Trusted by more than 100,000 businesses to protect their data, 1Password is an integral layer of the Identity and Access Management (IAM) stack, protecting all employee accounts and giving employees secure access to any app or service.

In this episode of The Speed to Hire Show, Amber White discusses how she blends her unique knowledge of and experience in psychology and data, and a human-first mindset to build hiring systems that scale. Further, Amber discusses how to design a transparent and “psychologically safe” hiring process that encourages candidate feedback, equips hiring managers with the tools and training they need to have a positive impact, and adapts with the growth of AI in hiring.

Notes

Over the past decade, Amber has helped startups grow by building high-impact, inclusive teams across engineering, GTM, and leadership roles. She has worked at every stage, from scrappy, bootstrapped companies to private equity-backed scaleups, often juggling the roles of recruiter, strategist, analyst, marketer, and process optimizer.

In her current role at 1Password, Amber leads technical hiring and supports organization-wide hiring initiatives across both systems and strategy, partnering closely with hiring teams to define success and align on how to find it.

Key Takeaways

[15:18] How to Design a Hiring Process that Provides Upfront Clarity to Candidates

[23:25] Psychological Safety in Interviewing: Candidate Transparency and Hiring Manager Training

[30:26] Key Insights Employers Can Gain By Providing Candidate Feedback During Interviewing

[36:07] How to Adapt Your Hiring Process with the Growth of AI in Hiring

[42:10] AI Hiring Tools: Use Cases, Best Practices, and Business Outcomes

Additional Resources:

• The Complete Guide to Collaborative Hiring

• AI in Hiring: The New Rules for Candidates and Companies

• The Impact of Candidate Experience on the Hiring Process

Supabase is an open-source Firebase alternative, making it easier for developers to build and scale with Postgres. With tools for databases, authentication, backend functions, and storage, Supabase takes the infrastructure headaches out of building so developers can focus on shipping great products.

In this episode of The Speed to Hire Show, Michaela Burpoe discusses the unique challenges of hiring for a remote-first, async team that values autonomy, speed, and efficiency. She also delves into best practices and strategies for this hiring environment, including transparency, structure, and highly collaborative hiring (but not necessarily in the traditional sense).

Notes

Over the past decade, Michaela has helped teams scale intentionally, designing hiring strategies and people programs that foster real growth, not just headcount. Michaela strongly believes that in hiring, transparency, trust, and impact matter.

In her current role at Supabase, Michaela is focused on fast, intentional hiring that aligns with their async culture, developer-first mission, and product-led motion as well as developing a thoughtful candidate experience and structured processes, and hiring people who move fast, think deeply, and work like owners.

Key Takeaways

[9:30] Why Building a Solid Foundation Needs to Be Step One of Your Hiring Process

[13:30] Collaborative Hiring Tips: How to Engage Stakeholders Beyond Your Hiring Managers

[17:50] How Do You Determine What "Good" Looks Like at Various Hiring Stages?

[31:00] Assessing Non-Traditional Professional Paths Against Role Requirements

[35:40] AI in Hiring: How Candidates Can Use AI in an Ethical and Authentic Way

Additional Resources

• The Complete Guide to Collaborative Hiring

• Hire Education: Chapter 1 (Role Development and Approval)

• AI in Hiring: The New Rules for Candidates and Companies

Melissa Grabiner is a highly experienced HR and Talent Acquisition professional with over two decades in the field. Today, she is a prominent LinkedIn thought leader and is currently ranked as a top female and HR creator. Her expertise includes building talent acquisition functions, managing teams, overseeing large-scale hiring, and leading HR activities through organizational changes.

In this episode of The Speed to Hire Show, Melissa discusses how to develop a more effective and efficient screening process to manage and reduce high volumes of unqualified candidates, and the impact of proactive candidate sourcing and outreach on your talent pipeline, employer brand, and candidate experience.

Notes

As a Job Search Coach and a Global Director of Talent Acquisition with over 20 years of experience, Melissa has interviewed hundreds of candidates, edited thousands of resumes and LinkedIn profiles, and helped hundreds of job seekers land multiple offers.

Melissa is dedicated to utilizing her unique skills and knowledge of hiring and recruitment to help organizations elevate their hiring process through more methodical planning and alignment with hiring managers earlier in the process, and proactive sourcing and relationship-building to develop a stronger talent pipeline.

Key Takeaways

[11:58] Best Practices to Reduce High Volumes of Unqualified Applications

[23:20] Getting Aligned With Hiring Managers: The Power of a Strong Job Description

[36:42] Proactive Sourcing: How to Build a Quality Candidate Pipeline

[53:56] Evaluating for Culture Fit: Targeted Questions for Candidates and Companies

Additional Resources

How to Write an Effective Job Description that Works For You, Not Against You

7 Ways to Better Assess Candidates for Cultural Fit With Your Organization

The Complete Guide to Effective Candidate Screening and Selection