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HR Famous

HR Famous

De: WRKdefined Podcast Network
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The HR Famous Podcast is a lively conversation dealing with the real-life craziness HR pros deal with every day! Think of this as your own HR therapy session - sharing stories, strategies, and sometimes simply venting about a career we love, but one that makes us scream at the same time. This pod is a safe place of conversation, laughs, arguments, and hope. So, grab a cup of coffee or a glass a wine and sit back and enjoy the real-world HR talk with a few of your peers.All rights reserved by WRKdefined Ciencias Sociales Economía Gestión Gestión y Liderazgo
Episodios
  • Hiring in Home Healthcare Just Got Easier!

    Hiring in Home Healthcare Just Got Easier!
    Apr 3 2026
    In this episode of HR Famous, I sit down with Carly DeLuca—and if you care about hiring (which, let’s be honest, is the entire game), this is one you don’t skip. Carly’s journey is the kind I love: recruiter turned operator, now running a home healthcare company where talent isn’t just a growth lever—it’s the business. When she took over Dependable Nursing, the ask wasn’t strategic planning or long-term transformation. It was simple and brutal: we need 40 nurses…right now. That’s not a “post and pray” situation. That’s survival. We dig into what it really takes to hire in a high-stakes, high-pressure environment—especially in pediatric home healthcare, where finding the right people isn’t just hard, it’s critical. And here’s where it gets interesting… Carly made a big shift away from the typical “it came with payroll, so we use it” ATS mindset and implemented Perfect Hire—and the difference is night and day. We’re not talking theory here. We’re talking real impact: AI-driven sourcing that actually gets candidates in the door Automated pre-screening so recruiters aren’t wasting time on unqualified applicants Smarter workflows that push candidates through the process faster And clean, usable data that shows exactly where your hiring process is breaking Carly shares how Perfect Hire helped her team move from chaos (duplicate candidates, messy workflows, zero visibility) to a system that actually works like a recruiter would work. And in a business where speed = revenue = patient care, that’s everything. We also get into the stuff most people won’t say out loud: Why most ATS platforms weren’t built for people who actually need to hire How AI can finally eliminate the “chasing candidates for basic stuff” problem Why small teams don’t need more recruiters—they need better tech And how the right system can literally change the trajectory of your business Here’s the bottom line: if hiring is mission-critical—and it is—then your tech better act like it. Carly’s story is proof that when you pair the right operator with the right platform, like Perfect Hire, you don’t just improve recruiting…you unlock growth. If you’ve ever felt stuck with tools that “kind of work,” this episode will push you to rethink everything.
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    17 m
  • The 15-Minute Process: Marriott’s Secret to Faster Frontline Hiring

    The 15-Minute Process: Marriott’s Secret to Faster Frontline Hiring
    Feb 2 2026
    In this episode of HR Famous, Tim Sackett sits down with one of the true originals of the show: Jessica Lee, Marriott’s Global Officer of Talent Acquisition and Associate Growth (aka: head of TA + learning… “just a small job” for a company supporting nearly 10,000 hotels). The vibe is classic HR Famous—smart, practical, and just the right amount of banter about being an “OG” (and whether the kids now call you “Unc”). Jessica shares what it was like jumping back into leading a global talent acquisition team after time in broader HR and learning. Some surprises? A lot has changed…and a lot hasn’t. Recruiting is still recruiting: hiring managers still want to see every candidate, sourcing debates still rage, and stakeholder management remains the timeless recruiter superpower. But the real energy is in what’s new—especially the explosion of AI in recruiting, automation, and the opportunities to make recruiters faster, better, and more human in their conversations. Tim and Jessica get into Marriott’s approach to recruiting technology and responsible AI. They talk stack (Marriott is an Oracle shop and layers in Paradox), and why Marriott has drawn a clear line between AI for automation (low risk) versus AI that makes decisions (higher risk, higher scrutiny, higher lawsuit headlines). Jessica offers a refreshingly candid view: it’s not always that employers don’t trust the tech—it’s that they don’t trust the world won’t sue them for using it. That leads to a bigger conversation on transparency, public perception, and why candidates want to know “what they’re being measured against,” even when that measurement has always been a bit of a black box. One of the most fascinating parts: the future of interviewing. Jessica is fired up about “no interview notes” / digital interviewing tools—because when recruiters and hiring managers stop typing, they can start listening. Tim goes deeper on what AI-powered interview capture could unlock: consistency of questions, better summaries for hiring managers, improved quality control, and skill development based on real interview data (not guesswork). Then they head into the realities of high-volume hiring at Marriott. Applications are surging—millions of candidates hitting the career site—so how do you prevent managers from drowning in volume without using AI to “decide”? Jessica breaks down the practical playbook: screening questions, assessments, shortlists, and human eyes where it matters. And yes, hiring managers still push back: “Why these three? I want to see all 200.” Finally, Jessica shares how Marriott measures TA success beyond “faster is better.” Speed matters—especially frontline—but not at the expense of quality. She walks through the metrics that actually matter at scale: time to fill, turnover, retention, internal growth, cost, and a standout KPI: “quick quits” (first 90 days, including no-shows on day one). Plus, there’s nuance—luxury hotels may take longer to hire, but see lower turnover and stronger guest service outcomes. If you’re leading TA, evaluating AI, or trying to balance speed, quality, risk, and candidate experience, this episode is packed with real-world strategy—and plenty of laughs along the way. Watch or listen, then connect with Jessica on LinkedIn to keep the conversation going.
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    32 m
  • Why “Another ATS” Isn’t Enough Anymore—and What Comes Next!

