Jenny Resnik

I was thinking about Kevin O'Leary's thoughts on "signal vs. noise," and it's incredibly relevant for those of us in the world of recruiting. The signal is the hard data that predicts a great hire. The noise is everything else - the distractions, vanity metrics, and subjective feelings that can lead us astray. For TA professionals, the difference is critical: --------------- Noise: 500+ applications for one open role. Signal: The pass-through rate of qualified candidates from your top sourcing channels. --------------- Noise: A hiring manager's vague "gut feeling" about a candidate. Signal: A candidate's performance data from a structured, skills-based interview. --------------- Noise: Focusing solely on a lightning-fast Time-to-Fill. Signal: Measuring the Quality of Hire at the 6-month and one-year marks. --------------- It's easy to get buried in the noise of resumes, requisitions, and scheduling. But the most strategic TA pros know how to cut through it. They focus on the signals that lead to building incredible, long-lasting teams and not just filling seats. This is how we move from a service function to a true strategic partner for the business.

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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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HR's Role in Workforce Planning as a Margin Lever in 2026 As many portcos head into 2026 planning, workforce strategy is becoming one of the most important levers for protecting margin while enabling accelerated growth. What I’m seeing across PE environments is clear. Headcount decisions can no longer be viewed as an annual budgeting exercise. They need to reflect how the business intends to create value next year. And HR has a meaningful role to play in that conversation; not as a cost center, but as a commercial partner. The organizations generating real leverage from workforce planning are doing three things well. First, they anchor talent decisions to the value creation thesis. Instead of starting with “what did we have last year,” they start with “what capabilities drive the 2026 EBITDA plan.” This shifts the dialogue from replacing bodies to deploying capacity where it moves the P&L. It surfaces roles that no longer create value and identifies capability gaps that will constrain growth. Second, they bring data-driven clarity to productivity, throughput, and cost. Labor is usually the largest controllable expense. HR can bring discipline by pairing operational metrics with workforce modeling. Overtime vs FTE tradeoffs. Span of control redesign. Throughput bottlenecks. Quality and safety indicators that drive rework and cost. This is where margin is protected before the year even starts. Third, they build scenario-based plans instead of static headcount charts. PE-backed businesses operate in volatility. Workforce plans should reflect that. HR can partner with operations and finance to model best-case growth, conservative demand, and stress-tested downside scenarios. This creates agility, reduces reactionary hiring, and strengthens cash discipline. When HR shows up this way, workforce planning becomes a value creation tool, not a budgeting ritual. As 2026 planning cycles kick off, this is the moment for HR to drive a more rigorous, forward-looking labor strategy that supports growth while protecting EBITDA.

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At Salesloft , we’re leaning into AI to eliminate manual work across revenue teams—and it’s sparking great conversations internally about how other functions can do the same. The evolution of talent acquisition is fascinating and AI is clearly reshaping how we hire. As someone who’s spent 25+ years recruiting across Fortune 500s, Private equity, VC-backed startups, and agency environments, I’ve seen firsthand how the role of technology continues to expand. AI offers clear benefits..especially in bringing scale and efficiency to the process: - Process more candidates without growing your team - Automate repetitive tasks like resume prioritization and scheduling - Improve response time and candidate experience - Potentially reduce bias when implemented thoughtfully But while I’m optimistic about the possibilities, I also want to share where I think we need to pause and protect the human element..particularly in the initial recruiter screen. This first conversation isn’t just about checking boxes. It’s where we read between the lines, build connection, and become strategic partners for both the candidate and the business: 1. We understand nuance—beyond keywords, into culture fit and leadership style 2. We explore adjacent fits that tech might miss 3. We act as brand ambassadors and relationship builders So while I’m all in on using AI to remove friction, speed up processes, and unlock capacity, I believe it enables, not replaces, what great recruiters do best. Let’s discuss—where do you see the sweet spot for AI in recruiting, and how do we make sure we keep the human in the loop? As a Talent Acquisition leader I would be remiss if I didn't give this message a call to action: please visit the Salesloft career page for insights on our company and current openings. #TalentAcquisition #Recruiting #Leadership

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If your performance reviews still sound like 'what went well / what to improve', they're not helping your business. We have quarterly check-ins and Talent Reviews. Better alignment, more meaningful conversations. But here’s the kicker: if managers aren’t trained to differentiate performance, then the cadence doesn’t matter. This quarter, we’re asking leaders: Are you rewarding high performance - or just attendance? Can you name who’s ready for a next step and who needs to pivot? Have you talked to your team about how growth actually works here? Your performance process doesn’t need to be fancy. But it does need to be real. Otherwise, you’re just filling out forms and hoping people stay. If you could change one thing about your performance process, what would it be?

