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These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don’t. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Katya Laviolette, Chief People Officer at 1Password  Katya Laviolette is the Chief People Officer at 1Password, where she’s grown a fully remote team to 1,400+ across five countries and achieved a 93% offer-to-acceptance rate. A strategic, globally-minded HR leader, Katya drives business innovation through talent and organizational development. Previously, Katya held executive roles at SSENSE, TC Transcontinental, CBC/Radio-Canada, Rio Tinto, Bombardier Aerospace, and Canadian National Railway. Katya is a Board Director at Sanimax and Solotech, and a founding member of Transform Montreal. She’s also an ORHRI member, certified Integral Coaching Canada coach, and actively involved in Pour 3 Points, Governance au Féminin, and Monday Girl. 00:00 – Introduction Adam Poser welcomes Katya Laviolette live from Transform 2026 and sets the stage for the conversation. 01:15 – Meet 1Password & Katya Katya introduces herself and 1Password — an identity security company, fully remote for 20 years, now protecting both humans and AI agents. 03:30 – Evaluating Total Comp as a Candidate Breaking down what candidates should actually consider beyond base salary: bonus, equity, and especially benefits — including what employers contribute to healthcare. 06:45 – Table Stakes vs. Standout Benefits What every company must offer vs. what sets 1Password apart: pet telemedicine, 25 days PTO, 4 company-wide wellness days, and robust family planning benefits. 10:30 – Wellness Days Explained Katya unpacks what a "wellness day" actually looks like at 1Password — full company shutdowns so employees can recharge without guilt. 12:00 – Benefits ROI & Utilization How 1Password justifies the cost of premium benefits through utilization data, focus groups, and productivity metrics — and why cutting benefits should be the last resort. 15:00 – The Onboarding Edge: Starting on Wednesday 1Password's unconventional onboarding approach: all new hires start on Wednesdays so managers are ready, systems are prepped, and new employees get 3 days of company-led onboarding before meeting their team. 18:30 – Staying Connected in a Remote Company How 1Password keeps culture alive across 6 countries: city-by-city executive meetups, all-hands sessions, employee resource groups, and intentional cross-functional collaboration. 22:00 – Being Honest in the Interview Process Katya's approach to radical transparency — telling candidates "1Password might not be the place for you" — and why managing expectations is a competitive advantage. 25:30 – Remote Work Isn't for Everyone A candid conversation about the real challenges of remote work, what it takes to thrive in it, and how 1Password supports employees who may be struggling. 28:00 – AI, Fraud & the Future of Recruiting How 1Password is navigating AI-generated applications, over-embellished resumes, and fraudulent candidates — including mandatory in-person finalist interviews for senior roles. 31:00 – What's Exciting Katya Right Now Katya shares what energizes her most: the curiosity of 1Password's workforce and the chance to be part of a genuinely game-changing mission in AI and identity security.   Key Takeaways 1. Benefits Are a Recruiting and Retention Weapon Katya emphasizes that benefits extend far beyond table stakes like dental and disability. Standout offerings — family planning, pet telemedicine, wellness days, and generous PTO — are central to 1Password's employer brand and a real differentiator in a competitive talent market. 2. Employer Healthcare Contributions Matter More Than Most Candidates Realize The portion a company pays toward employee healthcare can represent thousands of dollars in annual value. Katya urges candidates to factor this into their true compensation comparison — not just base salary. 3. Benefits Only Work If Employees Know About Them and Use Them 1Password achieves high utilization through proactive education, easy administration, annual focus groups by country, and renewal-time communications that show employees the dollar value of their benefits package. 4. Start New Hires on a Wednesday — Not a Monday By onboarding all new employees on Wednesdays, 1Password ensures managers are focused and ready, systems are set up, and new hires get 3 days of company-led orientation before their team ramps up. It's a simple change with an outsized impact on first impressions. 5. Radical Transparency Reduces Mis-Hires Rather than selling every candidate on the company, Katya actively explains the challenges of remote work and the intensity of 1Password's mission. The company even includes language in offer materials saying "1Password might not be the place for you." This honest framing reduces early attrition. 6. Remote Culture Requires Intentional Design Staying connected across time zones doesn't happen by accident. 1Password invests in city-by- city in-person gatherings, structured all-hands, manager training on relationship-building over Zoom, and employee resource groups to keep culture alive. 7. AI Is Reshaping Recruiting — And Security-First Companies Are Ahead of the Curve 1Password has implemented fraud detection tools at the top of the application funnel, trained interviewers to identify AI-generated content, and instituted multi-stage interview loops with mandatory in-person finalists for senior hires. 8. Don't Cut Benefits When Things Get Tight Benefits are foundational to culture and trust. Katya argues that benefits should be among the last things cut in a cost-reduction scenario — the ROI from retention, productivity, and employer brand far outweighs the savings. 9. Time Is Currency for Employees Whether it's concierge benefits that handle personal logistics, flexible scheduling for a remote lifestyle, or wellness days that give genuine mental recharge time — giving employees their time back is one of the highest-ROI investments a company can make.  