    Why “Another ATS” Isn’t Enough Anymore—and What Comes Next!
    Jan 22 2026
    et pitched new recruiting technology all the time. New ATSs, new “AI-powered” platforms, new promises to fix what’s broken in talent acquisition. So when someone first told me I needed to check out PerfectHire, another ATS, my reaction was pretty predictable: Here we go again. But then they added something that piqued my curiosity: "ATS+". That’s what pulled me into a conversation with Matt Schalsey, founder (or co-founder, depending on how you count it) of Perfect Hire, and the guest on this episode of HR Famous. And the deeper we went, the clearer it became this wasn’t a rip-and-replace ATS with a few shiny features slapped on top. This was a complete rethink of how recruiting technology should actually work. Matt’s background isn’t traditional HR tech; it’s sales enablement. And that matters. Sales figured out years ago what recruiting is still struggling with: high performers don’t win because they work harder on admin. They win because technology removes friction, so they can focus on what actually drives results. Conversations. Relationships. Decisions. That’s the core idea behind Perfect Hire. Instead of forcing recruiters into rigid workflows, Perfect Hire breaks the ATS down to its foundation and rebuilds it around recruiter enablement, not just tracking activity, but driving outcomes. Matt and his team talked to more than 300 TA leaders to understand why they hate their ATSs (and let’s be honest, almost everyone does). The answers weren’t shocking: too much admin, no visibility, no accountability, and tools that slow people down rather than speed them up. Where things get really interesting is how Perfect Hire uses AI. This isn’t “type the right prompt and hope for the best” AI. The platform is designed so that AI works quietly in the background, informing decisions, automating scheduling, generating interview questions, reducing bias, and keeping pipelines moving without recruiters having to babysit the system. We also talked about something the industry doesn’t discuss enough: accountability. Most ATSs give you dashboards, but they don’t really tell you who’s performing, where capacity is breaking down, or what happens when leadership suddenly increases hiring by 30%. Perfect Hire connects recruiting execution to forecasting, workforce planning, and even retention, so TA leaders can have real business conversations instead of crossing their fingers and hoping it all works out. And for hiring managers? Visibility finally makes sense. Instead of being angry because they don’t know what’s happening, they can actually see progress, bottlenecks, and next steps without needing recruiters to translate ATS chaos into English. This episode is a must-listen if: You’re tired of ATSs that track work instead of enabling it You believe recruiting should operate more like sales (because it is) You care about accountability, outcomes, and doing more with fewer resources If recruiting is truly critical to your business—and not just something you tolerate—this conversation will challenge how you think about talent technology. Watch or listen to the full episode of HR Famous and see why PerfectHire might be the future of recruiting.
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    21 m
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