School of Hiring: Recent Episodes
School of Hiring
Do you find hiring frustrating?? Are you disappointed with recruiting?? My name is Konstanty Sliwowski and I am a veteran of nearly 20 years in the business of recruitment, strategic talent acquisition and employment consultancy. I now focus my time on advising organisations and managers on how to be more, strategic, efficient, and effective at engaging and hiring top talent.In this podcast series, I speak with business leaders about how they attract and hire top performers. The high's and low's. And of course some funny stories and recruitment mishaps.If you are tired of recruitment processes that suck up your time and seem to never end and are looking for a more predictable way to attract, engage and hire top talent but also reduce the number of candidates you need to interview, come listen to our guest hiring managers including CEO's, CTO's, and CPO's open up about hiring experiences and how they approach talent acquisition.
Send us Fan Mail
Most hiring failures do not start in the interview.
They start much earlier, when the role is poorly defined, success is unclear, candidates are not given the right context, and managers inherit a process that was never built to set anyone up to succeed.
In this episode, I sit down with Ashley Herd, former employment lawyer, HR executive at McKinsey and Yum Brands, and author of The Manager Method, to break down where hiring really goes wrong and what leaders need to fix before they open their next search.
We get into why most job descriptions fail to define success, how bad hiring decisions are often design failures rather than selection failures, and why the candidate experience so often promises one environment while the job delivers another. Ashley also shares her “tight jeans vs oversized sweatpants” framework for management, and we unpack what structured autonomy actually looks like in practice.
We also go deep on onboarding, executive failure, the role HR should play versus the role it often gets left with, and the question more leaders need to ask now: should this role even exist in the form we are hiring for?
If you hire, lead, or build teams, this conversation will change how you think about role design, interviewing, onboarding, and management.
In this episode, Ashley Herd joins me to unpack why so many hiring decisions go wrong long before a candidate enters the process.
We explore the real root of hiring failure: poorly defined roles, vague success criteria, copy-paste job descriptions, and interview processes that generate very little signal. Ashley explains why most organisations are still hiring for tasks and years of experience instead of outcomes, future context, and the behaviours that actually drive success.
We also get into one of the most useful frameworks from the conversation: tight jeans vs oversized sweatpants management. Tight jeans managers over-control. Oversized sweatpants managers create ambiguity. The goal is somewhere in the middle: structured autonomy.
We cover:
- Why most hiring failures are really role-design failures
- What job descriptions miss when they describe activity instead of success
- Why unstructured interviews produce weak hiring decisions
- How candidates are often sold one environment and dropped into another
- Why hiring should be treated as the first phase of onboarding
- Why executive hires fail faster and more often than most leaders realise
- How to think about AI when redefining roles and headcount
- Why hiring works best as a partnership between HR and the business
Key ideas from the episode
- Most jobs are defined too loosely to hire well against
- Success should be defined at 90 days, 6 months, and beyond
- The interview process should reflect the real working environment
- Managers need guidance, not just responsibility
- If you do not define the role properly up front, the failure cascades later
Follow Ashley Herd: https://www.linkedin.com/in/ashleyherd
Get The Manager Method: https://www.managermethod.com/book
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us Fan Mail
Should AI be in the room? Not "can it take notes" — but what actually happens when an AI system is listening to your leadership meetings, hiring interviews, and performance check-ins? When is that powerful? When is it a risk? And what guardrails do you need before you invite it in?
My guest is Artem Koren, co-founder and Chief Product Officer at Sembly AI, a meeting intelligence platform he founded in 2019. Artem has spent years thinking about how AI can enrich the way humans work — rather than replace the human judgment at the centre of it.
We dig into the "invisible colleague" problem — what happens to trust and psychological safety when people don't know whether AI is listening. We discuss why EU data protection regulations are making works councils push back against AI note-takers in performance reviews and hiring. And we unpack the hiring question: why most managers have never been trained to interview well, how AI can reduce bias and improve decision quality, and why AI should inform decisions but never make them.
🎙️ TOPICS COVERED • The real fears leaders have about AI in meetings — and whether they're justified • The invisible colleague problem: what it means when AI attends without full transparency • GDPR, EU data protection, and AI note-takers in sensitive workplace conversations • Psychological safety by design: building trust when AI is present • AI in hiring: reducing bias, enforcing structure, and what the research shows • Who's accountable when AI sits in your interview and you still make a bad hire? • Why general LLMs (ChatGPT) are not the same as purpose-built meeting intelligence tools • What good AI-assisted leadership looks like in 3–5 years
🔑 KEY INSIGHTS → AI in a meeting is like a hidden participant on Zoom — the discomfort is valid, and the answer is transparency, not avoidance. → Trust in AI tools mirrors trust in people: you need context, track record, and clarity on who sees what. → Under GDPR, employees and candidates can request the data collected on them — which changes what "behind closed doors" means for hiring. → AI consistently outperforms untrained human interviewers at predicting performance — because structure beats instinct. But the more AI is visibly involved, the lower candidate acceptance rates become. The optimal design: AI in the background, human conversation in the foreground. → AI should never decide who gets hired, promoted, or managed out. It should surface what humans miss and organise evidence for better human decisions. → Uploading CVs into ChatGPT and asking "who should I hire?" is not meeting intelligence — it's uncontrolled data exposure with no guardrails.
💬 GUEST Artem Koren | Co-Founder & CPO, Sembly AI sembly.ai
📌 RESOURCES MENTIONED • Sembly AI — sembly.ai • SHRM: only 23% of managers have had formal interview training • EU General Data Protection Regulation (GDPR)
This episode is for HR leaders, hiring managers, executives, and anyone deciding where AI belongs in high-stakes people conversations.
Keywords: AI meeting intelligence, Sembly AI, AI in hiring, interview bias, psychological safety AI, GDPR AI meetings, AI note-taker, structured interviews, AI hiring tools, meeting AI, invisible colleague, AI leadership, works council AI, EU data protection AI, AI accountability
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us Fan Mail
Is the resume dead? Should the job interview be?
In this episode, Konstanty Sliwowski sits down with James Terry, Head of US Revenue at Indeed Flex, to dismantle two of recruiting's most sacred tools — the CV and the interview — and ask a simple question: do they actually work?
The data says not nearly as well as we think. Hiring managers spend an average of 6 seconds reading a resume, roughly 70% of candidates lie on them to some extent, and the typical 30-minute interview predicts job performance about as well as a coin flip.
So what's the alternative?
James makes the case for a verified, crowdsourced worker rating system — think Uber driver ratings, but for the entire workforce. Indeed Flex is already building this: workers are rated on specific skills after every job by verified employers, building a real-world track record that replaces the self-reported CV. Top performers get first access to the best opportunities. Best employers attract the best workers. A genuine meritocracy.
But Konstanty pushes back hard. What about gaming the system? What about manager bias? What about Germany, where negative references are illegal? And if we just wanted an online profile, haven't we already got LinkedIn?
The conversation opens up into something bigger: the idea that AI-driven, neutral skills assessments could be the missing piece — a way to test actual competencies rather than relying on either self-reported CVs or potentially biased ratings. Konstanty also proposes a feedback loop that James confirms Indeed Flex is actively building toward: using data on how companies rate their own top performers to match them with candidates who score on exactly those dimensions.
They also dig into the state of the job market in early 2026 — Indeed data shows 30% more job searches than just weeks earlier, with job openings per unemployed person now below 1.0 — and what that means for how companies need to screen at scale.
This is a conversation that will make you question everything you thought you knew about how hiring works.
—
Konstanty Sliwowski is the founder of School of Hiring. He has founded three companies, conducted 12,000+ interviews, and made over 1,000 hires.
📩 Newsletter: newsletter.schoolofhiring.com
🔗 LinkedIn: linkedin.com/in/sliwowskik
James Terry is Head of US Revenue at Indeed Flex, the workforce technology platform backed by the world's most visited job site.
🔗 linkedin.com/in/james-terry-33023717
🌐 indeedflex.com
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us Fan Mail
Hung Lee is the founder and editor of Recruiting Brainfood, and one of the sharpest observers of how hiring actually works.
Two years ago, Hung joined me to talk about the future of recruitment and what AI might do to talent acquisition. This time, we are past predictions. AI is in the workflow, shaping sourcing, screening, and candidate experience. The focus now is what is working, what is quietly breaking, and what leaders should do next.
We start with a thought that used to sound far fetched: a company’s AI speaking to a candidate’s AI. Now it is starting to look normal. From there, we unpack where AI genuinely creates value across the hiring funnel, how to maintain trust when automation becomes the first touchpoint, and what leadership needs to own when AI influences selection decisions.
If you lead Talent Acquisition, hire as a manager, or sit on a leadership team making choices about AI adoption, this is an essential listen.
What we cover
- What has changed most in day to day recruiting since the early AI predictions, and what surprised Hung
- Where AI is genuinely creating value across the hiring funnel, and where teams are buying hope
- AI agents as the first touchpoint for candidates, and how to keep trust high when experience is automated
- Selection and high stakes decisions: decision quality, fairness, accountability, and practical guardrails
- What capabilities leadership teams should build for 2026
- How the recruiter role changes: what shrinks, what expands, and what becomes more important
- How Talent Acquisition evolves in the age of AI
Recruiting Brainfood: https://www.recruitingbrainfood.com/
Hung Lee: https://www.linkedin.com/in/hunglee/
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Everyone’s rushing to “AI-ify” their hiring process.
But if you’re just automating broken decisions, you’re not solving the problem. You’re scaling it.
In this episode of School of Hiring, I’m joined by Andreea Lungulescu— formerly global TA leader at Zalando, Wayfair, thermondo and the mind behind Talent Crunch, one of the few places where people in talent say what they actually think.
We dig into:
🤖 Why “Post-AI Good” hiring looks nothing like today’s playbook
🎯 What needs to stay human—and how to protect it
📈 How to shift from process execution to strategic ownership
🧠 And the big question: Who’s really leading AI in your org?
Andreea brings the clarity, challenge, and candor this conversation needs.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Hiring isn’t about filling roles. It’s about solving problems. In this episode, Gwen Gayhart—psychotherapist turned Fortune 500 recruiting leader—joins Konstanty to rethink interviews as collaborative working sessions, not performances. Together, they dismantle outdated hiring norms and reveal how to turn interviews into real conversations rooted in trust, clarity, and co-creation.
What You’ll Learn
- Why every open role signals a broken system or a change that’s overdue
- How top-tier candidates don’t want to “perform”—they want to solve
- What most companies get wrong when framing roles (and how to fix it)
- The psychological drivers behind hiring decisions—and how to harness them
- The truth about “overqualified” candidates and how to unlock their potential
Highlights
- The candidate isn’t the only one being evaluated
- Résumés don’t close gaps—conversations do
- Employers must own the problem before anyone else can solve it
Gwen’s Message to Hiring Managers
Don’t ask who the candidate is. Ask what the problem is, and who can solve it—with you.
Perfect For
→ Hiring managers tired of transactional interviews
→ HR leaders building better training
→ Leaders who want to attract thinkers, not performers
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Most founders make the same million-dollar mistake when building teams.
They think it’s about hiring “the best.”
Peter Sorgenfrei (LinkedIn) disagrees — and he would know.
He’s built six companies across three continents, hired hundreds of people, and seen how elite talent can kill a company when the chemistry is wrong.
Here’s what we unpack in this week’s episode of the School of Hiring Podcast:
1️⃣ Cultural Blindspots
- European teams prize expertise
- American teams chase execution
- Asian teams value harmony
Each works locally, but global scaling makes these differences collide.
2️⃣ The Talent Trap
Four FAANG “rockstars” don’t guarantee success.
Too many architects, not enough builders.
Too many visionaries, not enough executors.
3️⃣ The Real Secret
The strongest teams weren’t the most impressive on paper.
They were the ones who:
✔️ Challenged each other constructively
✔️ Adapted to market shifts together
✔️ Put company success above personal wins
This episode is for founders, CEOs, and leaders who want to build global teams that scale.
👉 Follow Peter Sorgenfrei for more on leadership and scaling.
👉 Follow Konstanty Sliwowski for daily insights on structured hiring and team building.
👉 Learn more: School of Hiring | Klareda
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Most of us treat negotiation as a final hurdle. A back-and-forth after the offer’s made.
