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Send us Fan Mail Most hiring failures do not start in the interview. They start much earlier, when the role is poorly defined, success is unclear, candidates are not given the right context, and managers inherit a process that was never built to set anyone up to succeed. In this episode, I sit down with Ashley Herd, former employment lawyer, HR executive at McKinsey and Yum Brands, and author of The Manager Method, to break down where hiring really goes wrong and what leaders need to fix before they open their next search. We get into why most job descriptions fail to define success, how bad hiring decisions are often design failures rather than selection failures, and why the candidate experience so often promises one environment while the job delivers another. Ashley also shares her “tight jeans vs oversized sweatpants” framework for management, and we unpack what structured autonomy actually looks like in practice. We also go deep on onboarding, executive failure, the role HR should play versus the role it often gets left with, and the question more leaders need to ask now: should this role even exist in the form we are hiring for? If you hire, lead, or build teams, this conversation will change how you think about role design, interviewing, onboarding, and management.   In this episode, Ashley Herd joins me to unpack why so many hiring decisions go wrong long before a candidate enters the process. We explore the real root of hiring failure: poorly defined roles, vague success criteria, copy-paste job descriptions, and interview processes that generate very little signal. Ashley explains why most organisations are still hiring for tasks and years of experience instead of outcomes, future context, and the behaviours that actually drive success.     We also get into one of the most useful frameworks from the conversation: tight jeans vs oversized sweatpants management. Tight jeans managers over-control. Oversized sweatpants managers create ambiguity. The goal is somewhere in the middle: structured autonomy.   We cover: Why most hiring failures are really role-design failuresWhat job descriptions miss when they describe activity instead of successWhy unstructured interviews produce weak hiring decisionsHow candidates are often sold one environment and dropped into anotherWhy hiring should be treated as the first phase of onboardingWhy executive hires fail faster and more often than most leaders realiseHow to think about AI when redefining roles and headcountWhy hiring works best as a partnership between HR and the businessKey ideas from the episode Most jobs are defined too loosely to hire well againstSuccess should be defined at 90 days, 6 months, and beyondThe interview process should reflect the real working environmentManagers need guidance, not just responsibilityIf you do not define the role properly up front, the failure cascades laterFollow Ashley Herd: https://www.linkedin.com/in/ashleyherd Get The Manager Method: https://www.managermethod.com/book Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Should AI be in the room? Not "can it take notes" — but what actually happens when an AI system is listening to your leadership meetings, hiring interviews, and performance check-ins? When is that powerful? When is it a risk? And what guardrails do you need before you invite it in? My guest is Artem Koren, co-founder and Chief Product Officer at Sembly AI, a meeting intelligence platform he founded in 2019. Artem has spent years thinking about how AI can enrich the way humans work — rather than replace the human judgment at the centre of it. We dig into the "invisible colleague" problem — what happens to trust and psychological safety when people don't know whether AI is listening. We discuss why EU data protection regulations are making works councils push back against AI note-takers in performance reviews and hiring. And we unpack the hiring question: why most managers have never been trained to interview well, how AI can reduce bias and improve decision quality, and why AI should inform decisions but never make them. 