Tina Wig

Hiring is moving faster than ever. Identity needs to keep up. Later today, we’re going live to share how HR, TA, and HR Ops teams are adapting their hiring workflows for AI-driven impersonation, inconsistent interviews, and new access-control challenges. If your team is thinking about where identity fits into screening and onboarding heading into 2026, this session will give you a clear, practical starting point. You’ll learn: • Why identity has become a first-mile issue • How to detect impersonators early • How teams keep accuracy high and friction low Register now: https://hubs.la/Q03VYFD-0

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The 3 hires that will make or break your TA team this year Most TA leaders hire for volume. The best ones hire for leverage. Most TA leaders build reactive teams - headcount chasing req count. The best talent acquisition leaders I know build for leverage. They hire fewer people, positioned more strategically. The 3 hires that actually move the needle: 1. A sourcing specialist (not just another recruiter) This person lives in LinkedIn Recruiter, boolean strings, and passive candidate pipelines. They exist so your full-cycle recruiters spend less time hunting and more time closing. One great sourcer can unlock the capacity of 2-3 recruiters. 2. A recruiting coordinator who's actually ops-minded Not just scheduling interviews. Someone who sees process gaps, owns the ATS hygiene, and is thinking about candidate experience at every stage. This hire protects your employer brand silently every single day. 3. A data person (or a recruiter who loves data) Metrics-blind TA teams fly in the dark. Time-to-fill, offer acceptance rate, source quality, interview-to-offer ratio - someone needs to own this and translate it into decisions. Not just dashboards. Decisions. What most TA leaders actually hire instead: another full-cycle recruiter to absorb req load. Which temporarily solves volume, but doesn't fix the structural issues that created the backlog in the first place. Build for leverage. Not just capacity. Which of these three is your team missing right now?

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Most recruiting teams aren’t using AI to replace human judgment. They’re using it to keep up. Our 2025 AI in Talent Acquisition research shows that AI’s biggest impact today is operational: > Reduced administrative work > Faster workflows > Higher output without adding headcount The real productivity gains are happening in sourcing, screening, scheduling, and interview notes, not in final hiring decisions. 📘 See the full findings: https://lnkd.in/e4vqdVfK

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AI can screen thousands of resumes in seconds. It can match skills to job descriptions, assess candidate profiles, and automate outreach without breaking a sweat. It saves time, cuts costs, and delivers structured output at scale. But it can also miss the point. AI does not grasp intent, nuance, or context the way a human recruiter can. It might eliminate strong candidates because of keyword gaps or filter out potential fits who took unconventional career paths. It can also reinforce existing biases if trained on biased data. At EQ140, we use AI to speed up what machines do well but we never let it replace what only people can do. We still call. We still listen. We still spot potential that isn’t always obvious on paper. Technology should support judgement, not replace it. Let AI do the sorting. Let us do the selecting. That’s how good hires happen. DM us and let’s talk. #EQ140 #AI #EQ #Recruitment #HiringRight #Tech #Hiring #JobSearch #EmotionalIntelligence

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Most TA challenges today aren’t caused by a lack of technology. They’re caused by too many disconnected decisions across AI, systems, and workflows. This panel goes beyond tools to answer the questions leaders are actually asking: - What should we automate? - What should never lose its human hand? Hear perspectives from industry innovators at Talent Solutions RPO, Avature, and Carv - each bringing a very different vantage point on what works at scale. 👉 Listen to the webinar recording on demand here: https://bit.ly/4u7hMDp

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Everyone’s racing to add AI. But if your staffing stack is fragmented, AI just accelerates the chaos. More tools. More duplicate data. More reporting gaps. Leverage doesn’t come from features. It comes from infrastructure. Staffing firms that scale remove friction. They don’t buy more software. Where’s your biggest bottleneck right now? #StaffingIndustry #StaffingTechnology #StaffingLeaders #RecruitingOperations

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Most TA teams have solved the basics, but the best ones go deeper. If your hiring process still hits invisible roadblocks, you're not alone. The truth is, elite talent acquisition teams aren't just reacting to problems, they’re preventing them before they start. From friction mapping and predictive agility, to market intelligence and recruiter enablement, high-performing teams treat RPO recruiting and talent acquisition as strategic functions — not back-office tasks. In our latest blog, we break down: ✔️ What elite TA teams do differently ✔️ How to identify high-cost bottlenecks ✔️ Why recruitment process outsourcing companies are leading this shift ✔️ How to turn good hiring practices into great ones Not sure where to begin? Start with our TA Maturity Assessment and your shortcut to identifying hidden inefficiencies and unlocking smarter, faster hiring. Swipe the carousel for key insights, then head to the blog (link in comments) to dive in. #RPO #RPORecruitment #WhatIsRPO #RecruitmentProcessOutsourcing #ContingentEmployee #RPOHiring #TAMaturity #TalentStrategy #LevelUPHCS