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   Takeaways: - The future of hiring is defined by speed. Not as a luxury—but as a competitive necessity. - Agentic AI is shifting recruiting from task-based workflows to outcome-based execution. Instead of clicking through systems, recruiters will define goals—and the software will handle the path to get there. - Candidates are already adapting faster than companies. When given the choice, most prefer instant, flexible AI interviews over waiting for human scheduling. Convenience is winning. - Automation doesn’t eliminate the human role—it sharpens it. The best teams are using AI to handle volume while focusing their people on high-impact, human moments. - The biggest barrier to AI adoption isn’t technology. It’s resistance in the middle—managers who are hesitant to change how they work. - And perhaps most importantly, the companies that hire fastest aren’t just filling roles quicker—they’re landing better talent. CHAPTERS: 00:00 – Live from Transform: Setting the stage02:10 – Why Pete joined Fountain and the power of following great leaders05:00 – What makes Fountain different in a crowded hiring tech space08:15 – The shift from generative AI to agentic AI12:00 – Why speed is becoming the ultimate competitive advantage15:30 – Candidate experience: why instant AI interviews are winning19:10 – Meeting candidates where they are (and when they’re available)22:45 – From application to offer in under 6 minutes26:30 – Where the human touch still matters in the funnel30:00 – How AI is augmenting—not replacing—recruiters34:20 – Why speed correlates directly with quality of hire37:40 – Compliance, regulation, and avoiding “AI snake oil”41:00 – The biggest blocker to AI adoption (it’s not who you think)45:10 – What hiring will look like in the next 2 years

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Key Takeaways:  - Culture doesn’t fail because of bad intentions. It fails because of poorly designed systems. - Abi’s SERN framework reframes organizations as ecosystems, not machines. If the roots are toxic—lack of trust, poor leadership behaviors, invisible power dynamics—nothing built on top will thrive. - Psychological safety isn’t about being agreeable. It’s about creating an environment where honesty isn’t punished, and where leaders are willing to admit they don’t have all the answers. - Most organizations don’t lack diverse perspectives—they lack the structures to surface them. The same voices dominate because the system rewards them. - Leaders looking for change don’t need a massive initiative. They need to start by asking a simple question: who’s not in the room, and why? - Finally, culture isn’t owned by HR or leadership alone. It’s shaped by every interaction, every decision, and every behavior that gets reinforced—or ignored. CHAPTERS:  00:00 – Live from Transform: Setting the stage for real talk on culture02:30 – Why organizations treat people like a monolith (and why it fails)06:10 – The SERN framework: Soil, Exposure, Roots, Nutrients10:45 – Diagnosing culture problems: It’s not surface-level—it’s in the roots14:20 – The hidden systems that quietly undermine inclusion18:05 – Psychological safety, stripped of the buzzword22:30 – Reframing failure as experimentation25:10 – Why “confidence” is often misunderstood (and misused)30:00 – Why you keep hearing the same voices in meetings34:15 – Simple, immediate fixes leaders can make tomorrow38:40 – Why culture is everyone’s responsibility—not just leadership42:10 – Transparency, authenticity, and the truth leaders avoid46:00 – Equity vs equality: a simple but critical distinction49:30 – The risk of losing the human element in an AI-driven world52:00 – Final reflections: where culture is heading next

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About: Maribel R. Diz is the Head of People for Latin America and the Caribbean Region at Visa. She is responsible for developing and executing people strategies in support of the overall business plan and direction in the region. She is also a strategic business advisor to the Visa Latin America and Caribbean leadership team regarding talent needs and plans for the region, including Miami, Argentina, Brazil, Mexico, Chile, Colombia, Costa Rica, the Dominican Republic, Ecuador, Guatemala, Panama, Peru, Puerto Rico and Venezuela. She has also served as the global People Champion, serving as the Chief People Officer’s advisor, enabling her to work closely with the global People community in meeting the strategic priorities of the function. Maribel has more than 25 years of experience with Visa, and has a proven track record of working very closely across functions and geographies, providing leadership and driving change in the organization, while also promoting the Visa culture and leadership principles with diversity and inclusion across the region. She specializes in transformational work focusing on creating high performing