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In my capacity as a Recruiting Operations Leader, I bring a wealth of experience in…
Articles by Shanil
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The Modern Candidate - Culture as the differentiator in hiring top talent. Culture is impacting hiring and affecting sales!
The Modern Candidate - Culture as the differentiator in hiring top talent. Culture is impacting hiring and affecting sales!
Most employers are experiencing the hottest job market in the last 20 years. LinkedIn reported it’s the highest number…
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Shanil Kaderali posted thisI wanted to share some feedback on AI Recruiting solutions. While at CareerAve, we partnered with Noon AI, where I acted as an Executive Advisor. With so much noise around AI in recruiting, Noon delivered with their AI agents that effectively sourced and evaluated candidates using natural language inputs and dynamic, common-sense, and smart follow-up questions—no Boolean, no guesswork. Strong pipeline results for Technical, G&A roles. I worked on the ATS integrations with Workday & Greenhouse as we did a few trials/pilots as some clients signed on. It does integrates directly with ATS platforms and is already saving teams hours per hire. Given how tough outbound/passive sourcing can be for certain roles, these tools that improve inbound speed and screening are becoming essential. Having started in Sourcing, it's reflective to see how technology automation will change sourcing going forward. I worked with a few clients to implement the solution so they right-sized it to integrate with current team. Sourcing time improved and there were cost savings tied to hiring quicker. Noon is one of the most forward-thinking teams we've come across so working out the TA Strategy was quite seamless. For exempt hiring, Noon is a really strong solution. I've used other AI tools which can share feedback on as well If you're curious about how AI agents might fit into your recruiting strategy, happy to chat. I'm currently exploring AI Solutions for more front-line/high volume hiring. Will share results.
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Shanil Kaderali reposted thisShanil Kaderali reposted thisAI is going to transform what work looks like for us—and for future generations. As my friend Ashton Kutcher recently told me during a discussion on AI and investing: "Never before in human history have doctors and lawyers and architects had the ability to gain this type of leverage in their output."
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Shanil Kaderali reposted thisShanil Kaderali reposted thisWe’re thrilled to unveil our 2024 State of Talent report! Thanks to Matt Schulman, CEO/founder of Pave, for partnering with us. Thanks also to the whole Pave team that helped (especially Frances Mitchell!) The last few years in talent have been, as I was quoted in Fortune this morning, "super weird" - we put together this report to offer a broad view of what's happening, what we expect to happen the second half of this year, and what founders & People teams can do to prepare. 📍 Managing Spend: In ‘23-24, more companies froze merit increases to manage budgets. Despite similar median merit cycle increases, average increases are lower YoY. 📍 Focus on Retention: Attention has shifted from hiring to retention of top performers, with expected attrition increases in H2. The rise in applications per role + the increase in job postings suggest a competitive rest of the year. 📍 Job Postings as Leading Indicators: Job postings can signal future salary changes. Data Science/ML saw a 56.4% increase in ‘23, with salaries rising. Sales, Marketing, and Product also saw significant growth in Q1. SF continued to see more competition than other US areas. 📍 Sales Talent: Top-quality sales talent is more competitive, especially for top percentile talent. Last year, 23% of companies grew their sales teams; 86% plan to expand this year, with 2/3 of those aiming to double their headcount (thank you for the data Bravado!) 📍 AI's Impact on Job Families: Ai disrupts roles like Customer Support, which has the highest apps per job posting and significant salary changes YoY. Though engineers aren’t being replaced by AI yet, the potential automation of roles like sales development raises questions about career ladders. 📍 Managing Equity Burn: To manage burn, companies are limiting equity to certain levels, reducing targets, and exploring new geographies. Equity burn is a major concern, especially for late stage privates and public companies. Companies are concentrating their equity comp towards great leadership and strong, autonomous ICs. 📍 Geography-Based Equity Adjustments: Surprisingly, geography-based adjustments aren't more common. Outside of the top few US tech metros, equity comp can be as low as 50-60% of Tier 1, and even lower internationally. 📍 New Equity Structures: Data shows that late stage private companies see a 60-70% increase in burn with refresh programs. Companies are experimenting with 1- and 3-year grants, backweighted vesting schedules, and other new structures, led by changes in public tech companies. For a deeper dive into these insights and more, check out the full 2024 State of Talent Report here: https://lnkd.in/g_yTTxFz
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Shanil Kaderali reposted thisShanil Kaderali reposted thisYou might be just days out of the hospital or months into your sleep-deprived postpartum journey when it hits you: life as you know it will never be the same. I wrote “Mom Your Way” to guide new moms through this transformative shift into motherhood. With relatable anecdotes, practical tips, trusted product recommendations, and journal prompts, I carefully curated “Mom Your Way” to help new moms thrive in the fourth trimester - between tackling all things sleep, emotions, body stuff, identity shifts, mom guilt, and WTF moments - all while encouraging you to mom YOUR way, every step of the way! Tap the link below to check out the audiobook, physical copy, and Kindle edition on Amazon now: https://lnkd.in/gaxFz-HN
