In this episode of Talking TA, Denise Chaffin sits down with Michael Goldberg, Senior Director of Talent Acquisition Operations at U.S. Renal Care, for a candid and deeply practical conversation about the future of recruiting. Michael shares his career journey from frontline recruiting into TA operations and explains why operations, metrics, and project management are becoming mission-critical for modern TA teams.
Together, Denise and Michael explore why sourcing is not disappearing, but evolving, how AI should support recruiters instead of replacing them, and why decision-making is the biggest gap in hiring today. They discuss recruiter accountability, candidate experience, retention responsibility, and the importance of truly understanding the business you recruit for.
The conversation also tackles the reality of today’s conferences, the loss of real community learning, and what TA professionals must focus on to stay relevant heading into 2026. This episode is a grounded, experience-driven look at what actually works in talent acquisition when technology, people, and leadership align.
Key Episode Segments:
• TA operations is no longer optional, it’s essential for scale and consistency
• AI should remove admin work, not human connection or accountability
• Recruiters share responsibility for retention through better hiring decisions
• Understanding the business is a required skill, not a nice-to-have
• Real recruiting success comes from service, curiosity, and communication
In this episode of Talking TA, Denise talks with Steven Swan, CEO of The Swan Group, about the rise of the “bionic employee” and the dramatic shifts happening across IT, business operations, and talent acquisition. Steven explains how AI is transforming technical roles, creating hybrid talent that blends business understanding with technical literacy. He covers how coding tasks are changing, why business partner roles are surging, and how transferable skills will matter more than degrees for future IT opportunities. Denise and Steven also explore what roles will become obsolete, which ones will grow, and how TA professionals can better support these evolving teams. The conversation offers a clear, grounded view into why the future belongs to employees who can sit between business and technology and articulate the “art of the possible.”
Key Episode Segments:
• AI is creating the “bionic employee,” where workers become faster and more effective by offloading repetitive work to AI.
• Business partner and relationship management roles are booming, as companies need people who can translate business needs into technical solutions.
• AI is shifting coding work back onshore, because employees can now generate and review code locally while maintaining direct communication with business teams.
• Transferable skills will fuel internal mobility, especially for TA, HR, operations, and customer-facing professionals who understand how business functions work.
• The middle of the hiring process remains irreplaceable, since AI cannot build relationships, qualify motivations, or manage offer dynamics the way experienced recruiters can.
In this episode, Denise sits down with Pernille Weitemeyer Larsen, Head of Global Talent Acquisition for Creative Force and co founder of Denmark’s largest TA network. Pernille shares an inside look at how TA is evolving and what needs to change for recruiters to become strategic partners instead of support staff. The conversation explores the outdated nature of traditional recruitment processes, why job posts should function more like dating profiles, and how culture fits within modern organizations. Denise and Pernille dig into AI misconceptions, the myth of resume screening, and why the human connection will matter even more as technology accelerates. They also highlight the growing shift toward flexibility, wellness, and employee centered culture. This episode delivers a powerful and practical roadmap for TA and HR teams preparing for the future of hiring.
Key Episode Segments:
• TA must shift from support function to strategic partner:
Businesses rely on people, and recruiters should be empowered to shape long term workforce strategy.
• ATS tools are still mostly glorified spreadsheets:
Most resume screening is still done by humans. Candidates should not alter resumes for mythical AI filters.
• Culture lives in people, not office walls:
Remote and hybrid work do not weaken culture when communication, trust, and support are prioritized.
• Recruitment needs a redesign:
Job posts should act like dating profiles and show the personality, expectations, and culture of the team.
• AI will raise the value of human skills:
As AI automates technical tasks, collaboration, communication, and creativity become the true differentiators.
In this episode, Denise Chaffin sits down with industryanalyst and publisher Matt Charney to break down the real state of recruiting and what the TA community can expect in 2026. Matt brings deep context from years across recruiting, analytics, media, and workforce insights, giving a grounded and balanced view of what’s actually happening beneath the noise.
The conversation covers the difference between a recessionand a reset, the impact of AI on both job stability and recruiter workflows, and why so many teams are struggling with hiring efficiency and long-term planning. Matt highlights the roles that will matter most, including talent intelligence, workforce strategy, and internal mobility design. He also explains why sourcing as we know it is already automated and whyrelationship-driven recruiting is now the strongest competitive advantage.
