#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.

To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.

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In this episode of #thePOZcast, Adam Posner interviews Jay Delsing, a former professional golfer and broadcaster. They discuss Jay's journey from growing up in a sports family to achieving success on the PGA Tour. Jay shares memorable experiences with golf legends, the challenges of professional golf, and the lessons he's learned along the way. He reflects on his memoir, the importance of integrity in golf, and the sport's positive impact on communities. The conversation highlights the significance of authenticity and resilience in both golf and life.

Takeaways:

- Jay Delsing's journey from a sports family to professional golf.
- The importance of obsession and dedication in achieving success.
- Golf as a metaphor for life, teaching patience and resilience.
- Memorable moments with legends like Arnold Palmer.
- The significance of integrity and accountability in sports.
- Lessons learned from failures and how they shape success.
- The impact of golf on community and charity.
- Writing a memoir as a reflection of one's life experiences.
- The future of golf and engaging younger audiences.
- Defining success through authenticity and legacy.

Chapters

00:00 Introduction to Jay Delsing's Journey
02:58 The Early Years: Growing Up in a Sports Family
05:56 The Transition to Professional Golf
08:50 The Challenges of the PGA Tour
11:47 First Tour Win: A Dream Realized
14:55 Lessons from the Golf Course
17:57 Memorable Moments with Golf Legends
21:02 The Impact of Arnold Palmer
24:06 Writing the Memoir: Reflections on Life
27:00 Lessons for Young Athletes
29:51 The Future of Golf: Innovations and Engagement
32:58 Integrity and Accountability in Golf
36:04 Defining Success: Authenticity and Legacy

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams.

Learn more and check out a demo: https://www.pin.com/book-a-demo?via=adam-posner

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com

Jess Von Bank is a globally recognized voice on the future of work, AI, and workforce transformation, advising enterprise leaders on how to responsibly integrate AI and emerging technologies into the fabric of work. With more than 23 years in talent and HR technology, Jess has spent her career at the intersection of business strategy, digital transformation, and human experience. She is known for translating complex technology trends into plainspoken insight that leaders can actually use.

A sought-after voice in the future of work, Jess challenges organizations to move beyond AI hype toward agency, accountability, and human-centered design. Her perspective is rooted not only in enterprise transformation but in lived experience as a mother of daughters, a nonprofit leader, and an advocate for women’s leadership and equitable, human systems in which everyone can thrive.

TAKEAWAYS:

• AI doesn’t transform work—it scales existing systems (good or bad)
• Most companies are optimizing old workflows instead of reimagining new ones
• True transformation requires new thinking, not just new tools
• Institutional knowledge and human judgment remain critical differentiators
• Resistance to AI is often less about capability and more about forced adoption
• The future of work conversation is bigger than recruiting—it’s societal
• AI is accelerating necessary disruption in education, workforce development, and economic models
• The biggest opportunity right now is not efficiency—it’s redesign

01:00 Intro to Jess Von Bank
02:30 Early recruiting days (pre-LinkedIn sourcing)
05:00 “Old school” recruiting vs modern tools
07:30 The art of understanding candidate motivation
10:00 Technology in recruiting: good, bad, and ugly
12:00 The biggest mistake with AI today
14:00 “AI scales what you put it on” explained
16:00 Automation vs true transformation
18:00 Why “faster” doesn’t mean “better”
20:00 Rethinking workflows instead of optimizing them
22:00 Institutional knowledge vs AI capabilities
24:00 Teaching experienced professionals new ways of working
26:00 Generational perspectives on AI adoption
28:00 Psychological reactance and resistance to change
30:00 The “AI will take jobs” debate
32:00 “We’re building the Titanic in plain sight”
35:00 The real risks vs the hype
37:00 What AI is actually breaking (and why that’s good)
39:00 Rethinking education and workforce development
41:00 Optimism: what’s moving in the right direction
43:00 Closing thoughts + where to connect

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams.

Learn more and check out a demo: https://www.pin.com/book-a-demo?via=adam-posner

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com

About:

Suzan Vulaj is a seasoned talent acquisition leader with a proven track record in global recruitment strategies. Currently serving as the Senior Vice President of Global Talent Acquisition at NBCUniversal, Suzan has been instrumental in creating exceptional candidate experiences through innovative problem-solving for over 20 years. Her expertise spans various industries, including media, technology, and commerce.

Before joining NBCUniversal, Suzan held key roles such as Director of Global Talent Acquisition at Pitney Bowes and Senior Talent Manager for Internal Mobility at McGraw-Hill Financial. She also contributed her skills as an HR Manager at Standard & Poor's and a Staffing Consultant at Google. Suzan's academic foundation includes a degree from Pace University's Lubin School of Business.

Her leadership style embodies a dynamic blend of collaboration, resilience, and a relentless pursuit of excellence. Beyond this, Suzan is a champion of innovation, always seeking creative solutions to enhance organizational culture and attract top talent. Her ability to inspire teams and foster growth makes her a transformative force in any professional setting.

