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What does it take to build HR technology that delivers real business results? Four HR tech product leaders explain how they turn customer ideas into product features, use AI to shorten feedback cycles from months to days, and apply AI in talent processes such as job architecture, skills data, and reporting. Guests are @Haris Ikram (CandorIQ), @Dara Brenner (Employ), @Linda Ginac (TalentGuard), and @Arnaud Grunwald (ClearCo). They also cover the risks of HR teams vibe coding their own tools, how MCP and headless HR tech change who needs to learn the software, and where the industry is heading: AI-native services, shared data across customers, and governance for AI agents. Key Takeaways HR technology only works when the data going in is clean. Bad data multiplies when you add AI. Good product teams solve the underlying business problem. They don’t just build the feature a customer asks for. AI can pull themes out of sales and customer success calls, which gives product teams feedback that customers never send directly. Building prototypes with AI lets customers co-develop features and see changes within days. AI can build job architectures, keep skills data current, and generate board decks automatically. With MCP and headless HR tech, hiring managers, interviewers and finance partners can do their part of a workflow in tools they already use. Vibe coding is fine for personal tools. Shared tools bring risks to data security, compliance and ownership. Code built inside a company is company property. It should live in the cloud, not on someone’s laptop or personal account. Don’t shut down employee excitement about AI. Point it at fixing internal processes, and leave the high-risk builds to vendors. As companies deploy more AI agents, they will need rules for who builds them, how governance works, and who approves them. Timestamps 00:01 What makes HR technology work 00:05 Turning customer ideas into product features 00:07 How AI shrinks the product feedback cycle 00:09 How employers can become product partners 00:12 AI use cases in talent processes 00:15 MCP and headless HR technology 00:19 The risks of vibe coding HR tools 00:26 Compliance, sensitive data, and build vs. buy 00:32 AI-native services and shared data across customers 00:38 Why AI agents need governance Keywords HR technology, AI in HR, HR tech product development, vibe coding risks, MCP, headless HR tech, AI agents, HR data quality, change management, AI governance Connect with the guests from this episode: Haris Ikram, CandorIQ Linda Ginac, TalentGuard Dara Brenner, Employ Arnaud Grunwald, ClearCo

How does hiring performance affect business performance, and how can talent leaders use AI without losing candidate trust? In this conversation, the Marc Thompson, CEO of ICIMS explains why hiring belongs in strategy and board discussions, not just HR. He covers why job openings are rising while hires stay flat, how to show a CFO or board the cost of vacancies and bad hires, and where AI helps recruiters and where humans must stay in charge. You will also hear why the difference between AI and automation matters, why context and the applicant tracking system are central to the next wave of agentic hiring, and how conversational tools may change the way managers hire. Key Takeaways Hiring is a strategy and operations issue. Businesses cannot meet their goals without the right people in the right roles at the right time. Job openings rose 17 percent in July while hires stayed flat, according to ICIMS workforce data. That means demand is not converting into people on the job, which delays projects and growth. One customer reached a 33-day time to fill, 33 percent better than its industry benchmark, while recruiter productivity rose 17 percent. To win board support, tie vacancies and bad hires to specific business objectives and back the case with data. Estimates put the cost of a bad hire at 50 to 200 percent of salary, and hiring, onboarding, and replacing someone can consume months of a 12-month plan. Speed matters, but a good hiring decision from a process both candidates and recruiters trust matters more. 58 percent of TA leaders could not clearly tell AI from automation. Automating a broken process only gets you to the wrong answer faster. AI works best on repetitive tasks like screening, scheduling, and interview communications. 80 percent of TA leaders say recruiters now spend more time engaging candidates, and 73 percent say it strengthens hiring manager partnerships. Humans should own the final decision. Candidates preferred the message "We use AI for screening, but a human makes the final decision." AI adoption will move at the speed of trust. The biggest AI opportunity is intelligence built on context such as roles, skills, hiring manager preferences, policies, and interview history. The system of record becomes more valuable as agentic hiring grows, with 46 percent of companies already using or planning agentic AI. Timestamps 00:03:00 Why the right person, role, and timing matter 00:04:00 Job openings up, hires flat: what it means 00:07:00 How to make hiring a board-level priority 00:09:00 The real cost of a bad hire 00:11:00 Balancing hiring speed with candidate trust 00:12:00 AI versus automation in recruiting 00:14:00 Keeping humans in charge of hiring decisions 00:17:00 Why context makes recruiting AI useful 00:19:00 Agentic hiring and the system of record 00:22:00 Conversational hiring and the future of the ATS Keywords talent acquisition, hiring performance, AI in recruiting, agentic AI, applicant tracking system, candidate trust, cost of a bad hire, time to fill, enterprise hiring, recruiting automation Connect with Marc and ICIMS To connect with Marc Thompson, follow him on LinkedIn, and to learn more about ICIMS, its intelligent hiring platform, and customer case studies, visit the company LinkedIn page and website below. Marc Thompson on LinkedIn: https://www.linkedin.com/in/marc-thompson-284a783/ ICIMS on LinkedIn: https://www.linkedin.com/company/icims/home/ ICIMS website: https://www.icims.com/