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Cookie-cutter TA isn't just inefficient. It's a liability. 🚫 When every org gets the same recruiting playbook, no one wins — and the cracks show up fast. ❌ Frameworks lifted from a different industry ❌ ATS tools that manage data but don't drive decisions ❌ RPO partnerships built on one-size-fits-all models ❌ Metrics that measure speed instead of quality Here’s the problem with that second one: most ATS platforms were never built to drive decisions. They were built to store them. Hiregate was built to fill that gap — augmenting your existing ATS to complete the talent cycle and connect every step of recruiting back to your business objectives. The organizations winning at talent aren't spending the most. They're thinking the clearest — and using tools that match how they actually hire. We've spent decades helping companies move from reactive hiring to intentional strategy. That's what Talent Acquisition Evolved actually means. What cookie-cutter assumption have you had to push back on? Tell us below. 👇 #TalentAcquisition #Recruiting #HRLeaders #TAStrategy #PeopleScience #TalentAcquisitionEvolved #RPO #HiringStrategy #Hiregate

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How can staffing agencies scale revenue in 2026? 🚀 The answer isn’t adding more pressure on internal teams — it’s building smarter hiring operations. Here’s what drives real growth: ✔️ Scale without increasing fixed costs ✔️ Faster turnaround = more placements ✔️ Access to specialized recruiting teams ✔️ Higher productivity across internal teams That’s where Recruitment Process Outsourcing (RPO) makes a real difference. At LST Consultancy, we help staffing agencies expand their delivery capacity, improve speed, and unlock sustainable revenue growth — without long-term overhead. How are you planning to scale your staffing business in 2026? #Staffing #RPO #Recruitment #BusinessGrowth #TalentSolutions #Hiring #LSTConsultancy Rahul Nagare Krishna Yedshikar Amita Kulkarni-Joshi Mohan Vadakte

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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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AI is becoming a bigger part of everyday recruiting work. That shift is putting more weight on relationships. As automation embeds deeper into workflows, trust shows up everywhere it matters. 🌟 Between leaders + teams. 🌟 Recruiters + candidates. 🌟 Clients, partners, + the platforms they rely on. On the Full Desk Experience, Kortney Harmon shares a grounded perspective: trust has to come first. Before new systems scale. Before adoption sticks. Before growth holds. This episode explores how recruiting organizations intentionally build trust while technology accelerates. 🎧 Full episode, "Eight Signals Redefining Recruiting Leadership in 2026" in the comments.⤵️ Where does trust matter most inside your firm right now? #FullDeskExperience #FDE

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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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3 hiring myths costing Sacramento companies great talent: ❌ Myth 1: Post it and they'll come. ❌ Myth 2: AI sourcing solves the supply problem. ❌ Myth 3: A good offer is enough. The truth? Passive talent requires employer branding, relationship-based recruiting, and a streamlined process. Here's what that looks like in practice. 👇 https://lnkd.in/g9gqqYUt

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Recruiting gets very different when an organization is under real scrutiny. At that point, speed still matters. But speed without strategy is where things start to drift. Aledria Howard talks about what it takes to recruit in high-pressure environments like organizations operating under FDA consent: you have to pivot quickly, scale intelligently, understand the landscape of the business, and have real conversations with C-suite leaders about what is actually missing. That is the key. Not just hearing what leaders say. Listening for the underlying issue. Understanding which leaders to align with. And making sure the talent strategy connects to the real operational gap. Because in those moments, recruiting cannot just be a hiring function. It has to be a strategic function. #LifeSciences #Pharma #Recruiting #TalentAcquisition #HiringStrategy #ExecutiveSearch #Leadership #Qualigence

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AI is transforming how companies hire—boosting efficiency, reducing bias, and helping recruiters make smarter decisions faster. But the real magic happens when technology and human expertise work hand in hand. Discover how AI-enhanced recruiting can elevate your hiring strategy: https://lnkd.in/g_KrBDMc

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