That’s a mistake.
Hiring doesn’t end with an offer. And negotiation doesn’t start with one.
In this episode of the School of Hiring podcast, Konstanty Sliwowski is joined by expert negotiator Stephen Hartley-Brewer to unpack one of the most misunderstood aspects of talent acquisition: the role of negotiation in the hiring process.
Stephen started his career in strategy consulting at BCG, then transitioned into high-stakes finance—negotiating complex deals at private equity firms like BC Partners and TPG-Axon. Today, he leads Hartley-Brewer Negotiation Consultants, advising law firms, financial institutions, and business services companies on how to negotiate with clarity, structure, and measurable outcomes.
Together, we explore:
- Why every hiring conversation is a negotiation—from the initial recruiter call to the final interview
- How “harmless” early questions about compensation can set damaging anchors
- Why candidates often signal one thing but mean another (and how to avoid misreading them)
- How to embed negotiation into every phase of the hiring process to avoid post-offer surprises and reduce mis-hires
- The psychology behind anchoring, misalignment, and missed signals—and how to counter them
- How to help candidates feel safe, seen, and understood while protecting your position
Whether you're a founder, CHRO, hiring manager, or candidate you'll walk away with new frameworks to improve offer acceptance rates, negotiate without friction, and secure hires that actually stick.
If you want to hire top talent with confidence—not chaos—this episode is a masterclass in negotiation for modern hiring.
Check out https://schoolofhiring.com and https://hartley-brewer.com/ for more.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
What determines whether a senior hire becomes a high-impact leader or a costly misstep? In this episode, we explore the critical period of executive transitions—the first 365 days when newly appointed leaders are expected to build relationships, deliver results, and shape strategy, often without a clear roadmap.
Our guest, Navid Nazemian, is the author of the international bestseller Mastering Executive Transitions and one of the world’s top executive transition coaches. He has coached more than 100 C-suite leaders across Europe, Africa, and North America, and held senior HR roles at global companies including Vodafone, Adidas, and Roche. Navid has been recognized as HR's Most Influential Practitioner and Coach of the Year.
We discuss:
- Why clarity on success must start before the offer is made
- The risks of misalignment between boards and executive hires
- Why generic onboarding fails senior leaders
- How to apply the Double Diamond Framework® to de-risk transitions and accelerate impact
This conversation is a must-listen for founders, CEOs, HR leaders, and hiring managers who want to improve hiring decisions and ensure new leaders thrive.
Connect with Navid Nazemian: linkedin.com/in/navidnazemian
Connect with Konstanty Sliwowski: linkedin.com/in/sliwowskik
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Leadership isn’t about a title — it’s about influence, impact, and the ability to empower others. But for many talented leaders, especially women, climbing the leadership ladder comes with unique challenges: navigating bias, building executive presence, and leading without compromising authenticity.
In this episode of The School of Hiring, Konstanty Sliwowski is joined by Jill Avey, executive coach and founder of SisterSmart Leadership. Jill shares transformative insights on how women can break through leadership barriers and step confidently into VP and C-suite roles. From strategic self-advocacy to building high-performing teams, this conversation is a masterclass in modern leadership.
Tune in to discover:
- The most common leadership mistakes that stall promotions
- What executive presence really looks like in male-dominated spaces
- How to build influence without playing politics
- The hidden challenges women face — and how to overcome them
- How leaders can create empowered, high-performing teams
Whether you’re aiming for your next big role or helping others grow, this episode will change how you think about leadership growth.
Music: Smarties Outro - FMA Podcast Suggestion by Birds for Scale
Licence: CC BY-SA
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Every company has a culture—whether you shape it or not.
It can be intentional or accidental. It can fuel performance or quietly tear your business apart. And the difference between a thriving company and one stuck in survival mode? Often, it comes down to one thing: leadership.
In this episode of The School of Hiring, I’m joined by Erik Pfannmöller, serial entrepreneur, former Canoe World Champion, and founder of The Culture Code Foundation. Erik has built and exited multiple high-growth companies and now helps organizations develop high-performance cultures that drive innovation, attract top talent, and create long-term, defensible success.
We unpack the often invisible force that shapes businesses—company culture—and the role ego plays in either strengthening or sabotaging it.
In this episode, we explore:
- Why culture is your ultimate competitive advantage
- How ego silently kills team performance and decision-making
- The biggest myths leaders believe about company culture
- What founders must let go of in order to scale successfully
- Whether it’s ever too late to fix a toxic culture
- What business leaders can learn from elite-level sport
Whether you're a founder building from scratch or a leader trying to fix what's broken, this episode is packed with insights on how to lead with humility, clarity, and purpose—and build a culture that lasts.
📝 Podcast Show Notes
Guest: Erik Pfannmöller – Serial Entrepreneur, Culture Builder, Former Canoe World Champion, Founder of The Culture Code Foundation.
Topics We Cover:
- The DNA of high-performance teams
- Why most leaders misunderstand what company culture really is
- Where ego helps—and where it destroys—leadership
- Letting go as a founder and learning to trust your team
- How to build “unhackable” cultures that competitors can’t copy
- What sports teach us about leadership, resilience, and feedback
- Why culture starts at the top—and how to keep it from going toxic
Key Resources Mentioned:
- 📘 Win from Within by James Heskett
- 📘 The Culture Code by Daniel Coyle
- 📺 How Apple’s Culture Evolved Over Time (YouTube – from min 12)
Connect with Erik:
🌐 Website: erikpfannmoeller.de
💼 LinkedIn: Erik Pfannmöller
Connect with Konstanty / The School of Hiring:
🌐 schoolofhiring.com
💼 Konstanty on LinkedIn
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Most leaders think they know how to make a good hire.
They trust their instincts. They believe their experience helps them spot the right candidate.
But what if that confidence is misplaced?
What if they’re unknowingly repeating the same hiring mistakes—costing their companies millions?
In this episode of The School of Hiring, I’m joined by Tim Freestone, founder of Alooba and host of the Objective Hiring podcast. Tim has spent years studying why hiring fails, and how companies can fix it with data-driven, validated insights.
We break down:
Why most hiring decisions are built on false confidence
The biggest hiring mistakes companies don’t even realize they’re making
Why intuition and experience aren’t enough to judge candidates
How data-driven hiring improves accuracy without losing the human element
Why companies that don’t fix hiring set themselves up for failure
This is not just about hiring. It’s about breaking free from flawed decision-making and learning how to build truly great teams.
How hiring will evolve in the next decade
What today’s hiring managers need to change
Tim’s one piece of advice for leaders who want to master hiring
Guest Links:
🔹 Tim Freestone LinkedIn: https://www.linkedin.com/in/tim-freestone-alooba/
🔹 Alooba: https://www.alooba.com
Host Links:
🔹 Konstanty Sliwowski LinkedIn: https://www.linkedin.com/in/sliwowskik/
🔹 School of Hiring Website: https://www.schoolofhiring.com
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Hiring is not just about finding the right skills. It is about identifying who can truly deliver results when it matters most.
In this episode of The School of Hiring, Konstanty Sliwowski sits down with Andrew Sridhar, a former Navy SEAL turned tech leader who has led high-stakes teams in combat, Wall Street, and AI-driven businesses worth hundreds of millions of dollars.
Andrew has seen firsthand what separates elite leaders from the rest and how bad hiring decisions can derail even the best teams. His experience spans the military, finance, and cutting-edge AI product development, making his insights on leadership, resilience, and hiring some of the most valuable you will hear.
What You’ll Learn in This Episode:
🔥 The difference between leading in combat and leading in business—and what founders can learn from it
🔥 How to identify and hire real leaders (not just those who look good on paper)
🔥 Why resilience is the ultimate hiring filter—and how to assess it in candidates
🔥 The biggest hiring mistakes across the military, finance, and tech
🔥 Why AI will never replace human leadership in hiring
If you are a founder, hiring manager, or leader looking to build teams that can thrive under pressure and deliver when it counts, this episode is a must-listen.
This is a rare conversation that bridges leadership lessons from Navy SEAL operations, Wall Street trading floors, and AI-driven companies into one powerful discussion on hiring, resilience, and leadership.
If you want to hire and lead with clarity, precision, and confidence, this episode will change the way you think about who you bring onto your team.
Connect with Andrew Sridhar:
🔹 LinkedIn: Andrew Sridhar
🔹 Newsletter & Podcast: The Warrior Poet
Connect with Konstanty Sliwowski & The School of Hiring:
🔹 Website: School of Hiring
🔹 LinkedIn: Konstanty Sliwowski
📢 Enjoyed this episode? Share it with a hiring manager or leader who needs to hear this!
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Hiring is broken. The same outdated interview questions. The same awkward silences. The same hiring managers convinced they’re great interviewers—when in reality, they’re driving top talent away.
In this episode of The School of Hiring, Konstanty Sliwowski sits down with Lorna Erickson and Victoria Gates, co-founders of Expert Interviewers, who have built a following of nearly 200,000 people on TikTok (@expertinterviewers) by exposing the worst hiring practices in brutally honest (and hilarious) ways.
But don’t let the comedy fool you—between the three of us, we’ve conducted over 25,000 interviews. We’ve seen it all:
🚩 The painfully bad interview questions that should have died in the ‘90s
🚩 Interviewer egos that ruin great hiring decisions
🚩 The hiring mistakes companies keep repeating—over and over again
What You’ll Learn in This Episode:
🔥 What actually makes a great interviewer (and why most people aren’t as good as they think)
🔥 The biggest hiring mistakes that are costing companies top talent
🔥 The worst interview questions ever asked—why they exist and how to replace them
🔥 How ego in hiring is ruining great hires and what to do about it
🔥 Why AI-led interviews are failing—and what the future of hiring really looks like
This episode will make you laugh, cringe, and rethink everything you know about hiring. If you’ve ever sat through a terrible interview, you’ll feel a little too seen.
Don’t miss this one!
Detailed Show Notes:
🎙️ The State of Interviewing Today
- The biggest red flags that reveal an interviewer has no idea what they’re doing
- Interview practices that should have died years ago but are still being used today
- The real problem with “hiring for culture fit”—and what to do instead
🎙️ Breaking Down Bad Interviews
- Ego in hiring—how to spot it and how to fix it
- The absolute worst interview questions ever asked (this will hurt)
- The one question more hiring managers should be asking
🎙️ The Science of Interviewing
- What separates an average interviewer from an exceptional one
- Is gut instinct in hiring a superpower or just bias wrapped in confidence?
- The biggest hiring myths that companies need to stop believing
🎙️ The Future of Hiring
- Will AI-led interviews ever work? Or are they just making hiring worse?
- If we could rebuild hiring from scratch, what would it actually look like?
🎙️ Rapid Fire Round (Quick-Hit Hiring Hot Takes)
🔥 Worst interview trend right now?
🔥 Best way to tell if a candidate is bullshitting?
🔥 One thing every hiring manager should stop doing immediately?
🔥 What’s worse: an awkward interview or an interrogation-style one?
🔥 If you weren’t doing this, what would you be doing?
Why You Should Listen
If you’re hiring, being hired, or just want to know why interviewing feels so broken, this episode is packed with insights, laughs, and brutally honest truths about what needs to change in hiring today.
Listen now and learn how to stop making bad hires—and start building better teams.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
How intentional are you when hiring your next employee? Are you relying on outdated practices or picking random questions from an AI-generated list?
Don’t worry—we’ve all been there. But what if you had a system? What if taking a more strategic approach to your hiring process could help you attract top talent, retain them longer, and avoid costly mistakes?
This week, Konstanty Sliwowski, founder of the School of Hiring, who has conducted over 12,000 documented interviews speaks with Erin Hatzikostas of the b-Cause Work Doesn't Have To Suck podcast.
Konstanty is here to completely transform the way you think about hiring and interviewing.
What you’ll learn in this episode:
1️⃣ The real cost of bad interviews—and how to fix them.
2️⃣ Why a Hiring Blueprint is far more effective than a generic job description.
3️⃣ Konstanty’s favorite interview questions and the game-changing reasons behind them.
4️⃣ The 50% surge in ATS applications—and how it impacts your hiring strategy.
5️⃣ The concept of “rusting out” at work—and how to avoid it for yourself and your team.