Denise and Matt explore the shift toward employee “hugging,” burnout risk, and how companies are rediscovering the importance of cross-training, upskilling, and human-first roles. They also dig into candidate development, internal referrals, and why employer branding priorities shiftdramatically during downturns.
The episode ends with practical encouragement for TAprofessionals: the market will swing back, AI is not eliminating the profession, and recruiters who develop multidimensional business, marketing, and advisory skills will thrive when hiring ramps again.
Key Episode Segments:
• The talent market is in a reset, not a collapse, and AI is shaping perception more than reality.
• Sourcing is already automated across most tools, putting more importance on human candidate engagement.
• Internal mobility, referrals, and talent intelligence will become the strongest levers for future hiring.
• Employers are overextending existing staff, increasing burnout and creating demand for human-first roles.
• Recruiters who build business literacy, competitive intelligence, and advisory skills will be positioned for future growth.
In this episode, Denise Chaffin sits down with Seth Stover, founder and CEO of Tide Rise, a company transforming outsourcing into a force for global good. What began as a small project in Malawi evolved into a scalable model of economic empowerment and opportunity. Seth shares how his team turned a conversation about unemployment into a thriving business that connects skilled Malawian talent with global companies—creating sustainable work, community impact, and operational efficiency.
They explore how work segmentation helps companies rethink the division of labor between internal teams, AI, and global talent. Seth breaks down the Tide Rise model, showing how it goes beyond cost savings to drive transformation for both clients and communities. From building reliable infrastructure in Malawi to generating standard operating procedures for AI readiness, this episode offers a masterclass in purposeful growth, social innovation, and the future of work.
Key Episode Segments:
• Outsourcing with Impact – Tide Rise began as an experiment to provide opportunity in Malawi and evolved into a model that blends business efficiency with social purpose.
• Work Segmentation Framework – Seth introduces a process to evaluate every task by strategy, risk, and engagement—helping companies delegate smarter across people and technology.
• Economic Empowerment in Action – Employment in Malawi has ripple effects: housing stability, education access for siblings, and breaking cycles of generational poverty.
• Sustainable Operations – Tide Rise built robust infrastructure—redundant power systems, high-speed connectivity, and local leadership—to maintain 99.99% uptime in a developing region.
• Preparing for the AI Future – By converting workflows into ISO-compliant SOPs, clients are not just outsourcing—they’re future-proofing for automation and AI integration.
In this episode, host Denise Chaffin sits down with Gina Riley, career transition coach and author of Qualified Isn’t Enough, to explore why great talent often gets overlooked—and how to fix it. Drawing from her “Career Velocity” framework, Gina shares a nine-step process that helps leaders clarify their unique value proposition, tell their career stories with confidence, and show up as “rare candidates” in a competitive market. They discuss the importance of storytelling, executive presence, and thought leadership as career-long strategies for visibility and growth. Whether you’re an executive seeking your next role or a TA leader coaching others through transition, this conversation offers a blueprint for standing out in the modern job market.
Key Episode Segments:
• The Rare Candidate Framework — Research, Align, Read the Room, Evaluate to prepare for interviews with clarity and intentionality.
• Your Story Is Your Edge — Craft a narrative that connects your career thread to future opportunities instead of just listing qualifications.
• Thought Leadership Matters — Becoming known for your ideas takes consistent effort (18–24 months) but keeps you visible and relevant.
• LinkedIn as Your Storefront — Executives and leaders must keep their profiles current to reflect both personal and company brand.
• Recruiters as Strategic Partners — TA leaders should embrace curiosity, business literacy, and storytelling to influence better hiring outcomes.
Recruiters beware — the future is already here. In this episode of Talking TA, host Denise Chaffin sits down with Gail Houston Associate Director at Grail and Jim Schnyder, President of Recruiting Advisors, to explore how AI is reshaping the recruiting landscape. As co-directors of the DFW Texas Recruiters Network, they’ve spent years training recruiters to stay on the leading edge — from the early days of social sourcing to the rise of ChatGPT and beyond.
Together, they unpack how recruiters can use AI for talent mapping, interview prep, and candidate evaluation while avoiding pitfalls like bias, hallucinations, and fake applicants. They also share practical examples of building custom GPTs, balancing automation with authenticity, and preparing the next generation of recruiters for an AI-driven world.
This is a masterclass for anyone navigating the new intersection of technology and talent acquisition — with insights straight from two of the industry’s most forward-thinking practitioners.
