Lauren Jolda

🎙️ New Hiring on all Cylinders episode is live! Kathryne Friend sat down with Manjuri Sinha VP of HR at Miro to discuss 👇 💡 The evolution of recruiter skills in today’s world 🌍 Balancing global scale with local empathy 🛠️ Building systems that support people, not just process It’s full of thoughtful, practical takeaways for anyone thinking about the future of TA 🎧 Listen here: 🍎 Apple: https://lnkd.in/eYbv-acZ 🟢 Spotify: https://lnkd.in/e-R5CbsJ 📺 YouTube: https://lnkd.in/eWtHv9zw Powered by HIGHER Community - be part of the conversation here: https://lnkd.in/eZYecCtM

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FlexOS, sponsored by BambooHR, released a report, “HR Sentiments on Technology in the AI Era,” revealing that 40% of HR leaders are still avoiding generative AI despite its growing presence in HR departments. Key challenges include skepticism about AI’s effectiveness, concerns over data privacy, and the AI skills gap. While AI proficiency tops the list of critical competencies for HR leaders, emotional intelligence (EQ) remains equally essential, underlining the need for human-centric leadership. If you are in HR and not sure where to start on your AI journey, subscribe to my newsletter, AI in HR Today -> https://lnkd.in/e2qKtSTU I provide simple but powerful examples of how you can incorporate AI in your #HR and #Recruiting workflows.

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Really enjoyed this conversation on the AI-driven evolution of HR with Sherry Cassano from Pfizer, Tapaswee Chandele at The Coca-Cola Company, and Jordan Natan Hochenbaum, PhD of BetterUp. The true promise of AI isn't just about doing more, faster (though that certainly is nice!). It's about unlocking human potential and bringing out the best in our teams. But achieving this promise demands a bold shift in how we approach talent. In the age of AI–when it's less about what you know and more about how you learn and adapt–HR leaders should be focused on cultivating those uniquely human, core skills like critical thinking and curiosity, and empowering employees with learning and growth opportunities. While AI has enormous benefits, people will always be your greatest differentiator. Many thanks to BetterUp for bringing together such an inspiring group of leaders to discuss leading in the new world of work. #Uplift2025 #Skills 

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Your company has outgrown your early-stage team. Now what? Too many CEOs wait too long to act—hurting their business *and* the people who helped build it. In this piece for Lead Grow Develop, I explore how CEOs can lead through growth with clarity and compassion—recognizing when talent needs shift, and navigating transitions with dignity. 🔑 Key takeaways: - Create a short-term strategic roadmap to clarify the talent needed now - Make coaching your managers' #1 metric - Normalize role transitions as part of growth—not failure - Communicate early and often, especially when the company is changing faster than people can 🧭 At Hazan Consulting, we help growth-stage executives align talent to strategy—fast. 📖 Read the full article here → https://loom.ly/ekVmkqk 💬 Let’s talk if you're navigating a team or company stage evolution. #Leadership #CEOInsights #TalentStrategy #HazanConsulting #GrowthLeadership

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There are few people in TA leadership roles who haven't been asked to cut budgets and do more with less. In this week's TA Disruptors Podcast, the practical and no-nonsense Director of TA at First Bus, Angela Renfrew, shares how she has dealt with this challenge in a 14,000 person organisation. Some of the highlights are:  🔢 Translating TA metrics into business outcomes managers care about 📊 Using Business Intelligence tools and ATS dashboards to demonstrate the TA landscape to Hiring Managers ⌚ Winning credibility with quick fixes before tackling bigger shifts like scrapping CVs  No theory. No fluff. Just a seasoned practitioner showing how to use data to win trust and drive change.  💡 Plus: We also cover why automation should start in your ATS, how to reskill traditional hiring managers for the age of AI, and the hidden risks of ChatGPT-generated CVs. Link to podcast in the first comment. #arcticshores #tadisruptors #recruitment

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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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Skills-Based Hiring: The TA Superpower You’re Not Using Yet At hashtag#SHRM25 Tara Amaral from hashtag#RivieraAdvisors shared how focusing on skills rather than credentials helps businesses stay competitive. -Align hiring with business goals -Encourage cross-functional collaboration -Promote smarter, internal-first hiring -Future-proof your workforce As Tara put it: “Recruiting based on skills is pretty easy… if you know what you’re asking for and why.” Read the full article by Ashleigh Popera on SHRM here: https://lnkd.in/gX6jdY7EWant to get ahead? Let’s talk.

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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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