If you’ve ever felt like hiring is a gamble, this episode is for you. It’s time to adopt a proven framework, make better hiring decisions, and build the high-performing team you’ve always dreamed of.
Links and Resources:
👉 Connect with Konstanty on LinkedIn: https://www.linkedin.com/in/sliwowskik/
👉 Explore the School of Hiring: https://schoolofhiring.com/
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Are we approaching hiring backward? In this thought-provoking episode of the School of Hiring podcast, I sit down with the brilliant Dr. Diane Hamilton to explore a radical new lens on hiring. Dr. Hamilton, a globally recognized thought leader, Forbes contributor, and creator of the Curiosity Code Index®, challenges the traditional focus on skills and behaviors in hiring. Instead, she introduces the concept of outcomes-based hiring as the key to aligning talent with business success.
Named one of today’s top leadership voices alongside Elon Musk and Sheryl Sandberg, Dr. Hamilton has worked with leaders from Adobe, NASA, and General Motors. Her expertise sheds light on one of the most persistent hiring truths: companies hire for skills but fire for behaviors. Together, we dive into practical strategies hiring managers, HR leaders, and executives can use to build better teams and achieve measurable results.
Whether you’re rethinking your hiring process or positioning yourself as a top candidate, this episode is packed with actionable insights you can apply today.
What You’ll Learn in This Episode:
- Skills vs. Behaviors vs. Outcomes: Why hiring for outcomes bridges the gap between business needs and real-world performance.
- The Curiosity Advantage: How curiosity can transform the hiring process for both managers and candidates.
- Behavioral Blind Spots: Practical advice for avoiding common hiring mismatches.
- The Perception Puzzle: How subconscious biases influence hiring decisions—and what you can do to overcome them.
- Lessons from Leadership: What today’s most influential leaders do differently when building high-performing teams.
Key Questions Explored:
- How has curiosity evolved as a critical driver of innovation and hiring success?
- Why do companies continue to struggle with assessing behaviors, and how can they improve?
- What can hiring managers learn from leaders like Ken Fisher, Martha Stewart, and Brene Brown?
- How does perception shape hiring outcomes, and how can we minimize bias?
About Our Guest:
Dr. Diane Hamilton is a Forbes contributor, keynote speaker, and author of Cracking the Curiosity Code and Curiosity Unleashed. As the creator of the Curiosity Code Index® and Perception Power Index, she’s developed groundbreaking tools that help leaders drive innovation, engagement, and productivity. Dr. Hamilton has been recognized globally for her work, including being named one of today’s top leadership voices.
Actionable Takeaways:
- Assess for Outcomes: Shift your interview strategy to focus on what success looks like in the role—not just on skills or past behaviors.
- Leverage Curiosity: Use curiosity as a metric for identifying candidates who can adapt, innovate, and grow with your company.
- Mind Your Perceptions: Challenge your biases by using structured interviews and validated tools to evaluate talent objectively.
🎧 Tune in to rethink how you hire—and how you build teams that drive success.
👉 Don’t forget to subscribe to the School of Hiring podcast for more expert insights and actionable strategies.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
Welcome to The School of Hiring! In this episode, Konstanty Sliwowski is joined by Alex Domene, former CTO of LucaNet and current Board Member of G&H Banking Software. With his extensive experience in engineering leadership and product development, Alex offers a fascinating perspective on the evolving role of engineers in today’s tech-driven world.
Together, Konstanty and Alex explore critical topics shaping the future of engineering and hiring:
- Redefining the Role of Engineers: How the modern engineer’s responsibilities have expanded in complexity and diversity, from architecture and toolchains to AI and DevOps.
- AI as a Tool, Not a Replacement: Why AI should be seen as a supportive tool—helping engineers generate ideas, solve defects, and enhance productivity—rather than a replacement for human creativity and judgment.
- The School Smarts vs. Street Smarts Debate: Alex shares his take on whether technical expertise or adaptability and problem-solving skills matter more in engineering roles today.
- Effort, Output, and Impact: Inspired by McKinsey’s frameworks, the conversation highlights why focusing solely on effort misses the bigger picture of outcomes and impact in engineering teams.
- Practical AI in Engineering and Hiring: How AI is transforming the hiring process and engineering jobs, and what qualities hiring managers should prioritize in this rapidly changing landscape.
Key Takeaways from McKinsey’s Research:
Alex and Konstanty unpack insights from McKinsey’s 2023 article on engineering KPIs, including frameworks like DORA and SPACE. They discuss how metrics such as Developer Velocity Index, Contribution Analysis, and Talent Capability Score are reshaping how companies assess performance and potential.
Why You Should Listen:
This episode is essential for leaders, hiring managers, and engineers who want to understand the shifting dynamics of engineering work and build teams that thrive in an era of constant innovation and change. Whether you’re exploring AI’s role in hiring, navigating the debate on school smarts vs. street smarts, or seeking actionable strategies to future-proof your team, this conversation is packed with insights.
Subscribe to Our Newsletter:
Stay ahead of the curve in hiring and team building by subscribing to the School of Hiring newsletter at newsletter.schoolofhiring.com. Get exclusive insights, practical tools, and strategies delivered straight to your inbox.
About Alex Domene:
Alex Domene is a seasoned engineering leader with a wealth of experience in product design, development, and delivery. As the former CTO of LucaNet and current Board Member of G&H Banking Software, Alex is responsible for driving innovation and empowering engineering teams to excel in a competitive landscape.
About the Host, Konstanty Sliwowski:
Konstanty is the founder of The School of Hiring, dedicated to helping leaders master the art and science of hiring as a strategic advantage. With nearly 20 years of experience in talent acquisition and building high-performing teams, Konstanty offers practical insights to empower leaders to make better hiring decisions.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
In this episode of the School of Hiring, Dr. Mark Smith, founder of A Better Choice Hire and author of A Better Choice: The Manager’s Guide to Skills-First Hiring, joins Konstanty Sliwowski to discuss how outcome-focused and competency-based hiring can transform the way organizations identify top talent. Mark shares his innovative approach to reducing hiring risks, pinpointing leadership potential, and leveraging assessment techniques like role-play to evaluate candidates in real-world scenarios. This episode is packed with actionable strategies to help leaders and hiring managers make more effective, future-proof hiring decisions.Dr. Mark Smith, is an organizational psychology expert and founder of A Better Choice Hire. With nearly two decades of experience advising top organizations, Mark has redefined how companies approach hiring, shifting the focus from skills to outcomes and competencies that truly drive success.
Mark’s expertise lies in helping organizations minimize hiring risks by evaluating candidates through innovative methodologies such as role-play exercises, which simulate real-world challenges to reveal how candidates perform under pressure. His book, A Better Choice: The Manager’s Guide to Skills-First Hiring, provides a practical framework for managers to make confident, informed decisions.
In this episode, we’ll explore:
- Common Recruiting Pitfalls: Why focusing on resumes and “fit” often leads to poor outcomes—and what to do instead.
- Competency-Based Hiring in Action: How companies can shift from assessing skills to measuring competencies that predict performance.
- Identifying Leadership Potential: Key traits and behaviors that signal a candidate’s ability to lead, and how to uncover them during the hiring process.
- Evaluating for Outcomes, Not Promises: Strategies for assessing a candidate’s ability to deliver results in uncertain and high-stakes environments.
- Role-Play Assessments: How Mark’s approach simulates real-world challenges to evaluate a candidate’s readiness and problem-solving capabilities.
- Minimizing Bias in Hiring Decisions: Techniques to create a fair and effective hiring process that prioritizes competency and outcomes over assumptions.
This conversation is packed with actionable insights for leaders, HR professionals, and hiring managers looking to build teams that can deliver tangible results and thrive in any environment.
About Dr. Mark Smith:
Dr. Mark Smith is a leading expert in organizational psychology and the founder of A Better Choice Hire. His innovative assessment methodologies help organizations hire for outcomes and competencies rather than traditional metrics like resumes or skills alone. Mark’s latest book, A Better Choice: The Manager’s Guide to Skills-First Hiring, outlines practical strategies for modern hiring practices that drive team and organizational success. Learn more about Mark at abetterchoicehire.com and connect with him on LinkedIn.
About the Host, Konstanty Sliwowski:
Konstanty is the founder of the School of Hiring, a platform dedicated to helping leaders master competency-based hiring as a strategic advantage. With nearly 20 years of experience in talent acquisition and building high-performing teams, Konstanty shares actionable insights that empower leaders to achieve better hiring outcomes. Connect with Konstanty on LinkedIn
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
In today’s episode, we’re thrilled to have Andrea Petrone, a seasoned advisor and coach to Fortune 500 leaders, high-growth companies, and transformative mid-sized firms. Andrea brings over two decades of global experience, having worked across seven countries and directly advised more than 250 C-suite leaders.
In This Episode, You’ll Learn:
- Shifting to a Legacy Mindset: Andrea dives into the concept of hiring beyond immediate needs, sharing how leaders can align hiring decisions with a long-term vision. We explore specific traits and qualities that support building teams who will carry the organization into the future.
- Balancing “Fit” and “Innovation”: A central theme of the episode is the “fit versus innovation” hiring dilemma. Andrea shares practical insights on how leaders can balance hiring people who integrate with the existing culture while still driving fresh ideas and innovation, particularly in high-stakes environments.
- Uncovering Hidden Leadership Potential: How can executives identify leadership potential that might not be immediately apparent in a standard interview? Andrea shares his tried-and-true techniques for finding candidates who possess not only the right skills but also the qualities that will help them thrive and lead during transformative times.
- Hiring for Resilience and Adaptability in Uncertain Times: In today’s unpredictable business landscape, resilience and adaptability are crucial. Andrea discusses key traits that signal a candidate’s ability to weather change and shares interview strategies to help uncover these qualities.
- Leveraging Cultural Diversity in Global Teams: Drawing from his extensive international experience, Andrea sheds light on the unique challenges and advantages of hiring within culturally diverse teams. He shares actionable advice on how leaders can turn cultural diversity into a competitive advantage, especially during times of rapid change.
If you’re interested in hiring not just for today but for the legacy you want to create, this episode is packed with insights and actionable advice from one of the most trusted voices in the field.
About Andrea Petrone:
Andrea is a strategic advisor and executive coach with a focus on leadership and organizational transformation. Over his career, he has supported leaders in building resilient, impactful teams that thrive in uncertain and complex environments. Andrea hosts the The World Class Leaders Show podcast, where he explores topics around leadership, growth, and high-performance teams. You can connect with Andrea and learn more about his work at andreapetrone.com and on LinkedIn.
About Konstanty Sliwowski:
Konstanty is the founder of the School of Hiring, an initiative dedicated to helping leaders master the art and science of hiring as a competitive advantage. With nearly 20 years in talent acquisition and experience founding and exiting two companies, Konstanty’s focus is on equipping leaders with the tools and insights to build high-performing, cohesive teams. Connect with Konstanty on LinkedIn and learn more about his work at schoolofhiring.com.
Listen to This Episode:
Tune in to learn from Andrea Petrone’s wealth of experience and gain practical strategies for hiring with intention and vision. This episode is a must-listen for leaders and founders looking to shape the futu
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
In this episode of The School of Hiring, we dive into a critical but often under-discussed element of Germany’s economic engine—the Mittelstand. This sector of small and medium-sized businesses has been a driving force in Germany's economy for over eight decades, and today we explore the unique challenges and strengths it faces in the realm of recruitment and organizational development.
Our guest, Helene Andreas, brings a wealth of knowledge from her global experience and her recent work within the Mittelstand as an investor, advisor, and, as she calls it, "troublemaker." Over the past four years, Helene has helped these family-owned SMEs shape their organizational structures, adapt to change, and master the “people factor.” Her insights offer a unique look at what makes the Mittelstand’s approach to talent and culture both resilient and adaptive in the face of demographic shifts and increasing labor shortages.
Join us as we explore how Mittelstand companies can effectively find, engage, and retain top talent, how they can reshape their cultures to be performance-oriented, and what future-ready strategies Mittelstand leaders can adopt to navigate the evolving workforce.
Key Topics Covered in This Episode:
- What Sets the Mittelstand Apart in Hiring: Helene shares her insights into the unique strengths and challenges of Germany’s SME sector, from recruitment to talent management.