00:00 Opening + UNLEASH floor energy
01:10 Intro to Suzan Vulaj (NBCUniversal TA Leader)
02:30 From marketing to recruiting: Suzan’s journey
04:30 Leading a 100+ person global TA team
06:00 What makes a great recruiter today
08:30 Recruiters as brand ambassadors + influencers
10:30 Why hiring managers must be fully engaged
12:30 Fixing broken intake & expectation setting
14:30 TA tech stack: building around the ATS
16:30 AI fear vs reality inside recruiting teams
18:30 How to train recruiters through change (safe spaces)
20:30 The return to “old school” recruiting
22:30 The problem with 8,000 applicants per role
24:30 Candidate fraud + AI-generated applications
26:30 Shortlisting & cutting through the noise
28:30 The emotional toll of recruiting (constant rejection)
30:30 Managing recruiter mindset & engagement
32:00 Re-engaging silver medalists (“for your consideration”)
34:00 Pipelining talent before roles open
36:00 What messages actually get a recruiter’s attention
38:00 The 10-second resume scan reality
40:00 Conference insights: failure, change & adaptability
42:00 Reframing failure as experimentation
44:00 Advice for job seekers today
45:30 Closing + where to connect

• Recruiting today is less about access to talent—and more about filtering overwhelming volume
• The best TA teams are returning to relationship-driven, “old school” recruiting strategies
• AI won’t replace recruiters, but it will force them to focus on higher-value work
• Great recruiters differentiate through influence, communication, and ownership—not tools
• Hiring managers play a critical role and must be fully engaged early in the process
• Candidate experience and recruiter mindset are often overlooked—but deeply connected
• Specificity and intentional outreach are what help candidates stand out in a crowded market
• Building and maintaining pipelines (especially silver medalists) is more valuable than starting from scratch

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams.

Learn more and check out a demo: https://www.pin.com/book-a-demo?via=adam-posner

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com

00:00 – Cold open: UNLEASH vs. Transform event dynamics
01:10 – Meet Mary Jo Charbonneau and Kyndryl
02:00 – Why AI is redefining HR transformation
03:15 – HR’s shift to the center of business strategy
04:30 – Why HR leaders must think beyond HR (customer impact)
05:45 – How AI is used on the customer delivery side
07:00 – Translating business demand into skills with AI
08:15 – Matching the right talent to the right work
09:30 – The power of workforce data and skills visibility
10:45 – Internal mobility: finding hidden talent within
12:00 – Real-world use cases of repositioning underperforming employees
13:30 – “Make yourself discoverable” in the age of AI
14:30 – The future of skills-based organizations

1. AI is pulling HR into the center of the business
Not as support—but as a strategic driver tied directly to how work gets done and delivered to customers.

2. The real power of AI is translating work into skills
Understanding what skills are needed—and matching them dynamically—is becoming HR’s most critical capability.

3. Skills data unlocks internal mobility at scale
Organizations already have the talent—they just haven’t had the visibility to deploy it effectively.

4. “Make yourself discoverable” is the new career mandate
Employees must actively surface their skills and capabilities in AI-driven environments or risk being overlooked.

5. AI enables a more human approach to talent decisions
Instead of writing people off, organizations can identify where individuals will actually thrive.

6. HR needs to think beyond HR
The biggest missed opportunity: not connecting AI in HR to how the business serves customers.

7. Transformation is no longer optional—it’s continuous
AI isn’t a project. It’s an ongoing shift in how organizations operate, hire, and grow talent.

Paul Rubenstein is Chief Evangelist at Visier, where he partners with CHROs and senior executives to connect talent strategy to business outcomes. He helps organizations move beyond traditional HR to build functions that are commercially minded, data-driven, and aligned to how the business actually runs.

With more than two decades of experience across consulting and executive roles, including Chief People Officer and Chief Customer Officer at Visier, Paul brings a unique perspective on how HR can drive real business performance. His mission is simple: unlock the untapped potential of HR and make work better.

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams.

Learn more and check out a demo: https://www.pin.com/book-a-demo?via=adam-posner

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com

00:00 – Cold open: conference chaos and “no one eats lunch”
01:10 – Meet Paul Rubenstein and his HR journey
02:30 – From consulting to HR leadership to evangelist
04:00 – Why connecting talent to business outcomes matters
05:30 – The dual role of HR: business driver + function optimizer
07:00 – The evolution of HR: industrial → personnel → strategic
09:30 – The rise of systems: PeopleSoft, scale, and efficiency
11:30 – Engagement, sentiment, and the human side of HR
13:00 – Globalization and the modern HR operating model
14:30 – Why AI is a true inflection point—not just hype
16:00 – The problem with siloed HR tech stacks
17:30 – Orchestration layers and systems talking to systems
19:00 – Democratization of data and decision-making
20:30 – The importance of data quality in the AI era
22:00 – The dark side: speed, skills gaps, and misuse of AI
24:00 – Human + machine optimization (Toyota analogy)
26:00 – Why rethinking work is the real challenge
27:30 – How HR leaders (and everyone) must evolve
29:00 – Why empathy still matters—and won’t be replaced

1. This is the most pivotal moment in HR history
AI isn’t incremental—it fundamentally changes how decisions are made and how work is structured.