Key Episode Segments:
• AI Isn’t New — It’s Evolving: From early ATS automation to ChatGPT, recruiters have been using forms of AI for decades. What’s new is the speed and accessibility of today’s tools.
• Use AI, Don’t Be Replaced by It: Houston and Schnyder demonstrate how recruiters can use AI for talent mapping, screening, and preparation — without losing the human touch.
• Bias and Hallucinations Are Real Risks: Both experts stress the importance of training AI carefully and verifying results rather than relying on automated scoring.
• Fake Candidates and Deepfakes Are Rising: They share stories of interviewees using AI voice filters, fake faces, and automated answer tools — and how recruiters can spot them.
• Training Is the Bridge: Through the DFW Recruiters Network, they show how simplifying AI education helps recruiters adopt new tech without fear or confusion.
In this episode of Talking TA, host Denise Chaffin reconnects with longtime colleague Meredith Leitch, who transitioned from a 25-year career at Intel into a purpose-driven second act. Meredith shares her journey through Encore Fellowships with The Fedcap Group, where experienced professionals bring corporate expertise to the nonprofit sector.
They explore how retirement is being redefined—not as an ending, but as a chance to find new meaning, give back, and continue learning. Meredith discusses her work in nonprofit capacity building, intergenerational collaboration, and programs like Seniors Helping Seniors that connect generations in powerful ways.
The conversation also dives into the themes of ageism, reskilling, the rise of “people systems” over HR, and the evolving role of talent acquisition professionals in an AI-driven world. Drawing parallels from golf and even movies like The Intern, Meredith and Denise highlight how experience, adaptability, and purpose remain invaluable in today’s workforce.
Key Episode Segments:
• Redefining Retirement – Retirement doesn’t mean stepping away from impact; Encore Fellowships and nonprofit work create new paths for purpose.
• Generational Collaboration – Programs like Seniors Helping Seniors and Fedcap’s Code Generator show the power of combining wisdom with fresh perspectives.
• Ageism & Opportunity – Experienced professionals offer resilience, adaptability, and focus that are critical in high-demand projects.
• Talent Acquisition Shifts – TA roles are evolving from recruiting and sourcing to consultative partnerships, mirroring HR’s transition to business partners.
• AI and Human Skills – AI may change processes, but empathy, intuition, and durable skills remain irreplaceable.
In this special annual panel discussion, host Denise Chaffin welcomes back Courtney Schuelke, Jamie Starner, and Michael O’Brien to revisit the state of work in 2025. Together, they share insights across industries—retail, restaurants, and technology—highlighting rising turnover rates, the challenge of employee ghosting, and the creative ways companies are trying to retain talent. Courtney discusses Sephora’s attempts at flexible scheduling and her own career pivot into finance. Jamie reflects on the restaurant industry’s struggles with closures, staffing shortages, and consumer cutbacks. Michael shares firsthand experiences of ghosting in tech recruiting and a transition into construction tied to semiconductor and AI infrastructure. From shifting job markets to the critical role of employee development, this conversation offers candid, cross-generational perspectives on navigating today’s workforce.
Key Episode Segments:
• Restaurants under pressure – Operators face closures, bankruptcies, and persistent turnover, with fewer people willing to return to frontline roles.
• Retail burnout & new models – Sephora’s “flex” program showed both promise and pitfalls, underscoring the need for innovation in staffing and retention.
• Career pivots are rising – Guests shared real stories of moving from retail to finance, restaurants to manufacturing, and tech to construction.
• Ghosting persists – Candidates still report being ghosted during interviews, damaging employer brands and highlighting the need for respectful communication.
• Employee development matters – Companies investing in growth, training, and mental health resources are retaining talent and building loyalty.
Rebecca Carr, CEO of SmartRecruiters, joins Denise Chaffin to discuss the company’s recent acquisition by SAP and what it means for the future of talent acquisition technology. Rebecca shares her journey from recruiter to product leader to CEO, her perspective on the ATS market’s evolution, and how AI is reshaping recruiting workflows. She explains how SmartRecruiters is pioneering AI-driven solutions like Winston, an agent designed to handle workflow orchestration and recruiter support, while emphasizing the importance of humanizing hiring in the age of automation. The conversation explores industry consolidation, recruiter skill evolution, misconceptions about AI, and what TA leaders should do now to stay ahead.
Key Episode Segments:
• SAP’s Acquisition of SmartRecruiters: A milestone that signals increased consolidation in the HR tech space and accelerates AI-driven innovation.