- Strategies for Talent Attraction and Retention: With labor shortages on the rise, Helene discusses effective methods for finding and keeping the right talent in smaller, family-owned businesses.
- Building a Performance-Oriented Culture: Learn about the specific adjustments Helene has implemented to create a culture that values both performance and long-term resilience.
- The Role of People in Driving Resilience and Adaptability: Helene emphasizes how a people-centered approach helps Mittelstand companies stay competitive in a rapidly changing workforce.
- Future-Ready Advice for Mittelstand Leaders: Helene offers actionable advice on preparing for upcoming workforce challenges, including key mindsets and strategies to thrive in the evolving job market.
Key Questions Explored:
- What unique strengths and challenges set the German Mittelstand apart in managing talent?
- How can Mittelstand companies find and retain the right people despite demographic changes and labor shortages?
- What specific cultural adjustments help create a performance-oriented environment within SMEs?
- How does a focus on hiring, upskilling, and retention drive resilience and adaptability in these companies?
- What future-focused strategies should Mittelstand leaders adopt to stay competitive and navigate workforce challenges?
Guest Information:
Helene Andreas is an investor, advisor, and organizational development specialist with extensive experience in both global corporations and Germany’s Mittelstand. With a background spanning multiple countries and cultures, Helene’s approach combines strategic insight with hands-on implementation to help SMEs build resilient, people-centered organizations.
Tune in to gain a unique perspective on the German Mittelstand and learn how to build a high-performing, resilient team ready for the future!
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
In this episode of The School of Hiring, we dive deep into one of the most common frustrations in the hiring process: Why do so many managers feel that recruiters aren’t effective at hiring? Or more to the point, why does the disconnect between recruiters and hiring managers even exist in the first place? Host Konstanty Sliwowski is joined by Lucy Bolin, a recruitment trainer and performance coach who has spent over a decade helping recruiters navigate the complex world of talent acquisition. Together, they unpack the myths, mistakes, and mindset shifts necessary for improving recruitment outcomes. With experience working with recruitment powerhouses like SThree and Michael Page, Lucy brings invaluable insights from both global corporations and startups alike.
What You’ll Learn in This Episode:
- Are recruiters really bad at hiring, or is that just a misconception?
- The fundamental difference between recruiters' and managers' roles in the hiring process.
- Common mistakes recruiters make and how to avoid them.
- How recruiters and managers can better align for successful hires.
- The crucial lessons recruiters can learn from hiring managers, and vice versa.
If you’re a manager frustrated by the hiring process, or a recruiter seeking ways to better align with your clients’ needs, this episode is packed with actionable insights to help you bridge the gap.
Key Questions Explored:
- Are recruiters bad at hiring, or is that a myth?
- Where does the disconnect between recruiters and managers happen?
- What common mistakes do recruiters make in the hiring process?
- How can recruiters better align with the needs of hiring managers?
- What can both recruiters and managers learn from each other to improve hiring success?
Guest Information:
Lucy Bolin is a recruitment trainer and performance coach with over a decade of experience. She has worked with global companies like SThree and Michael Page, training recruiters across the globe from the UK to the Middle East and Australia. Her work has equipped recruiters with the skills they need to navigate the ever-evolving landscape of hiring.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
Send us a text
In this episode of School of Hiring, we dive deep into the complexities of hiring and leadership with two of the most seasoned minds in the field: host Konstanty Sliwowski and serial entrepreneur Peter Sorgenfrei. Together, they uncover why successful hiring is more than just an art—it’s a science. Whether you’re a founder, a manager, or an HR leader, this episode offers essential insights to help you avoid the costly mistakes many leaders make when hiring.
Key Topics Covered:
- The Art vs. Science of Hiring: Discover why relying on intuition or gut feelings in hiring often leads to poor outcomes—and why leaders must balance both the creative and analytical aspects of the process to get it right.
- Common Hiring Misconceptions: Peter addresses the false confidence many leaders have in their hiring abilities, revealing the harsh truth that nearly 50% of hires leave within 18 months. He shares personal anecdotes and lessons learned from hiring over 300 people.
- The Personal Cost of Hiring Mistakes: Beyond financial and time-related consequences, bad hires can take a personal toll on leaders. Peter opens up about his turning point in 2019, when burnout forced him to rethink his approach to building teams.
- The Whole Human Approach: Peter explains his philosophy on hiring for the "whole human," which goes beyond just evaluating skills and looks at the broader characteristics that make someone a sustainable, long-term fit for an organization.
- Advice for First-Time Founders and Managers: Learn actionable tips on how to avoid common pitfalls in early-stage hiring and how to ensure your team scales effectively with your business.
Top Questions Answered in this Episode:
- What is the biggest misconception leaders have about hiring?
- Can intuition be trusted in the hiring process, or is it often misleading?
- What are the hidden personal costs of making a poor hiring decision?
- How can leaders adopt the “Whole Human Approach” in their hiring practices?
- What should first-time team builders focus on to ensure hiring success?
- Was there a pivotal moment when Peter realized his hiring strategy needed to change?
- How do you codify hiring to make it a repeatable, effective process?
Why You Should Listen:
If you’ve ever found yourself scratching your head after a seemingly great hire didn’t work out, or if you’re looking to avoid the expensive and time-consuming mistakes that so many companies fall into, this episode is a must-listen. Peter Sorgenfrei’s unique experience, both as a CEO and a coach, gives listeners an in-depth look at the long-term strategies required to build teams that thrive—not just in terms of output, but in their alignment with your company’s vision and culture.
Episode Highlights:
- "Hiring is not just about filling roles—it’s about shaping the future of your organization."
- "We often hear that hiring is an art, but here’s the truth—it’s also a science."
- "Almost 50% of hires leave within 18 months—what does this tell us about how we’re hiring?"
- "The Whole Human Approach is about hiring people, not just resumes."
Guest Bio: Peter Sorgenfrei is a serial entrepreneur who has founded and scaled six companies, including one from a two-person garage startup to a global operation. With over 300 hires to his name, Peter brings an invaluable perspective on the challenges of building high-performing teams. After a life-altering experience in 2019, Peter turned his focus to coaching founders a
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and newsletter.schoolofhiring.com
In today's episode, I am thrilled to welcome Gerrit McGowan, a seasoned entrepreneur and a thought leader in the science of human performance.
Gerrit isn’t your typical entrepreneur. With experience spanning four countries and three continents, Gerrit has built and scaled companies from the ground up, raised millions from investors, and served as interim CEO for multiple organizations. He’s achieved two successful exits and has helped thousands of founders transform their startups into thriving businesses.
But Gerrit’s expertise goes far beyond just building companies. He has a deep interest in the science behind what makes people and businesses perform at their best. His passion for human potential led him to take a sabbatical in his mid-40s to conduct PhD-level research on entrepreneurial flow—the state of peak performance that drives success in high-pressure environments.
Gerrit’s knowledge is not just academic; he has applied these insights in the real world. He has hosted one of Europe’s leading entrepreneurship podcasts, founded a startup accelerator, and served as a peak performance coach with the Flow Research Collective. His approach is grounded in scientific evidence, refined by hands-on experience, and designed to help leaders and founders reach their full potential.
Today, Gerrit is here to share how understanding the science of performance can radically improve how you hire, build, and lead your teams. His insights are not just theoretical—they’re actionable, practical, and proven to work in the real world.
Key Topics Covered in This Episode:
- What is Entrepreneurial Flow and Why It Matters
- Gerrit explains the concept of entrepreneurial flow, a state of peak performance that helps individuals achieve success in high-pressure environments. Learn why understanding this state is crucial for both personal and team productivity.
- Lessons from Sports Performance for Business Leaders
- Drawing parallels between sports and business, Gerrit discusses how the strategies used in sports to build high-performing teams can be applied in the corporate world. Discover the key lessons business leaders can learn from sports to enhance their team's performance.
- Improving Interview and Selection Processes
- In sports, recruitment is a meticulous process involving scouting, testing, and trials. Gerrit shares how business leaders can adopt similar methods to refine their interview and selection processes, ensuring they hire the right talent for their teams.
- Practices for Developing and Retaining High-Performing Teams
- Gerrit outlines key practices from the world of sports that leaders can use to not only hire top talent but also develop and retain high-performing teams. Learn actionable strategies that can be implemented in your organization to foster a culture of excellence.
- Creating a Supportive Environment for Top Talent
- Many elite athletes attribute their success to a strong support system and the right environment. Gerrit discusses how leaders can create an environment that not only attracts top talent but also keeps them motivated and committed for the long term.
Connect with Gerrit McGowan on LinkedIn
Connect with Konstanty Sliwowski on LinkedIn
Subscribe to School of Hiring on YouTube
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
In this episode, we dive deep into the strategies that shape successful teams and thriving workplaces. Today’s guest is Felipe Furlan, the CTO of Jimdo, who brings a wealth of experience in building high-performance teams across the globe.
Felipe’s journey from Brazil to Germany, along with his work in both scaleups and dynamic startups, offers a unique perspective on the complexities of hiring in various organizational contexts.
In This Episode, We Explore:
- The Concept of Culture Fit: Felipe breaks down what Culture Fit truly means and how it differs from Culture Add and Culture Adaptability.
- The Evolution of Hiring for Culture: As a former founder and now a tech leader, Felipe shares how his approach to hiring has evolved over time, and the key learnings that have shaped his perspective.
- Culture Add vs. Culture Fit: Hear an insightful example from Felipe’s own experience where prioritizing Culture Add over Culture Fit led to significant breakthroughs in team performance and innovation.
- Assessing Adaptability: Felipe discusses his personal strategies for evaluating whether a candidate can contribute something new while also adapting and growing with the company as it evolves.
- Managing Diverse Perspectives: Learn how to manage and integrate differing perspectives brought by new hires to strengthen, rather than conflict with, the existing team.
- Recruitment Process Alignment: Felipe offers advice on ensuring that your hiring team understands and values Culture Add and Adaptability during the recruitment process.
- Balancing Culture Dynamics in Growth: As companies grow, maintaining the right balance between Culture Fit, Add, and Adaptability can be challenging. Felipe shares his insights on navigating these challenges.
Whether you’re a startup founder, a hiring manager, or simply interested in the nuances of team building, this episode is packed with actionable insights to help you refine your hiring strategies.
Don’t forget to subscribe to the School of Hiring for more insights on building successful teams and workplaces!
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
In this highly anticipated episode, we sit down with Olawale Oladunni, the Global Senior Director of Product Design and Research at Delivery Hero. With his extensive background, including his tenure as Head of Digital Experience, Talent Solutions at LinkedIn, Olawale offers a unique perspective on hiring, scaling organizations, and fostering diversity in the workplace.
Episode Highlights:
- Introduction: Host introduces Olawale Oladunni and outlines his impressive career, focusing on his roles at Delivery Hero and LinkedIn.
- First Hiring Experience: Olawale shares memories of his first hire and the invaluable advice he would give his younger self about the hiring process.
- Diversity Hiring Challenges: A deep dive into why companies struggle with diversity hiring and practical strategies to overcome these challenges.
- Key Questions Discussed:
- Increasing the Diversity Pool: Strategies for hiring top talent while enhancing diversity in a tight job market.
- Interview Transparency: How honest should companies be with candidates about the real state of affairs in the business during interviews?
- Hiring Managers for Direct Reports: Avoiding the pitfalls when direct reports interview their future leaders.
- Effective Collaboration with Talent Acquisition (TA): Balancing internal vs. external TA and optimizing collaboration.
- LinkedIn as a Recruitment Tool: Olawale’s take on whether LinkedIn remains the best platform for finding top candidates.
Guest Info: Olawale Oladunni is a seasoned expert in product design, digital experience, and talent acquisition. His leadership roles at Delivery Hero and LinkedIn provide him with a wealth of knowledge on building effective teams and implementing successful hiring practices.
Special Offer: Don't miss out on the free Hiring Blueprint download available at www.schoolofhiring.com. This resource is designed to help you streamline your hiring process and find the right fit for your team.
Call to Action: If you enjoyed this episode, please leave us a review and share it with anyone who might benefit from these insights. For more resources and tips on hiring, visit www.schoolofhiring.com and download the free Hiring Blueprint today.
Subscribe: Stay updated with our latest episodes by subscribing to our podcast on your favorite platform.
