Lauren Jolda

Are your employees drowning in disconnected systems? 🤔 New analysis reveals how Thrive Learning is solving one of L&D's biggest headaches: the fragmented tech stack that frustrates employees and limits impact. The reality: Most organizations juggle LMS, LXP, HRIS, communication tools, and knowledge bases—none of which talk to each other effectively. What's different: Thrive's approach combines learning, performance support, and employee experience into one AI-powered hub that searches across your entire tech stack. Key insights from the piece: - Why traditional LMS and LXP players struggle with integration - How strategic acquisitions (mentoring platforms + smart intranets) signal the future - Why learning platforms may be better positioned than HR systems to lead employee experience Whether you're in retail, hospitality, manufacturing, or professional services—this matters. https://hubs.ly/Q03ZgS5h0 #LearningAndDevelopment #HRTech #EmployeeExperience #FutureOfWork

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You don’t need more goals. You need more alignment. When Maria Scarangella, MBA, PCC, SHRM-SCP joined the Human Capitalist podcast, she dropped a line that hit me square in the face: 📺 Watch the full episode here: https://lnkd.in/eaMysXvN 📍 “If you figure out how to align people, technology, and process—you can achieve anything you want.” Simple, right? But most orgs don’t fail from a lack of vision. They fail from a lack of alignment. Maria’s team didn’t wait for new resources. Instead of chasing “new,” they looked inward: 🔹 What do we already have? 🔹 Who can we align around this? 🔹 What process needs to evolve? What’s keeping your team from aligning right now? My thoughts on this are below in the comments—join me there.

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Last week, Guild released the first-of-its-kind Talent Resilience Index, a quantitative benchmark of workforce mobility and adaptability across the US labor market, in partnership with Lightcast. What it shows? Workforce mobility is a powerful signal of systemic resilience in our country and across our industries, and it's hit its lowest point since 2016. The aggregate data tells a compelling story, but I'm left thinking about resilience at the individual level. I've gotten pretty curious about resilience as a skill - in our personal lives and professionally. It's the "bounce back" ability - the capacity to withstand or recover from challenges or failures, and come back stronger. You can't build resilience without facing difficulty or setbacks. As a people manager, I used to think of my role as being responsible for removing roadblocks for my team, for minimizing the possibility of failure, for helping bear the weight of challenges. When I consider this in the context of resilience, I wonder if this approach yields easier wins but less resilient teams. There is a balance to be struck between removing obstacles and cheering on your colleague when they face the obstacle head-on, fall down, and do that beautiful bounce back. People managers, does this resonate? How do you build resilience in your teams and organizations? Tagging in some favorite leaders for hot takes 🔥: Kristie Griffin Allison Van Voorhis Bridget Hopkins LeShanda D. Liz Longenecker Nathaniel Cole Stafford Brunk Josh Hadden-Leggett Jonathan Marek Sveta Dawant Chandler K. Jay Nancarrow Abby Hollern Crissy McConnell Claire M. Casey Boyles https://lnkd.in/gxjzCfPV

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This week I had the privilege of facilitating a LinkedIn Talent Connect Summit breakout with Vilma Cuevas and Rebecca Alimorong in sunny San Diego ☀️ Rebecca reminded us that replacing an employee costs about $75K—and of zero‑cost actions organizations can take to develop and retain employees: ⮕ Role‑focused training ⮕ Strategic mentorship ⮕ Continuous learning opportunities Vilma showed what’s possible when internal mobility is a priority. At Nuvance Health, an astonishing 46% of roles are filled internally thanks to: ⮕ Defining career paths for key roles ⮕ Clever marketing like employee events and videos ⮕ Using technology like internal career sites and promoting “hot jobs” internally ⮕ Keeping roles internal‑first for one week ⮕ Giving every employee access to LinkedIn Learning ​We polled 150+ talent leaders in at the session and heard three common challenges to internal mobility: ⮕ Career pathing is difficult without clear skills and role expectations ⮕ Talent hoarding remains a barrier to movement and growth ⮕ Leadership buy‑in is the unlock—tie mobility to outcomes leaders care about Internal mobility drives engagement, retention, and resilience—but only when mindset, visibility, and leadership align. How is your organization tackling internal mobility? Chime in below and continue the conversation: https://lnkd.in/gzgZ3QDp #TalentConnect

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It’s clear that we’re just beginning to scratch the surface of what AI can enable for talent acquisition. This AI maturity brief will help TA leaders understand where they are in the maturity curve and help them navigate and drive the exponential growth of AI in TA that we’ll see in 2026 and beyond.