leadership teams. Maribel has a Masters of Science in Human Resources Management from Florida International University and an undergraduate degree in Business from Nova Southeastern University. She also holds a Doctoral in Business Administration with distinction at Florida International University. She sits on the Center of International Business Education and Research, and Masters in Human Resources advisory boards at FIU, and was recently appointed as a Co-chairperson of the Doctoral in Business Administration Advisory Council. She is an active role model for HISPA (Hispanics Inspiring Student’s Performance and Achievement) speaking to high school students inspiring them to stay in school and follow their dreams. She is a published author and accomplished speaker on all things leadership and gender inclusion, and is also specialized in the different workplace generations. CHAPTERS 00:00 Opening + final interview from UNLEASH01:00 Intro to Maribel Diz (Visa HR Leader)02:30 30-year career at Visa: why she stayed04:30 Career growth, promotions & confidence06:00 Generational shifts in the workforce08:30 Gen X vs Millennials vs Gen Z dynamics10:30 Why Gen Z is misunderstood12:00 What Gen Z actually needs from leaders14:00 Leadership strategies for younger talent16:00 Remote work vs in-office debate18:00 “If you want a career, come into the office”20:00 The value of proximity, visibility & relationships22:00 Hybrid work realities across global teams24:00 HR tech & AI: what’s actually exciting26:00 Using AI to remove tactical work28:00 The future of HR as a strategic function30:00 Leading with personalization (not one-size-fits-all)32:00 What truly motivates Gen Z and millennials34:00 Research insights: how Gen Z processes information36:00 Attention myths vs reality38:00 Motivation vs inspiration in leadership40:00 Preparing for the future workforce42:00 Final advice for leaders and organizations43:30 Closing + where to connect KEY TAKEAWAYS Gen Z is not entitled—they are highly capable but require guidance and context Leadership must shift from one-size-fits-all to personalized development Remote work offers flexibility, but in-person work accelerates career growth Relationship building and visibility remain critical for long-term success AI will remove tactical HR work and elevate the importance of strategic leadership Motivation is internal—but inspiration must come from leadership Generational differences are less about conflict and more about understanding The future of work requires meeting employees halfway while maintaining standards

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   In this episode of #thePOZcast, Adam Posner interviews Jay Delsing, a former professional golfer and broadcaster. They discuss Jay's journey from growing up in a sports family to achieving success on the PGA Tour. Jay shares memorable experiences with golf legends, the challenges of professional golf, and the lessons he's learned along the way. He reflects on his memoir, the importance of integrity in golf, and the sport's positive impact on communities. The conversation highlights the significance of authenticity and resilience in both golf and life. Takeaways: - Jay Delsing's journey from a sports family to professional golf. - The importance of obsession and dedication in achieving success. - Golf as a metaphor for life, teaching patience and resilience. - Memorable moments with legends like Arnold Palmer. - The significance of integrity and accountability in sports. - Lessons learned from failures and how they shape success. - The impact of golf on community and charity. - Writing a memoir as a reflection of one's life experiences. - The future of golf and engaging younger audiences. - Defining success through authenticity and legacy. Chapters 00:00 Introduction to Jay Delsing's Journey 02:58 The Early Years: Growing Up in a Sports Family 05:56 The Transition to Professional Golf 08:50 The Challenges of the PGA Tour 11:47 First Tour Win: A Dream Realized 14:55 Lessons from the Golf Course 17:57 Memorable Moments with Golf Legends 21:02 The Impact of Arnold Palmer 24:06 Writing the Memoir: Reflections on Life 27:00 Lessons for Young Athletes 29:51 The Future of Golf: Innovations and Engagement 32:58 Integrity and Accountability in Golf 36:04 Defining Success: Authenticity and Legacy        