Connect with Us:
- LinkedIn: https://www.linkedin.com/in/sliwowskik/
- LinkedIn: https://www.linkedin.com/in/doubleola/
Thanks for Listening!
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
In this episode, we delve into one of the most pressing issues faced by managers and leaders today: hiring the right people. Our guest, Jodi Brandstetter, a bestselling author, speaker, design thinker, and business coach, shares her insights on the common misconceptions and challenges new managers face in the hiring process.
Episode Highlights:
- Introduction: We discuss the ego problem around hiring and the difficulty managers face in admitting they need help.
- Statistics: Only 30% of managers receive interview training according to a study by TrainingZone UK, with a LinkedIn poll showing a slightly better but still low 37%.
- Common Misconceptions: Jodi elaborates on the most common misconceptions new managers have about hiring.
- Contributing Factors: Beyond the lack of formal training, Jodi discusses other factors that contribute to hiring struggles.
- Balancing Speed and Fit: Tips for new managers on how to balance the need to hire quickly with finding the right fit in today’s competitive job market.
- Overcoming Stigma: Advice for new managers on overcoming the stigma of asking for help with hiring.
Guest Info: Jodi Brandstetter is a best-selling author, speaker, design thinker, and business coach dedicated to transforming the hiring process. Her insights and expertise provide valuable guidance for anyone involved in hiring.
Special Offer: Don't miss out on the free Hiring Blueprint download available at www.schoolofhiring.com. This resource is designed to help you streamline your hiring process and find the right fit for your team.
If you enjoyed this episode, please leave us a review and share it with anyone who might benefit from these insights. For more resources and tips on hiring, visit www.schoolofhiring.com and download the free Hiring Blueprint today.
Subscribe: Stay updated with our latest episodes by subscribing to our podcast on your favorite platform.
Connect with Us:
- Konstanty: https://www.linkedin.com/in/sliwowskik/
- Jodi: https://www.linkedin.com/in/jodibrandstetter/
Thanks for Listening!
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
Welcome to the School of Hiring's "Hire Better" podcast. This episode, we explore the complexities of strategic planning in talent acquisition and delve into sustainable growth strategies. We'll analyze the economic benefits of leveraging agencies and the critical decision of transitioning to an in-house Talent Acquisition (TA) team.
Featured Guests:
- Andrew Stow, a talent acquisition expert with two decades of experience, known for his work with VC-backed tech startups and unicorn companies. Andrew is currently leading his own consulting and investment business in Switzerland.
- Ines Currie, a seasoned recruiter specializing in executive and senior talent for tech and product sectors. Ines brings over ten years of experience in driving early-stage and high-growth companies to success.
Key Discussion Points:
- How Agency Use Can Save You Money as a Business: Exploring cost-effectiveness in recruitment agencies versus traditional hiring processes.
- When to Hire In-House TA: Identifying the growth stage for establishing an in-house talent acquisition team.
- Agency vs. In-House: Discussing the unique advantages of agencies and scenarios where in-house teams excel.
- Sustainable Hiring Practices: Strategies to avoid the hire-fire cycle and promote sustainable hiring.
- Choosing the Right Agency: Key factors in selecting a recruitment agency for a successful partnership.
- Balancing Flexibility and Performance: Tactics for maintaining flexibility while ensuring high performance in talent acquisition.
- Beyond 'Post and Pray': Effective strategies for managing high volumes of applications.
Closing Remarks:
Don't miss the insights from Andrew and Ines, who have collaborated on projects for companies like GetYourGuide and DaWanda (acquired by Etsy), as they share their invaluable experiences in the hiring landscape.
Relevant Hashtags:
-
HireBetterPodcast
-
SchoolOfHiring
-
TalentAcquisition
-
RecruitmentStrategies
-
SustainableGrowth
-
InHouseTA
-
RecruitmentAgencies
-
StrategicHiring
-
TechRecruiting
-
HumanResources
Connect with Us:
Follow our podcast for more insightful episodes on strategic hiring and join the conversation with #HireBetterPodcast. Share your thoughts and experiences in talent acquisition and sustainable growth strategies.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
Welcome to the second instalment of our double episode with special guest Jason Thrasher, CTO of Shiftmove, on the Hire Better Podcast from School of Hiring. In a rare in-person recording, this episode delves into a critical topic in the hiring world: "Why Hiring like Google May Not Be Right for Your Business?"
Despite the allure of mirroring the hiring processes of tech giants like Google, Facebook, or Amazon, we discuss why this approach might be counterproductive for many businesses. With Jason Thrasher's insights, drawn from his experience as a Senior Engineering Manager at Google, we explore the nuances and potential pitfalls of adopting Google's hiring practices.
Join us as we dissect Google's hiring methodology, understand the importance of customizing hiring strategies, and uncover the key differences that make each company's hiring needs unique. This conversation is a must-listen for hiring managers and business leaders seeking to optimize their recruitment processes.
Show Notes:
- Introduction to the Topic: An overview of why replicating Google's hiring approach might be detrimental for businesses not operating at the same scale or in the same industry.
- Guest Introduction: Jason Thrasher, CTO of Shiftmove and former Senior Engineering Manager at Google, shares his first-hand experiences.
- Interview Questions: Discussion on the types of questions asked during interviews at Google and how they may differ from what is suitable for other companies.
- The Hiring Process for Engineers: Insight into the intricate steps involved in hiring engineers at Google and the potential complexities for other businesses.
- Candidate Expectations: Exploring the expectations placed on candidates throughout their hiring journey at big tech companies.
- Separation of Interviews and Hiring Decisions: The unique approach of separating interviews from hiring decisions and compensation negotiations at Google.
- Data-Driven Strategies: The role of extensive data and feedback in shaping Google's hiring strategies and how this might be overwhelming for smaller companies.
- Consensus vs. Alignment: A deep dive into how consensus and alignment play different roles in the decision-making processes at various companies.
- Conclusion and Takeaways: Summarizing key insights from the discussion and practical advice for businesses in refining their hiring processes.
This episode is not only an eye-opener for those emulating tech giants in their hiring practices but also a guide for developing more effective, business-specific hiring strategies. Tune in for a comprehensive analysis of what makes Google's hiring unique and how to adapt these insights to your company's needs.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
In today's insightful conversation, we tackle two critical topics that often challenge business leaders: "Why and Who Do You Actually Need to Hire?" and "Why Hiring like Google May Not Be Right for Your Business?"
Our distinguished guest for this episode is Jason Thrasher, CTO of Shiftmove, formerly Avrios and Vimcar. Jason brings a wealth of experience from tech giants like Google, Yahoo, and IFTTT, along with his invaluable insights into the hiring world.
Part 1: "Why and Who Do You Actually Need to Hire?"
- Identifying the Core Problem Your Business is Solving
- Understanding the foundational step of defining the problem your business aims to solve.
- How this understanding shapes your hiring strategy and impacts your overall business goals.
- The Challenges and Constraints That Influence Your Hiring Decisions
- Common challenges and constraints that influence hiring decisions.
- The implications of these factors on the type of talent your company needs.
- Balancing a Culture of Growth with One of Expertise
- Striking a balance between fostering a growth-oriented culture and valuing expertise.
- How this equilibrium affects the skills and experiences you prioritize when recruiting.
- Shaping Roles Around Individuals Versus Requiring Candidates to Fit Predefined Criteria
- The advantages of customizing roles to align with individual strengths and talents.
- Determining when predefined criteria should take precedence in your hiring process.
- Handling Hiring Decisions, Notice Periods, Layoffs, and Probation Periods (and the Difference Between the US Versus Germany)
- A closer look at the key differences in handling hiring decisions between the US and Germany.
- Effective strategies for companies with a presence in both countries to navigate these differences seamlessly.
Join us in the next episode as we continue our conversation with Jason Thrasher, exploring the nuances of "Why Hiring like Google May Not Be Right for Your Business." Stay tuned for more enriching insights!
Remember, making the right hiring decisions is not only about the talent but also the strategy. So, let's dive deep into the world of hiring with Jason Thrasher.
Don't miss it! Subscribe now to the Hire Better podcast to stay updated on the latest episodes.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
In this insightful episode of our podcast, we're exploring the dynamic world of innovation and the crucial role external partnerships play in propelling organizations forward. Our special guest, Marco De Bortoli, Technology Director at BuildCircle, brings a wealth of experience and a unique perspective on leveraging external resources for innovation.
Episode Highlights:
- The Innovation Challenge: We delve into the complexities of achieving innovation in today's business landscape, especially under the constraints of limited resources such as headcount, budgets, and team size.
- Power of Collaboration: Discover how organizations can significantly benefit from collaborating with external parties. We discuss strategies for identifying and engaging with the right partners to foster innovation.
- Unraveling the Secrets of Successful Partnerships: Learn how to establish fruitful partnerships that can unlock new ideas and drive your business forward. Marco shares insights into building and maintaining effective collaborative relationships.
- External Talent as a Catalyst for Innovation: We discuss how tapping into external talent pools and expertise can complement internal efforts and bring fresh, diverse perspectives to your innovation initiatives.
- Marco De Bortoli's Journey: From his beginnings as a software engineer to becoming a recognized technical leader, Marco shares his experiences working with notable brands and how these shaped his approach to innovation through partnerships.
- Practical Tips and Strategies: Marco provides actionable advice and proven strategies for organizations looking to harness the power of collaboration to overcome common constraints and drive innovation.
About Marco De Bortoli:
Marco's career spans from his early days in software engineering to his current role as a Technology Director. He has worked with international projects in various industries, provided technical expertise to major brands, and has become a trusted leader in companies like Just Eat, Skyscanner, and Schroders. His journey is a testament to the power of external partnerships in driving innovation.
Join us in this episode to gain valuable insights into how your organization can leverage external partnerships to overcome innovation barriers and stay ahead in the competitive business world. Whether you're a small startup or a large corporation, this episode is packed with practical tips and inspiring stories to help you navigate the challenges of innovation.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
This episode is unlike any other as we discuss a rarely broached subject: Technical Due Diligence (TDD). Ever wondered how TDD can spotlight potential challenges and also reveal gaps in your organization? Well, the answer lies in a place you might not have looked into: People.
🔹 People are the core of every organization. But do we ever pause to ponder some crucial questions related to them, especially during a technical due diligence?
🔹 Are your teams primed with the requisite experience for the challenges ahead?
🔹 Is your leadership structure robust enough to guide your organization to its envisioned future?
🔹 How well do your teams collaborate, ensuring efficiency and harmony?
Chris Philipps, a leading authority in European TDD and the Founder & Managing Partner of Philipps & Byrne, joins us to shed light on these questions. With over 500 TDD projects under his belt and a decade as an Interim CTO, Chris brings an unparalleled perspective to the table. 🌟
Some burning questions we dive into:
🎤 What really is TDD beyond just a deep technical dive?
🎤 What are the frequent challenges and gaps Chris encounters in businesses during TDD?
🎤 Which queries about team dynamics are critical during a TDD?
🎤 Chris's golden advice for founders about hiring and shaping their teams?
🎤 And the BIG one: What are the monumental risks tied to people?
So, whether you're a founder, an investor, or someone curious about the intricate dynamics of teams and technical leadership, this episode promises a treasure trove of insights!
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
Join us on a captivating journey through the evolution of recruitment, diving deep into the transformative impact of AI, emerging solutions, and the dynamic shift from traditional services to consultative approaches.
Recruitment has evolved significantly since 2004, and the rise of AI technologies promises to revolutionize how we attract, assess, and hire talent. With the infusion of machine learning and data analytics, recruiters now wield unprecedented insights, enabling them to make strategic decisions that will reshape the future of hiring.
As we navigate this dynamic landscape, we can't ignore the seismic shift from transactional services to consultative partnerships. Modern recruiters are adopting a holistic approach, collaborating closely with organizations to comprehend their unique needs, culture, and long-term objectives. It's a paradigm shift—from merely filling positions to crafting enduring talent strategies that drive sustainable success.
But there's more to the story. The new generation of recruiters operates in a unique paradigm. Unlike their predecessors, they haven't witnessed a true recessionary market. This presents both opportunities and challenges as they navigate uncharted waters, adapting to a world where talent is in high demand, and candidates wield more power than ever before.