• ATS Evolution 3.0: The shift from supply-chain-inspired systems to cloud-based platforms to AI-enabled, no-UI recruiting experiences.
• Winston, the AI Recruiting Agent: Designed to integrate into daily workflows (Slack, Teams, ATS) and coordinate with other AI agents across the recruiting ecosystem.
• Recruiting Roles Are Changing: AI will take over 82% of administrative tasks, allowing recruiters to become true talent advisors.
• Practical Advice for Leaders: Start experimenting with AI now (begin with interview scheduling) and retire the mindset that automation alone equals AI.
Joseph Burns, CEO of Lupa, joins Denise Chaffin to share why the future of hiring isn't about replacing recruiters with AI, but empowering them. Drawing from personal experience building and shutting down an AI recruiter, Joseph walks through the trade-offs, risks, and realities of automation in TA. He shares how Lupa uses AI to enhance decision-making, how cultural context matters in global hiring, and why his team blends human empathy with tech-powered efficiency. This episode delivers a grounded look at AI’s limits—and what thoughtful innovation really looks like.
Key Episode Segments:
• AI Isn't the Solution—It's a Tool: Joseph shares why his AI recruiting startup failed and how candidates rejected being interviewed by AI, especially top talent.
• Augmentation Over Automation: At Lupa, AI is used to support recruiters with better processes, scorecards, and prep—not to replace the human element.
• Cultural Intelligence in Global Hiring: Joseph explains why Latin America can’t be treated as a monolith and how onboarding with cultural understanding leads to better outcomes.
• Tech Stack Strategy: Lupa’s success comes from blending thoughtful AI with strong personal branding, categorizing prospects, and engaging meaningfully via LinkedIn.
• Caution Over Hype: Joseph predicts a swing back from AI recruiting hype as companies realize the real risks—negative selection bias and shallow assessments.
In this episode, Denise Chaffin sits down with David Manaster, the longtime CEO and founder of ERE Media, to reflect on the past, present, and future of talent acquisition. With over 25 years at the forefront of recruiting media, David shares stories from the early internet days, the rise of job boards, and the massive shifts brought by AI. They dive into the evolution of sourcing, the changing nature of industry conferences, and how recruiters can adapt—or pivot—to thrive in an increasingly tech-driven field. From full-desk recruiting to competitive intelligence, David offers thoughtful insight into what remains timeless and what’s transforming rapidly in TA.
Key Episode Segments:
• Historical Perspective: David started ERE Media in 1998, originally creating an email discussion list for recruiters that evolved into a major media and events company.
• Tech Cycles & Parallels: He compares the current AI wave to the early internet revolution—both disruptive, both overhyped, and both ultimately transformative.
• Sourcing Evolution: While the term “sourcing” rose recently, the skillset is shifting from standalone roles to part of every recruiter’s toolkit thanks to advanced software.
• TA Conferences Have Changed: Conferences have exploded in number post-COVID, but many are now vendor-driven or pay-for-play, which shifts the learning environment.
• Futureproofing Talent: David sees early tech adopters in TA—especially sourcers—transitioning successfully to broader roles, including competitive intelligence and advisory positions.
In this episode of Talking TA, Denise Chaffin sits down with Jared Bruss, Enterprise Account Executive at Gem, to explore the transformation of the recruiting industry through the eyes of a sales leader. With over a decade of experience at ZipRecruiter and Gem, Jared shares unique insights into how technology—particularly AI, CRMs, and talent harvesting tools—is reshaping workflows, improving sourcing, and helping teams manage increasing demands. They discuss the evolution from inbound applications to proactive outreach, the importance of analytics that capture the full funnel, and the emerging challenge of AI-generated fraudulent resumes. Together, they map the industry's shift from transactional recruiting to strategic talent engagement.
Key Episode Segments:
• Inbound to Outbound: Recruiting has moved from passive application review to active sourcing and relationship building—requiring new tech and tactics.
• CRMs Are Crucial: Traditional ATS platforms are no longer enough. CRMs now serve as indispensable systems to manage long-term candidate engagement.
• Tool Fatigue Is Real: Recruiters face a dizzying number of platforms; consolidation and proper training are key to adoption and success.
• AI’s Double Edge: While AI helps streamline sourcing and analytics, it also introduces the risk of resume fraud and demands new safeguards.
