Most recruiting teams hire against a job description. Patrick Circelli, Head of Talent at Cognition, thinks that's backwards. In this episode, Patrick breaks down how Cognition builds one

Recruiters are often told to “be strategic.” Lucy Lynn, Head of Talent at Cleo, shows what that actually looks like. In this episode, Lucy unpacks how her team manages stakeholders

Hebbia's Head of Talent Scott Bianco on why AI exposes weak recruiters and makes great ones lethal, the doorman fallacy, and why taste only comes from reps.

Laura Barnes went from recruiter to VP of Talent at Flock Safety in five years. Her quality-of-hire system is measurement without punishment, and the operating model behind it.

Metaview CEO Siadhal Magos on the rise of fake candidates: AI-generated applicants polluting the ATS, AI avatars showing up to interviews at large companies, and the practical steps recruiting teams can take this week.

Deel's Global Head of TA Alan Price on hiring at scale: why AI screening improves candidate experience, when to stay high-touch, and a framework for quality of hire over time.

Entelo founder Jon Bischke breaks down why pipeline cures hiring pain, why proof of work beats LinkedIn signal, and how agent-to-agent recruiting reshapes the bar.

Paradigm Talent Partner Dan McCarthy's contrarian framework after 18 years in Silicon Valley: the two jobs of a recruiter, why the life-story interview wins, and why AI will change recruiting less than every other field.

GV Partner Rhys Hughes on the executive-hiring playbook from 400 portfolio companies: internal promotion first, EQ over past performance, and why opening a rec means you are already late.

Bain Capital Ventures Head of Tech Talent Matt Stephenson on the death of advisory talent partners, the brutal Series A outbound math, and why relationship building beats every tool in the stack.

Aperture Partners' Amber Weinberg on the three outcomes that beat a fifteen-row scorecard, the uncomfortable questions that reveal cultural fit, and the six-month integration plan that decides whether the exec hire works.

Ambience VP of Talent Evan Connor on why elite recruiters are business operators first, why the next great recruiters will be grown not hired, and the pitch certification program behind it.

Personio VP of Talent Fritz Singer on nine years scaling a European unicorn: context over commands, the logo trap, the 6% to 20% internal-mobility shift, and the bar-raiser tax nobody warns you about.

Vercel's Viet Nguyen on the three-hour Friday-night experiment that decoded what his best interviewer sees, the automated back-channel system he built next, and why progress beats perfection.

Senior search partner Annie Wenzel breaks down the four moves that land elite GTM operators: alignment-first kickoff, founder vetting, reading the real reasons candidates say no, and using candidate experience as leverage.

Toast VP of Talent Ops Jeff Moore on the Big Tech playbook that does not transfer to growth-stage, why talent density is what you tolerate, and the eight-year recruiter relationship that closed his move.

Metaview GTM hiring lead Shiv Brodie on the custom GPTs, live competitor intelligence, hiring-manager snippets, and structured assessment templates that turn every step of the recruiting loop into a 50-yard-line shortcut.

ShipBob's Andy Pittman on the "Would you rehire them?" QoH system, the business-case backfill rule, and why internal mobility is the most underrated recruiting success signal.

Qonto People Systems lead Samy Aumar on the AI agents that turn intake calls into live job postings in under a day, the Market Intelligence agent that compresses competitive research, and why top-down AI mandates work.