Advertise on podcast: Talent Experience Live

Episode Notes HR Tech in Las Vegas is where the industry shows off what it has been building, and nearly every booth in the expo hall is talking about AI agents. The harder question for talent leaders is which of those agents will actually change how their teams hire, move, and keep people. In this episode of Talent Experience Live, we’re coming to you from the HR Tech showroom floor to share what TA leaders want to know, where Phenom sees agents delivering real results today, and what buyers should ask before they commit.

Episode Notes IAMPHENOM Europe heads to Paris this November, and the agenda is built around one question every HR leader in Europe is asking: How do you put AI agents to work and stay compliant with the EU AI Act? With 30+ speakers and 25+ sessions, there’s a lot to plan around. In this episode of Talent Experience Live, we walk through the agenda theme by theme, covering everything from agentic AI and governance to high-volume hiring and skills intelligence. Get details on our demo agent center, plus everything you need to map out your own day in Paris.

Episode Notes ** For Phenom customers, two programs sit right on the login screen and are easy to overlook. Phenom Community is an always-on hub for learning, connecting, and getting answers. Phenom Phans is the loyalty program that rewards customers for engagement they're already doing. Together, they're meant to make being a Phenom customer more valuable, not more work. In this episode of Talent Experience Live, we walk through how the two programs work together, what meaningful participation looks like, and how customers have used both to build networks, advance their careers, and get more out of the platform. **

Episode Notes ** Most HRIT teams are running platforms capable of far more than what's currently switched on. Getting a specific read on that difference is harder than it should be, and it's not something vendors tend to volunteer. On this episode of Talent Experience Live, we get into what the gap costs, why the fix is rarely the one teams expect, and the step most organizations skip before they start adding agents. You'll leave with a clearer way to measure what you already own before you buy anything else. **

Episode Notes On this episode of Talent Experience Live, we dig into a question a lot of HR leaders are sitting with right now: not just who's performing, but what people can actually do and how fast they can grow. We're joined by Ankur Gupta of PossibleWorks to talk about what it takes to make skills visible without adding another system for employees to log into, and why traditional performance reviews weren't built to answer questions this fast-moving. The conversation lands on a bigger bet: skills, not job titles or headcount, may become the primary unit of enterprise strategy going forward.

Episode Notes On this episode of Talent Experience Live, we explore two new Phenom AI agents for the employee experience: Career Coach and Profile Builder. Most people build their profile once at onboarding, then let it go stale because they think in experiences, not structured skills. These agents close that gap. Employees describe their work in plain language, and the AI extracts the right skills and proficiencies for talent management. We show what this means for career pathing and skills strategy, plus a live look at both agents in action.

Episode Notes On this episode of Talent Experience Live, we look at why talent organizations have more data than ever and still can't answer basic business questions in real time. TA leaders walk into executive meetings unprepared, People Analytics teams field endless one-off report requests, and hiring problems that are actually data visibility problems keep getting misdiagnosed. We get into why fragmented data leads to fragmented decision-making, why generic BI tools haven't solved it, and how Phenom X+ Talent Advisor changes that picture, turning scattered data into decisions teams can act on instead of reports they have to chase down. We also look at what shifts for a talent organization once reactive reporting gives way to proactive intelligence.

Episode Notes On this episode of Talent Experience Live, we talk with Royal Bank of Canada's Gemma May, Operations Analyst, and Tonya Carroll, Director of Strategic Partnerships & Programs, about how they moved from manual trackers and handwritten notes to a structured events strategy. Our guests share how they design events that serve both early talent and experienced professionals without running separate workflows, and how personalized follow-up happens at scale. Success now comes down to two things: hires and retention.If you're a TA leader trying to move from activity to outcomes on events, this one's for you.

Episode Notes ** The US is out of the World Cup, but eight teams are still alive, and each one plays like a specific HR function. France builds talent pipelines at a scale nobody else can match. Morocco converts every chance it gets. Spain won't shoot until every requirement is confirmed. Norway is banking its whole season on one transformational hire. Call it talent strategy with a scoreboard. On this episode of Talent Experience Live, we go through all eight quarterfinalists, matching each team's style to the Phenom X+ Agent that plays the same role in the hiring process. Find the team that plays like your function, and you've found your rooting interest for the rest of the tournament. **

Episode Notes AI-generated resumes, deepfake video interviews, proxy candidates, duplicate applications — candidate fraud has evolved, and most recruiting teams aren't ready for the fight. In this episode of Talent Experience Live, Devin Foster and Joanna Keel are declaring independence from candidate fraud. They'll break down exactly how AI is being weaponized against the hiring pipeline, and what it takes to fight back. Stage by stage, signal by signal, they'll show you how to separate real candidates from manufactured before any "Benedict Arnolds" can infiltrate your camp. The revolution is here. Are you armed and ready?

Episode Notes **More than $200 billion in pharma revenue is at risk from patent expirations through 2030, and TA teams are caught in the middle. Reducing legacy field forces, staffing specialty launches, and opening reshored plants often happen at the same time, on systems that weren't built for any of it. In this episode of Talent Experience Live, we break down three of the highest-pressure hiring scenarios in pharma right now and show exactly which AI agents are helping TA teams run them in parallel — without burning out their recruiters or cutting corners on compliance.**

Episode Notes Between 2025 and 2026, identity fraud detection jumped from a non-issue to a top-five priority for CHROs — a signal that hiring risk has changed in ways most organizations aren't prepared for. In this episode of Talent Experience Live, Amit Fernandes from Checkr, Inc. breaks down the three core types of hiring fraud: interview fraud, identity-related fraud, and candidate misrepresentation, and why siloed hiring systems are making each one harder to catch. With nearly 70% of HR leaders lacking confidence in preventing fraud, this conversation covers what it takes to build a hiring process where trust is designed in, not assumed.

Episode Notes Measuring the impact of recruitment marketing has never been more complex or more consequential. In this episode of Talent Experience Live, Grant Smith, Global Recruitment Marketing Specialist at TD SYNNEX, breaks down the metrics that actually matter: from the numbers talent marketers track daily to the ROI story executives need to see. We also dig into what it takes to connect marketing activity to hire quality, enter new markets without an established brand footprint, and meet the personalization bar candidates expect today — including where most teams fall short.

Episode Notes AI adoption in talent acquisition is easy to talk about. True AI maturity is something else entirely. In this episode of Talent Experience Live, SASR Workforce Solutions joins us to unpack their evolution from early automation to a more advanced, applied AI strategy that’s driving measurable hiring outcomes and elevating the candidate experience. Bradley Cooper, Jason Effinger, and Brendan Easlick share what sparked the shift, the inflection points that accelerated progress, and how they turned experimentation into scalable impact. Now pushing into voice agents and deeper AI integration, SASR is focused on scaling intelligently, aligning stakeholders, and ensuring recruiter buy-in every step of the way. We explore how they’re measuring success, overcoming internal resistance, and building a culture that sees AI as an amplifier, not a threat. If you’re looking to move beyond surface-level AI adoption and toward real organizational maturity, this conversation offers a practical blueprint for what it takes to get there.

Episode Notes ** On this episode of Talent Experience Live, we close out the 6 Levels of Intelligence & Automation series with the most advanced stage: Level 5, Fully-Integrated Automation and Fully-Integrated Intelligence. At Level 5, AI is no longer a feature layered onto HR processes. It's the infrastructure those processes run on. Autonomous intelligence operates across the entire talent lifecycle, adapting continuously and driving outcomes without constant human direction. You're here if end-to-end workflows run agent-driven, with humans setting strategy rather than managing steps. **