Our special guest, Charlie Sell, Board Director of Majar Group, responsible for the Solutions and Consultancy brands of a major European staffing business, joins us for an insightful conversation. With two decades of recruitment industry experience, Charlie provides invaluable insights into the changing recruitment landscape.
In this episode, we delve into pressing questions:
- How has the integration of AI and emerging technologies transformed the recruitment landscape, and what opportunities and challenges does this present for both recruiters and candidates?
- As the recruitment industry shifts toward a more consultative approach, discover how recruiters can effectively partner with organizations to understand their unique needs and long-term goals.
- Explore key strategies and best practices for recruiters to stay ahead in this rapidly evolving landscape, especially considering the increasing demand for talent and the shifting power dynamics between recruiters and candidates.
- With the new generation of recruiters having not experienced a true recessionary market, learn how they can prepare for potential challenges and adapt to changing market dynamics.
- In light of the evolving recruitment landscape, uncover the essential skills and qualities recruiters need to develop to thrive and deliver exceptional results in this new era.
Don't miss this episode if you're curious about the future of hiring or want to stay informed about the latest trends and innovations shaping the recruitment industry. Tune in now!
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
In this episode, we cast a spotlight on a subject of utmost significance: the gender pay gap, particularly in the context of recent European legislation mandating compensation disclosure in job advertisements. The EU Pay Transparency Directive, designed to combat the gender pay gap within the European Union, has brought this critical issue to the forefront. Notably, in 2020, the EU's gender pay gap stood at 13%, with only marginal improvement over the preceding decade.
As global awareness of persistent gender wage disparities grows, it's vital to grasp the multifaceted nature of this challenge. The new legislation represents a momentous stride toward transparency and equity in the job market, aiming to narrow the gender pay gap by exposing salary inequalities right from the outset of the hiring process.
But the question lingers: Is this measure alone sufficient to resolve the issue?
Joining us as our esteemed guest today is Yasmine Guerin, the Founder of Negotiatress—an initiative that equips women of all backgrounds and ages with the tools to negotiate for themselves effectively. Yasmine is also a certified mediator and group facilitator, boasting over 12 years of expertise in the realms of negotiation and conflict resolution. Our paths have crossed before at Caissa, where we've collaborated on technology and DEI-focused hiring.
Throughout this episode, we pose thought-provoking questions, dissect the underlying causes of the gender pay gap, and explore how salary transparency can act as a catalyst for transformation. Tune in as we engage in an insightful conversation with industry experts, advocates, and thought leaders to unravel the intricacies of this pivotal issue. We'll also delve into the potential repercussions of these legislative changes on employers, job seekers, and society at large.
In this episode, we'll explore:
- The profound significance of disclosing compensation in job adverts and its role in addressing the gender pay gap.
- A comprehensive examination of the primary factors contributing to the gender pay gap, along with an exploration of how salary transparency can help mitigate these disparities.
- The challenges and opportunities that the European legislation presents for employers, job seekers, and the broader workforce.
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
Episode Highlights:
Understanding Staff Turnover
Strategic Retention
Building a Culture of Succession Planning
🎙️ Today, we're embarking on a deep dive into the captivating world of planning for the future of your business. In a landscape where growth, staff turnover, and resilience are paramount, we're here to shed light on the strategies that matter.
📈 As businesses strive to stay competitive and adapt to evolving market demands, a well-defined growth strategy becomes imperative. It's not just about product development and market expansion; it's about retaining and acquiring the right talent to drive and sustain that growth.
💼 Staff turnover is an unavoidable reality, but how you manage it strategically sets successful businesses apart. Today, we'll explore the importance of delving into the root causes of turnover, implementing retention strategies, and creating a supportive environment that fosters employee engagement and loyalty.
🌱 However, that's just part of the story. True organizational resilience is cultivated through a culture of succession planning. This practice ensures that your company can weather unexpected departures, retirements, or transitions in key leadership positions. In this episode, we'll uncover best practices for identifying high-potential employees, nurturing their skills, and creating a robust pipeline of future leaders.
🎙️ To illuminate these crucial topics, we're joined by Cemre Akdemir, Talent Acquisition Lead at Babbel. Cemre is an HR professional with a profound understanding of employer branding, recruitment, and organizational development. What makes her perspective unique is her experience in both successful scale-ups and larger organizations like Philip Morris, Pfizer, Unilever, and Procter & Gamble, where business continuity and succession planning are well-established functions.
In this episode we explore:
🌟 Key factors for managing staff turnover and retaining top talent.
🌐 How succession planning contributes to organizational resilience and business continuity.
🚀 Effective strategies for identifying and nurturing high-potential employees for future leadership roles.
Tune in for a wealth of insights and strategies to future-proof your organization!
HR #TalentManagement #SuccessionPlanning #EmployeeRetention #Podcast
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
In today's episode, we're diving headfirst into a topic that's not just important—it's the cornerstone of exceptional team dynamics: psychological safety throughout the entire journey of recruitment, onboarding, and employment.
🔐 Creating an environment where individuals feel empowered to express, take risks, and be their authentic selves is a game-changer. Why? Because it fuels innovation, bolsters productivity, and ignites team success. In fact, Google's research highlights that teams thriving in psychological safety not only boost productivity but also foster enduring engagement and generate groundbreaking ideas.
🎯 But here's a twist: Did you know that psychological safety isn't just a buzzword? It plays a pivotal role even in the recruitment process. Candidates who feel this safety net are more likely to showcase their genuine abilities, leading to more accurate evaluations. According to LinkedIn's findings, candidates experiencing a safe and inclusive recruitment journey are a staggering 2.3 times more likely to embrace job offers.
🏆 And the impact doesn't stop there. The onboarding phase is a hidden powerhouse that shapes long-term employee commitment. Harvard Business Review's insights are jaw-dropping: Employees who receive proper onboarding are a whopping 69% more likely to stick around for a solid three years. Imagine the positive ripples of that longevity!
📊 Throughout the employment journey, nurturing psychological safety remains paramount. Gallup's stats speak volumes: Organizations championing employee engagement through a bedrock of psychological safety reap a harvest of 17% higher productivity, 21% boosted profitability, and a whopping 41% decrease in absenteeism.
🌟 Joining us in this electrifying episode is a true luminary, Franziska Hauck. An experienced hiring manager, people strategist, and leadership expert with a tech and product prowess. Certified coach and mediator, and a champion of diversity, equity, inclusion, accessibility, and belonging.
🚀 With a career spanning large tech titans, nimble startups, and freelancing journeys, Franziska brings a treasure trove of insights to cultivating psychological safety. Get ready for a firework of insights, strategies, and data-driven approaches that illuminate the path to creating teams that truly shine.
🔍 In this episode, we'll uncover:
- The pivotal role of psychological safety in recruitment, onboarding, and employee experience.
- Proven strategies for fostering psychological safety during hiring and onboarding.
- Leadership's dynamic role in perpetuating psychological safety.
- The symbiotic relationship between psychological safety and diversity, equity, inclusion, accessibility, and belonging.
- The smartest ways decision-makers can amplify psychological safety's impact.
🎧 Dive into a conversation that unlocks the secret to team excellence. Listen now!
PsychologicalSafety #TeamExcellence #Leadership #InclusiveWorkplace #EmployeeExperience
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
Welcome to the School of Hiring podcast, a platform where we delve into the intricate world of building and nurturing successful businesses. I'm your host, Konstanty Sliwowski, and today's episode is a journey into the realm of succession planning—a strategic element crucial not only for your business's long-term vitality but also for your personal fulfillment and growth.
In the dynamic realm of entrepreneurship, especially in these turbulent times of global shifts, it's not uncommon for founders and business leaders to find themselves seeking a fresh perspective and contemplating their next steps. The current landscape has sparked conversations about change among business leaders, becoming increasingly prevalent over the past 6 to 12 months. With leadership transitions holding the potential for far-reaching consequences, we embark on a deep dive into the profound significance of succession planning. This strategic approach paves the way for a seamless transition, fostering the prosperity of your business and your own journey.
Our special guest for this enlightening conversation is Julius Bachmann, a certified executive coach hailing from Berlin. With extensive experience in coaching, investing, and advising founders across Europe, Julius has witnessed firsthand the transformative influence of well-thought-out succession planning on both business dynamics and personal well-being. His unique perspective shines light on the delicate balance between nurturing business growth and safeguarding one's own journey.
🔑 Succession planning for leadership, especially in cases involving co-founders, is a sensitive endeavor. It holds weight not only for the business but also for the individuals who've poured their heart into the organization. We're delving beyond mere replacement into the personal impact this holds.
Questions we address in this episode:
🎯 With this in mind, let's start at the heart of the matter: Why should founders and business leaders prioritize succession planning and consider their own exit strategies?
🛤️ Navigating the balance between securing your business's future and tending to your personal well-being during this transition—how do founders manage this tightrope?
🧩 Exploring practical steps and considerations—what should founders contemplate when seeking their next steps and evaluating potential successors?
SuccessionPlanning #LeadershipTransition #EntrepreneurialJourney #PersonalGrowth
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
The Transatlantic Talent War: Insights into Hiring the Best Leaders on Both Sides of the Atlantic with Julie Hansen, US CEO & CRO of Babbel
In this episode, we are exploring the differences in hiring for leadership teams between the US and Europe. As we all know, the two markets function differently and this reflects on the expectations employers have of their employees, as well as candidates' and employees' expectations and experiences.
Our guest for today's episode is Julie Hansen, Chief Revenue Officer and US CEO at Babbel, who has extensive experience in the media and technology industry on both sides of the Atlantic. Julie joins us to discuss some fundamental differences between the US and Europe in hiring for leadership teams, common misconceptions, strategies for hiring the right leadership team for an organization, and compensation package differences and contributing factors.
Join us as we dive into these important topics and learn how organizations can prepare themselves for hiring across the big water. Let's get started!
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
Welcome to the latest episode of the School of Hiring podcast! Usually, we dive into strategies and tips for improving your hiring process. However, today's topic is a bit more somber as we discuss letting employees go, redundancies, and layoffs.
Although it's not the most uplifting topic, it's a crucial one to understand for any business, especially during tough times. And to help us navigate this difficult topic, we have a special guest joining us today - Oliver Aust.
Oliver is a leading expert in CEO and founder communications and crisis communication. He has been at the forefront of some of the most high-profile reputational challenges in Europe and has personal experience with hundreds of media interviews as a chief communicator for a publicly listed company.
As the founder and CEO of Eo Ipso Communications, he has advised hundreds of high-profile individuals and organizations, including Fortune 50, FTSE100, and DAX40 companies. He's also the co-host of the Speak like a CEO podcast, which is a category-defining show on CEO and founder communications. And if that wasn't impressive enough, Oliver has written four books on communications, including international bestsellers "Message Machine" and "Unignorable."
So, let's dive into this important discussion with Oliver Aust and learn how to navigate the difficult process of letting employees go.
hirebetter #communication #speaklikeaceo #recruitment #executivesearch #humanresources #peoplemanagement
Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/
For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog
Hiring & Retaining Leaders in Turbulent Markets with Hilary Klassen & Konstanty Sliwowski
In today's episode, we'll be discussing a topic that's always top of mind for companies in the tech industry - how to hire and retain top managers. And we're thrilled to have a special guest joining us - Hilary Klassen, an HR leader, coach, and entrepreneur who's worked with startups and corporates around the world.
Hilary is the founder of Bestselfy, a digital coaching toolbox that helps managers improve their performance, and is also a co-founder of The Secret HR Society, a community of over 1,700 HR professionals. She's a strong advocate for positive human interactions and personal well-being as the foundation for top performance, and her latest project - Leader Lab 1.0 - is a cutting-edge leadership growth lab that offers coach-led peer sessions, 1:1 coaching, and a self-paced coaching app to equip managers to lead in today's volatile, uncertain, complex, and ambiguous world.
Join us to learn from Hilary's expertise and discover how you can hire and retain the best managers for your tech company. Don't miss this opportunity to improve your leadership team and take your company to the next level!
hiring #retention #leadership #management
Welcome to the School of Hiring podcast, where in this episode we dive into the complexities of leadership hiring with our special guest, Anaïs Neumann. Anaïs is the Head of Global Executive Recruiting at HelloFresh and a Career Coach & Podcast Host of The Curious Recruiter.