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🚀 'A strong TA function directly impacts three things: speed, quality, and culture.' – Shinda Shivaji In fast-growing companies, weak hiring slows revenue and customer experience. Great TA? It builds leadership pipelines, team morale, and defines collaboration.​ Check this short sneak peak from our latest episode where we dive deep into TA as a strategic lever for business growth—not just a support role.​​ Listen to the full conversation, out now! - https://lnkd.in/dNfrxjxT What's your biggest TA challenge? Share below! 👇 #recruitertalks #TA #businessPartners #podcast

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I was recently interviewed on AI in the People Experience, and the Gartner article on the evolving HRBP role came up. It sparked a conversation I've been wanting to have more openly. Gartner is right, the HRBP role needs to evolve. And yes, AI and automation are part of that path. But I don't think they're the whole story. Here's my take. The real problem isn't HRBP capability. It's the operating model they've been handed. Most HRBPs aren't buried in transactional work because they lack strategic instincts. They're buried because many organizations, especially in early stages of growth, built HR as an administrative function from day one. Not a strategic one. And as the business scaled, the people function got left in catch-up mode. It's time for an organizational redesign to go with AI integration! The opportunity I'm not hearing enough about? A truly strategic HRBP spends the majority of their time on workforce planning, org design, leadership effectiveness, and culture. Not chasing compliance. Not fixing broken workflows. Not compensating for managers who won't own their people decisions. That model is more achievable now than it's ever been, and I say that from direct experience. I've been using Anthropic's Claude not just as a task automator, but as a thinking partner for the harder redesign work. Where is HR time actually going? Which processes should exist at all? How do we build governance that puts accountability back where it belongs? That's the work that unlocks a strategic HR function. Technology accelerates it. But the will to redesign has to come first. The strategic HRBP isn't waiting on AI to arrive. She's already using it to build the operating model this role has always deserved. #HRStrategy #HRBP #PeopleStrategy #HRLeadership #AIinHR #HRTransformation #ChiefPeopleOfficer #FutureOfHR #HRTech

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Let's get real: Psychological safety isn’t built in fancy offsites or workshops. It’s built in everyday moments. Here’s a 2-minute Safety Check-In you can try in your next team meeting (from our latest Groops blog on The Middle Manager Advantage) 1️⃣ Ask: “What’s one thing I’m holding back from saying?” 2️⃣ Listen (...really listen) without fixing or defending. 3️⃣ Follow up with: “What makes it easier or harder to speak up here?” 4️⃣ Pick one small thing you can do to show the team you heard them. Do this regularly and the vibe shifts from “Can I say this?” to “We say this here.”  That’s how you build trust. That’s how you build cohesion.  And honestly? That’s how you build a team that doesn’t just perform. They thrive. Bonus: name that movie 👇 👀

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Of course we need the technology, but the investment in the people’s understanding of the “what” and “why” motivates them to identify the “how” you may not have considered. That work ensures your tech investment isn’t a bust.

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So great to see so many colleagues in San Francisco last week. I left the People Summit energized and reflecting on what it really takes to succeed in the AI era. The biggest shift? It’s not about adding more HR programs. It’s about fundamentally redesigning how work gets done. The People/HR function is undergoing a real transformation: from designing roles to redesigning work alongside AI. In my work, this shift is already tangible. People teams have to go first. Through people experience & AI transformation, we’re simplifying how we work, rethinking people processes, and embedding AI into how we create impact at scale. The takeaway is simple: winning companies won’t just adopt AI, they’ll fundamentally rethink how work gets done. HR is here to lead the way. That’s both the challenge and the opportunity ahead.