In this episode, Shari Kalsta of Jera Compensation Consulting explains why compensation strategy is no longer just about spreadsheets and market data. As pay transparency laws spread and employees gain access to more information about salaries, organizations must rethink how they explain compensation decisions. Shari shares practical lessons from two decades in compensation consulting on why communication, storytelling, and leadership alignment are now essential skills for HR and compensation teams. Listeners will learn how to build a clear compensation philosophy, align leaders on pay decisions, and translate complex pay data into messages employees and managers actually understand. Key Takeaways Compensation strategy is becoming more social and emotional as pay transparency increases. Many organizations publish salary ranges but fail to explain the reasoning behind them. Employees often have partial information about pay that leads to confusion or false assumptions. A clear compensation philosophy should explain how pay decisions are made and why. Compensation teams must shift from technical analysis to storytelling and communication. Leaders often define promotions and pay decisions differently, creating misalignment. Successful compensation programs require leadership alignment before rollout. Managers and recruiters need clear guidance so they can explain pay decisions consistently. Storytelling helps leaders and employees understand compensation concepts better than data alone. Compensation systems fail when organizations build the structure but do not train people to use it. Connect with Shari on LinkedIn: https://www.linkedin.com/in/shari-kalsta-ccp-grp-22578b7/ Timestamps 00:00 Why compensation conversations matter today 01:00 Shari’s path into compensation consulting 04:00 Learning the complexity of compensation strategy 06:00 How perspective and bias shape compensation decisions 09:00 The impact of pay transparency laws 12:00 Why most companies lack a clear compensation philosophy 15:00 The biggest mistake compensation teams make 18:00 Why storytelling is essential in compensation communication 21:00 The car shopping analogy for compensation budgets 26:00 Solving hiring pain points with structured compensation Keywords compensation strategy pay transparency compensation philosophy salary ranges HR compensation communication pay equity compensation consulting HR leadership alignment compensation storytelling workplace pay strategy