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Jess Von Bank is a globally recognized voice on the future of work, AI, and workforce transformation, advising enterprise leaders on how to responsibly integrate AI and emerging technologies into the fabric of work. With more than 23 years in talent and HR technology, Jess has spent her career at the intersection of business strategy, digital transformation, and human experience. She is known for translating complex technology trends into plainspoken insight that leaders can actually use. A sought-after voice in the future of work, Jess challenges organizations to move beyond AI hype toward agency, accountability, and human-centered design. Her perspective is rooted not only in enterprise transformation but in lived experience as a mother of daughters, a nonprofit leader, and an advocate for women’s leadership and equitable, human systems in which everyone can thrive.   TAKEAWAYS: AI doesn’t transform work—it scales existing systems (good or bad) Most companies are optimizing old workflows instead of reimagining new ones True transformation requires new thinking, not just new tools Institutional knowledge and human judgment remain critical differentiators Resistance to AI is often less about capability and more about forced adoption The future of work conversation is bigger than recruiting—it’s societal AI is accelerating necessary disruption in education, workforce development, and economic models The biggest opportunity right now is not efficiency—it’s redesign   01:00 Intro to Jess Von Bank02:30 Early recruiting days (pre-LinkedIn sourcing)05:00 “Old school” recruiting vs modern tools07:30 The art of understanding candidate motivation10:00 Technology in recruiting: good, bad, and ugly12:00 The biggest mistake with AI today14:00 “AI scales what you put it on” explained16:00 Automation vs true transformation18:00 Why “faster” doesn’t mean “better”20:00 Rethinking workflows instead of optimizing them22:00 Institutional knowledge vs AI capabilities24:00 Teaching experienced professionals new ways of working26:00 Generational perspectives on AI adoption28:00 Psychological reactance and resistance to change30:00 The “AI will take jobs” debate32:00 “We’re building the Titanic in plain sight”35:00 The real risks vs the hype37:00 What AI is actually breaking (and why that’s good)39:00 Rethinking education and workforce development41:00 Optimism: what’s moving in the right direction43:00 Closing thoughts + where to connect

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About: Suzan Vulaj is a seasoned talent acquisition leader with a proven track record in global recruitment strategies. Currently serving as the Senior Vice President of Global Talent Acquisition at NBCUniversal, Suzan has been instrumental in creating exceptional candidate experiences through innovative problem-solving for over 20 years. Her expertise spans various industries, including media, technology, and commerce. Before joining NBCUniversal, Suzan held key roles such as Director of Global Talent Acquisition at Pitney Bowes and Senior Talent Manager for Internal Mobility at McGraw-Hill Financial. She also contributed her skills as an HR Manager at Standard & Poor's and a Staffing Consultant at Google. Suzan's academic foundation includes a degree from Pace University's Lubin School of Business. Her leadership style embodies a dynamic blend of collaboration, resilience, and a relentless pursuit of excellence. Beyond this, Suzan is a champion of innovation, always seeking creative solutions to enhance organizational culture and attract top talent. Her ability to inspire teams and foster growth makes her a transformative force in any professional setting. ⏱️ Chapters 00:00 Opening + UNLEASH floor energy01:10 Intro to Suzan Vulaj (NBCUniversal TA Leader)02:30 From marketing to recruiting: Suzan’s journey04:30 Leading a 100+ person global TA team06:00 What makes a great recruiter today08:30 Recruiters as brand ambassadors + influencers10:30 Why hiring managers must be fully engaged12:30 Fixing broken intake & expectation setting14:30 TA tech stack: building around the ATS16:30 AI fear vs reality inside recruiting teams18:30 How to train recruiters through change (safe spaces)20:30 The return to “old school” recruiting22:30 The problem with 8,000 applicants per role24:30 Candidate fraud + AI-generated applications26:30 Shortlisting & cutting through the noise28:30 The emotional toll of recruiting (constant rejection)30:30 Managing recruiter mindset & engagement32:00 Re-engaging silver medalists (“for your consideration”)34:00 Pipelining talent before roles open36:00 What messages actually get a recruiter’s attention38:00 The 10-second resume scan reality40:00 Conference insights: failure, change & adaptability42:00 Reframing failure as experimentation44:00 Advice for job seekers today45:30 Closing + where to connect 🔑 Key Takeaways Recruiting today is less about access to talent—and more about filtering overwhelming volume The best TA teams are returning to relationship-driven, “old school” recruiting strategies AI won’t replace recruiters, but it will force them to focus on higher-value work Great recruiters differentiate through influence, communication, and ownership—not tools Hiring managers play a critical role and must be fully engaged early in the process Candidate experience and recruiter mindset are often overlooked—but deeply connected Specificity and intentional outreach are what help candidates stand out in a crowded market Building and maintaining pipelines (especially silver medalists) is more valuable than starting from scratch            