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The "Talent Experience" as Our North Star Redefining success in TA by prioritizing the end-to-end talent experience, rather than just filling roles, especially for high-demand Tech, Product, and Design professionals. "We talk a lot about 'candidate experience,' but as TA leaders in Tech, Product, and Design, shouldn't our ambition be far greater? It's about the entire 'Talent Experience' – from that very first employer brand touchpoint to a candidate's first 90 days (and beyond) as an employee. For the top 0.5% of talent, their journey with us speaks volumes about our company culture and values. A clunky application process, unclear communication, or a disjointed onboarding doesn't just lose us a hire; it tarnishes our employer brand in a highly interconnected market. My conviction is that our competitive edge lies not just in who we hire, but how we hire them. This means: Seamless Digital Journeys: Leveraging intuitive tech that respects a candidate's time. Authentic Storytelling: Showcasing real people, real projects, and real impact. Personalized Engagement: Every interaction tailored, empathetic, and human-centric. Onboarding as an Extension of TA: Ensuring a smooth transition from candidate to contributor. When we prioritize the entire talent experience, we're not just filling requisitions; we're building advocates, fostering loyalty, and strengthening our capacity for innovation. It's the ultimate long-term play.

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I had the chance to share a few thoughts with Maggie Mancini for her latest article in HRO Today, and I’m genuinely grateful for the conversation. We talked about something I care deeply about: helping people navigate #AI without fear. Jobs aren’t disappearing - they’re evolving. The real shift isn’t #automation - it’s #mindset. AI is rewriting how we think, decide, and create. The orgs that win will be the ones that invest in their people now, not after the fact. And our responsibility as leaders is to give people clarity, skills, and trust so they can evolve with them. If you’re in HR (or partner with HR) - now is the time to treat AI adoption not as a technical rollout, but as a cultural transformation. With trust, transparency, and ownership mindset, we can help our people adapt - not with fear, but with confidence and agency. If this topic is on your mind too, here’s the piece: https://lnkd.in/dmtbqP99 #AIMindset #AITransformation #FutureOfWork #PeopleStrategy #Leadership

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Okay, this week's episode of Hiring Happy Hour genuinely gave me a moment. 🥹 I sat down with Andrew Porter, talent leader, transformation expert, and one of the most thoughtful humans I've met in the TA world. What started as a conversation about partnerships turned into a full-on soul mirror. 😅 We went deep on something I think we all know matters but rarely talk about with this level of honesty: the power of partnerships. Not the buzzword version. The REAL version. Internal relationships with finance, legal, and procurement. Vendor ecosystems that actually talk to each other. And the art of holding space for a difficult conversation without reaching for the contract. 💬 And then he reminded me that a "squiggly career" isn't a mistake. It's actually the whole point. If you're in TA, leading a team through change, or just trying to build something real with the people around you, this one is for you. 💚 🔗 Full episode links in the comments! #HiringHappyHour #TalentAcquisition #PowerOfPartnership #HiringStrategies

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What if the standard way of working is actually blocking your team's best performance? Neurodivergent employees bring unique strengths, and traditional office structures can create invisible barriers to their success. It’s time to start building systems that work for every brain. Join Lyra's Senior Director of Neurobehavioral Health, Rachel Davidson, and Carelon's Children's Behavioral Health Medical Director, Miri Rosen, MD, MS, for a free webinar on building truly neuroinclusive workplaces. They'll cover: 🧱 Where fragmented care creates the biggest barriers for families and employees 📊 New workforce data on what neurodivergent employees actually want 🗺️ How to coordinate benefits, workplace practices, and care navigation Register to join us on April 30: https://lnkd.in/gET3Y-6s.