• The Knowledge Economy Requires Better Hiring: Success in today’s world depends on hiring smarter, not just faster—highlighting the value of full-funnel analytics and strategic outreach.
In this episode, Denise Chaffin is joined by Phil Strazzulla, founder of SelectSoftware Reviews, to dive deep into the world of HR technology. Phil shares how HR leaders can avoid costly mistakes when selecting software, why incentives shape product quality, and how AI is shifting what’s possible in recruiting and performance management. From the value of open APIs to the ethics of automation, this episode offers practical advice for navigating the ever-evolving HR tech landscape.
Key Episode Segments:
• Not All Software Is Created Equal – Phil explains how vendor incentives impact software quality, and why niche startups often outperform big suite providers.
• API Openness Matters – Tools like Greenhouse have excelled by being early adopters of open APIs, unlocking a robust third-party ecosystem.
• Ask Smarter Questions – HR leaders should go beyond “Do you integrate?” to “What does that integration actually do?”
• AI Is a Tool, Not a Decision-Maker – While automation can streamline tasks, final hiring and performance decisions still require human judgment.
• Don’t Fear the Tech — Learn It – As AI reshapes recruiting, embracing new tools is essential to stay relevant and effective.
Shannon Milhollin, founder of Empower Your Event, joins the podcast to unpack how internal and recruiting events can drive real business results. She discusses the ROI of experience, how purposeful design influences culture, and why comfort, connection, and creativity should be central to every internal event. From rethinking job fairs to aligning HR and sales teams, Shannon brings a fresh, strategic take on event planning that goes far beyond logistics.
Key Episode Segments:
• ROI of Experience: Events must move beyond logistics and deliver emotional, cultural, and business value.
• Connection Drives Retention: A single meaningful relationship can influence an employee’s decision to stay.
• Culture Isn’t Accidental: Thoughtful event design creates experiences that align with company values.
• Rethinking Job Fairs: Swap booths for immersive zones, brand stories, and real employee engagement.
• Metrics That Matter: Internal events should track ROI and ROE—retention, motivation, and team engagement.
In this compelling episode of Talking TA, host Denise Chaffin welcomes Weslie Ricks, a global accessibility and disability consultant and founder of Divergent Talent Consulting. Together, they dive deep into the evolving conversation around neurodiversity, disability inclusion, and the return on investment for accessible hiring practices. Weslie shares eye-opening insights on the challenges neurodivergent individuals face in the workplace—from outdated interview processes to inaccessible environments—and provides a global perspective on the legal frameworks and best practices driving inclusive innovation. Whether you're a talent leader, HR professional, or business executive, this episode reveals why accessible design and inclusive hiring aren’t just good ethics—they’re smart business strategy.
Key Episode Segments:
• Neurodiversity Explained – Weslie breaks down the broad spectrum of neurodivergent conditions, such as ADHD, autism, and dyslexia, and how they shape communication and working styles.
• Barriers in Hiring – Outdated hiring norms like eye contact and vague communication disadvantage neurodivergent candidates, often filtering out high-potential talent.
• Global Legislation Matters – Countries like those in the EU have enforced strict accessibility laws, while the U.S. lags behind in enforcing and advancing disability inclusion.
• Universal Design Helps Everyone – From captions to quiet rooms, accommodations designed for neurodivergent workers often benefit all employees, proving the ‘curb cut effect.’
• ROI of Accessibility – Inclusive hiring boosts innovation, engagement, and retention. Companies like Microsoft and Genentech have seen measurable gains from disability-focused programs.
Denise Chaffin is joined again by Jim D’Amico, VP of Talent Acquisition at Caliber Collision, to discuss the transformation of recruiting from a game of attraction to a strategy of influence. Jim breaks down how psychology, storytelling, and peripheral engagement form the new ecosystem of TA. They explore real-world applications like IP targeting, persona development, and storytelling archetypes, providing actionable strategies for recruiters, hiring managers, and executives alike. This episode is a masterclass on building connection and trust before a job is even posted.
Key Episode Segments:
• The Shift from Attraction to Seduction – Jim explains that recruiting today requires more than just advertising roles; it demands strategic engagement that builds interest before a job even opens.
• Peripheral Engagement as a Long-Term Strategy – By connecting with candidates through value-driven content before they apply, recruiters can establish trust and improve conversion when roles become available.
• First-Person Storytelling Builds Authenticity – Jim emphasizes that personal stories from recruiters resonate far more than secondhand accounts, creating stronger emotional connections with candidates.
