to LinkedIn data. Exceptional TA professionals aren't replaced by AI; they're supercharged by it. In this blog, we share insights on: - AI literacy as a strategic skill - The AI Maturity Curve - Emerging skills for AI-enabled TA professionals - Actions talent leader should be taking - Procurement with purpose - Responsible AI: From Ethics to Governance Don’t miss these expert insights: https://lnkd.in/dKqz-gXM #Hiring #Recruitment #TalentAcquisition #Leadership #ArtificiaIIntelligence #Technology

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TA teams are getting hammered right now. Fake resumes, bots, and “Easy Apply” spam are flooding inboxes, and even the best teams are feeling it. We spoke last night with one of the top SaaS platforms in the U.S. Their brand is strong, their TA team is elite, and their hiring process is tight. They posted one role. 978 applications. Zero matches. Not bad candidates, just not the right ones. That’s when they called us. They needed proactive outreach, not another pile of resumes. No ads, no noise, just trusted candidates from our network who actually fit. As end-of-year hiring ramps up, this is where specialist recruiters earn their keep, cutting through the noise and finding the people who actually move the needle. 🚀

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For my TA folks, what AI tools are you incorporating into your recruiting process that still keep the human element intact, but create more effiencies for your team? Anyone have any experience with Juicebox? If so, how would you rank it with your LinkedIn Recruiter and Indeed Sourcing investments?

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One of TA’s biggest problems right now is fraudulent candidates… Anyone working in-house knows the pain of inbound applications compounded with not knowing if candidates are really who they say they are. Well, my friends at Gem just announced their new AI agent that detects fraud and then assesses overall risk. Here’s what it does: Automatically scans applications when submitted Evaluates fraud risk using multiple signals (resume metadata, email, phone, LinkedIn, person verification, IP, and device) Assigns a risk level to each application (not just flags) Works where recruiters already review applications — no tool switching (if you’re a Gem user 😉) Recruiters maintain full control to advance or reject suspicious applications Enable Fraud Detection per-job for flexibility This is going to save so much time and put the power back in the hands of the recruiter. You can sign up for the waitlist the in the comments or comment waitlist if you don’t see it. Thanks Gem. #partner #sponsor

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Looking for recommendations to Indeed Smart Sourcing (previously Indeed Resume) alternatives. All these other spiffy automation and AI sourcing tools ya'll recommend are cool, and I'm SO happy for ya'll. But if you don't recruit for GTM or Tech Talent....guess what....the data sources for those sourcing tools aren't even relevant. Shout out to my healthcare, manufacturing & skilled trades, and service industry Talent Acquisition professionals. We ride at dawn. DISCUSS below ⬇️

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𝐖𝐡𝐲 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 𝐈𝐬 𝐭𝐡𝐞 𝐑𝐢𝐠𝐡𝐭 𝐉𝐨𝐛 𝐟𝐨𝐫 𝐌𝐞 — 𝐚𝐧𝐝 𝐀𝐥𝐰𝐚𝐲𝐬 𝐇𝐚𝐬 𝐁𝐞𝐞𝐧 Let’s be honest — working in TA isn’t easy. It’s fast. It’s nuanced. It’s full of decisions that effect real people and real outcomes. You’re balancing urgency with care. You’re holding space for both business needs and human stories. But here’s the thing: I keep choosing it. Not because it’s simple — but because it’s meaningful. For me, TA has never just been about “hiring.” It’s about building. It’s about seeing potential others might overlook. It’s about shaping the kind of teams, cultures, and momentum that help companies grow — and grow well. I’ve been lucky to work in environments where things move fast and expectations are high. Datadog. CrowdStrike. Now Wiz. I’ve been a TA in new markets. I’ve had the pleasure of helping and building hiring strategies from the ground up. And I’ve helped define what “great” looks like — before anyone else was even in the room. Here’s what I’ve learned: 🔹 The right hire does more than fill a role. They shift the trajectory of the team. 🔹 Great candidates often don’t look perfect on paper — they feel right in conversation. 🔹 Culture isn’t declared. It’s built — one hire at a time. And most of all: 𝐏𝐞𝐨𝐩𝐥𝐞 𝐚𝐫𝐞𝐧’𝐭 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. 𝐏𝐞𝐨𝐩𝐥𝐞 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. That’s why Talent Acquisition is still the right job for me. Because when done right, it’s not just a function — it’s a force. If you’re scaling something ambitious, something meaningful, something human.. start with your people. Hiring isn’t just a task. It’s how you shape the future. #TalentAcquisition #StrategicHiring #CultureIsPeople #ScalingWithPurpose #HiringWithHeart #FutureOfWork #Wiz