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Shanil Kaderali reposted thisCheck it out: my colleague Kory Kantenga, Ph.D. unpacks why labor market churn has been declining and reasons that it points to further stabilization in labor market tightness.Shanil Kaderali reposted thisTomorrow the BLS will release their first read of June’s US labor market dynamics with the Job Openings and Labor Turnover Survey (JOLTS). Based on what we are seeing here at LinkedIn’s Economic Graph, we expect little change in job openings (with a potential downside of 7.6M) and expect the hiring rate to tick down slightly while the quit and layoff rates remain unchanged. While those are key statistics we all look at, JOLTS tells us much more about labor market dynamics than these statistics alone. We took a closer look at JOLTS to gain a better understanding of what is happening to labor market churn and what it might mean at the macro-level. Churn refers to the co-instance of workers arriving and departing a firm (or a job in the case of the entire economy). In some cases, churn is the backfilling of workers who left for an existing role and in others it is replacing departing employees with new employees who may do different roles. Here are some highlights from our macro-level look at churn using JOLTS and LinkedIn data: 1. Aggregate churn measures flows in and out of jobs in the entire economy over time. The decline in aggregate churn in 2023 was driven by declining separations, which corroborates the argument that the US was not in recession during the post-Spring 2022 hiring slowdown. 2. Examining only the change in nonfarm payroll employment supports the view that the labor market had as much, if not more, momentum than prior to the pandemic at the end of last year whereas aggregate churn indicates substantially less momentum than prior to the pandemic. 3. Changes in the aggregate churn rate lead changes in labor market tightness. The aggregate churn rate towards the end of last year suggests more labor market slack than what was indicated by the ratio of job openings to unemployed workers. Reliance on the latter measure may have led to policy calibration based on an overly optimistic reading of the labor market at that time. Aggregate churn currently suggests that labor market tightness will stabilize as the year continues. For more details, download the linked report. And for more on LinkedIn's Economic Graph hiring trends and latest on the global labor market, check our US Workforce Report (https://lnkd.in/eWTJURXU) and State of the Labor Market Newsletter (https://lnkd.in/eAxMXxvR). #jolts #linkedin
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Shanil Kaderali reposted thisGreat article with insightful comments about driving a performance culture Stephen McIntoshShanil Kaderali reposted thisToday there is too much talk about leaders needing to feel good about themselves or make others happy. That’s fine, as long as leaders first drive performance. This article gives some hard questions to help leaders develop a performance culture, not personal well being. The embedded model for people development can help companies balance their approaches beyond traditional methods. You can find this article and other thought provoking articles published at https://lnkd.in/d85-8eQX ETHRWorld #leadership, #development, #management
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Shanil Kaderali reposted thisShanil Kaderali reposted thisMy recent article on optimizing the Succession Planning Coverage ratio. The "1-2-3 GO" method helps identify the number of successors that are needed for critical roles. Special thanks to HR Nepal Magazine. https://lnkd.in/dDnmCDc2 Stephen McIntosh Blake Shirley Alessandro Iacoangeli, SHRM SCP, FCIPD Davis Shelly, MS, MBA Jesse M. Lapierre Jesse Treakle, PhD Vadzim Piuneu, LRP, SPHR Clare Jolly Vojtěch Wolf Dr. Julie MogulSuccession Planning Coverage : It’s as simple as 1-2-3Succession Planning Coverage : It’s as simple as 1-2-3
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Shanil Kaderali reposted thisShanil Kaderali reposted thisHere is the link to an article I wrote on the quality of hire metric a few years ago. I understand why it is a favorite of hiring managers and recruiters, but it is deeply flawed for many reasons, mainly because there is no objective and fair way to measure it. https://lnkd.in/g3_KY8Xm
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Shanil Kaderali reposted thisInteresting article applied to entrepreneurship, but could really be seen as for any work position! Especially, look at the Ikigai model if you are not familiar with it!Shanil Kaderali reposted thisRecently a lot of people have asked me about how to stay sane when pursuing entrepreneurship. Here are 5 principles that I found helpful in managing my own psychology through the entrepreneurial journey. 1. Pay attention to your mental state, and use your “mental toolkit” when you’re feeling off. 2. The night is darkest just before dawn. 3. Take 100% responsibility for things that are within your control. 4. It’s your responsibility to create your own purpose. 5. Be proactive about building a sense of community and camaraderie. Read the full post here: https://lnkd.in/eFMQYqc5