🎙️ TOPICS COVERED • The real fears leaders have about AI in meetings — and whether they're justified • The invisible colleague problem: what it means when AI attends without full transparency • GDPR, EU data protection, and AI note-takers in sensitive workplace conversations • Psychological safety by design: building trust when AI is present • AI in hiring: reducing bias, enforcing structure, and what the research shows • Who's accountable when AI sits in your interview and you still make a bad hire? • Why general LLMs (ChatGPT) are not the same as purpose-built meeting intelligence tools • What good AI-assisted leadership looks like in 3–5 years 🔑 KEY INSIGHTS → AI in a meeting is like a hidden participant on Zoom — the discomfort is valid, and the answer is transparency, not avoidance. → Trust in AI tools mirrors trust in people: you need context, track record, and clarity on who sees what. → Under GDPR, employees and candidates can request the data collected on them — which changes what "behind closed doors" means for hiring. → AI consistently outperforms untrained human interviewers at predicting performance — because structure beats instinct. But the more AI is visibly involved, the lower candidate acceptance rates become. The optimal design: AI in the background, human conversation in the foreground. → AI should never decide who gets hired, promoted, or managed out. It should surface what humans miss and organise evidence for better human decisions. → Uploading CVs into ChatGPT and asking "who should I hire?" is not meeting intelligence — it's uncontrolled data exposure with no guardrails. 💬 GUEST Artem Koren | Co-Founder & CPO, Sembly AI sembly.ai 📌 RESOURCES MENTIONED • Sembly AI — sembly.ai • SHRM: only 23% of managers have had formal interview training • EU General Data Protection Regulation (GDPR) This episode is for HR leaders, hiring managers, executives, and anyone deciding where AI belongs in high-stakes people conversations. Keywords: AI meeting intelligence, Sembly AI, AI in hiring, interview bias, psychological safety AI, GDPR AI meetings, AI note-taker, structured interviews, AI hiring tools, meeting AI, invisible colleague, AI leadership, works council AI, EU data protection AI, AI accountability Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Is the resume dead? Should the job interview be? In this episode, Konstanty Sliwowski sits down with James Terry, Head of US Revenue at Indeed Flex, to dismantle two of recruiting's most sacred tools — the CV and the interview — and ask a simple question: do they actually work? The data says not nearly as well as we think. Hiring managers spend an average of 6 seconds reading a resume, roughly 70% of candidates lie on them to some extent, and the typical 30-minute interview predicts job performance about as well as a coin flip. So what's the alternative? James makes the case for a verified, crowdsourced worker rating system — think Uber driver ratings, but for the entire workforce. Indeed Flex is already building this: workers are rated on specific skills after every job by verified employers, building a real-world track record that replaces the self-reported CV. Top performers get first access to the best opportunities. Best employers attract the best workers. A genuine meritocracy. But Konstanty pushes back hard. What about gaming the system? What about manager bias? What about Germany, where negative references are illegal? And if we just wanted an online profile, haven't we already got LinkedIn? The conversation opens up into something bigger: the idea that AI-driven, neutral skills assessments could be the missing piece — a way to test actual competencies rather than relying on either self-reported CVs or potentially biased ratings. Konstanty also proposes a feedback loop that James confirms Indeed Flex is actively building toward: using data on how companies rate their own top performers to match them with candidates who score on exactly those dimensions. They also dig into the state of the job market in early 2026 — Indeed data shows 30% more job searches than just weeks earlier, with job openings per unemployed person now below 1.0 — and what that means for how companies need to screen at scale. This is a conversation that will make you question everything you thought you knew about how hiring works. — Konstanty Sliwowski is the founder of School of Hiring. He has founded three companies, conducted 12,000+ interviews, and made over 1,000 hires. 📩 Newsletter: newsletter.schoolofhiring.com 🔗 LinkedIn: linkedin.com/in/sliwowskik James Terry is Head of US Revenue at Indeed Flex, the workforce technology platform backed by the world's most visited job site. 🔗 linkedin.com/in/james-terry-33023717 🌐 indeedflex.com Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Hung Lee is the founder and editor of Recruiting Brainfood, and one of the sharpest observers of how hiring actually works. Two years ago, Hung joined me to talk about the future of recruitment and what AI might do to talent acquisition. This time, we are past predictions. AI is in the workflow, shaping sourcing, screening, and candidate experience. The focus now is what is working, what is quietly breaking, and what leaders should do next. We start with a thought that used to sound far fetched: a company’s AI speaking to a candidate’s AI. Now it is starting to look normal. From there, we unpack where AI