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At Joveo, our mission is to make talent attraction more effective and efficient with AI…
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Kshitij (KJ) Jain reposted thisKshitij (KJ) Jain reposted thisExcited to join the “Beyond the Hype: Solving Staffing’s Biggest Problems with AI” session at SIA’s 2026 Executive Forum North America. Alongside an incredible group of industry leaders, we’ll move past the buzzwords and focus on how AI is being applied in practical, real-world ways to drive more placements and revenue. Executive Forum is the premier event for owners, CEOs, and senior leaders across the staffing and workforce solutions ecosystem. If you’re focused on what actually works, this is a conversation you won’t want to miss. Register here: www.siexecutiveforum.com #ExecForum Staffing Industry Analysts Jennifer F. (Knippenberg) Smith Tom Fetters Erin Bogdanovich
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Kshitij (KJ) Jain posted thisA tale of two labor markets… If you lead talent acquisition or recruitment marketing, you probably experienced two hiring realities at once this past year. Some roles attracted more applicants than your team could realistically screen. Others stayed stubbornly hard to fill, even with sustained spend and effort. Yet most benchmarks still describe the labor market as if it moves in one direction, at one speed, for everyone. That makes it difficult to translate macro headlines into decisions that fit your hiring context. We've covered the two hiring realities in our 2026 recruiting benchmarks report. Would love to hear your thoughts. https://lnkd.in/ePHM4Mj7
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Kshitij (KJ) Jain posted thisRecruiting works best when the right candidates see the right jobs at the right time, and have a frictionless journey to getting hired. By partnering with Workday, we’re bringing Joveo recruitment marketing capabilities into the systems enterprise talent teams use every day, so they can reach qualified job seekers, deliver more hires, and make faster, smarter decisions across the talent funnel. Here is the full article: ordnl.link/fv8Cd1r
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Kshitij (KJ) Jain posted thisOne of the most misleading metrics in recruiting today is “cost per qualified applicant.” Sounds smart. But it often tells you very little about your actual hiring efficiency. Let’s break that down: A typical recruiting funnel goes like this: Impressions → Clicks → Applications → Shortlists → Hires. A few years ago, the volume of applications was the problem. Today, it’s “quality.” Job boards and AI have made applying easier than ever: candidates can now apply to hundreds of jobs with a few clicks. Even more so, all applications now look like a great fit: Around half to two-thirds of job seekers use AI to embellish their applications. So yes, application counts have exploded… but the number of real candidates in the market hasn’t. Recruiters are buried under a mountain of noise, trying to find a few truly qualified candidates in a pile of “easy applies.” That’s how we got here. To measure efficiency, the industry evolved: From cost per posting to cost per click, then cost per applicant. And finally… cost per qualified applicant. It sounds like progress. But the problem lies in the definition of “qualified.” Many job distribution platforms call an applicant “qualified” simply because they’re relevant, say, located within 20 miles of the job location. That’s not qualification. That’s geographical relevance. Quality and Relevance are not the same! A qualified applicant is someone who passes screening or makes it to a shortlist. That’s where the real signal lies. If we’re talking about true hiring efficiency, ultimately the best metrics are related to “hires.” (Sure, there's a case for retention and employee lifetime value, but that’s a topic for another post.) However, that data comes much later. That said, metrics related to “screened candidates” or “shortlisted applicants” have a direct correlation to “hire” metrics. So “cost per screened candidate” and “cost per shortlisted applicant” are great leading indicators. That’s how you measure impact. So next time you see “qualified applicants” in a report – pause. Ask what that really means. Is it aligned with your definition of quality? Or is it just someone else’s version of relevance dressed up as quality?