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Shanil Kaderali liked thisGreat Insights here from Jerome on the Acadian Ventures Summit last week. I had the opportunity to attend last year's session and loved the content and discussion. This year was even better, especially as we are all trying to better understand the impact of AI within HCM and specifically in my case in Talent Acquisition. Great job to the entire Acadian Team on providing an environment where we could have meaningful discussion, powerful networking and an agenda that was superb.Shanil Kaderali liked thisAcadian Ventures hosted another amazing event this year for their investor and founder ecosystem. Every session was insightful but the most opinionated was Thomas Otter's. (It's what the people want) Thomas selected "Context Layer" as the word of the year. The event itself was a contrasting mix of incumbents (SAP, Oracle, Workday, Dayforce), thought leaders and emerging players essentially debating whether AI is additive or revolutionary. I keep coming back to the customer view, and the journey they've been on over the last 50 years. 1 - On-prem software era: custom/differentiated, not scalable, expensive. 2 - ERP era: differentiated through customization, scalable, expensive. 3 - SaaS era: undifferentiated, scalable, affordable. 4 - AI era: differentiated (again), scalable, affordable. Historically, the SaaS years are an anomaly. A trade-off customers are forced to make: You get scale, compliance and cost efficiency, and in return you give up the ability to encode what makes your organization distinct. Everyone on the same platform, the same superficial configuration, the same constraints. It's no surprise Excel has continued to thrive. And Excel wasn't alone: Anaplan, Smartsheet, Airtable, Adaptive Insights. SaaS platforms are too rigid to hold a customer's actual business logic, so customers built a shadow stack around them to compensate. iPaaS, BI, data warehousing - all of them filling the same differentiation gap. The Context Layer is the technical term for what customers should think of as their differentiation layer. (and maybe where Excel finally goes to die) The place where institutional knowledge, business rules, and organizational logic can once again live inside the software stack rather than around it. AI happens to be the Operating System for that. So this isn't ultimately about AI. It's about giving customers their mojo back. That hasn't happened yet but 2026 feels like it could be the year... Thank you to Jason Corsello, Thomas Otter, and Audrey Handem for making these conversations happen. #AcadianSummit
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Shanil Kaderali liked thisShanil Kaderali liked thisPositions are temporary. Ranks and titles are limited. But how you treat people will always be remembered. Want to leave a lasting impact? Lead with generosity. Serve with humility. Act with integrity. And treat everyone with kindness. These are the true measures of success. Not cars, clothes, cash or clout. Your degrees may impress for a moment. But your character defines your legacy. Make people feel: - Valued, not used - Respected, not judged - Cared for, not dismissed - Understood, not ignored That's how you'll be remembered. Not for what you had, but who you were. Not for what you took, but what you gave. Leave people better than you found them. And you'll build a legacy that lasts. Maya Angelou said it best: "People will forget what you said, they will forget what you did, but people will never forget how you made them feel." ♻️ Agree? Repost to share the message.
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Shanil Kaderali liked thisShanil Kaderali liked thisOnly 25% of U.S. employees say their organization has communicated a clear plan for integrating AI into current practices.
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Shanil Kaderali liked thisShanil Kaderali liked thisYou can cut waste by 70% & boost quality by 90%. When you know the Japanese secret of Kaizen. It’s not a trend or a tactic. It’s a system used by the world’s most efficient companies. Kaizen is the practice of making small, continuous improvements. Those daily tweaks add up to serious results. Most CEOs chase the big wins. Major transformations. Strategic change initiatives. Kaizen leaders focus on the next 1% improvement. What’s the difference? One burns out your team with unrealistic change. The other builds momentum, alignment, and long-term gains. It works because it's simple. And it sticks because it’s sustainable. 1% improvement daily = 3,778% in one year. Don’t think of Kaizen as just fixing broken things. It’s really about not letting them break in the first place. It’s preventative, proactive, and systemic. The real magic happens when you use Kaizen to culture where improvement becomes the default. Where every employee feels ownership. Where small problems surface early (before they grow legs). The payoff gives you cleaner processes + speed + trust. It compounds your results without compounding stress. If you want to lead a company that adapts faster than the market changes, stop obsessing over big initiatives. Build a business that improves itself… automatically. Because the companies that win are the ones that never stop improving. ♻️ Repost to share with your network. Follow Eric Partaker for more operational insights. —— P.S. 🚀 If you want to… Lead confidently, scale systems, and drive revenue: Founder & CEO Accelerator | Cohort 8 launches soon. 👉 Only 5 waitlist spots left. Apply here: https://lnkd.in/e3nBUHzV 📌 Grab my free CEO Book In One Page here: https://lnkd.in/ej9xdyZf Want a high-res PDF of my Kaizen Cheat Sheet? Get it free: https://lnkd.in/ebuEY8xB
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Shanil Kaderali liked thisShanil Kaderali liked thisThe Experience Is the Message -Why candidate experience is at a crossroads, and what AI must do to help Ask most HR and talent leaders whether they care about candidate experience and the answer is yes, almost universally. Ask whether their hiring process reliably delivers a good one, and the conversation gets considerably more complicated. The gap between intention and reality in this space is one of the most persistent, and most commercially costly, problems in recruitment today, and the arrival of AI in the process has not made it simpler.The Experience Is the Message Why candidate experience is at a crossroads, and what AI must do to helpThe Experience Is the Message Why candidate experience is at a crossroads, and what AI must do to help