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TA 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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📈Rethinking Performance Reviews to Meet a Growing Team’s Needs 📊 🚀 As we round out H1 and step into mid-year reviews at Measured, I’m reflecting on 1) how quickly this year is flying by, and 2) how intentional team-driven changes can create meaningful impact. In 2025, we shifted from quarterly to semi-annual performance reviews. The decision wasn’t about doing less, but about doing better – aligning our cadence with how our teams operate and execute in a growth-mode environment. Throughout my career in People leadership, I’ve explored many approaches to performance management. I’ve consistently found that a semi-annual cadence is highly effective when grounded in clear expectations, continuous communication, and strong manager enablement. Alongside this shift, we evolved our practice from being primarily values-based to one that is core competency-driven and values-supported. This has helped set better defined performance objectives while reinforcing a culture rooted in accountability, growth, and shared principles. A key to making this model successful was investing in a strong foundation of intentional 1:1s and continuous feedback, supported by great frameworks and tools like Lattice. This allowed us to reduce the frequency of formal reviews without losing visibility into progress, or missing moments for recognition and development. Performance management isn’t static – it should evolve with your team, your culture, and your goals. For us, these changes have led to a more scalable, transparent, and growth-minded evaluation process. #PeopleOps #PerformanceManagement #HRLeadership #GrowthCulture #ContinuousFeedback

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What does it really take to build a strategic Talent Acquisition function today? In this episode, Matt Staney sits down with Samantha Perlman, Head of People at OneSignal, to unpack what modern TA leadership looks like—from her early days at Airbnb to leading People Strategy and TA at scale. Sam shares practical, grounded insights on connecting talent to business impact—and what TA leaders need to focus on now to stay ahead. 🔍 What you'll learn: - How the definition of strategic TA is evolving - Why foundational systems and tech can make or break your hiring engine - How Sam is thinking about AI in TA -beyond the buzz - The leadership mindset shifts TA pros need heading into 2025 If you care about building a smarter, more future-ready talent function—this one’s a must-listen. 📺 YouTube: https://lnkd.in/e2EZ6Vnu 🎧 Spotify: https://lnkd.in/ecg4WaYe 🍎 Apple Podcasts: https://lnkd.in/ewAKe-Cu #TalentAcquisition #PeopleStrategy #HiringExcellence #TALeadership #FutureOfWork #OneSignal #HiringOnAllCylinders #AIinTA #RecruitingInsights

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Most TA teams don't have time to think, let alone build. But it’s my responsibility as a team leader to ensure the team can prioritize this. Every 3 weeks in Q2, we carve out a full five-hour block of time for the team to build and hone their AI fluency skills. (And yes, we let our hiring teams know!) Last month was choose-your-own-adventure - everybody picked their own project on their back log of “I wish I had time to build X.” But this time we shifted the focus to team best practices. We shipped: 👉 Daily Ashby sweep that scores every new candidate and drops a morning digest into Slack each day 👉 Debrief prep builder that turns Ashby scorecards and BrightHire transcripts into a thread the whole panel reads before an interview 👉 Chrome extension to dodge a LinkedIn Recruiter quirk, saving ~10 seconds per candidate across 30+ tabs...adds up fast! The best part was watching the team pressure-test a skill we thought was ready to launch. Fresh eyes from everyone in the room surfaced all the small friction points it would have hit in the wild. We iterated together and landed on something the whole team could genuinely adopt. These are recruiters, sourcers, and ops folks - not engineers. When people know the work deeply and have space to build, they solve their own problems better than anyone outside the work ever could. Building and maintaining that AI fluency across the team is crucial. The thing making all of this possible? Zapier MCP and SDK. It's taken our building to new heights over the past 2 months.

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A new SHRM report highlights that over half of workers (54%) feel more motivated to persevere through career adversity when they have a mentor. This is a clear signal for CHROs: mentorship isn't just a nice-to-have; it's a strategic imperative. Mentorship offers stability, reflecting institutional knowledge and providing affirmation, especially for new hires or mid-level managers navigating stalled growth. It also addresses the critical need for leadership development, with 54% of HR execs prioritizing coaching and mentoring for people managers. Whether it's senior-to-junior, peer-to-peer, or mentoring circles, tailoring these programs to employee needs strengthens organizational resilience, protects mental health, and future-proofs talent pipelines. It's an investment in both individual well-being and collective agility. #Mentorship #HR #CHRO #EmployeeWellbeing #LeadershipDevelopment #WorkforceResilience #TalentManagement

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