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Managing freight costs and service levels isn’t just about reacting to the market—it’s about using data to stay ahead. Reporting as a Service (RaaS) from e2open transforms your TMS data into real-time insights, helping you pinpoint cost savings and improve service. Shippers using RaaS have seen 3% better on-time performance and 6% lower primary rates. Get the details in the datasheet: https://bit.ly/42bR5AH #MovingAsOne

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Hot take in this moment of market volatility: Now is exactly when talent strategy matters most. When the market gets uncertain, it's natural for companies to reassess almost EVERYTHING—including talent priorities. Here's what I keep coming back to: regardless of market conditions, the fundamentals don't change. The best talent still matters. The competition for exceptional people is still fierce. And your current employees still need investment, development, and a clear path forward. At ServiceNow, we're moving forward with intention—taking a strategic approach. Bill McDermott's commitment to remain our Chairman and CEO through 2030 sends a clear signal: we're building for the long term. And that commitment is backed by action—continued investment in both product innovation and our people. We're getting even more deliberate about competing for the best while simultaneously giving the people we already have the skills and support they need to thrive. Because talent strategies aren't something you optimize only when conditions are perfect—it's a competitive advantage you build consistently, through every cycle. The companies that come out stronger aren't the ones that treat talent as an afterthought during periods of fluctuation. They're the ones that stay disciplined, stay strategic, and keep building capability even—especially—when it requires conviction. The best is always worth competing for. 

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Org charts are breaking. Roles are dissolving. AI isn’t coming for your job, friends, it’s coming for your workflow. The future of work won’t be defined by titles. It will be defined by outcomes. That’s why when people ask what I do, I’ve typically said, it depends! But what I am is an operator. I work across systems, move through ambiguity, and focus on what gets the business where it needs to go. As AI agents begin to coordinate across tools and collapse the space between functions, we don’t primarily need more specialists. We need more operators. I’ll likely turn this into a blog post, but for now, here’s the question I’m sitting with:  If roles are fluid, and AI handles execution, what kind of leader does the system actually need?

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The whole GXO team was jazzed to pull together expert consultants and partners from GXO's tech and automation ecosystem for this packed day of consultation. Some of our big takeaways as a group: - AI has long-since left the "emerging technology" phase and, when effectively implemented, is having measurable impact as a force multiplier in the warehouse. - Automation continues to accelerate in impact, but like AI it has to be applied thoughtfully if it's going to deliver ROI. - Effective solution designs aren't just innovative, but responsive to the needs of a customer — and when they're done right, an implementation sings. - Be honest, be direct. Trust is the #1 factor that determines whether partnerships succeed.

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Alright, let's talk KPIs for recruiting and retention leaders—what metrics are we really looking at to know we're winning? It's easy to just focus on the final number of hires, but that doesn't tell the whole story. I've been thinking about what really moves the needle, and it comes down to measuring the entire funnel. To know if we're succeeding, we need to have regular access to our app data and hire data. So, what should be on our scorecard? Beyond just the hires, here are a few that stand out: 🔢Lead Contact Rate: How many leads are actually being contacted? We know from experience that it typically takes 3-5 contacts for a lead to become a full app. ☎️Recruiter Productivity: Let's be real, your recruiters are too valuable to spend all day on outbound cold calls. By using automated outreach tools and AI, you can keep them productive and focused on what truly matters: engaging with interested drivers and building those relationships.  🥅Goal Alignment: Are we hitting our target numbers for apps or hires? This keeps the entire team focused on the ultimate goal. It's all about moving from a reactive mindset to a data-driven strategy. By measuring these key points, we're not just filling seats; we're building a more efficient and effective recruiting machine. What’s one KPI that you find most valuable for your recruiting and retention efforts? #TruckingIndustry #DriverRecruiting #RecruitingKPIs #TalentManagement #FleetManagement #Logistics #DataDriven

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"RIP Recruiting," said Kevin Wheeler, and "HR as we know it is doomed," according to Josh Bersin in his latest podcast. ⏩⏩ Having been a panelist alongside Kevin Wheeler twice last year, once on Matt Alder's podcast and once with Hung Lee and Siadhal Magos on a webinar by Metaview, I found his insights truly enlightening. While we didn't always agree on everything, I wholeheartedly 💯 agree with the perspective Kevin presents in his recent article. I envision Talent Acquisition evolving into a Center of Excellence (COE) with significantly smaller teams, possibly one-third of the current size. This transformation will involve Human Product Owners and advanced recruiting processes automated by AI agents. It's not a question of if this shift will occur, but rather when. However, a crucial prerequisite for this evolution is establishing robust talent foundations, a challenge many startups and scaleups face today. Consider this scenario: when a Hiring Manager initiates a vacancy, the AI Agent should ideally extract skills from a competency dictionary or skill repository to draft the job description automatically. Yet, if the company lacks a defined skill repository or standardized leveling, where will the agent source this information? To pave the way for a future driven by AI, it is imperative to establish strong talent foundations today.

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Recruiting leaders👇What’s been one of your best strategies for scaling your team or function? 🎧 Listen in as Anders Sundquist and I dig into: 🧭 Talent strategy + execution when the business is moving fast 🤖 AI skill development & approach across the funnel 🌱 Culture and investing in your team for the long game 🤝 Building stakeholder trust and strong working relationships 📊 Data-driven recruiting that actually informs decisions & shapes strategy If you’re leading or scaling a TA function, this one’s for you. https://lnkd.in/e-8RzdVj

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