• Persona Development Drives Industry Expansion – Understanding candidate personas allows TA teams to recruit across industries by aligning messaging with the values, goals, and challenges of new audiences.
• IP Targeting Creates a Competitive Edge – With simple tools like IP targeting, recruiters can serve consistent, subtle messages to passive talent, laying the groundwork for effective future outreach.
In this episode of Talking TA, host Denise Chaffin sits down with Jeff Pearce, a seasoned recruiter and sourcing expert who led a game-changing mentorship program at Walmart Connect. Jeff shares the story of how he created a curriculum from scratch to train coordinators in strategic sourcing—and how it delivered real results, including multiple hires in just weeks. The conversation explores Jeff’s passion for ad tech, the evolving role of recruiters in the age of AI, and why becoming 'one with your client group' is a strategic advantage in talent acquisition.
Key Episode Segments:
• Structured Mentorship Delivers Results: Jeff’s curriculum-based program helped fast-track beginners into making successful hires within 40 hours—proving the power of hands-on mentorship.
• Know the Business, Recruit Better: Understanding the industry you're hiring for leads to smarter sourcing, stronger candidate alignment, and more trust with hiring managers.
• Keyword Matching Isn’t Enough: Recruiters must move beyond resume scanning and embrace contextual strategy to identify top talent effectively.
• AI Is a Tool, Not a Replacement: While powerful, AI can't replace human insight, personalization, or the recruiter’s unique voice in communication.
• Choose to Hunt, Not Herd: Modern recruiters must decide whether they want to lead talent strategy or simply process applicants—being a hunter makes the difference.
In this episode of Talking TA, host Denise Chaffin welcomes Kevin Serwatka, founder of Benchmark, an AI-powered hiring optimization platform. Kevin takes us on his journey from agency recruiter to talent leader at Google, Meta, and Robinhood—culminating in the launch of his own company. Together, they explore the practical use of AI in recruiting, the limits of automation, and the evolving role of recruiters as strategic business partners. Kevin breaks down how Benchmark leverages data to uncover bottlenecks, diagnose hiring inefficiencies, and improve speed, quality, and candidate experience. The conversation dives into the future of sourcing, the myth of AI replacing recruiters, and the critical need for curiosity and culture advocacy in today’s talent teams. Whether you're an HR leader, TA practitioner, or startup founder, this episode offers tactical insights and thought-provoking predictions on the future of hiring.
Key Episode Segments:
• AI’s current strength is automating low-hanging tasks like scheduling and resume filtering, not replacing human judgment in hiring.
• Benchmark uses AI to uncover bottlenecks across recruiters, jobs, and metrics—driving more strategic, data-informed hiring processes.
• The future of sourcing may see fewer, more specialized sourcers, as AI narrows the candidate funnel.
• Recruiters must evolve into culture ambassadors and business partners, combining data fluency with empathy.
• Curiosity will be a core competency in the next wave of TA professionals—those who don’t evolve may be left behind.
In this insightful episode of Talking To..., host Denise Chaffin sits down with Tim Sackett, CEO of HRU Technical Resources, to explore the deeply personal and professional journey that brought him to the forefront of recruiting and HR thought leadership. Tim shares what it was like growing up with a single mother who built the very company he now leads, describing vivid childhood memories of helping her screen candidates and prepare mailers. From stuffing envelopes to working with General Motors, and from earning a master’s in HR to writing for Fistful of Talent, Tim unpacks how his passion for recruiting and HR led to two thriving parallel careers: one as a leader in staffing and the other as a writer and speaker influencing the future of work. Tune in to hear how a legacy business became a platform for innovation, family values, and personal evolution in the world of talent acquisition.
Key Episode Segments:
• Tim Sackett’s Origin Story: Raised by a single mom who founded HRU Tech, Tim’s childhood involved helping with recruiting tasks, laying the groundwork for his future career.
• Early Career in Recruiting: Tim began working with his mom after college, landing key clients like General Motors, but initially didn’t see himself as the future of the family business.
• Corporate HR & Dual Expertise: Tim pursued a master’s in HR and built a corporate career while remaining connected to recruiting—a rare combination that set him apart.
• The Pivot Back Home: A family health scare prompted Tim to return and lead the family company, stepping fully into his role as CEO.
• Parallel Path as an Influencer: Around the same time, Tim began blogging and speaking, becoming a respected voice in HR while managing a successful staffing firm.