Anushree Dasgupta

Recruiting is changing, and fast. But it’s not something to fear. It’s something to use. Amit Babbar, Sr. Director of Talent Acquisition at Roblox, shares why the most successful TA professionals will be the ones who embrace the tools, not avoid them. Learn. Adapt. Stay relevant. The future of hiring has already begun. #SuccessSparks

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Recruiting in 2026: What’s Next? 2025 reshaped recruiting with AI, skills-based hiring, and rising candidate expectations. As we head into 2026, trends like quiet hiring, deeper skills assessments, and human-centric recruiting will define success. But challenges, like fake candidates and skyrocketing benefit costs, are on the horizon. Want to stay ahead? Check out our latest insights on how to hire smarter in 2026 #recruiting #recruitingtrends #recruitingin2026 #kmarecruiting #hrtrends #talentstrategy #kmahr #weknowtalent https://lnkd.in/g7mw2jJc

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What We Learned from Recent Hiring for Bay Area Startups As we’ve been hiring for engineering, product, and sales roles across several Bay Area startups, here are some key lessons we’ve learned along the way: Cultural Alignment is Key: The best candidates aren’t just skilled, they’re a great fit for the company’s culture and vision. It’s all about finding people who genuinely resonate with the mission. Flexibility is Invaluable: In fast-paced startup environments, candidates who are adaptable and can juggle multiple roles or responsibilities are highly sought after. Collaboration Over Hierarchy: Startups value team players who thrive in collaborative, flat-structure environments. It’s all about strong communication and being hands-on. Excited to continue helping startups build great teams and scale effectively! #BayAreaStartups #HiringInsights #TechRecruiting #RamRakRecruiting

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The top 10 Talent Acquisition plays of 2025 (based on conversations with 75 leading TA operators) Most of the gains this year didn’t come from shiny new tools. They came from executing fundamentals with real rigor. Here’s what moved the needle 👇 1. Persona-based candidate messaging Teams that interviewed real employees and built messaging around actual motivations consistently outperformed generic outreach. 2. Email sequencing (done properly) Not “send one nice message and hope.” Structured, multi-touch sequences that compound over time. 3. Firmographic market mapping Using tools like Dealroom or Crunchbase to understand who you’re really hiring from before sourcing even starts. 4. Centralised messaging + A/B testing High-performing team leads provided frameworks, tested messages, and scaled what worked. 5. Recruiter battle cards Prepared responses for common objections, grounded in real value propositions. 6. Candidate experience as a competitive advantage Forward-looking, thoughtful feedback that creates goodwill, even for candidates you reject. 7. AI as a multiplier, not a role replacer AI taking admin, triage, and prep work, recruiters focusing on judgment and relationships. 8. Systemised AI use across teams Not “everyone experimenting in isolation,” but shared workflows, prompts, and standards. 9. Sourcing as a strategic intelligence function. Top teams treat sourcing as a way to gather market data, signal shifts, and inform strategy. 10. Hiring like a GTM motion Clear ICPs. Tiered effort. Measurable funnels. TA borrowing discipline from sales and marketing. The pattern? Nothing here is magic. It’s about systems, clarity, and execution quality. 2026 won’t reward teams that do more. It’ll reward teams that do the right things, consistently. Which ones have you experimented with?

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AI is becoming table stakes in recruiting — sourcing, screening, scheduling, matching. But speed isn’t the problem hiring teams are trying to solve right now. Quality, consistency, and regret are. When AI is introduced without clear role definition, decision criteria, and leadership accountability, it amplifies noise instead of reducing it. Technology doesn’t fix unclear thinking. It exposes it. The organizations that will win aren’t those that automate hiring the most — they’re the ones that combine AI efficiency with human accountability, clarity, and intent. Speed gets attention. Judgment builds teams that last.