In this episode, you will learn how modern talent acquisition leaders improve hiring outcomes while protecting the human side of recruiting. The conversation explores how healthcare organizations handle massive hiring volumes, why candidate experience still matters in a competitive labor market, and how recruiting teams use data to connect HR metrics to real business outcomes. Ryan Henning, Director, Talent Acquisition, Highmark Health, shares practical insights on internal mobility challenges, reducing time to fill, improving candidate experience, and how talent acquisition teams influence patient outcomes by hiring the right people faster. Key Takeaways: Recruiting teams can dramatically reduce time to fill while maintaining strong candidate experience. Hiring the right people faster directly impacts patient care and operational performance in healthcare. Internal candidates often take longer to hire than external candidates, even though they are known employees. Talent acquisition leaders must translate HR metrics into business impact when speaking with executives. Candidate experience matters even in uncertain job markets and should never be taken for granted. Lowball offers or poor communication can damage employer reputation and long-term hiring success. Data helps talent acquisition teams influence leadership decisions and demonstrate business value. Recruiters should operate as consultants to hiring managers, not just resume processors. Early career and high school pipeline programs are becoming critical in healthcare workforce planning. Process improvements in interview scheduling and hiring workflows can significantly improve hiring speed. Connect with Ryan on LinkedIn: https://www.linkedin.com/in/ryan-henning-phr-0376901a/ Also mentioned in this conversation: Episode 180 on reducing recruiting cycle time: https://megaphone.link/DIRED7119433062 Timestamps: 00:00 Why candidate experience still matters today 02:00 Ryan Henning’s role leading talent acquisition at Highmark Health 04:00 Why healthcare organizations recruit talent starting in high school 06:00 The long-term workforce strategy behind healthcare pipelines 11:30 Hiring 10,000 employees while improving recruiting metrics 14:30 Translating HR data into business impact for executives 18:00 Why internal hiring often takes longer than external hiring 22:30 How recruiting experience affects employee performance 24:00 Fixing interview scheduling and recruiting process inefficiencies 26:00 Lessons on collaboration and knowledge sharing in recruiting Top Keywords: candidate experience in recruiting healthcare talent acquisition strategy internal mobility hiring challenges reducing time to fill roles healthcare recruiting pipeline talent acquisition metrics and data recruiting process improvement early career healthcare programs HR business impact of recruiting healthcare workforce shortages

If you are wondering how AI is changing candidate fraud and what recruiters can do about it, this episode breaks it down in practical terms. In this conversation, Terry Terhark, CEO at NXTThing RPO, shares what he is seeing firsthand across enterprise recruiting teams. You will learn what candidate fraud really looks like today, how AI tools are helping applicants misrepresent skills and identity, and what talent acquisition teams can do to protect their hiring process without overreacting. The discussion includes real-world examples of fake resumes, AI-assisted interviews, dual employment, falsified references, and remote hiring risks, along with concrete steps to reduce bad hires and improve hiring integrity. Key Takeaways   Candidate fraud today is more sophisticated and often powered by AI tools. Fraud can include fake resumes, fake locations, fake identities, falsified work eligibility, and stand-in interviewees. AI tools can provide real-time interview answers, making it harder to assess real capability. Some candidates hold dual full-time remote jobs without disclosure. The cost of hiring a fraudulent candidate is far higher than candidate ghosting. Employers must clearly define what counts as acceptable AI use versus cheating. Requiring ID checks during video interviews can help verify identity. Asking candidates to share their screen during assessments can expose AI assistance. More companies are returning to in-person interviews to reduce fraud risk. Training recruiters and hiring managers to spot red flags is a critical first line of defense.   Connect with Terry on e-mail: [email protected] Connect with Terry on LinkedIn: https://www.linkedin.com/in/terryterhark/   Timestamps 00:00 What Is Candidate Fraud Today 04:30 AI Tools Perfecting Resumes 09:15 Real Stories of Fake Remote Hires 14:00 The True Cost of a Bad Hire 18:20 Dual Employment and Remote Risks 22:45 Practical Ways to Verify Identity 27:30 In-Person Interviews Making a Comeback 31:00 Creating Clear AI Usage Policies 35:40 Training Recruiters to Spot Fraud 39:00 The AI Arms Race in Hiring   Keywords candidate fraud in hiring AI in recruiting fake resumes AI interview cheating remote hiring risks dual employment fraud identity verification in recruitment background check best practices AI hiring policies talent acquisition challenges

