“Sarah was a superb recruiter. She was very intuitive and understood the needs of a national sales team. Her work was extremely helpful in staffing our network sales team at Disney.”
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Expert Talent Partner with a track record of scaling global companies and building…
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Stick the landing. I love the rumbling of a jet engine. Always have and puts me to sleep 💯 of the time. I watched flights taking off from LAX. My…
Stick the landing. I love the rumbling of a jet engine. Always have and puts me to sleep 💯 of the time. I watched flights taking off from LAX. My…
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ConnectPoint Search Group
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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JusRecruit
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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LevelUP HCS
Talent acquisition budgets don’t get approved because they’re needed. They get approved because the business impact is clear. With rising costs and stretched TA teams, many leaders are being asked to justify hiring investment more rigorously than ever and traditional arguments aren’t landing. We break down how HR and TA leaders can build a compelling, data-backed business case for TA investment by tying hiring directly to what leadership cares about most: • Revenue impact and speed to delivery • The real cost of unfilled roles and skills gaps • Risk exposure from underinvestment • ROI beyond time-to-fill • Flexible, scalable budget models This isn’t about asking for more budget. It’s about positioning talent acquisition as a growth lever, not a cost center. Read the full blog via the link in the comments. #TalentAcquisition #HRLeadership #WorkforceStrategy #HiringROI #PeopleStrategy #TALeadership #FutureOfWork #LevelUPHCS
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SYNCHR LLC
There is such a thing as too much tooling, especially early on. What really matters is that your recruiting stack matches your stage - fast enough for startups, structured enough for growth, and integrated enough to save time instead of creating more work. That's why syncHR focuses on right-sized designs, not cookie-cutter enterprise setups. If your tools feel heavy or your process feels over-engineered, it might be time to simplify. Learn more at www.synchr.expert if you want help right-sizing your stack.
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Augtal
Thinking about starting your own recruiting agency in 2026? We just published a comprehensive step-by-step guide covering everything from choosing your niche to landing your first clients. Inside you'll find real startup costs ($2K-$15K depending on your model), the minimum viable tech stack that won't break the bank, and a 90-day launch plan to get your first placement. The recruiting industry is hitting $500B globally — and the barrier to entry has never been lower. But launching smart matters more than launching fast. Read the full guide: https://lnkd.in/exZ8S-BW #Recruiting #StaffingAgency #Entrepreneurship #SmallBusiness #RecruitingAgency
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Kshitij (KJ) Jain
TA leaders are being pushed to adopt AI, do more with less, and constantly fight for budget. It’s difficult to make the case for investment in a new AI solution or additional recruitment marketing spend. Solution providers are falling short: they are not equipping TA with the insights needed to craft persuasive narratives, to share within their orgs. This is one of my learnings from recent conferences. We need to empower TA leaders to tell compelling stories. The hard truth is TA is often viewed as a cost center. Very few TA leaders enjoy the organizational clout that sales and marketing leaders do, primarily because those functions speak the universal language of revenue. The absence of this persuasive narrative is what’s holding TA back from the influence it deserves. The pivot is simple, but not easy: Transform your data into a compelling, stakeholder-specific narrative. Storytelling is the single most critical tool for influencing your CHRO, your CFO, and your CEO. We need to start telling the story of why great talent is a core competitive advantage. We must make the case for why an investment in AI tools, candidate experience, and recruitment marketing is not just a cost, but an insurance policy against falling behind the competition. The good news? Storytelling is not that hard either. Ask your partners and teams to equip you with the insights you need. This will enable you to: - Unlock dollars. Tell a people-to-profit story. Articulate the ROI of recruitment marketing, candidate experience, and technology investment in those terms. - Influence compensation. Tell the story of labor market competition, talent scarcity, and competitive compensation. - Gain a seat at the AI council table. Provide the context needed to vet vendors and allocate resources. Our community is filled with incredibly talented and passionate leaders. We just need to arm ourselves with the right storytelling tools, insights, and language.
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