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Kshitij (KJ) Jain posted thisTA leaders are being pushed to adopt AI, do more with less, and constantly fight for budget. It’s difficult to make the case for investment in a new AI solution or additional recruitment marketing spend. Solution providers are falling short: they are not equipping TA with the insights needed to craft persuasive narratives, to share within their orgs. This is one of my learnings from recent conferences. We need to empower TA leaders to tell compelling stories. The hard truth is TA is often viewed as a cost center. Very few TA leaders enjoy the organizational clout that sales and marketing leaders do, primarily because those functions speak the universal language of revenue. The absence of this persuasive narrative is what’s holding TA back from the influence it deserves. The pivot is simple, but not easy: Transform your data into a compelling, stakeholder-specific narrative. Storytelling is the single most critical tool for influencing your CHRO, your CFO, and your CEO. We need to start telling the story of why great talent is a core competitive advantage. We must make the case for why an investment in AI tools, candidate experience, and recruitment marketing is not just a cost, but an insurance policy against falling behind the competition. The good news? Storytelling is not that hard either. Ask your partners and teams to equip you with the insights you need. This will enable you to: - Unlock dollars. Tell a people-to-profit story. Articulate the ROI of recruitment marketing, candidate experience, and technology investment in those terms. - Influence compensation. Tell the story of labor market competition, talent scarcity, and competitive compensation. - Gain a seat at the AI council table. Provide the context needed to vet vendors and allocate resources. Our community is filled with incredibly talented and passionate leaders. We just need to arm ourselves with the right storytelling tools, insights, and language.
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Kshitij (KJ) Jain posted thisFor years, we’ve optimized job descriptions for search engines. Now, we’re being judged by AI. The old playbook for SEO for employer branding was simple: make sure your jobs have the right keywords and backlinks pointing back to them. This would help jobs surface higher in Google search or Google for Jobs. It was ALL about your content. But with Large Language Models like ChatGPT and Gemini, the game has changed for every TA leader. AI doesn't just surface a list of links. It *builds* an answer a holistic and deeply-researched impression of your company as an employer, from signals pulled from every corner of the internet. This is the scary part: every piece of your online footprint is now fuel for the AI engine. This means your career site is being cross-checked against your Glassdoor reviews. Your job descriptions are being weighed against Reddit threads and discussions on Quora. AI is pulling from mentions on Medium, Wikipedia, and every credible backlink tied to your brand. Candidates won't just see what you want them to see. They will get the full, unvarnished picture of what AI can find about you, everywhere. In other words, AI now sits front and center, shaping the first impression a candidate gets. In this new reality, user-generated content is king. The reputation of the sources talking about you matters as much as the content you publish yourself. The core fundamentals of employer brand have never been more disrupted. It’s rapidly becoming your most critical recruiting currency. You need to start taking action. Here’s where to start: 1. Audit Your Career Site for Structured Data and GEO Readiness. Can AI easily extract specific data like compensation ranges, benefits, and required skills? Is your career site being cited in AI answers across LLMs? Conduct a Generative Engine Optimization (GEO) audit to find out. 2. Actively Manage Your Online Reputation. Glassdoor, Indeed, LinkedIn, Reddit, they are all the sources AI learns from. Ignoring them is no longer an option. 3. Publish Authentically. AI trusts and quotes user-generated, in-depth, and conversational content. Use platforms like LinkedIn, Medium, Reddit, and YouTube to share genuine, long-form stories about your culture. 4. Monitor LLM Responses. Ask the hard question: "Is <your company> a good place to work?" in ChatGPT, Gemini, Perplexity, etc. If the AI-generated answer doesn't make you proud, you have work to do. Every piece of your employer brand is now an investment in your future talent pipeline. Let's not wait for the market to force our hand. The time to act is now.