Guest: Robin Barbacane, Chief Talent Development Officer, Rackspace In this episode, you will learn how to successfully introduce AI into your workplace without creating fear, resistance, or chaos. The conversation breaks down how to build AI literacy and confidence across your workforce, how to use AI agents to solve real business problems, and how to shift HR from a support function to a strategic driver of transformation. You will hear practical examples of AI adoption inside HR, including virtual assistants handling employee questions, AI tools supporting recruiting and employment law across multiple countries, and a structured approach to testing and scaling new AI use cases. If you are wondering how to start with AI, how to handle resistance, how to clean up your data, or how to measure success without demanding instant ROI, this episode offers a clear roadmap. Key Takeaways: AI adoption must focus on both skills and confidence, not just training. Start with hands-on workshops and real business problems instead of abstract theory. Treat AI like a coworker that needs onboarding, training, and performance reviews. Use a hackathon-style approach to generate AI solutions tied to business outcomes. Begin inside one function, prove value, and then scale across the organization. Clean and centralize your data before expecting strong AI results. Create guardrails and governance, but avoid banning AI outright. Identify early adopters and change agents instead of fighting detractors. Expect mistakes and iteration rather than demanding perfect ROI on day one. Shift human effort toward higher-value, revenue-producing work while AI handles routine tasks. Timestamps: 00:00 Why AI confidence matters as much as skills 03:00 Moving from AI education to real action 06:00 Using a hackathon model to solve HR problems 08:00 Building an AI HR assistant to handle employee questions 11:00 Learning from AI mistakes and improving accuracy 16:00 Build versus buy AI tools across global operations 17:30 Creating an AI ambassador certification program 20:00 Why banning AI is a strategic mistake 22:00 Cleaning data before scaling AI 25:00 The human skills that matter most in an AI-driven workplace Top Keywords: AI in HR AI adoption strategy AI workplace transformation HR automation AI employee experience AI coworker model AI governance and guardrails Low-code AI agents HR digital transformation AI change management Connect with Robin on LinkedIn: https://www.linkedin.com/in/robinbarbacane/

In this episode, you’ll learn how intentional people practices help fast-growing organizations maintain culture, trust, and connection as they scale. The conversation explores how HR leaders can design meaningful employee experiences, hire for the right mindset, strengthen culture beyond perks, and build human connection in distributed and hybrid environments—all while supporting business growth. Join us as Emma Belconis shares practical, real-world lessons from helping a healthcare fintech company grow rapidly without losing its human core. This episode is supported by Insperity. Key takeaways: Employee experience starts with empathy and asking what would feel meaningful from a human perspective. Rapid growth requires agility, curiosity, and a willingness to figure things out in real time. Hiring for mindset and adaptability matters as much as skills, especially in fast-paced organizations. Clear expectations during recruiting help ensure people thrive in the environment they’re joining. Culture is built through consistent behaviors, not posters, perks, or one-time activities. Executive visibility and authentic leadership set the tone for connection and trust. In-person moments still matter for building relationships, trust, and shared energy. HR leaders must intentionally create spaces for connection; it rarely happens on its own. Trust is foundational to proactive HR, allowing issues to surface earlier and more honestly. Strong culture drives retention, referrals, innovation, and long-term performance. Connect with Emma on LinkedIn: https://www.linkedin.com/in/emma-belconis/ Timestamps: 0:00 Why empathy is central to employee experience 2:00 Navigating rapid growth and organizational change 4:00 Hiring for agility and curiosity 6:30 Setting expectations in recruiting and onboarding 8:10 Maintaining connection as teams scale 10:30 The role of leadership visibility in culture 12:20 Why in-person gatherings still matter 14:30 Building culture beyond perks and benefits 17:00 Trust as the foundation of effective HR 20:00 Advice for new HR leaders in fast-growing companies Keywords: employee experience HR leadership organizational culture human connection at work scaling companies people strategy trust in the workplace hybrid work culture HR best practices leadership and empathy