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Chapters 00:00 – Cold open: UNLEASH vs. Transform event dynamics01:10 – Meet Mary Jo Charbonneau and Kyndryl02:00 – Why AI is redefining HR transformation03:15 – HR’s shift to the center of business strategy04:30 – Why HR leaders must think beyond HR (customer impact)05:45 – How AI is used on the customer delivery side07:00 – Translating business demand into skills with AI08:15 – Matching the right talent to the right work09:30 – The power of workforce data and skills visibility10:45 – Internal mobility: finding hidden talent within12:00 – Real-world use cases of repositioning underperforming employees13:30 – “Make yourself discoverable” in the age of AI14:30 – The future of skills-based organizations Key Takeaways 1. AI is pulling HR into the center of the business Not as support—but as a strategic driver tied directly to how work gets done and delivered to customers. 2. The real power of AI is translating work into skills Understanding what skills are needed—and matching them dynamically—is becoming HR’s most critical capability. 3. Skills data unlocks internal mobility at scale Organizations already have the talent—they just haven’t had the visibility to deploy it effectively. 4. “Make yourself discoverable” is the new career mandate Employees must actively surface their skills and capabilities in AI-driven environments or risk being overlooked. 5. AI enables a more human approach to talent decisions Instead of writing people off, organizations can identify where individuals will actually thrive. 6. HR needs to think beyond HR The biggest missed opportunity: not connecting AI in HR to how the business serves customers. 7. Transformation is no longer optional—it’s continuous AI isn’t a project. It’s an ongoing shift in how organizations operate, hire, and grow talent.    

Paul Rubenstein is Chief Evangelist at Visier, where he partners with CHROs and senior executives to connect talent strategy to business outcomes. He helps organizations move beyond traditional HR to build functions that are commercially minded, data-driven, and aligned to how the business actually runs. With more than two decades of experience across consulting and executive roles, including Chief People Officer and Chief Customer Officer at Visier, Paul brings a unique perspective on how HR can drive real business performance. His mission is simple: unlock the untapped potential of HR and make work better. These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com ⏱️ Chapters 00:00 – Cold open: conference chaos and “no one eats lunch”01:10 – Meet Paul Rubenstein and his HR journey02:30 – From consulting to HR leadership to evangelist04:00 – Why connecting talent to business outcomes matters05:30 – The dual role of HR: business driver + function optimizer07:00 – The evolution of HR: industrial → personnel → strategic09:30 – The rise of systems: PeopleSoft, scale, and efficiency11:30 – Engagement, sentiment, and the human side of HR13:00 – Globalization and the modern HR operating model14:30 – Why AI is a true inflection point—not just hype16:00 – The problem with siloed HR tech stacks17:30 – Orchestration layers and systems talking to systems19:00 – Democratization of data and decision-making20:30 – The importance of data quality in the AI era22:00 – The dark side: speed, skills gaps, and misuse of AI24:00 – Human + machine optimization (Toyota analogy)26:00 – Why rethinking work is the real challenge27:30 – How HR leaders (and everyone) must evolve29:00 – Why empathy still matters—and won’t be replaced 🔑 Key Takeaways 1. This is the most pivotal moment in HR history AI isn’t incremental—it fundamentally changes how decisions are made and how work is structured. 2. HR has evolved through distinct eras—and AI is the next leap From industrial engineering → personnel → systems → now intelligent, connected ecosystems. 3. The future is systems-to-systems, not people-to-systems AI agents interacting across platforms will redefine workflows and service delivery. 4. Data quality is now mission-critical Bad or incomplete data doesn’t just slow you down—it leads to flawed AI-driven decisions. 5. AI democratizes insight—but not judgment Anyone can ask complex questions now, but knowing how to interpret and act on them is the real skill. 6. The biggest risk isn’t AI—it’s misunderstanding work itself Organizations must learn how to break down, redesign, and optimize tasks in a human + machine model. 7. Speed is both the opportunity and the threat What used to take years now takes days—creating massive upside and massive risk. 8. HR leaders must expand beyond HR Technology fluency, business acumen, and human understanding are now table stakes. 9. Empathy remains a competitive advantage AI can inform decisions—but it cannot replace human judgment, context, and care.    

