Episodi

  • Greenhouse vs. Lever vs. Ashby: Which ATS Actually Wins in 2026?

    Greenhouse vs. Lever vs. Ashby: Which ATS Actually Wins in 2026?
    May 1 2026
    Choosing an applicant tracking system is one of the most consequential decisions a talent acquisition leader can make. Pick the wrong one and you're living with workarounds for years. Pick the right one and it compounds efficiency as your team scales. In 2026, three platforms dominate the conversation for tech-forward recruiting teams: Greenhouse, the structured-hiring veteran; Lever, the CRM-native relationship builder; and Ashby, the analytics-first challenger winning over product-led companies like Notion and Linear. In this episode we cut through the feature lists and get to the real question — which platform fits how your team actually recruits? We cover the honest strengths and gaps of each, who each one is really built for, and the one-sentence decision framework that clears it all up.
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  • How Spotify Is Filling 1 in 3 Jobs From Within — Using AI

    How Spotify Is Filling 1 in 3 Jobs From Within — Using AI
    May 1 2026
    In 2023, Spotify filled just 22% of open roles with internal candidates. By 2024, that jumped to 30%. The 2025 target: 40%. The engine behind the shift is Echo — an AI-powered internal talent marketplace that matches employees to roles, projects, and mentorships based on their actual skills, not their job title. But technology alone doesn't move numbers like that. What made Echo work was a hard policy rule: every open role must be posted internally first. No exceptions. That mandate created a data flywheel — more internal hires fed better matching data, which produced better matches, which drove more adoption. In this episode, we break down what Echo actually does, the three ingredients that made it succeed where most internal mobility tools fail, and what HR leaders can take away for their own organizations.
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  • Your AI Bias Audit Might Be Worthless — Regulators Just Proved It

    Your AI Bias Audit Might Be Worthless — Regulators Just Proved It
    May 1 2026
    Your AI hiring tool passed its bias audit. Congratulations — but here's the uncomfortable truth: that audit may not mean what you think it means. New York State auditors just reviewed how NYC enforces Local Law 144 — the landmark law requiring bias audits for AI hiring tools — and the findings are alarming. Three out of four complaints filed by New Yorkers never even reached the right agency. They got logged in the 311 system and disappeared. And when state auditors reviewed the same employers the city had cleared? They found 17 potential violations the city's own investigators had missed. But it gets worse. A major study from ACM FAccT analyzed 116 published LL 144 bias audits and found widespread methodological problems — incomplete data, opaque methods, even synthetic proxy data standing in for real applicants. Some tools that received clean audit reports were likely violating the four-fifths adverse impact rule all along. Meanwhile, the regulatory landscape is expanding fast. Illinois, Colorado, and the EU AI Act are all adding new obligations — with key deadlines hitting in 2026. For HR leaders, the audit-and-forget era is officially over.
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  • Three AI Hiring Tools, One Compliance Deadline, One Clear Winner

    Three AI Hiring Tools, One Compliance Deadline, One Clear Winner
    May 1 2026
    Growing companies have a real choice to make in 2026: which AI screening platform can scale with them without blowing the budget or creating compliance risk? OVI, Spark Hire, and VidCruiter are three of the most-discussed options — and the differences between them are bigger than most teams realize. In this episode, we break down the pricing reality (the gap is larger than you'd expect), the fundamental design difference between audio-only and video-first screening, and why the EU AI Act's August 2026 enforcement deadline is making that design choice a compliance decision, not just a product preference. If you're a growing company evaluating hiring tools right now, this one's worth your time — because the platform you pick today will either work with where regulation is heading, or require rework once it arrives.
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  • Audio vs. Video Screening: The Format Choice Reshaping AI Hiring in 2026