AI is not ending HR but accelerating its evolution into a more strategic function. AI tools can significantly reduce time spent on repetitive HR tasks like policy drafting, reporting, and reviews. The real value of AI comes from connecting data across the entire employee lifecycle, not isolated HR silos. HR professionals need stronger skills in data literacy, technology, and business strategy to succeed. AI can help HR teams surface insights and patterns that humans often miss due to bias or time constraints. Automating compliance and administrative work frees HR to focus on coaching, development, and leadership support. AI will impact jobs and tasks, making workforce planning and reskilling a critical HR responsibility. HR must advocate for people by helping leaders balance automation with long term talent development. Using AI without clean, trustworthy data limits its value and increases risk. The future of HR work is humans plus AI, not humans replaced by AI. Timestamps: 00:00 Why HR has always evolved and why AI is different 05:00 Is AI really the end of HR 07:00 Practical AI use cases for HR professionals 09:30 Using AI beyond HR silos across the talent lifecycle 12:30 Saving time with AI for research, writing, and analysis 15:00 Why HR teams must become more strategic partners 18:00 The growing importance of data and technology skills in HR 22:00 AI, workforce change, and the risk of job displacement 27:00 Advocating for people in AI driven decisions 31:00 What HR hopes AI will eliminate from daily work Keywords: AI in HR HR technology people operations workforce transformation data driven HR AI and jobs HR strategy employee experience talent lifecycle future of work Show Links/Resources: Watch the AI for HR Livestream Replay: https://lhra.io/ai25 Connect with Sandra on LinkedIn: https://www.linkedin.com/in/sandraloughlin Connect with Lane on LinkedIn: https://www.linkedin.com/in/lanem1/

Join host Ben Eubanks for a thought-provoking conversation with Dr. Cari Miller about one of the most pressing questions in today's workplace: When does using AI cross the line from productivity tool to cheating? From academic integrity to job applications and workplace performance, they explore the blurred boundaries of AI usage and what it means for workers, employers, and the future of work. This episode tackles the double standards, ethical dilemmas, and practical realities of AI adoption in hiring and beyond. Timestamps Episode Topics & Timestamps 0:00 - Introduction & Guest Background0:50 - Dr. Cari Miller's Research on AI & Worker Impacts3:00 - Academic Integrity vs. AI Literacy Debate5:00 - Defining AI "Cheating" in Education5:40 - Domain Knowledge & Copyright Considerations6:50 - Spell Check Analogy: Tools vs. Cheating11:00 - The Hiring Double Standard12:30 - Should We Test Candidates on AI Skills?13:50 - 61% of Jobs Don't Match Interview Descriptions15:20 - The Broken Application Process17:30 - Emotional Toll of Job Searching18:00 - Networking & Volunteer Work Strategy19:40 - Ben's Story: Volunteering to Break Into HR21:20 - Genuine vs. GPT: When Does AI Feel Like Cheating?23:30 - Disclosure & Context Matter25:00 - Survey Results: What Employers Consider Cheating27:00 - The AI Arms Race in Job Applications30:00 - The Entry-Level Crisis30:50 - Learning in the File Room: Foundation Skills32:00 - Junior vs. Senior Workers Using AI33:00 - The DOS to Windows Analogy35:30 - CEOs vs. Managers: Who Decides on AI?36:30 - AI Procurement & Process Design38:30 - Finding the Middle Ground39:00 - Connect with Dr. Cari Miller on LinkedIn40:15 - Closing Thoughts Connect with Cari: https://www.linkedin.com/in/cari-miller/   See the show archives and sign up for episode updates