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Kshitij (KJ) Jain shared thisCindy Songné is one of the rare people in the vendor/partner ecosystem that started her career as a recruiter.Kshitij (KJ) Jain shared thisRecruiting isn’t a one-and-done process – it’s a way of life. That’s what Cindy Songné is bringing to RecFest USA 2025 this week. Her top pick? The “Evolution Revolution” session with Deb Andrychuk and Joe Shaker Jr, exploring how talent acquisition continues to transform. (Unplugged Stage, 1:30-2:00, 15 Oct!) For Cindy, great recruiting is visceral – it’s about staying curious, constantly building connections, and always hunting for that next great fit, both for the role and the organization. And if there was a karaoke moment? She’d choose “Friends in Low Places.” 🎶 Because recruiting is about real people, real stories, and a little bit of fun along the way. See you at RecFest tomorrow! Be sure to stop by booth RF4 to meet Team Joveo! Kshitij (KJ) Jain Doug Shonrock Shehzad Karkhanawala Ashlie Collins Brendan Macomber Jennifer F. (Knippenberg) Smith Cindy Songné Yazad Dalal Yelena Cooke #RecFestUSA #TalentAcquisition #RecruitmentMarketing #AIinRecruiting #Automation #TeamJoveo #Joveo
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Kshitij (KJ) Jain shared thisNeon Fund 2 invested in Astra Security in early 2023 when they were at $1M ARR. Since then Astra has grown to $5M ARR with $1M PAT. The unique thing about Astra is they have $5M+ of free cash flows sitting in their bank. The company aims to cross $10M ARR in the next 12 months. Siddhartha Ahluwalia, Founder & Managing Partner at Neon recorded podcast with founder Shikhil Sharma https://lnkd.in/e_H_yuHHKshitij (KJ) Jain shared thisAstra Security has grown to 5X in revenue with being PAT positive since our investment in 2023. Shikhil and Ananda have seen the journey from being product first founders to distribution first founders. With founders leading the performance marketing, Astra's organic and performance marketing game is second to none. All this while building the momentum toward the $10M ARR 🙌 Here Shikhil and I discuss: 1. Why product clarity and founder led storytelling outperform cold outreach 2. Pricing transparency as a trust accelerator and its impact on sales cycles 3. Long tail education that pulls in high intent enterprise buyers 4. Continuous pentesting across web apps APIs+cloud w/ AI assisted validation 5. Building with smaller high quality teams that ship faster and learn quicker 6. What meaningful security outcomes look like and how Astra measures them 7. Common mistakes when selling security to mid market/ Enterprise 8. How to compound distribution 9. Preparing for a world where discovery moves from browsers to AI agents Don't miss this one! https://lnkd.in/gMRtv4xX Cant resist telling how proud we are to be the early backers for two of the top ten cybersecurity companies from India! Astra Security and CloudSEK 🔥
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Kshitij (KJ) Jain shared thisWhen I joined Indeed, I reported to Chris Hyams, who at the time was leading teams across product, technology, and marketing. His words stuck with me: as an organization grows, the CEO must keep unlearning and learning. When the company has 15 people, you know everyone by name. You share meals, you share friendships… By the time you’re at 75 or 100 employees, you still recognize faces, perhaps know most of the names. But once you grow beyond that, you suddenly realize… you don’t even know everyone anymore. You definitely can’t shape culture just by showing up and being yourself. I’ll admit, I thought I could keep the same impact simply by leading in my own style. But as my company scaled, I had to accept that leadership doesn’t scale on personality alone. Building culture intentionally means surrounding oneself with like-minded players who would automatically align in terms of “how” things are done. It means making the effort to constantly talk to key players across all levels of the organization. People who may not get exposure to you… It means talking to interns (the people getting the least amount of exposure) as they disseminate what they see. It means having the ability to cut across hierarchy, and talk to people all the time! Not just to solve immediate problems, but to show them how we think, how we work, and how decisions are made. That’s how people get to see you as a culture bearer. It’s not rocket science. It’s common sense. But it took me unlearning old instincts and learning new ones. Unlearning “working with everybody all the time,” and learning “how to be a pollinator.” The takeaway: Don’t assume your impact will scale with your company. It won’t. You have to put in deliberate effort, surround yourself with like-minded people, shape culture with intention, and show up at every level of the organization.
Kshitij (KJ) Jain commented on a post
3w
Garrett Friedman all the best for the new venture. If there is anyway I can help, I will be a call away.
Kshitij (KJ) Jain commented on a post
1mo
Apt and you indeed got pulse of the category.
No other category defines emotion as a reason to buy jewelry sans gold.
Kshitij (KJ) Jain commented on a post
2mo
A very timely share Angela. This is both important and urgent for healthcare systems / hospitals. That said, one can have a good GEO at a company level which is not the same as that for your career site.