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com  Takeaways - Dularii's entrepreneurial roots were influenced by her parents' businesses. - She transitioned from a desire to be a fashion designer to a career in advertising. - Launching Phenomenon was driven by a desire for independence and creativity. - Navigating business partnerships requires alignment on vision and respect for each other's strengths. - Exits are emotionally complex and often involve difficult decisions. - Transitioning to venture capital allowed Delari to support founders with operational advice. - Common mistakes in startups include poor cash management and hiring the wrong people. - Scaling challenges were highlighted through Delari's experience with Q Health. - Hiring should focus on cultural fit and the ability to adapt to change. - Diversity in leadership leads to better decision-making and risk management.   Chapters 00:00 Introduction to Delari Amin 01:29 Delari's Entrepreneurial Roots 03:12 The Journey from Fashion to Advertising 05:33 Launching Phenomenon: The Birth of an Agency 11:07 Navigating Business Partnerships 12:16 The Emotional Complexity of Exits 15:50 Transitioning to Venture Capital 18:23 Common Operational Mistakes in Startups 20:18 Scaling Challenges: Lessons from Q Health 23:25 Hiring vs. Systems: Balancing Growth 26:54 Interviewing for Culture and Fit 30:02 Diversity and Inclusion in Leadership 34:37 Investor Insights: Identifying Founders Built for Scale 37:10 Future Trends in CPG and Health 40:01 Defining Success: A Personal Perspective      

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Here’s a clean, podcast-ready package you can drop into your show notes, plus chapters and sharp takeaways. 🎙️ Episode Summary At UNLEASH 2026, Adam sits down with Safira CEO Aman Shah, a young founder taking a fresh swing at one of talent acquisition’s biggest bottlenecks: the broken application and screening process. Aman shares the origin story behind Safira—born out of the frustrating reality new grads face today, where thousands of applications meet overwhelmed recruiters, creating what he calls an “AI slop cycle.” Instead of adding another tool to the stack, Safira flips the model by embedding AI interviewing directly into existing ATS platforms through lightweight APIs, enabling companies to screen candidates at scale without adding friction. The conversation dives into what actually differentiates companies in a crowded AI hiring space (hint: it’s not the tech), why bias testing and explainability are mission-critical, and what it’s like building a company as a first-time founder navigating an ecosystem full of seasoned operators. This is a candid, forward-looking discussion on the future of hiring—where AI doesn’t replace human judgment, but reshapes the front door of how talent gets seen, heard, and evaluated. Chapters 00:00 – Cold open from the UNLEASH show floor01:05 – Meet Aman Shah and the Safira origin story02:10 – The “AI slop cycle” in modern hiring03:30 – Why conversations beat resumes at scale04:30 – What makes Safira different in a crowded AI market06:00 – API-first approach and white-label ATS integration07:15 – The real importance of bias testing in AI hiring09:00 – Explainability, defensibility, and legal risk in AI decisions10:30 – Challenges of being a first-time founder in HR tech12:00 – Navigating industry events and learning the ecosystem fast13:30 – Growth challenge: getting in more rooms, more conversations15:00 – Building in a non-traditional, emerging tech category16:30 – “Time capsule moment” and future vision for Safira17:30 – Where to find Aman and Safira Key Takeaways 1. The hiring funnel is fundamentally broken at the top Thousands of applications + overwhelmed recruiters = low signal, high noise. AI isn’t just optimization—it’s filtration and intention. 2. The real opportunity is replacing resumes with conversations A resume tells you what someone did. A conversation tells you who they are. AI enables that shift at scale. 3. Most AI hiring tech is not differentiated by the tech itself The real differentiation is in distribution, integration, and workflow fit—not who has the “better model.” 4. Less tech, not more, is the winning strategy Safira’s thesis is embedding into existing ATS platforms instead of becoming another standalone tool. 5. Bias and explainability aren’t features—they’re table stakes If AI is making hiring decisions, companies need defensibility, transparency, and trust baked in from day one. 6. New founders have an advantage: fresh perspective Not being deeply entrenched in HR/TA can actually unlock new ways of thinking about old problems. 7. Distribution is the hardest problem early-stage The product resonates—but getting in front of the right people consistently is the real growth unlock. 8. Industry immersion accelerates learning exponentially Aman highlights that a few conferences taught him more than months of solo research—proximity matters.  