🎧 Episode 219  Guest: Amandeep Shergill In this episode, we explore the realities of modern recruiting, the pressure of “doing more with less,” and the challenge of navigating uncertainty in today’s global talent market. Ben and Amandeep discuss how economic shifts, evolving business priorities, and organizational ambiguity shape the day-to-day experience of recruiters. Amandeep shares practical examples from his career—ranging from prioritizing high-impact roles to building stronger partnerships with business leaders. This conversation dives deep into what it truly means to be a strategic advisor instead of a reactive firefighter in talent acquisition. You’ll hear insights on: • Market uncertainty and its effect on TA planning • Productivity vs. unrealistic “do more” expectations • The role of tech and efficiency in the future of TA • How recruiters can better understand business impact & prioritization • Real-world examples of shifting from reactive to proactive hiring • Why understanding revenue, OKRs, and leadership goals changes recruiting outcomes Whether you're a recruiter, hiring leader, or people leader, this episode provides immediately applicable frameworks for better decision-making in TA. ⏱️ Timestamps 00:03 – Welcome to Episode 219 00:16 – Introducing guest Amandeep Shergill 00:55 – Amandeep’s background and global role at Automattic 01:59 – Life outside of work: parenting, sports, and model building 03:16 – Creativity, hobbies & high performance 04:49 – The biggest recruiting challenges today 05:11 – How economic uncertainty shapes hiring plans 05:54 – Productivity, efficiency & “doing more with less” 06:28 – The disconnect between expectations and TA bandwidth 07:22 – Why “doing more” isn’t a real strategy 08:06 – What investment vs. volume actually means for TA 09:46 – Moving from reactive to proactive recruiting 10:26 – Practical strategies for strategic partnership 10:30 – Amandeep’s story from Intuit: prioritizing 38 open roles 11:48 – Understanding business impact behind hiring requests 12:49 – Revenue today vs. revenue tomorrow: prioritizing for impact 13:58 – Why recruiters must understand OKRs, revenue, and strategy 14:46 – Pausing hiring until business impact is clear 15:13 – How proactive planning creates better long-term outcomes 🔗 Connect with Amandeep LinkedIn: https://www.linkedin.com/in/amandeepsshergill/?originalSubdomain=uk 🎓 Learn more about HR Summer School https://hrsummerschool.org See the show archives and sign up for episode updates

In this episode of We’re Only Human, Ben Eubanks talks with Travis Hunsicker about the power of curiosity, trust, and belonging in shaping great leadership. From the warehouse floor to executive coaching, Travis shares lessons on how to see people for who they can become—not just who they are today. Together, they explore why leaders must first build trust before driving performance, how genuine curiosity opens doors to growth, and what it means to create space where people truly belong. Listeners will hear practical advice on developing talent, coaching with empathy, and recognizing potential before it’s visible. Whether you’re a manager, a mentor, or simply someone who wants to lead more authentically, this conversation is a reminder that human connection is at the heart of every lasting impact. Connect with Travis: https://www.linkedin.com/in/hunsicker/ Timestamps 00:00 Introduction and Episode Setup 03:15 Travis’s Journey: From Forklifts to Leadership Coaching 08:40 The Moment That Changed His Perspective on People 12:25 Why Trust Must Come Before Performance 17:42 How Curiosity Builds Stronger Leaders 22:10 Seeing Potential Before Others Do 26:35 Creating a Culture of Belonging and Growth 31:18 Coaching Conversations That Unlock Confidence 35:27 Real-World Examples of Human-Centered Leadership 39:42 Final Reflections and Key Takeaways See the show archives and sign up for episode updates

🎧 Episode Description In this episode of We’re Only Human, host Ben Eubanks sits down with Jason Thrasher, one of the most inspiring voices from HR Summer School, to explore how choosing joy can transform your work, leadership, and life. Jason shares his belief that “joy is now”—not something you wait for, but something you choose every day. From his journey in HR to lessons learned from country music and Chick-fil-A, he reveals how gratitude, authenticity, and purpose can create a culture that people truly want to be part of. The conversation dives deep into the mindset of joyful leadership, practical ways to bring joy into daily work, and how self-awareness and connection empower teams. You’ll hear personal stories, actionable insights, and a reminder that owning your joy is the first step to owning your impact. Check out HR Summer School: https://hrsummerschool.org 🕒 Timestamps 00:00 Introduction and Episode Setup 01:20 Meet Jason Thrasher — From Music Dreams to HR Leadership 02:45 “Joy Is Now” — Why Joy Can’t Wait for Tomorrow 04:38 Practical Habits for Choosing Joy Every Morning 05:56 The Culture You Create Determines the Audience You Keep 07:40 Balancing Joy and Mental Health in the Workplace 09:50 Real-Life Story: “Thank You for Coming to Work Today” 11:55 How Joy Drives Engagement, Belonging, and Productivity 13:24 The Sound of Joy — How Music Changes the Atmosphere 14:35 Breaking Out of the “Check-the-Box” Mindset 15:20 Knowing Your Why and Leading with Purpose 16:40 Just Own Yourself — The Simplicity of Authentic Joy 17:35 Final Reflections and Takeaways See the show archives and sign up for episode updates