As the market pace accelerates and strategies constantly evolve, finding the perfect fit for a company's leadership position has become more challenging than ever before. In the past, a cookie-cutter profile may have sufficed, but in today's landscape, traditional pedigrees no longer guarantee success. Instead, it's a leader's attitude and communication skills that are emerging as key indicators of success.
Anaïs joins us to discuss the changing nature of leadership hiring and the reasons why tried-and-tested methods of the past may no longer be sufficient in today's business world. We also explore how leaders should define their hiring needs and initiate a hiring process.
Creating an exhaustive hiring brief is crucial for hiring managers to ensure that their team is on the same page, and Anaïs provides valuable insights on how to compose that brief. Additionally, she shares her tips on ensuring a positive hiring process that is informative to the candidate and gives a higher success rate for the hiring team.
Tune in to the School of Hiring podcast to learn more about the changing landscape of leadership hiring and how to make the right hire for your company's success.
Boom to Bust Hiring - The Foundations of Sustainable Employment
Sustainable employment practices that prioritize stable, continuous employment for workers can have many benefits for both the employees and the companies they work for. In this episode of the School of Hiring podcast, we'll explore the concept of sustainable employment and how companies can implement policies that prioritize job security and stability for their employees.
We'll discuss the impact of layoffs and fluctuations in employment on workers and their families, as well as the benefits of offering long-term job security, such as increased job satisfaction, employee loyalty, and reduced turnover rates.
Joining us today to delve into the importance of sustainable employment practices and the positive impact they can have on both workers and businesses alike I have Hessel Reimerink, VP Talent and Employee Experience at OBI.
Hung Lee is the editor of the leading industry newsletter Recruiting Brainfood and with over 20 years in the business of hiring people he has worked with and acts as the confidant of the best in the industry.
In his role, Hung has a unique helicopter view of the recruitment space across industries, markets and niches.
It is thus no surprise that when he speaks people take note.
In this episode we discuss:
-
How has recruitment changed over the last 10 years
-
What changes have have there been in the leadership and executive search segment
-
How has the importance of nurturing relationships with candidates changed and how can companies get better at this.
-
What is the difference between recruitment, talent acquisition, headhunting and executive search and when is one better than the other.
-
At what point do you decide to use an external agency vs your inhouse talent team.
-
How has the introduction of technology/AI into recruitment & executive search changed things.
And much much more!
In this episode of the School of Hiring podcast I wanted to look further into the topic of how the world of work is evolving and what impact this is having on (and will continue to have on) how we not only hire but also retain people within our organisations.
I am joined by Jessica Kafka. She is an international HR executive with more than ten years experience in orchestrating strategic transformation projects, managing people product lifecycles, heading employee experience and growth.
Jessica’s particular experience of leading Zalando through their rapid transformation to what we now call New Work at the onset of the pandemic in 2020 has given her a front row seat while many were trying to figure out how the world will change.
In this episode you will learn about:
-
How has the world of work changed and what mistakes are you seeing companies making when it comes to hiring and retaining their staff.
-
Is flexibility at work becoming a currency?
-
What can we do to improve long term staff retention?
Enjoy!
How confident are you that your business is safe from hackers and scammers?
Did you know that 46% of small and medium businesses have been targeted by ransomware and 73% of those have paid the ransom?
This is one of the most serious threats to businesses today.
But given that this podcast is about hiring, why are we all of a sudden talking about hackers, ransomeware and cyber crime?
Well, the security of your systems is only as strong as your weakest link and this, in most cases, is people. It would thus make sense that when hiring and onboarding new team members you would also want to understand their approach to security.
In this episode I am joined by Jan-Henry Ohlert, the CTO of Autobahn Security to discuss exactly that. How do you hire for a security mindset and consciousness across your entire business?
In this episode you will learn about:
- How to hire for a security mindset
- What questions to ask in interviews to test security experience across all roles in your business
- When to start thinking about security in your business
There are so many questions we face as business leaders when it comes to the future. Even more so as we head into the unknown of 2023.
In this episode some of the questions we tackle are:
- How will the sphere of work develop over the coming years?
- Will an economic downturn propell us back towards 5 day office work or will we continue on a trajectory that will result in a new status quo?
- Is the 4 day work week a inevitable outcome we are heading towards?
- Is a status quo even possible when it comes to work or will companies increasingly compete in how they design their work environments?
- What will the emerging world of work, often also called, new work, look like and how should we as leaders prepare to hire, lead and retain people in it?
- How will the new generation of employees want to work and what will help them be more productive?
To discuss this with me, Konstanty Sliwowski, I am joined by Dr. Tina Ruseva, the founder & CEO of Mentessa, a peer learning platform for the future of work that helps everyone in the workforce to maximise their potential. She is also the founder and driving force behind the Big & Growing New Work Festival, the biggest future of work conference in the DACH region.
As a female founder, festival host, coach, public speaker, author and mom of 2 Tina is an inspiration to many. She particularly loves working with women and young entrepreneurs in the Central and Eastern Europe to promote the use of technology as a means for social progress and innovation. She is an active mentor for women in STEM at the TU Munich as well as Technovation Girls, Techstars, Project Together, and is a regular jury member and speaker at academic entrepreneurship events like the Jacobs Startup Competition.
For more insights on how to hire better check out www.schoolofhiring.com and follow me on LinkedIn under https://www.linkedin.com/in/sliwowskik/
How you hire has the single biggest impact on the foundations of your team and thus your business. There is little action of more significance that you as a leader can undertake. Your job as a leader is to build a team that can carry the business forward successfully. Full stop.
Hiring is where it all starts. This is the foundation of any great team. Without great hiring you can not build great teams or healthy successful organisations. There however is no one way to make a great hire but there are thousands of ways to have your hiring process negatively impact your business, your team, your product, your brand and much more.
In fact, hiring is an all encompassing topic. It involves of course people operations but also sales, finance, procurement, marketing, and of course branding.
Hiring is such a difficult, multi dimensional topic and sadly one all too often diluted purely to the act of interviewing. What is even more surprising is that business schools do not teach about hiring. In a recent discussion with a professor at an executive MBA program I was told that the topic of hiring is left to the university careers services who focus solely on how their students get hired after their course completion. The topic of how to hire, interview, market to or negotiate with candidates does not come up in the curriculum even though the university teaches marketing, branding, negotiations and much more. A missed opportunity if you ask me.
This is why in today’s episode I will tackle the issue of how you as a leader can help yourself by identifying how you can improve your hiring process.
In this episode I am joined by Claus Höfele, Head of Engineering at doctari group and previously Engineering Manager at HERE Technologies. Claus has 20+ years of experience working in the tech industry in Germany, Japan, and Australia and has spent the last 7 years developing his skills as a hiring manager. Furthermore, he is truly passionate about the topic of building teams and rivals me in his pursuit of improving how we hire.
Things you will learn in this episode:
-
Why is learning how to hire, such an important skill to invest time into.
-
What are the obstacles that most hiring managers put in their own way when it comes to hiring?
-
How effective collaboration across organisations helps you become better at hiring.
Recruitment is not only about hiring people from outside the organisation. As leaders, we need to also consider our current team and in particular the impact of hiring on retention and promotion. More precisely, what will be the impact of hiring someone from outside our company be on the current team and is it in the best interest of the business and organisation.
By not enabling growth from within your ranks you can alienate your current team members and critically give them reason to look elsewhere for new opportunities.
When should you promote, how do you manage hiring from within your ranks, and should you actually consider moving people internally before you think they are ready?
These are just some of the topics I cover with Bastian Buch, Director Platform at Zalando and previously Director of Engineering at Delivery Hero. He is also the co-Founder of The Mentoring Club which is an incredible not for profit initiative connecting individuals with experienced mentors from around the world who donate their time to help others grow in their careers and ventures.
If we would teach an MBA class on how to hire what would we have in the curriculum? What are the essentials that all business leaders should learn when it comes to effective hiring and interviewing?
Well, it is all great to talk about the theory but one of the things that we all too often fear talking about is failure. It is easy to find a leader who is happy to discuss their success story or the theory behind it but finding one who is prepared to dig into their past and discuss their mistakes, take account of them, reflect on them and discuss what they learned is another thing altogether.
In this episode I am tremendously grateful to be joined by the Nate Glissmeyer who has spent a lot of his career at Amazon where he worked in the emerging Digital Services and Devices world, then called Kindle, but today spanning Fire TV and Alexa, as well as the tablet and e-reader businesses. Later he worked on the development of the hugely successful Amazon Kids+ product, which included a bespoke interface for kids before they could read or type.
Nate has a passion for customer-centric innovation and breaking paradigms have always been at the core. His approach is most clearly defined as one of harmonize the three aspects of “What are we doing for our customers?” (Product), “Do they know about us?” (Marketing), and “are we building it in a way that keeps us flexible and responsive to their needs?” (Tech).
Over the years, Nate has been a part of not only Amazon but also founded companies and helped scale organisations within various sectors including, ecommerce, travel, and SaaS. At his own admittance, he has made plenty of mistakes and learned from them. From first hand experience of working with Nate as a hiring executive, I can only attest to this. He is the most engaged and engaging hiring manager I have had the pleasure of working with. His processes are based on exceptional clarity of communication and intent. There is little margin for error and yet candidates unanimously rate him as the best interviewer they have spoken with in their career.
So how would we structure the MBA class on effective hiring with Nate?
In this episode you will learn:
- What hiring failures to avoid.
- What can we learn from some past failures (both Nate's and mine)
- If we were to teach an MBA class on hiring what would be in the curriculum
For more insights head over to www.schoolofhiring.com
Any hiring process is a series of opportunities to make a statement.
How do you use your hiring process as a messaging tool? What do you communicate to the world through your hiring process? What statement are you making about you and your business?
Hiring is about how you build a picture, support it with evidence and engage your audience. It is not about a job ad but about how you structure your hiring process to be an effective communication tool with candidates from initial contact, through interviews and onto onboarding.
To cover this topic with me I have invited Alara Vural onto the podcast. A communications coach, NLP practitioner and messaging specialist. Her work focuses specifically on helping business leaders communicate what they do in a way that's clear, inspiring & memorable across multiple channels including pitch decks, websites, employer branding material and videos. All this to inspire your target audience to take action.
Design thinking is a process that helps organizations solve problems in a creative and user-centric way. It's often used in product design, but it can also be applied to other areas, so why not apply it to hiring?
We all know that hiring is a critical part of growing a successful business. In fact we have covered many dimensions of this throughout past episodes ranging from interview preparation, importance of product vision, hiring for culture fit, aligning with candidates on mission, vision and values and much much more.
In the final episode of this series I would like to tie many of these points together and discuss the use of design thinking to help you hire better.
With me to discuss this I have best selling author, Jodi Brandstetter. Jodi has 20 years of HR and recruiting experience and has authored the book Hiring By Design and HR By Design.
Perception is everything they say so how do we set perception in recruitment?
In past episodes we have explored the importance of your hiring process and the impact it has on a candidates perception, in fact, the markets perception of you as an employer. We have also looked at how data can be used to improve the candidate experience and dived into the importance of mission, vision, and values in hiring as well as how team culture should be part of hiring. Today I want to put all of this into perspective and hopefully bring these elements together for our listeners by exploring how all of these elements are essential in terms of your employer brand both for new hires as well as existing staff.
In this episode I speak with Georgiana Ghiciuc, PhD, an entrepreneur, CEO, marketing consultant and employer branding expert.
We discuss:
- What really is employer branding?
- Why does employer branding matter and how does it impact our business bottom line?
- How does employer brand impact retention?
- How you can use hiring to improve your employer brand?
And much much more!
We all know that companies thrive on data and can use data to great benefit (as well as exploit it unfortunately) but how does data fit into hiring?
In fact, what is Data-Driven recruiting? What does it mean for the candidates and for organizations? Should we fear it? Is it hiring by numbers and how does it impact the human aspect of employing people?
In this episode I, Konstanty Sliwowski, have 2 special guests that have a lot of hands on experience in bringing data to life in hiring processes and have seen the good, the bad and the ugly and are here to share their insights.
We are joined by Yas Ahmad, Global VP Talent at HelloFresh and Robbie Simpson, Lead Tech Talent Acquisition Manager at HelloFresh to look at how data can be put to use for the benefit of candidates and companies.