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The best TA leaders I meet all share one trait. They know how to sell. Not in the sense of selling a product. But in the sense of selling a vision. They sell to candidates - why this role matters, why this culture is different. They sell to hiring managers - why the process has to change, and why focusing on quality over pure volume is a non-negotiable. They sell to the board - why talent is the lever that drives growth. Recruiting has always been about people. But the very best know it’s also about persuasion. As AI automates more of the admin in hiring, this human skill - storytelling, influence and advocacy - only becomes more valuable. TA leaders who can combine data + persuasion will set the standard. #TalentLeadership #Recruitment #FutureOfTA

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Still juggling too many recruiting vendors and getting too few hires? If you lead Talent Acquisition at a large org, chances are you’ve got: - Multiple agency relationships - Pressure to deliver fast, high-quality hires - A dashboard full of vendor data with no clear story And yet hiring still feels slow, inconsistent, and reactive. This piece breaks down what high-performing recruiting partners actually do differently. And how to tell if yours are adding value or just resumes. If adding more vendors isn’t solving the problem, this article is worth a full read. 🔗 https://lnkd.in/e8icYpgV  #hiring #talentacquisition #hiringnow #recruitment

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Hiring feels harder than it used to for a lot of TA teams. Application volumes are higher, teams are leaner, and it’s getting harder to find real signal without spending hours sifting through noise. At the same time, expectations around speed and experience keep rising on both sides of the process. There’s also a growing trust gap in hiring. Teams are more cautious about what they’re seeing at the top of the funnel, and candidates are navigating a much noisier market than they were a few years ago. This post breaks down what’s actually changed, and where teams are starting to see things work better in practice. 👉 Read the full blog: https://lnkd.in/dM9EeB89

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CNBC recently reported that there may be millions of “ghost jobs,” based on the 2.2M gap between job openings and hires. The gap is real (it's based on BLS data), but the interpretation is up for debate. They cite analysis from "My Perfect Resume", and they draw the conclusion that ANY gap represents a "ghost job". Some other considerations: 1. They measure openings and hires at different times. If a company posts a job in September, makes the hire in November, and the new hire starts in December, we have 3 openings but 1 hire. In other words, even if 100% of jobs that were posted were filled, we would see a discrepancy unless every role is filled (with butt in seat) in the same month it was posted. 2. The longer it takes to fill a role, the greater this gap will appear to be. Roles are taking longer to fill - I know that doesn't seem intuitive in this market, but the reality is that those who are looking for work may not align well with the roles companies are trying to hire in terms of skills, location, etc. Layer on top of that, that companies are hiring fewer people and being more selective. They would rather hold out 4 months for the right person than take a risk on a stretch hire in 2 months. This means openings are being counted for many months before a hire is recorded. 3. Openings are self-reported by companies, and most economists say it's the least reliable metric in the JOLTS report. There IS a definition, but it's kind of fuzzy and there's no audit. There's not necessarily a posting that would represent a "fake job" to an applicant. Let's just consider jobs posted on LinkedIn: we see 3.8M jobs posted in the US. Not all employers post here, but about ~75% of recruiters use LinkedIn so this might suggest a total of ~5M job postings. If 30% of all job postings were truly fake, we’d expect to see far fewer than ~5M hires per month happening in the labor market. None of this changes the fact that: - people in certain fields are really struggling in this job market - that there's real misalignment between what jobs openings and the skills, interests, and locations of the workforce - that many people are underemployed - that many companies are unrealistic in the bar they're holding - that many companies have crappy hiring processes. - that many companies But none of that means that employers are intentionally posting fake jobs en masse. I think that nuance is important. I think it impacts how people approach their job search. If you believe every company is out to get you and 30% of jobs are fake, you may engage in an adversarial way or try to "game the system" (with mass appliers, fake resumes, etc.). If you believe companies are hiring in good faith but being extremely picky, you're more likely to be thoughtful about what jobs you apply for, take steps to stand out, and show up as the best possible candidate. And one of those strategies leads to much better results for applicants than the other.

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🚨 TA Leaders: It’s time to meet talent where they are. 🚨 If your employer brand isn’t showing up on TikTok, Instagram, or Snapchat… you might be missing out on your next great hire. 📱👀 Today’s candidates—especially early career—aren’t just reading job descriptions. They’re watching “day in the life” videos, scrolling memes, and looking for authentic employee voices. 🎥💬 ✅ 73% of grads say they’re more likely to apply after seeing employer content online. ✅ Candidates who engage with brand content move faster, respond more, and accept more offers. ✅ Real stories from real employees > polished CEO videos. The new playbook? 🎯 Modular, authentic, employee-driven content 🎯 Multi-channel strategy (yes, even Spotify and Weather.com) 🎯 Tracking the entire candidate journey—not just clicks Let’s stop thinking of employer branding as a “nice to have.” It’s a strategic lever for recruitment ROI. 💡📈 💬 Curious how your team is activating employee voices across social? Drop a comment or DM—always up for sharing ideas. TalentAcquisition #EmployerBranding #RecruitmentMarketing #GenZHiring #HRStrategy #SocialRecruiting #EmployeeExperience #FutureOfWork Would you like help tailoring this further for a specific audience or campaign?