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Shanil Kaderali liked thisShanil Kaderali liked thisWhat will it be like to work in a company in 5-10 years from now? What will you be doing? This is an attempt to answer these questions. https://lnkd.in/gdcUzWpfFun with Dick and Jane: A Field Guide for the Post-Job WorkplaceFun with Dick and Jane: A Field Guide for the Post-Job Workplace
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Shanil Kaderali liked thisShanil Kaderali liked thisI believe the strongest teams are built by people who keep learning. New skills, new challenges and new ways to lead and contribute all help us make a bigger impact. That is the kind of growth I value at Infoblox. https://gag.gl/96Qxyo #BEInfoblox #InfobloxCareers
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Shanil Kaderali liked thisShanil Kaderali liked thisGetting interviews but not offers can be one of the most frustrating parts of this job market. Because after a while, it starts to mess with your confidence. You think: “Clearly they like my background enough to interview me…so what am I missing?” After years in recruiting, here’s what I’ve seen happen over and over: A lot of candidates are making it through the initial screening because they ARE qualified. But interviews today are often less about qualifications and more about alignment. Hiring teams are asking themselves things like: • Does this person’s experience match the exact problems we need solved right now? • Can they communicate their value clearly and confidently? • Does their background feel focused or too broad? • Can we picture them operating in our environment? • Are they answering questions strategically or just reciting responsibilities? And sometimes the hardest truth: You can be a strong candidate and still not be the clearest fit for that particular role. That does NOT mean you’re unqualified. It does NOT mean you interviewed horribly. And it definitely does NOT mean your experience has no value. Sometimes it means your story is not translating as clearly as your experience deserves. In this market, candidates who know how to position their experience are often outperforming candidates with stronger resumes but weaker alignment. That’s the reality no one really talks about.
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Shanil Kaderali liked thisShanil Kaderali liked thisWhat is the probability of your CEO outsourcing most of TA to external providers? This article provides insight into the way CEOs think and why this is likely to happen. https://lnkd.in/gPyWDXVw
Experience & Education
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CareerAve
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Volunteer Experience
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Volunteer
LA Food Bank
- Present 16 years
Social Services
Publications
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Video - Decision Matrix - RPO Or Not?
Pierpoint
See publicationA thorough review on looking at RPO or Not. Agnostic view after evaluating RPO at 2 large firms and then working for a RPO. I've seen both sides. Hope you find this of value.
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Video - Trends in hiring tech professionals
Pierpoint
See publicationTime investment of about 15 mins. Reviews hiring trends for tech companies and technology professionals. Reverse Outsourcing, RPO or Not, globalization, big data, changing jobs descriptions and effective sourcing in this environment -
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Video - Future of Sourcing
Pierpoint
See publicationHere is a thorough video on sourcing trends including social media, sourcing technology, assessments and big data. Helpful for both recruiters and leaders looking at Pipeline Strategies.
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Video - Neuroscience Increases Engagement & Increases Profits
Pierpoint
See publicationInterview with leading expert - Dr Paul Zak (Author of Moral Molecule & Professor of NeuroEconomics). Dr Zak discusses how engagement will improve with using brain science. He's done work for Zappos and other cutting edge companies.
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Future of Sourcing Talent - 2013 & Beyond Sourcing Trends
Sourcecon
See publicationThis is a presentation for a conference and then turned it into a video - on future/trends in talent sourcing 2013 and beyond.
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Video - Measuring Quality Of Hire - Cracking The Conundrum
ERE
See publicationThis is a 12 min video so time investment but looks at both pre and post hire metrics to determine the right quality of hire for your organization.
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RPO Or Not: The Business Case
HR Review UK
See publicationLooking at the business case for doing RPO or Not.
UK HR Site. Does require registration. -
Formula - Hiring Great Talent (Quality of Hire Metrics)
ERE
See publicationHow To Measure Where You're Hiring Good People
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Radical Adaptation - The Future For Recruiters
ERE
See publicationIt's Time to Adapt (Again) - Future For Recruiters
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Improve Recruiting = Higher Profits (Prove It!)
TNLT
See publicationThis hiring formula most deserves your attention
Courses
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HR, Economics, Marketing,
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Projects
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RPO Article - http://www.ere.net/2013/01/31/the-future-of-rpo-3-predictions-for-2013-and-beyond/
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See projectRPO Predictions - Next Generation
Languages
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Spanish
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