genuinely creates value across the hiring funnel, how to maintain trust when automation becomes the first touchpoint, and what leadership needs to own when AI influences selection decisions. If you lead Talent Acquisition, hire as a manager, or sit on a leadership team making choices about AI adoption, this is an essential listen. What we cover What has changed most in day to day recruiting since the early AI predictions, and what surprised HungWhere AI is genuinely creating value across the hiring funnel, and where teams are buying hopeAI agents as the first touchpoint for candidates, and how to keep trust high when experience is automatedSelection and high stakes decisions: decision quality, fairness, accountability, and practical guardrailsWhat capabilities leadership teams should build for 2026How the recruiter role changes: what shrinks, what expands, and what becomes more importantHow Talent Acquisition evolves in the age of AIRecruiting Brainfood: https://www.recruitingbrainfood.com/ Hung Lee: https://www.linkedin.com/in/hunglee/ Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Everyone’s rushing to “AI-ify” their hiring process. But if you’re just automating broken decisions, you’re not solving the problem. You’re scaling it. In this episode of School of Hiring, I’m joined by Andreea Lungulescu— formerly global TA leader at Zalando, Wayfair, thermondo and the mind behind Talent Crunch, one of the few places where people in talent say what they actually think. We dig into: 🤖 Why “Post-AI Good” hiring looks nothing like today’s playbook 🎯 What needs to stay human—and how to protect it 📈 How to shift from process execution to strategic ownership 🧠 And the big question: Who’s really leading AI in your org? Andreea brings the clarity, challenge, and candor this conversation needs. Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Hiring isn’t about filling roles. It’s about solving problems. In this episode, Gwen Gayhart—psychotherapist turned Fortune 500 recruiting leader—joins Konstanty to rethink interviews as collaborative working sessions, not performances. Together, they dismantle outdated hiring norms and reveal how to turn interviews into real conversations rooted in trust, clarity, and co-creation. What You’ll Learn Why every open role signals a broken system or a change that’s overdueHow top-tier candidates don’t want to “perform”—they want to solveWhat most companies get wrong when framing roles (and how to fix it)The psychological drivers behind hiring decisions—and how to harness themThe truth about “overqualified” candidates and how to unlock their potential Highlights The candidate isn’t the only one being evaluatedRésumés don’t close gaps—conversations doEmployers must own the problem before anyone else can solve it Gwen’s Message to Hiring Managers Don’t ask who the candidate is. Ask what the problem is, and who can solve it—with you. Perfect For → Hiring managers tired of transactional interviews → HR leaders building better training → Leaders who want to attract thinkers, not performers Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Most founders make the same million-dollar mistake when building teams. They think it’s about hiring “the best.” Peter Sorgenfrei (LinkedIn) disagrees — and he would know. He’s built six companies across three continents, hired hundreds of people, and seen how elite talent can kill a company when the chemistry is wrong. Here’s what we unpack in this week’s episode of the School of Hiring Podcast: 1️⃣ Cultural Blindspots European teams prize expertiseAmerican teams chase executionAsian teams value harmony  Each works locally, but global scaling makes these differences collide.2️⃣ The Talent Trap Four FAANG “rockstars” don’t guarantee success. Too many architects, not enough builders. Too many visionaries, not enough executors. 3️⃣ The Real Secret The strongest teams weren’t the most impressive on paper.  They were the ones who:  ✔️ Challenged each other constructively  ✔️ Adapted to market shifts together  ✔️ Put company success above personal wins This episode is for founders, CEOs, and leaders who want to build global teams that scale. 👉 Follow Peter Sorgenfrei for more on leadership and scaling. 👉 Follow Konstanty Sliwowski for daily insights on structured hiring and team building. 