What you will learn in this episode:
- What is data driven hiring?
- How can hiring managers use data to hire faster and better?
- What data should we be tracking to hire better?
In this episode we also refer to previous episodes
Importance of Mission, Vision & Values in Hiring https://open.spotify.com/episode/1TuiS8MAdimJKTGJA4WuNl?si=c8825b2215b142aa
Hiring for Culture Fit
https://open.spotify.com/episode/02vhhTtMqd405EWf33JfUn?si=3d1473e120564a00
We also refer to the book Start with Why by Simon Sinek https://www.amazon.de/-/en/Simon-Sinek/dp/1591846447/ref=sr_1_1?crid=3ICN5MEPG3QO2&keywords=start+with+why&qid=1649927837&sprefix=start+%2Caps%2C156&sr=8-1
Companies talk about Mission, Vision and Values but does defining these do anything for creating a better business, improving your ability to attract and retain talent or have a more engaged workforce? And even if it does how do you address this topic and translate it into reality?
We see companies state their mission and vision proudly on their homepage, in advertising and of course in job ads. We walk into offices and see posters proclaiming the company core values and have been witness to some bombastic claims about this. In reality though, does it even really matter? Do people care?
To discuss this with me in this episode I have Emmi Meurling, Director of Product Management at Care.com and previously Product Director at Delivery Hero. In addition to this, Emmi advises companies on defining mission, vision and values propositions and bringing them to life within organisations.
In this episode you will learn among other things:
- The importance of mission, vision and values
- How to define your mission, vision and values as a company and as a team
- How to use mission, vision and values to engage candidates and represent your business effectively
For more resources visit www.schoolofhiring.com and check out our other podcast episodes.
Enjoy!
In this episode Konstanty Sliwowski and Freddy Friedman address a topic that is critical in candidate engagement and decision making and yet is often overlooked. Product Vision.
Freddy Friedman has decades of experience in product leadership having served as CPO at companies such as Glispa, Smaato and more recently as a Managing Director of TravelAudience. He shares with us a wealth of knowledge gained across a career that has seen him experience, the good, the bad and the weird.
In this podcast episode you will learn:
- Why product vision is critical to successful hiring and retention
- How you can improve how you represent product vision in hiring processes
- How to use product vision to allow candidates to self select themselves
- What we can learn from product strategy that will help us hire better
- Top advice from an executive on how to improve your hiring game
You can also learn more about how you can hire better at www.schoolofhiring.com as well as in our other podcast episodes available on all major podcasting platforms as well as here https://schoolofhiring.com/podcast/
Kristen Mashburn is the founder of KPMashburn, a consultancy firm focused on helping organisations and their leaders build high performing cultures.
Aside from a big smile and a lot of laughs, Kristen also has a wealth of knowledge about culture, hiring and communication that is exceptionally valuable to any organisation looking for an edge in hiring and retention.
Her work is centred around using culture to create better productivity, drive communication that within organisations, improve retention, as well as promote star performers and finally, build a cultural reputation that attracts top talent to join the organisation.
In this episode, Konstanty Sliwowski, the founder of the School of Hiring speaks to Kristen about all of this and more.
You can expect to learn more about:
- the importance of culture in hiring
- how to define culture
- how hiring for culture fit is a false economy
- what is the difference between culture fit, culture add, and culture adaptability
- what culture traits define star performers
- how to use culture as part of the hiring process
Enjoy the episode and do share your thoughts in the comments.
For more information about improving your hiring and interviewing practices visit www.schoolofhiring.com
You have a team of 10-20 engineers and are ready to scale. Clearly, you need to plan headcount, recruitment and budgets, but how do you go about this?
With so much uncertainty and constant change in a start-up and scale-up environment where do you begin?
Don't fret, we have you covered on the School of Hiring podcast!
In this episode, Konstanty Sliwowski, a veteran of 20 years in the world of recruitment and executive search speaks to Alex Allan, an interim CPO and a respected engineering and product consultant who focuses on scaling small engineering and product teams and taking them to the next level.
Alex has worked for Awin, Urban Sports Club and recently GotPhoto.com as an interim CPO. He has planned and executed scaling of teams across multiple organisations and knows what steps to take when you are getting ready to go to the next level. He also knows what traps are lurking and shares with us how they can be avoided.
The three takeaways from this podcast:
- Engagement of teams and time
- Plan ahead in 3-6 month cycles with the teams
- How to prepare yourself and your team for interviews
Traditional recruitment is over while companies experience The Great Resignation. In this special episode Konstanty Sliwowski, founder School of Hiring and Managing Director of Caissa Recruitment speaks to Oliver Aust, founder and CEO of Eo Ipso Communications and respected author on the topic of executive communications and branding, about the rising role of employer branding in attracting and retain top talent.
Tune into this episode to find out
📺 How talent perceives potential employers
🔝 How to update your company’s brand to attract the right people
🔥 What recruiting has to do with energy
If you find the episode helpful, please share it with your colleagues and friends and give us a review on Apple Podcasts or Spotify.
If you have questions, or if you are interested in the topic of hiring better and would like to be featured on the podcast, please connect with Konstanty Sliwowski on LinkedIn.
Thank you for listening!
Stephen Nock is leading Customer Experience at Ada Health, a global health company created by doctors to improve human health by transforming knowledge into better outcomes. Their product is the world's most popular symptom assessment app, with 10 million users and 20 million completed assessments. Every three seconds, someone turns to Ada for personal health guidance.
In such an environment and with so many people dependant on the service, customer experience really matters.
This is also why Konstanty Sliwowski, founder of School of Hiring and a veteran recruiter and recruitment executive speaks with Stephen about what we can learn from customer experience professionals and how these learnings can be applied to hiring, interviewing and employer branding.
After all, candidates are your customers and the product they are buying is you, your vision, values and business.
Füsun is a customer and technology obsessed executive leader. She is an engineer at heart with experience in global product development, digital services, scaling and optimising organisations which offer digital solutions. Among her past employers she can count Microsoft, XING, OLX and Axel Springer where she held positions of VP Engineering, Director of Engineering and CTO among others.
Currently Füsun is Head of Global Transportation Engineering and Product at Wayfair.
'Think big, learn by incremental change' is her style. She love's turning organisational and product development challenges into opportunities of success.
She advocates agile and lean processes in organisations supporting diversity, mastery in technology, innovation and continuous improvement. To her the success of today's businesses and the secret potion for high performing happy teams is based on effective hiring, understanding the users and executing in the flat management hierarchies.
Throughout her career, Füsun has hired and onboarded 100's of engineering and product professionals. She has learned some great lessons, as well as at her own admittance made her fair share of mistakes, which she is sharing in this podcast with the School of Hiring's Konstanty Sliwowski.
Artem Demchenkov is an experienced CTO, startup co-founder, team leader, and architect with vast professional experience in different IT areas including fintech, social networks, media, games and analytical systems.
Artem is the co-founder and ex-CTO of Billie.io, a Berlin-based fintech startup providing innovative B2B payment services from short-term liquidity to online payments. Billie was founded in 2016 by the former founders of Zencap (later acquired by Funding Circle) and currently has 110+ employees from over 35 countries.
Following his experience in building high performance tech teams, Artem has now co-founded Teametry, an engineering management software that utilises data, analytical systems and AI to build, manage, and scale high-performing teams.
In this episode, Konstanty and Artem discuss the very hotly debated (and often contested) topic of tech assignments, tech tasks, and technical tests that all too often are used in interview processes.
Do we need tech tasks? Can we hire engineers without a take home challenge? How can we use tech assessments to better engage with candidates?
These and many other questions are up for discussion in the latest episode of School of Hiring.
Jan Hendrik Ansink is a serial founder and currently the CEO of volders GmbH (http://www.volders.de). He is also an angel investor at Tillhub, Oceans Apart, Lumiform, Superchat, and Taledo.
As a serial entrepreneur and company builder, Jan has long appreciated that the secret to success is finding, engaging, hiring and crucially onboarding top talent. In fact, Jan believes that onboarding is the critical factor that defines the future success of his people as well as their tenure within a company.
In this episode of the School of Hiring podcast, Jan shares with us his passion for hiring, onboarding and working with incredible people. He also shares his wealth of learnings and things he wishes he knew before.
Tune in for a fun and engaging conversation with an experienced founder, CEO and leader.
Yasmine is founder of Negotiatress, an initiative to help women negotiate authentically for themselves without feeling like they have to give up on their identity. She is a certified mediator and group facilitator with 10 years of experience in conflict resolution in the political, NGO and private sector.
Konstanty Sliwowski is the founder of the School of Hiring and the CEO of Caissa, a technology focused executive search consultancy. He has 20 years experience in hiring across the EMEA and APAC regions. During his career he has interviewed over 10,000 candidates and personally facilitated 100's of hires. His experience is a treasure trove of anecdotes, personal stories and some mistakes that serve as a backdrop for conversations recorded in this podcast series.
In this episode of the School of Hiring, Konstanty and Yasmine discuss how negotiating is perceived differently by women and men. They dive into the topic of how negotiating can be better understood by the different sexes and what impact this can have on diversity and inclusion hiring efforts.
Yasmine and Konstanty also take on the topic of interviewing and generally hiring. They look at how hiring processes can be changed to be more inclusive and less intimidating for candidates as well as how organisations can better address the general market need for more diversity hiring.
Davin Pidoto is Engineering Manager at Care.com. He is an Australian who has relocated to Berlin not once but twice and has a very personal take on both being hired remotely as well as building and onboarding remote teams.
In our podcast we focus on the topic of remote hiring and onboarding and the importance of the hiring process in making this a success.
The last year has been quite a ride and of course there is a lot of talk about remote working, the future of work, the challenges of remote hiring. Countless blogs and webinars have covered this. What is interesting to see first hand though is the changes leaders such as Davin have made on the ground to the hiring process to make it effective in a real world remote setup.
We also discuss the constant question of when does onboarding start. I know that to many listeners it may seem rather obvious that onboarding starts when the candidate actually starts in their job. I am however of the opinion that onboarding starts with the first contact someone has with the company. Does Davin agree?
Finally, we also look at advice we would give to engineering leaders who are onboarding remote staff into a hybrid team as well as the mistakes and lessons learned throughout the last year.
Stefan Berndt is the Head of HR at Treasury Intelligence Solutions (tis.biz), a global leader in managing corporate payments. TIS is a company with an incredible history, impressive management style and is well on its way to becoming the next European unicorn. In fact, it has been named by the Financial Times as one of "Europe’s Fastest Growing Companies" for 2019.
All this success though rests on a carefully planned approach to people, recruitment and hiring.
This is also where Stefan comes in. He is a passionate HR leader with a track record of helping fast-growth companies mature their HR processes, especially in regards to how to “find the right people, in the right place, and at the right time”.
Stefan speaks with Konstanty Sliwowski and they discuss the place of recruitment in an organisation and how to align it with the business. Is it HR or does it hold a different function in a business? How should you position, plan, and execute hiring? How can you scale a business with purpose and the right people. These are just some of the questions they touch on.
Jack Godau is an empathetic, cooperative and passionate leader, with a career as a technical leader in strategy consulting at Schutze AG and more recently in eHealth as a VP of Software Engineering. Jack has a wealth of experience in helping organisations of all types and sizes to manage their Digital Evolution by providing technical and strategic leadership, guidance and coaching. He is highly proficient in team building and in fostering an inclusive culture to enable local and remote teams to really succeed.
Jack, speaks with Konstanty Sliwowski about the high's and low's of hiring and discusses why many hiring managers focus their energy when recruiting on the wrong questions.
Do you find hiring frustrating?? Are you disappointed with recruiting??
My name is Konstanty Sliwowski and I am a veteran of nearly 20 years in the business of recruitment, strategic talent acquisition and employment consultancy.
I now focus my time on advising organisations and managers on how to be more, strategic, efficient, and effective at engaging and hiring top talent.
In this podcast series, I speak with business leaders about how they attract and hire top performers.
If you are:
❌ Tired of recruitment processes that suck up your time and seem to never end
❌ Looking for a more predictable way to attract, engage and hire top talent but also reduce the number of candidates you need to interview
❌ Sick of how unpredictable recruiting is
Come listen to our guest CEO's, CTO's, and CPO's open up about hiring experiences and how they approach talent acquisition.