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You're debating whether to use AI for recruiting while your competitors already hired your best candidate with it. 58% of TA leaders call AI a game-changer for hiring, but most teams are stuck in the "sounds awesome" phase without real implementation. Where does your team fall on the AI adoption spectrum? → AI-resistant: Skeptical of any automation → AI-curious: Experimenting with basic tools → AI-enabled: Using multiple AI solutions → AI-first: Building comprehensive strategies around AI In our latest blog, we spoke with recruiting leaders from Dinaaz Tawileh from Airbnb, Jeremy A. Lyons from RecOps Collective, and Michael Adair from Growth by Design Talent to uncover what it really takes to go from AI-resistant or curious to AI-first. Here's what they shared: 💎 A concrete 3-step roadmap for any TA team looking to begin their AI journey 💎 Reality checks on the top 4 AI concerns your team probably has right now 💎 How to measure and communicate the ROI of AI to executive leadership 💎 Why teams that wait to adopt AI will soon lose the talent race entirely "The end state where we are all looking to get to is talking to more humans, talking to more candidates" - Michael Adair, Managing partner at Growth by Design Talent Ready to move from 'AI-curious' to 'AI-first'? Read the full post: https://lnkd.in/e3afqijn

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I've been playing around with the new Metaview sourcing tool (lucky us for early access!). Some initial thoughts: It really quickly can solve for "time to final brief" by providing recruiters and hiring teams with benchmark candidates within minutes. This really CANNOT be understated how valuable this is. It will save teams hundreds of hours a year reviewing irrelevant applications, speaking to incorrect candidates and improve quality of hire. In its current state it's not going to be most recruiter's go to sourcing tool based on the number of jumps you have to make to get the message out, but you can see where the roadmap is going and how fast it's iterating so I have no doubt in a year we'll be working with a very different product. In its first iteration, it's already adding a lot of value. Look forward to seeing what's next!

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Great insights from Gem‘s new Recruiting Benchmark Report👇🏻 ⓵ Hiring Processes Are Becoming More Selective - Interviews per hire increased by 33%. The report notes this is primarily driven by technical roles, but from my experience, Go-To-Market (GTM) roles are just as selective. Our passthrough rate at the TA interview stage is only 20–30%. These roles are critical for any SaaS organisation, so finding the best possible talent is non-negotiable. ⓶ Sourcing Remains One of the Most Effective Hiring Channels - Sourced candidates are ~8x more likely to be hired. This makes sense — sourcing lets us target the exact profiles needed for the team, rather than waiting for them to emerge in the inbound pipeline. Most TA teams also maintain warm talent pools over time, ready to activate the moment a role opens. Stay tuned for more insights from the report later this week! #TalentAcquisition #Recruiting #HiringTrends #GTMHiring #SaaS #Sourcing #RecruitmentInsights #HRAnalytics #GemBenchmark

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My top 3 HR tech tools in 2025—and why they truly matter The HR tech landscape has grown rapidly—over 300 new platforms launched just in the past year. Amidst the noise, a few tools are genuinely helping us work smarter and lead with empathy at scale. After testing and rolling out various solutions across our global teams, here are three standouts that are making a real difference: 📊 Pave – Their AI-driven compensation benchmarking helps us stay aligned with live market data. We closed long-standing global pay equity gaps—and saw offer rejections drop by 23% by making more informed, equitable offers. 📚 Learnerbly – A beautifully curated learning experience tailored to each individual’s role, goals, and feedback. Engagement tripled. More importantly, it sparked a peer-to-peer learning culture we hadn’t even anticipated. 📝 Lattice – With continuous feedback and goal tracking, performance conversations are now more grounded and less stressful. Managers are spending 40% less time on reviews—and employees report a 52% increase in satisfaction with the process. The takeaway? Great HR tech doesn’t replace human connection—it empowers it. By reducing noise, surfacing insights, and enabling personalization, these tools help us lead with intention. Technology is never the strategy. But it can be a powerful amplifier of your unique people philosophy. What tools have changed the way your team works this year? #HRTech #PeopleFirst #DigitalHR #LeadershipTools #WorkplaceInnovation #TalentManagement

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