    Audio vs. Video Screening: The Format Choice Reshaping AI Hiring in 2026
    May 1 2026
    AI-powered candidate screening has split into two camps — audio-first and video-first — and the format your team picks shapes far more than you'd expect. We're talking completion rates, compliance exposure, and cost structure. In this episode, we break down OVI, Spark Hire, myInterview, and Willo to help you figure out which approach actually fits your hiring reality in 2026. OVI takes the audio-first path: short AI-powered audio chats, no camera required. That simple difference — no video — turns out to matter a lot. Candidates are more likely to finish a screen that feels like a phone call than one that demands good lighting and a presentable background. And from a compliance standpoint, transcript-only analysis means no biometric data, no facial recognition, no regulatory headaches as AI hiring laws tighten globally. Spark Hire, myInterview, and Willo are all solid video-first tools with their own strengths — deep ATS integrations, collaborative review workflows, multilingual support for global teams. But they start at higher price points ($119, $149, and $249 per month respectively), and their AI video analysis features are drawing increasing scrutiny from regulators. For most HR teams doing high-volume hiring in frontline, logistics, retail, or blue-collar roles, audio-first screening offers a compelling combination: lower cost, broader candidate reach, and a cleaner compliance posture. OVI's Starter plan at $99/month is the most affordable entry point in the category. For roles where visual presence genuinely matters, video-first tools still make sense — but that's a narrower use case than many teams assume.
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  • How DHL Skills-Mapped 570,000 People in Less Than Five Minutes

    How DHL Skills-Mapped 570,000 People in Less Than Five Minutes
    Apr 30 2026
    Most enterprise HR tech stories are really stories about knowledge workers. DHL did something different. The logistics giant built an AI skills marketplace that covers all 570,000 of its employees — including the 400,000 drivers, warehouse workers, and sorters who never sit at a desk. The result? A skills taxonomy that took less than five minutes for the AI to build, compared to the two years of manual effort that had stalled before it. What made this work wasn't just the technology — it was the decision to include the entire workforce from day one. DHL's internal marketplace now surfaces field workers for internal roles they'd never been considered for, and the company cut external recruitment costs by more than 10% at the scale of the world's largest logistics company. In this episode, we break down how DHL built it, what the numbers actually mean, and the three lessons every large employer can apply — starting with which workers to include first.
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  • 1 in 3 Workers Retiring: How DHL Is Stopping the Knowledge Drain

    1 in 3 Workers Retiring: How DHL Is Stopping the Knowledge Drain
    Apr 30 2026
    DHL Germany is facing a ticking clock. One in three support staff will retire within five years — and when they leave, they're taking decades of institutional knowledge with them. DHL's response isn't a single pilot or a rushed hire. It's a three-layer AI strategy that's already showing results. In this episode, we break down exactly what DHL built: an AI voicebot handling a million calls a month, AI-powered exit interviews that capture what veterans know before they walk out the door, and a career marketplace that's enrolled 160,000 workers and cut external recruitment costs by more than ten percent. We also don't shy away from the uncomfortable headline: DHL cut 8,000 jobs in Germany at the same time. Here's why those two things aren't a contradiction — and what every HR leader facing a retirement wave should take from this playbook.
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  • Four Deals in One Month: The Consolidation Wave That's Reshaping AI Recruiting

    Four Deals in One Month: The Consolidation Wave That's Reshaping AI Recruiting
    Apr 29 2026
    Paylocity just acquired Grayscale Labs — and that deal barely moved their quarterly guidance. But for HR leaders evaluating their recruiting tech stack, the signal is loud and clear: standalone AI recruiting tools are being absorbed into the platforms you already use for payroll and workforce management. April 2026 produced four major consolidation moves in the AI recruiting space: Paylocity-Grayscale, Findem's double acquisition of Getro and Glider AI, iCIMS launching Frontline AI, and SAP partnering with SmartRecruiters. In this episode, we break down what this wave means, who it affects most, and the four questions every HR leader should be asking their vendors right now. The choice between best-of-breed point solutions and HCM-native capabilities is collapsing faster than most procurement cycles account for. If you have standalone AI recruiting tools in your stack, this episode is the audit you did not know you needed.
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