2. HR has evolved through distinct eras—and AI is the next leap
From industrial engineering → personnel → systems → now intelligent, connected ecosystems.

3. The future is systems-to-systems, not people-to-systems
AI agents interacting across platforms will redefine workflows and service delivery.

4. Data quality is now mission-critical
Bad or incomplete data doesn’t just slow you down—it leads to flawed AI-driven decisions.

5. AI democratizes insight—but not judgment
Anyone can ask complex questions now, but knowing how to interpret and act on them is the real skill.

6. The biggest risk isn’t AI—it’s misunderstanding work itself
Organizations must learn how to break down, redesign, and optimize tasks in a human + machine model.

7. Speed is both the opportunity and the threat
What used to take years now takes days—creating massive upside and massive risk.

8. HR leaders must expand beyond HR
Technology fluency, business acumen, and human understanding are now table stakes.

9. Empathy remains a competitive advantage
AI can inform decisions—but it cannot replace human judgment, context, and care.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.

To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com

Takeaways

- Dularii's entrepreneurial roots were influenced by her parents' businesses.
- She transitioned from a desire to be a fashion designer to a career in advertising.
- Launching Phenomenon was driven by a desire for independence and creativity.
- Navigating business partnerships requires alignment on vision and respect for each other's strengths.
- Exits are emotionally complex and often involve difficult decisions.
- Transitioning to venture capital allowed Delari to support founders with operational advice.
- Common mistakes in startups include poor cash management and hiring the wrong people.
- Scaling challenges were highlighted through Delari's experience with Q Health.
- Hiring should focus on cultural fit and the ability to adapt to change.
- Diversity in leadership leads to better decision-making and risk management.

Chapters

00:00 Introduction to Delari Amin
01:29 Delari's Entrepreneurial Roots
03:12 The Journey from Fashion to Advertising
05:33 Launching Phenomenon: The Birth of an Agency
11:07 Navigating Business Partnerships
12:16 The Emotional Complexity of Exits
15:50 Transitioning to Venture Capital
18:23 Common Operational Mistakes in Startups
20:18 Scaling Challenges: Lessons from Q Health
23:25 Hiring vs. Systems: Balancing Growth
26:54 Interviewing for Culture and Fit
30:02 Diversity and Inclusion in Leadership
34:37 Investor Insights: Identifying Founders Built for Scale
37:10 Future Trends in CPG and Health
40:01 Defining Success: A Personal Perspective

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams.

Learn more and check out a demo: https://www.pin.com/book-a-demo?via=adam-posner

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com

What You’ll Learn

* How enterprise HR leaders think about hiring, structure, and strategy at scale

* Why most hiring challenges are actually business alignment problems

* How to build proactive talent pipelines instead of reacting to openings

* Where AI is actually delivering value in recruiting today

* What separates average recruiters from truly impactful ones

Chapters:

00:00 Opening + UNLEASH 2026 floor energy
01:15 Intro to Jason Desentz (CHRO, Toshiba Americas)
02:10 Scale of Toshiba: 6,000 employees + HR org structure
03:30 From automotive to CHRO: Jason’s career journey
05:00 Blimp hiring story (and why niche recruiting matters)
07:10 Should Talent Acquisition sit under HR?
09:00 Why HR leaders must understand the business
10:30 The rise of the HR Business Partner mindset
12:00 How to train HR teams to think like the business
13:45 Why most companies fail at role intake & calibration
16:00 Small talent pools & “purple squirrel” expectations
18:00 Workforce planning: why hiring starts before the role opens
20:30 Retention risk, succession planning & talent intelligence
23:00 The compensation gap problem (champagne taste, beer budget)
25:00 Creative comp strategies to close candidates
26:30 What candidates actually value today (and what’s losing impact)
28:30 Toshiba’s sourcing strategy: where hiring really starts
30:00 The power of elite sourcers (and why networks win)
32:00 AI in recruiting: what actually matters vs hype
34:00 Automation vs human connection in hiring
36:00 Why scheduling is the biggest bottleneck in recruiting
37:30 Adaptability: the #1 trait in great recruiters
39:00 Fraudulent candidates, AI cheating & interview risks
41:30 Protecting IP in a high-risk hiring environment
43:00 Metrics that matter (and ones that don’t)
45:00 Candidate experience & onboarding accountability
47:00 Advice for job seekers in a competitive market
49:00 “Always Be Hustling” mindset for career growth
51:00 Final advice: Listen, Learn, Lead
52:00 Closing + Vegas survival tips

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