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Matt Charney is a prominent voice in the recruiting, talent acquisition, and HR technology space. As Principal Analyst for Industry and Markets at Kyle & Co, he covers startups, M&A, the TA ecosystem, strategic partnerships, and capital markets, providing deep analysis on HR tech funding, market strategy, and industry dynamics. He also serves as Executive Editor at Mediabistro and as an Editor at ERE Media, where he produces sharp, insightful content on the future of work, AI in hiring, recruitment marketing, and emerging trends, served with a side of snark.  With over 15 years of experience, Matt has held leadership roles including Editor in Chief and CMO at Recruiter.com, partner and Managing Editor at Recruiting Daily (which he helped grow into a leading HR media brand), Chief Content Officer at Allegis Global Solutions, and Head of Industry & Product Marketing at SmartRecruiters. He began his career as a corporate recruiter for companies like Walt Disney and Warner Bros. A graduate of the George Lucas School for Cinematic Arts at the University of Southern California, Matt also advises a variety of high growth HR Technology companies, including Humanly, Joveo, Dalia, Hiring Branch, HeyHire, Perfect Hire, Boon, Textio and Noota. ⏱️ Chapters 00:00 – Vegas banter & setting the stage Light opening, personality, and rapport—setting the tone for an unfiltered conversation. 02:00 – “What do you actually do?” Charney on connecting startups with capital—and “trolling” the industry as a side effect. 04:30 – From screenwriting to recruiting A non-traditional path from Hollywood to corporate recruiting leadership. 08:00 – Why recruiting is still the best job in the world The overlooked impact: changing lives through employment. 11:00 – Has recruiting actually changed? Spoiler: not really. The goal is still making hires—everything else is layered complexity. 14:00 – The truth about AI in TA tech AI as the latest buzzword cycle, echoing past trends like social recruiting and big data. 18:00 – The “AI anxiety” problem in HR Why TA leaders feel behind—and why no one is actually ahead. 21:00 – Should recruiters become AI experts? Charney pushes back: focus on business outcomes, not technical cosplay. 25:00 – Where AI actually works today High-volume hiring as the strongest real-world use case. 28:00 – Where AI breaks down Knowledge work, personalization, and the limits of automation. 31:00 – Tools that actually impress (Gamma, workflows, experimentation) Practical use cases that genuinely save time and effort. 35:00 – LinkedIn, data control, and the real business model Why LinkedIn doesn’t need to “win” recruiting—and why it won’t disappear. 40:00 – Why most new HR tech ideas fail Recycled concepts, inherent bias, and “Chatroulette for jobs.” 44:00 – The next disruption: consolidation & enterprise integration The future isn’t more tools—it’s fewer, integrated systems. 48:00 – VC, PE, and the business of HR tech Private equity driving consolidation while startups chase valuation. 52:00 – Buzzword bingo & industry frustrations AI, “human-centered,” and the marketing clichés that need to die. 55:00 – The 3 questions every vendor must answer How do you make recruiting easier? What do you do differently? How do you make money? 58:00 – Final thoughts: stop chasing trends Focus on outcomes, not tools. Recruiting is still about people. 🔑 Key Takeaways 1. Recruiting hasn’t fundamentally changed Despite all the tech, the job is still about one thing: making hires. Everything else is noise layered on top. 2. AI is overhyped—but not useless It’s real, but it’s being sold like every previous trend. The strongest use case today is high-volume hiring, not complex knowledge work. 3. No one is actually “ahead” in AI The industry-wide anxiety about falling behind is misplaced. Most people are still figuring it out. 4. Stop trying to be a technical expert Recruiters win by understanding the business and careers—not by pretending to be AI engineers. 5. The real problem isn’t time—it’s priorities AI promises efficiency, but recruiters aren’t reinvesting that time into better hiring practices. 6. Most HR tech “innovation” is recycled New tools often repackage old ideas with new buzzwords. 7. LinkedIn isn’t going anywhere It’s not about recruiting tools—it’s about attention, content, and ad revenue. 8. The future is consolidation, not expansion The fragmented HR tech stack will collapse into broader enterprise systems. 9. Private equity is shaping the space PE firms are driving consolidation and determining which companies survive. 10. Focus on outcomes, not tools The only question that matters: does this help make better hires, faster?  