👉 Learn more: School of Hiring | Klareda Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Most of us treat negotiation as a final hurdle. A back-and-forth after the offer’s made. That’s a mistake. Hiring doesn’t end with an offer. And negotiation doesn’t start with one. In this episode of the School of Hiring podcast, Konstanty Sliwowski is joined by expert negotiator Stephen Hartley-Brewer to unpack one of the most misunderstood aspects of talent acquisition: the role of negotiation in the hiring process. Stephen started his career in strategy consulting at BCG, then transitioned into high-stakes finance—negotiating complex deals at private equity firms like BC Partners and TPG-Axon. Today, he leads Hartley-Brewer Negotiation Consultants, advising law firms, financial institutions, and business services companies on how to negotiate with clarity, structure, and measurable outcomes. Together, we explore: Why every hiring conversation is a negotiation—from the initial recruiter call to the final interviewHow “harmless” early questions about compensation can set damaging anchorsWhy candidates often signal one thing but mean another (and how to avoid misreading them)How to embed negotiation into every phase of the hiring process to avoid post-offer surprises and reduce mis-hiresThe psychology behind anchoring, misalignment, and missed signals—and how to counter themHow to help candidates feel safe, seen, and understood while protecting your positionWhether you're a founder, CHRO, hiring manager, or candidate you'll walk away with new frameworks to improve offer acceptance rates, negotiate without friction, and secure hires that actually stick. If you want to hire top talent with confidence—not chaos—this episode is a masterclass in negotiation for modern hiring. Check out https://schoolofhiring.com and https://hartley-brewer.com/ for more. Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail What determines whether a senior hire becomes a high-impact leader or a costly misstep? In this episode, we explore the critical period of executive transitions—the first 365 days when newly appointed leaders are expected to build relationships, deliver results, and shape strategy, often without a clear roadmap. Our guest, Navid Nazemian, is the author of the international bestseller Mastering Executive Transitions and one of the world’s top executive transition coaches. He has coached more than 100 C-suite leaders across Europe, Africa, and North America, and held senior HR roles at global companies including Vodafone, Adidas, and Roche. Navid has been recognized as HR's Most Influential Practitioner and Coach of the Year. We discuss: Why clarity on success must start before the offer is madeThe risks of misalignment between boards and executive hiresWhy generic onboarding fails senior leadersHow to apply the Double Diamond Framework® to de-risk transitions and accelerate impactThis conversation is a must-listen for founders, CEOs, HR leaders, and hiring managers who want to improve hiring decisions and ensure new leaders thrive. Connect with Navid Nazemian: linkedin.com/in/navidnazemian Connect with Konstanty Sliwowski: linkedin.com/in/sliwowskik Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Leadership isn’t about a title — it’s about influence, impact, and the ability to empower others. But for many talented leaders, especially women, climbing the leadership ladder comes with unique challenges: navigating bias, building executive presence, and leading without compromising authenticity. In this episode of The School of Hiring, Konstanty Sliwowski is joined by Jill Avey, executive coach and founder of SisterSmart Leadership. Jill shares transformative insights on how women can break through leadership barriers and step confidently into VP and C-suite roles. From strategic self-advocacy to building high-performing teams, this conversation is a masterclass in modern leadership. Tune in to discover: The most common leadership mistakes that stall promotionsWhat executive presence really looks like in male-dominated spacesHow to build influence without playing politicsThe hidden challenges women face — and how to overcome themHow leaders can create empowered, high-performing teamsWhether you’re aiming for your next big role or helping others grow, this episode will change how you think about leadership growth. Music: Smarties Outro - FMA Podcast Suggestion by Birds for Scale Licence: CC BY-SA Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Every company has a culture—whether you shape it or not. It can be intentional or accidental. It can fuel performance or quietly tear your business apart. And the difference between a thriving company and one stuck in survival mode? Often, it comes down to one thing: leadership. In this episode of The School of Hiring, I’m joined by Erik Pfannmöller, serial entrepreneur, former Canoe World Champion, and founder of The Culture Code Foundation. Erik has built and exited multiple high-growth companies and now helps organizations develop high-performance cultures that drive innovation, attract top talent, and create long-term, defensible success. We unpack the often invisible force that shapes businesses—company culture—and the role ego plays in either strengthening or sabotaging it. In this episode, we explore: Why culture is your ultimate competitive advantageHow ego silently kills team performance and decision-makingThe biggest myths leaders believe about company cultureWhat founders must let go of in order to scale successfullyWhether it’s ever too late to fix a toxic cultureWhat business leaders can learn from elite-level sportWhether you're a founder building from scratch or a leader trying to fix what's broken, this episode is packed with insights on how to lead with humility, clarity, and purpose—and build a culture that lasts. 