Josh Pelham

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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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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Recruiters: automate your sourcing with ZoomInfo Talent’s Saved Searches. Build your search once (role + similar titles + location + target companies), then layer on signals like Likely to Listen or Scoops like layoffs, M&A, exec moves, relocations. Save and subscribe to daily/weekly email alerts when new talent enters the criteria. Jump back to any Saved Search to act fast with verified contact data. Allie Obanion walks you through how to quickly and easily set up a saved search. Learn more about ZoomInfo Talent here: https://bit.ly/4j9isU1

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We don’t start searches with a JD. We start with a system. Inside VU Talent, every hire starts in our stack: Headcount + runway in a live model (Notion + Airtable) Comp benchmarks pulled in real-time from Levels.fyi + Crunchbase Signal-based sourcing via Clay triggers (funding, launches, leadership moves) Evaluation + onboarding run async with scorecards + AI tagging from Granola This is why founders plug us in before their first or next hire — the system keeps running long after the role is filled. It’s modular. It’s embedded. And it works at the pace of a startup. If your talent team isn’t running like this, you’re bleeding runway.

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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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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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AI is transforming recruiting, but it won’t fix poor candidate experience. You can automate emails, screen faster, and run smarter outreach. But if you ghost candidates, make them jump through hoops, or delay decisions for weeks… That’s not AI’s fault. That’s a people problem. ✅ Use tech to enhance humanity, not replace it. #Recruiting #CandidateExperience #Synergis https://hubs.li/Q03DfV920

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Last month, Brandon Jeffs hit the floor at HR Tech in Las Vegas to ask recruiting leaders how their process has evolved. Hear what metrics TA teams value in 2025, how they balance speed vs quality, and how Gem has helped cut the requisition process in half.

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😵‍💫 What keeps you up at night? 🧱 For many HR leaders, it’s uncertainty about pay. “You wouldn’t build a house without a solid foundation. So why build a compensation strategy without strong salary data?” – Lexi Clarke, Chief People Officer at Payscale Comp decisions rest on one thing: the data. Without it, pay transparency cracks. Manager conversations crumble. And trust? It never fully settles. Strong data builds stronger strategies. And stronger strategies? They help your people—and you—sleep easier.

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𝗟𝗼𝘀 𝗔𝗻𝗴𝗲𝗹𝗲𝘀 𝗶𝘀 𝗵𝗼𝘀𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗙𝗜𝗙𝗔 𝗪𝗼𝗿𝗹𝗱 𝗖𝘂𝗽 (2026), 𝗦𝘂𝗽𝗲𝗿 𝗕𝗼𝘄𝗹 𝗟𝗫𝗜 (2027), 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗟𝗔28 𝗢𝗹𝘆𝗺𝗽𝗶𝗰𝘀 𝗯𝗮𝗰𝗸-𝘁𝗼-𝗯𝗮𝗰𝗸. This is a once-in-a-generation opportunity for SoCal hospitality. Or a once-in-a-generation staffing headache waiting to happen... Many operators want to wait and see how things develop. From what I’m seeing, starting to hire just six months before kickoff won’t cut it. And hiring is generally taking more time than it used to. The competition isn’t just the restaurant down the street. Hotels, event venues, and global brands will all be going after the same talent pool. The time to start building your leadership team is NOW. Here are a few reasons why: 1️⃣ 𝗔-𝗣𝗹𝗮𝘆𝗲𝗿𝘀 𝘂𝘀𝘂𝗮𝗹𝗹𝘆 𝗴𝗲𝘁 𝘀𝗻𝗮𝗽𝗽𝗲𝗱 𝘂𝗽 𝗲𝗮𝗿𝗹𝘆. While some operators hold off, the ones who move fast are already locking in solid GMs and Chefs before the market heats up. Wait too long, and you're stuck with what’s left. 2️⃣ 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗻𝗲𝗲𝗱 𝗿𝘂𝗻𝘄𝗮𝘆. Someone hired today has time to learn your systems, shape your culture, and actually lead. Waiting until the frenzy hits means hiring warm bodies just trying to stay afloat. 3️⃣ 𝗧𝗵𝗲 𝗽𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝘄𝗮𝗿 𝗶𝘀 𝗰𝗼𝗺𝗶𝗻𝗴. Your top leaders will be targeted hard. Competitors will throw serious money at them. Retention plans aren’t optional anymore. They’re basic survival. 4️⃣ 𝗘𝗺𝗽𝘁𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝗲𝗮𝘁𝘀 𝗸𝗶𝗹𝗹 𝗿𝗲𝘃𝗲𝗻𝘂𝗲. Even one open seat during peak times causes burnout, bad guest experiences, and lost sales. Those guests won’t come back, and they’ll tell others why. This isn’t just about filling roles. It’s about having a plan to protect your business. We’ve already started helping partners shore up their teams with the coming events top of mind. 𝘼𝙧𝙚 𝙮𝙤𝙪 𝙩𝙖𝙠𝙞𝙣𝙜 𝙨𝙩𝙚𝙥𝙨 𝙩𝙤 𝙗𝙪𝙞𝙡𝙙 𝙮𝙤𝙪𝙧 𝙩𝙚𝙖𝙢, 𝙤𝙧 𝙝𝙤𝙥𝙞𝙣𝙜 𝙞𝙩 𝙖𝙡𝙡 𝙛𝙖𝙡𝙡𝙨 𝙞𝙣𝙩𝙤 𝙥𝙡𝙖𝙘𝙚? 🔔 Tap the bell to get notified of future posts.   𝗙𝗼𝗹𝗹𝗼𝘄 / 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 to join my network. EHS Recruiting Company - Southern California

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Onboarding is broken. Here’s the reality HR leaders face: 🔹 40+ tasks for every new hire 🔹 Only 12% of employees are satisfied with onboarding 🔹 Companies with smooth onboarding see 50%+ higher retention Now, for the first time in Paycor: background screening is built into onboarding. That means: ✅ No system hopping ✅ Fewer errors ✅ Day one = a running start Our decade-long partnership with Paycor made this possible. And HR leaders are already calling it the fastest hiring tool they’ve ever used. 👉 See how it works and why it’s changing onboarding: https://hubs.li/Q03DCT-P0

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