Two interesting facts:
1. Nearly 60% of Google searches end without a click, with AI summarizing results.
2. Traditional search volume is expected to fall 25% by 2026 due to AI adoption
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Kshitij (KJ) Jain reacted on thisKshitij (KJ) Jain reacted on thisHealing Partners is happy to announce a new career site for all our potential future employees! We've optimized our career site to make applying and joining our team even easier! We've brought in Althea, our new AI Chat Bot, to help applicants, added Provider-Specific content, and made our jobs more accessible! Check out the new career site here: https://lnkd.in/eVkDs2ad
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Kshitij (KJ) Jain liked thisKshitij (KJ) Jain liked thisWhat friendly VC's and close allies told me about building for IT teams, why I walked from more funding/acquisition offer$ and how ITSM will change for the next era beyond what incumbents like Workday and Salesforce are proposing to do :)
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Kshitij (KJ) Jain liked thisKshitij (KJ) Jain liked thisLast week marked the completion of my consulting engagement with Relfor Labs Pvt. Ltd. Thankful to Deepak Nathani and the entire team - especially Raj Nathani and Dnyaneshwar Garudkar for the trust, collaboration, and the opportunity to explore AI initiatives and product ideas together. Wishing everyone the very best for the journey ahead 🙏 PS: Also learned that Deepak's selfie skills are way better than mine 😄
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Kshitij (KJ) Jain liked thisKshitij (KJ) Jain liked thisThat’s a wrap on American Society for Healthcare Human Resources Administration (ASHHRA) 2026 in Savannah! Thank you to everyone who stopped by our booth. We loved connecting with such an engaged and forward-thinking healthcare HR community. From insightful sessions to meaningful conversations, this year’s event delivered it all. If we didn’t get a chance to connect (or you want to continue the conversation), please reach out! We’d love to stay in touch. 😄 Jennifer Henley, PHR and SHRM-CP Paul Kottenstette Jr Matt Adam Mark Anderson #ASHHRA26 #NASrecruitment #HealthcareHiring
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Kshitij (KJ) Jain liked thisKshitij (KJ) Jain liked thisVelocity. That is the single word that defines Day 1 of SHRM Tech 2026 at the Jio Convention Centre, Mumbai. My key takeaways from the Day 1: 1. AI is no longer a feature; it’s the operating system. Almost every booth had an "AI-first" narrative, but the differentiation is now in the application. 2. Agentic AI is moving from the lab to the mainstream. We are witnessing the shift from static tools to agents that act. 3. The "Frontier" is clear: The most crowded, high-stakes, and immediate value-add in the HR agentic journey? Sourcing, Screening, and Interviewing. This is where the ROI is most tangible, and it’s where the industry is doubling down. 4. Fluency is the new currency: AI literacy is no longer a "nice to have." It is now the primary pitch for every credible vendor in the space. Beyond the tech, the real energy was in the conversations. It was fantastic catching up with my ex-colleagues Pooja Krishnan and Namrata Desai at the HireRight booth. I also had a great exchange with industry veteran Ashish Gakrey —a force behind the HR Shapers and capped off the day by attending an incredibly insightful panel on “Connected Intelligence in Action: Agentic AI Redefining Enterprise Performance.” A massive thank you to Harjeet Khanduja for a brilliant session, and to fellow panelists Sunil Jose from Workday, Richard Rekhy from Grant Thornton Bharat LLP and Puneet Rajput from Piramal Pharma Ltd for the deep dive. Briefly connected with Manjunath Reddy from Radancy and bumped into an ex-Monster colleague of our Founder & CEO Kshitij (KJ) Jain —it’s a small world in the HR tech circuit! The pace of change is exhilarating. At Joveo, we aren't just observing the future of work—we are actively architecting it. I attend these forums to gauge the pulse of the industry and refine how we, as HR leaders, can pivot to orchestrating complex talent outcomes through agentic AI. The paradigm shift is clear: the future belongs to those who build value, not just process. #SHRMTech2026 #HRTech #AgenticAI #FutureOfWork #Joveo #HumanResources #Leadership #Networking