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Recruiting Isn’t TA vs Agency. It’s TA + Agency The best partnerships I’ve experienced aren’t TA vs agency. They’re TA + agency, aligned on outcomes, trust, and timing. When used intentionally, outside recruiters don’t replace internal teams, we help them shine. “We don’t use outside recruiters.” I hear this almost daily. Sometimes it means “we truly don’t.” Sometimes it means “we’re overwhelmed and don’t want another call.” And sometimes, after a real conversation, it turns into “it’s not in the budget.” Here’s the part I think gets missed 👇 Partnering with an external recruiter isn’t a failure of internal TA. It’s a strategic extension of a team that already has a full plate. Internal talent teams are juggling: • Workforce planning • Employer branding • Campus & early career programs • Hiring manager alignment • Reporting, compliance, DEI initiatives • AND dozens of open reqs External recruiters can: • Take on the hardest, most time-consuming roles • Target passive talent your ATS will never surface • Move quickly on urgent or backfill needs • Free up TA to focus on what they do best • Make TA look great by delivering results where it matters most And when the concern is budget, I always ask one question: “What is the cost of NOT having someone in that role?” • Lost productivity • Overworked teams • Delayed projects, missed deadlines • Drop in morale • Burnout Curious how others view this: 👉 TA leaders- when does external support make the most sense? 👉 Recruiters- what objections do you hear most often? #TalentAcquisition #RecruitingPartnership #HiringStrategy #FullDeskRecruiting #WorkforcePlanning #Leadership #HiringManagers #signaturegrouprecruitment

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The top 10 Talent Acquisition plays of 2025 (based on conversations with 75 leading TA operators) Most of the gains this year didn’t come from shiny new tools. They came from executing fundamentals with real rigor. Here’s what moved the needle 👇 1. Persona-based candidate messaging Teams that interviewed real employees and built messaging around actual motivations consistently outperformed generic outreach. 2. Email sequencing (done properly) Not “send one nice message and hope.” Structured, multi-touch sequences that compound over time. 3. Firmographic market mapping Using tools like Dealroom or Crunchbase to understand who you’re really hiring from before sourcing even starts. 4. Centralised messaging + A/B testing High-performing team leads provided frameworks, tested messages, and scaled what worked. 5. Recruiter battle cards Prepared responses for common objections, grounded in real value propositions. 6. Candidate experience as a competitive advantage Forward-looking, thoughtful feedback that creates goodwill, even for candidates you reject. 7. AI as a multiplier, not a role replacer AI taking admin, triage, and prep work, recruiters focusing on judgment and relationships. 8. Systemised AI use across teams Not “everyone experimenting in isolation,” but shared workflows, prompts, and standards. 9. Sourcing as a strategic intelligence function. Top teams treat sourcing as a way to gather market data, signal shifts, and inform strategy. 10. Hiring like a GTM motion Clear ICPs. Tiered effort. Measurable funnels. TA borrowing discipline from sales and marketing. The pattern? Nothing here is magic. It’s about systems, clarity, and execution quality. 2026 won’t reward teams that do more. It’ll reward teams that do the right things, consistently. Which ones have you experimented with?

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Where is your next great hire going to come from? Most RIAs recruit like it’s still 2018: “Who do we know that we can poach?” Here’s what Windward Recruiting is seeing in the market: 1) The pipeline is the product If you can’t reliably turn talent into capacity, you don’t have a growth engine, you have a capacity ceiling. 2) “Internships” that don’t convert are theater The best firms treat internships like a tryout for a real seat, with training plans, scorecards, and an actual role on the other side. This is the long game 3) Career ladders beat comp wars If your best people can’t see the path from CSA, to Associate Planner, to Advisor to Partner, they’ll go somewhere they can. 4) Search firms aren’t “optional” anymore, they’re a pipeline partner. This is the part more RIAs should get comfortable with: The right search firm isn’t just filling roles. They’re bringing: • connectivity you won’t replicate with job postings • bench strength (people already vetted, already in motion) • market intelligence (comp bands, title calibration, demand shifts) • pipeline access (passive candidates + adjacent industries) • quietly exploring Rockstars If hiring is a bottleneck, a search partner can function like outsourced recruiting infrastructure, while you build your internal pipeline over time. Poaching works. But pipelines win. About Us: At www.windwardrecruiting.com We connect wealth talent with top-tier RIAs, MFOs and Independent Trust Co. nationwide. #WindwardRecruiting #WealthManagement #RIA #Growth #MergersAndAcquisitions #Succession #Advice #Recruiting #Talent #MovingYouForward #BusinessBuilders #HireSmarter #Investments #Planning #TheFutureOfWealthAdvice #BattleOverTalent #CultureWins #TaxPlanning #G2

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