Scede

FANCY COMING TO OUR WEBINAR? 👀 You’ll hear from Nathan Keighley & Jody Bartley as they discuss what transparency, human oversight and intentional screening look like with AI. Slide into the comments for the link 🔗 And please go to 0:17 of the video for the funniest 2 seconds of your life 😂 (BrewDog slide not included)

Manchester TA leaders: fancy building with AI over pizza & drinks? (and yes, we did just chase Jamie Jay Lyons down a London alleyway) On the 4th of June, we’re bringing our first-ever vibe coding evening for TA leaders to the North, co-hosted with First.cx & bet365 👋 Jamie gives a quick sneak peek below at what we’ll be building on the night. Come build with us: https://lnkd.in/evthfRcc

Inside this envelope: a lunch-and-learn for TA teams rethinking hiring in the age of AI 💌 Join us for a practical session on rebuilding signal and trust in a hiring market that’s getting noisier, faster, and harder to navigate. You’ll hear from Jody Bartley (Greenhouse Software) and Nathan Keighley (Scede) on: • What human oversight and intentional screening look like when AI is everywhere • New Greenhouse data on how AI is reshaping candidate behaviour • The Minimum Viable Assessment (MVA) framework for cutting process debt without lowering the hiring bar → Register here: https://lnkd.in/eYxDtSZ7 📆23rd June | 12:30PM BST | 45 minutes

Application volumes are up, talent teams have been scaled back, and AI is changing the rules on both sides of the funnel for recruiters and candidates alike 🤨 Most teams are responding by adding more stages, more tools, more "just to be sure" steps, and new Greenhouse Software data suggests that's exactly what's driving candidates out the door. Want a simple framework you can apply immediately? 🙋♀️ Join our live session with Jody Bartley & Nathan Keighley, and leave with something you can use in your next hiring strategy review. 📆 23rd June | 12:30PM BST Register here: https://lnkd.in/eD_gqC-w

How do you build a Cloud Engineering practice from scratch while hitting your wider hiring targets? 👋 Made Tech needed to scale recruitment, forecast demand, and stand up new practices like Cloud Engineering and Strategy & Change. The numbers speak for themselves: → 62 hires made → 40% female hires across the project → 100% offer-to-conversion rate on Data hires → A Cloud Engineering team grown to double figures Our talent partners embedded seamlessly into Made Tech, making a ton of hires and supporting post-hiring initiatives, including tightening their ATS, providing salary benchmarking support and creating comprehensive AI usage guidance for candidates and hiring managers. Read the full case study: https://lnkd.in/exMapY88

Most TA teams know they should be using AI more, but between needing to hit the hiring plan and finding interviewer availability finding the time to physically sit down and build a tool is almost impossible. This evening is your time to do that: 2 hours to block out any distractions, learn and build. Jamie Jay Lyons will walk you through 4 tools he's built with Claude, then you build your own. David Doğan-Webb, AI & Automation Lead at Scede, will be there to help you build on the night. 🍕Pizza's on us, and we're finishing the night at The Alchemist – grab your place here: https://lnkd.in/ejAhYpyK

Super excited to start today as a Senior Talent Partner at Scede. Everyone I met during the interview process was incredible, making it an easy decision to choose Scede as the next step in my career. Eager to get started and meet more of the amazing team. #happymonday #newjob #talentaquisition

What does a day in games hiring actually look like? Games recruitment is a continuous cycle of problem-solving and partnership, from the first sourcing move through to the final contract offer. For Dan Shiel , it comes down to three things: 👉 Attraction & sourcing: Going beyond inbound applications to find hard-to-reach profiles through deep, strategic searching 👉 Feedback loop: Constant calibration with hiring managers, debriefing after every interview, pressure-testing criteria, and adjusting the search based on what candidates are sharing in real-time 👉 Handover: Managing the candidate experience end-to-end so nothing gets dropped on the way to the onboarding team 18 years in games means Dan can see a search going wrong before anyone else does → https://lnkd.in/ecyK8Jsi

Today I wrap up my project with Trustpilot - 4 months and 12 hires across Engineering and non-tech. What made this one stand out wasn't just the pace, it was the quality of the people. The TA and People team were sharp, collaborative, and made the work easier to do well. A big thank you to Jenna Nicholls for your trust in Scede and me throughout - the whole team made this one genuinely enjoyable. Excited for what's next with Scede.