📝 Podcast Show Notes Guest: Erik Pfannmöller – Serial Entrepreneur, Culture Builder, Former Canoe World Champion, Founder of The Culture Code Foundation. Topics We Cover: The DNA of high-performance teamsWhy most leaders misunderstand what company culture really isWhere ego helps—and where it destroys—leadershipLetting go as a founder and learning to trust your teamHow to build “unhackable” cultures that competitors can’t copyWhat sports teach us about leadership, resilience, and feedbackWhy culture starts at the top—and how to keep it from going toxicKey Resources Mentioned: 📘 Win from Within by James Heskett📘 The Culture Code by Daniel Coyle📺 How Apple’s Culture Evolved Over Time (YouTube – from min 12)Connect with Erik: 🌐 Website: erikpfannmoeller.de 💼 LinkedIn: Erik Pfannmöller Connect with Konstanty / The School of Hiring: 🌐 schoolofhiring.com 💼 Konstanty on LinkedIn Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Most leaders think they know how to make a good hire. They trust their instincts. They believe their experience helps them spot the right candidate. But what if that confidence is misplaced? What if they’re unknowingly repeating the same hiring mistakes—costing their companies millions? In this episode of The School of Hiring, I’m joined by Tim Freestone, founder of Alooba and host of the Objective Hiring podcast. Tim has spent years studying why hiring fails, and how companies can fix it with data-driven, validated insights. We break down: Why most hiring decisions are built on false confidence The biggest hiring mistakes companies don’t even realize they’re making Why intuition and experience aren’t enough to judge candidates How data-driven hiring improves accuracy without losing the human element Why companies that don’t fix hiring set themselves up for failure This is not just about hiring. It’s about breaking free from flawed decision-making and learning how to build truly great teams. How hiring will evolve in the next decade What today’s hiring managers need to change Tim’s one piece of advice for leaders who want to master hiring Guest Links: 🔹 Tim Freestone LinkedIn: https://www.linkedin.com/in/tim-freestone-alooba/ 🔹 Alooba: https://www.alooba.com Host Links: 🔹 Konstanty Sliwowski LinkedIn: https://www.linkedin.com/in/sliwowskik/ 🔹 School of Hiring Website: https://www.schoolofhiring.com Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Hiring is not just about finding the right skills. It is about identifying who can truly deliver results when it matters most. In this episode of The School of Hiring, Konstanty Sliwowski sits down with Andrew Sridhar, a former Navy SEAL turned tech leader who has led high-stakes teams in combat, Wall Street, and AI-driven businesses worth hundreds of millions of dollars. Andrew has seen firsthand what separates elite leaders from the rest and how bad hiring decisions can derail even the best teams. His experience spans the military, finance, and cutting-edge AI product development, making his insights on leadership, resilience, and hiring some of the most valuable you will hear. What You’ll Learn in This Episode: 🔥 The difference between leading in combat and leading in business—and what founders can learn from it 🔥 How to identify and hire real leaders (not just those who look good on paper) 🔥 Why resilience is the ultimate hiring filter—and how to assess it in candidates 🔥 The biggest hiring mistakes across the military, finance, and tech 🔥 Why AI will never replace human leadership in hiring If you are a founder, hiring manager, or leader looking to build teams that can thrive under pressure and deliver when it counts, this episode is a must-listen. This is a rare conversation that bridges leadership lessons from Navy SEAL operations, Wall Street trading floors, and AI-driven companies into one powerful discussion on hiring, resilience, and leadership. If you want to hire and lead with clarity, precision, and confidence, this episode will change the way you think about who you bring onto your team. Connect with Andrew Sridhar: 🔹 LinkedIn: Andrew Sridhar 🔹 Newsletter & Podcast: The Warrior Poet Connect with Konstanty Sliwowski & The School of Hiring: 🔹 Website: School of Hiring 🔹 LinkedIn: Konstanty Sliwowski 📢 Enjoyed this episode? Share it with a hiring manager or leader who needs to hear this! Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail Hiring is broken. The same outdated interview questions. The same awkward silences. The same hiring managers convinced they’re great interviewers—when in reality, they’re driving top talent away. In this episode of The School of Hiring, Konstanty Sliwowski sits down with Lorna Erickson and Victoria Gates, co-founders of Expert Interviewers, who have built a following of nearly 200,000 people on TikTok (@expertinterviewers) by exposing the worst hiring practices in brutally honest (and hilarious) ways. But don’t let the comedy fool you—between the three of us, we’ve conducted over 25,000 interviews. We’ve seen it all: 🚩 The painfully bad interview questions that should have died in the ‘90s 🚩 Interviewer egos that ruin great hiring decisions 🚩 The hiring mistakes companies keep repeating—over and over again What You’ll Learn in This Episode: 🔥 What actually makes a great interviewer (and why most people aren’t as good as they think) 🔥 The biggest hiring mistakes that are costing companies top talent 🔥 The worst interview questions ever asked—why they exist and how to replace them 🔥 How ego in hiring is ruining great hires and what to do about it 🔥 Why AI-led interviews are failing—and what the future of hiring really looks like This episode will make you laugh, cringe, and rethink everything you know about hiring. If you’ve ever sat through a terrible interview, you’ll feel a little too seen. Don’t miss this one! Detailed Show Notes: 🎙️ The State of Interviewing Today The biggest red flags that reveal an interviewer has no idea what they’re doingInterview practices that should have died years ago but are still being used todayThe real problem with “hiring for culture fit”—and what to do instead🎙️ Breaking Down Bad Interviews Ego in hiring—how to spot it and how to fix itThe absolute worst interview questions ever asked (this will hurt)The one question more hiring managers should be asking🎙️ The Science of Interviewing What separates an average interviewer from an exceptional oneIs gut instinct in hiring a superpower or just bias wrapped in confidence?The biggest hiring myths that companies need to stop believing🎙️ The Future of Hiring Will AI-led interviews ever work? Or are they just making hiring worse?If we could rebuild hiring from scratch, what would it actually look like?🎙️ Rapid Fire Round (Quick-Hit Hiring Hot Takes) 🔥 Worst interview trend right now? 🔥 Best way to tell if a candidate is bullshitting? 🔥 One thing every hiring manager should stop doing immediately? 🔥 What’s worse: an awkward interview or an interrogation-style one? 🔥 If you weren’t doing this, what would you be doing? Why You Should Listen If you’re hiring, being hired, or just want to know why interviewing feels so broken, this episode is packed with insights, laughs, and brutally honest truths about what needs to change in hiring today. Listen now and learn how to stop making bad hires—and start building better teams. Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com

Send us Fan Mail How intentional are you when hiring your next employee? Are you relying on outdated practices or picking random questions from an AI-generated list?  Don’t worry—we’ve all been there. But what if you had a system? What if taking a more strategic approach to your hiring process could help you attract top talent, retain them longer, and avoid costly mistakes? This week, Konstanty Sliwowski, founder of the School of Hiring, who has conducted over 12,000 documented interviews speaks with Erin Hatzikostas of the b-Cause Work Doesn't Have To Suck podcast.  Konstanty is here to completely transform the way you think about hiring and interviewing. What you’ll learn in this episode: 1️⃣ The real cost of bad interviews—and how to fix them. 2️⃣ Why a Hiring Blueprint is far more effective than a generic job description. 3️⃣ Konstanty’s favorite interview questions and the game-changing reasons behind them. 4️⃣ The 50% surge in ATS applications—and how it impacts your hiring strategy. 5️⃣ The concept of “rusting out” at work—and how to avoid it for yourself and your team. If you’ve ever felt like hiring is a gamble, this episode is for you. It’s time to adopt a proven framework, make better hiring decisions, and build the high-performing team you’ve always dreamed of. Links and Resources: 👉 Connect with Konstanty on LinkedIn: https://www.linkedin.com/in/sliwowskik/ 👉 Explore the School of Hiring: https://schoolofhiring.com/ Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/ For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com