Episode Description In this episode, we explore how artificial intelligence is transforming the world of HR — not by replacing humans, but by amplifying what makes us uniquely effective: empathy, creativity, and connection. The conversation digs into how HR leaders can use AI responsibly to simplify workflows, enhance decision-making, and create more human-centered experiences for employees. You’ll hear how organizations can strike the right balance between automation and authenticity, and why embracing AI doesn’t mean losing the human touch. We also discuss the mindset shift HR professionals need to stay ahead in a rapidly changing world, and how curiosity and adaptability have become the most valuable leadership skills of all. Timestamps 00:00 Introduction and Episode Setup 04:32 The AI Conversation: Fear vs. Opportunity 09:15 How HR Can Use AI Without Losing Humanity 14:48 Practical Examples of AI in Recruiting and Talent Development 19:56 The Mindset Shift: Curiosity, Creativity, and Adaptability 24:20 Redefining the Role of HR in an AI-Driven Workplace 28:37 Advice for Leaders Navigating Change 32:10 Final Thoughts and Takeaways Connect with Lane: https://www.linkedin.com/in/lanem1/ See the show archives and sign up for episode updates

Episode Description In this episode of We’re Only Human, host Ben Eubanks sits down with Micki Sievwright of Andersen Corporation to discuss how one of America’s most recognized brands connects, engages, and empowers its 14,000+ employees across manufacturing, distribution, and corporate environments. The conversation dives into how Andersen’s internal communication strategy bridges the gap between frontline and office workers, creating a culture where every employee feels informed, valued, and connected. Micki shares how her team uses storytelling, technology, and intentional design to build belonging at scale — and how leaders can cultivate trust even in large, distributed organizations. You’ll hear practical lessons on improving employee communication, fostering inclusion, and using tools like MangoApps to bring people together — no matter where they work. Timestamps 00:00 Introduction and Episode Setup 04:15 The Challenge of Connecting 14,000 Employees 08:42 Communication That Builds Belonging 13:17 Storytelling as a Culture-Building Tool 17:29 How Technology Supports Human Connection 21:50 Engaging Frontline Workers: Lessons from Andersen 26:18 Leadership’s Role in Employee Communication 30:44 Creating an Inclusive, Connected Culture 34:57 Final Thoughts and Takeaways Links for show notes: Thanks to the team at MangoApps for connecting us with Micki and the team at Andersen Corporation for this conversation! Connect with Micki: https://www.linkedin.com/posts/mickisievwright651_prsa-andersenwindows-inclusion-activity-7115015573226364929-s6X3/ Connect with MangoApps: https://www.mangoapps.com/ See the show archives and sign up for episode updates

Episode Description In this episode of We’re Only Human, host Ben Eubanks sits down with Terry Terhark of NXTThing RPO to explore how hiring is evolving faster than ever in 2025 — and why keeping the human element in recruiting still matters more than ever. They discuss how organizations are adapting to unprecedented speed and scale in hiring, how AI and automation are reshaping recruiter roles, and where people still make the biggest impact in the process. Terry shares his unique perspective from decades in the talent space, including the balance between efficiency and empathy, the importance of culture fit, and how technology can empower — not replace — great recruiters. You’ll hear real-world insights on candidate experience, the future of RPO partnerships, and what leaders should prioritize to stay ahead in a tech-driven talent market. Timestamps 00:00 Introduction and Episode Setup 04:12 Why Hiring Is Moving Faster Than Ever 09:35 The Human Element: Why It Still Matters 14:58 How AI and Automation Are Changing Recruitment 19:47 Balancing Speed, Scale, and Candidate Experience 24:26 Building Trust and Culture in High-Volume Hiring 28:53 The Future of Recruiting Partnerships (RPO Insights) 33:10 What Leaders Should Focus On in 2025 36:42 Final Thoughts and Takeaways Links for show notes: Connect with NXTThing RPO: https://nxtthingrpo.com/ Connect with Terry: https://www.linkedin.com/in/terryterhark/ See the show archives and sign up for episode updates