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   What You’ll Learn * How enterprise HR leaders think about hiring, structure, and strategy at scale * Why most hiring challenges are actually business alignment problems * How to build proactive talent pipelines instead of reacting to openings * Where AI is actually delivering value in recruiting today * What separates average recruiters from truly impactful ones   Chapters: 00:00 Opening + UNLEASH 2026 floor energy01:15 Intro to Jason Desentz (CHRO, Toshiba Americas)02:10 Scale of Toshiba: 6,000 employees + HR org structure03:30 From automotive to CHRO: Jason’s career journey05:00 Blimp hiring story (and why niche recruiting matters)07:10 Should Talent Acquisition sit under HR?09:00 Why HR leaders must understand the business10:30 The rise of the HR Business Partner mindset12:00 How to train HR teams to think like the business13:45 Why most companies fail at role intake & calibration16:00 Small talent pools & “purple squirrel” expectations18:00 Workforce planning: why hiring starts before the role opens20:30 Retention risk, succession planning & talent intelligence23:00 The compensation gap problem (champagne taste, beer budget)25:00 Creative comp strategies to close candidates26:30 What candidates actually value today (and what’s losing impact)28:30 Toshiba’s sourcing strategy: where hiring really starts30:00 The power of elite sourcers (and why networks win)32:00 AI in recruiting: what actually matters vs hype34:00 Automation vs human connection in hiring36:00 Why scheduling is the biggest bottleneck in recruiting37:30 Adaptability: the #1 trait in great recruiters39:00 Fraudulent candidates, AI cheating & interview risks41:30 Protecting IP in a high-risk hiring environment43:00 Metrics that matter (and ones that don’t)45:00 Candidate experience & onboarding accountability47:00 Advice for job seekers in a competitive market49:00 “Always Be Hustling” mindset for career growth51:00 Final advice: Listen, Learn, Lead52:00 Closing + Vegas survival tips I

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com  Takeaways - Greg Selkoe's journey reflects the highs and lows of entrepreneurship. - Cultural influences play a significant role in shaping business ideas. - Karma Loop was a pioneer in streetwear and e-commerce. - Navigating growth requires learning from mistakes and adapting. - The collapse of Karma Loop taught valuable lessons about resilience. - XSET aims to redefine gaming culture and community engagement. - Authenticity in branding is crucial in today's market. - Hiring for cultural fit is as important as skills and experience. - Success is defined by happiness and meaningful experiences, not just money. - The importance of self-awareness and managing stress in business. It's important to balance personal commitments with professional responsibilities. - Financial strategies are crucial when dealing with large investments. - Effective event planning requires clear communication and coordination. - Marketing partnerships can significantly enhance brand visibility. - Live streaming offers unique opportunities for audience engagement. - Collaboration within a team is essential for success. - Final preparations are critical to ensure a smooth launch. - Understanding audience dynamics can drive attendance and participation. - Post-event reflections can inform future strategies. - Maintaining strong relationships with partners is key to ongoing success.   Chapters 00:00 Introduction to Greg Selkoe and His Journey 09:21 The Birth of Karma Loop 18:07 The Collapse of Karma Loop and Personal Reflection 25:25 Building XSET: A New Era in Gaming and Culture 33:40 Hiring for Values and Culture

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com  Takeaways - Jay Paterno emphasizes the importance of accountability in leadership. - The influence of Joe Paterno shaped Jay's views on leadership and responsibility. - Coaches must set clear expectations and standards for accountability. - Lessons learned from coaching experiences can be applied to leadership in various fields. - The NIL era has changed the dynamics of college sports significantly. - Mental health is a growing concern for both players and coaches in college sports. - Building a strong team culture is essential for success. - Empathy and discipline must be balanced in coaching. - Writing 'Blitz' provided insights into the challenges of modern college football. - Corruption and accountability issues are prevalent in college sports. Chapters 00:00 Introduction to Jay Paterno and His Legacy 02:24 The Influence of Joe Paterno on Leadership 04:23 Accountability in Leadership 06:02 Core Values and Team Dynamics 08:06 Lessons from Early Coaching Experiences 10:00 The Pressures of Modern College Football 11:57 NIL and Its Impact on College Sports 12:53 Mental Health and Performance Pressure 13:51 The Role of Coaches in Player Development 15:29 The Business Model of College Football 16:15 Potential Course Corrections in College Sports 18:07 Leadership Under Pressure in Sports and Beyond 21:57 Identifying Cultural Signals in Sports and Business 25:16 The Balance of Empathy and Discipline in Coaching 26:42 Navigating Gender Equity in Sports 29:23 The Importance of Mental Health in Leadership 31:10 Addressing Corruption and Accountability in College Sports 34:33 Defining Success and Excellence in Leadership