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Kshitij (KJ) Jain liked thisI’m truly excited to join WhiteCrow Research as President – India & Head of Growth, Asia. Over the years, my journey across recruitment, recruitment technology, SaaS, enterprise sales, and business transformation has given me the chance to work across markets in Asia Pacific, the Middle East, and North America, and to see firsthand how much can be achieved when great people, strong execution, and technology come together. WhiteCrow has built a strong reputation for thoughtful research, trusted talent solutions, and a global outlook. What stands out to me most is the opportunity to work with a diverse team, help drive meaningful business growth, and continue building an offering that blends human intelligence with technology to create real value for customers around the world. Big thanks to Prems Srampical Swyta Bahuguna Mark Swain Jamie Allan and the extended leadership team for this opportunity. I’m looking forward to this next chapter and to contributing to WhiteCrow’s continued growth journey.Kshitij (KJ) Jain liked thisWhiteCrow Research Appoints Tarun Vohra as President – India Operations and Head of Growth, Asia. We are delighted to announce the appointment of Tarun Vohra as President – India Operations and Head of Growth, Asia. Based out of our Mumbai Global Capability Centre, Tarun will lead WhiteCrow’s India operations while spearheading growth initiatives across Asia, with a strong focus on operational efficiency, client outcomes, and AI-driven innovation. Tarun brings close to two decades of experience spanning recruitment, recruitment technology, SaaS, enterprise sales, and business transformation across Asia Pacific, the Middle East, and North America. Throughout his career, he has played a pivotal role in scaling businesses, building high-performing commercial teams, and driving digital transformation within the human capital and recruitment industries. Most recently, Tarun was part of the leadership team at Cygnify, contributing to go-to-market strategy, AI automation, and early-stage growth initiatives. Prior to Cygnify, Tarun spent nearly six years with Radancy (formerly TMP Worldwide) as Regional Vice President based in Singapore, where he held P&L responsibility across APAC and led the company’s transformation from a traditional media-led recruitment business into a SaaS-first talent technology organisation. In his new role at WhiteCrow, Tarun will focus on driving sales, innovation, and accelerating the adoption of AI-enabled tools and workflows across the organisation. By streamlining processes across inside sales and delivery functions, he will help create a more agile, efficient, and client-centric operating model, enabling our teams to deliver even greater value to clients. “Tarun’s leadership experience, global perspective, and deep understanding of recruitment and recruitment technology make him an exceptional addition to WhiteCrow,” said Prems Srampical, CEO, WhiteCrow Research. Commenting on his appointment, Tarun said: “WhiteCrow has built a strong reputation for delivering high-quality research and talent solutions globally. I’m excited to join the team at such a transformative time for the industry. There is a tremendous opportunity to combine human expertise with AI-driven innovation to improve efficiency, strengthen delivery capabilities, and create even more value for clients across global markets.” Earlier this year, WhiteCrow Research also strengthened its leadership team with the appointment of Mithil Pabari as Group Financial Controller, bringing added rigour and process to our group finance function. Together, these strategic appointments reflect our continued investment in building a world-class management team as we enter our next phase of global expansion, operational excellence, and innovation. #leadership #growth #ai #talenttechnology #whitecrowresearch
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Kshitij (KJ) Jain liked thisKshitij (KJ) Jain liked thisBananas are the messy, unexpected curveballs that life throws at you when you least expect it. You can slip on them, or you can blend them into something nourishing.
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Kshitij (KJ) Jain liked thisKshitij (KJ) Jain liked thisWe've officially joined the Greenhouse Software ecosystem! 🤝 What does this actually mean for your talent team? Less manual grind and more qualified candidates. Joveo’s AI-powered job advertising now connects directly to Greenhouse's hiring platform – no more guessing where your budget is going, just better-fit candidates finding your jobs faster. See how it works: https://hubs.ly/Q04h9CZ50 #GreenhousePartner #GreenhouseEcosystem #HiringInnovation #Joveo Kshitij (KJ) Jain Yazad Dalal Cindy Songné Doug Shonrock Vikrant Rohatgi Prateek Mishra Krishna Bhargav Naren Shankar Sanjay Chandel Chelsea Peebles Shehzad Karkhanawala
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