Allison Krug

Talent acquisition budgets don’t get approved because they’re needed. They get approved because the business impact is clear. With rising costs and stretched TA teams, many leaders are being asked to justify hiring investment more rigorously than ever and traditional arguments aren’t landing. We break down how HR and TA leaders can build a compelling, data-backed business case for TA investment by tying hiring directly to what leadership cares about most: • Revenue impact and speed to delivery • The real cost of unfilled roles and skills gaps • Risk exposure from underinvestment • ROI beyond time-to-fill • Flexible, scalable budget models This isn’t about asking for more budget. It’s about positioning talent acquisition as a growth lever, not a cost center. Read the full blog via the link in the comments. #TalentAcquisition #HRLeadership #WorkforceStrategy #HiringROI #PeopleStrategy #TALeadership #FutureOfWork #LevelUPHCS

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TA is evolving. But are we measuring what actually matters? The talent market is full of contradictions. Hiring is happening, but it’s cautious. Candidates want more clarity. Employers are taking longer to make decisions. AI is everywhere in the conversation, but still nowhere near full adoption. Through it all, TA is changing. The best teams are thinking about skills, internal mobility, and workforce planning, not just filling roles. However, many are still reporting on time to hire and cost per hire, metrics that track activity rather than impact. So how should TA functions prove their value? What should be measured if the goal is real business influence? My guest on Episode 766 of Recruiting Future is Bharat Siyani, VP of People and Culture at Elmo Software. In our conversation, Bharat outlines what impact really looks like, which metrics actually matter, and how TA can position itself as a strategic partner in the business. We discuss: • The contradictions in today’s talent market • Finding the signal in the noise • Understanding nuance in recruiting decisions • What AI should do versus what humans must own • Moving beyond efficiency metrics • Measuring value, outcomes, and long-term fit • Tech hiring in a volatile landscape • Skills, context, and redefining roles • TA’s role in shaping the workforce • What the TA team of the future might look like 🎧 Listen by searching Recruiting Future wherever you get your podcasts #JoinTheConversation

Over the last few weeks, we’ve had dozens of demos and conversations with recruiters, founders, and hiring teams. One theme kept coming up consistently UX matters as much as AI accuracy. So we went back to the drawing board. What’s new Cleaner, lighter interface for better readability Clearer CTAs and simpler navigation Improved visual hierarchy across the product Faster onboarding and reduced cognitive load Subtle micro-interactions for a smoother experience Every change you see in the new white theme is driven directly by user feedback and real demo conversations, not just design opinions. The goal stays the same: Help teams screen faster, trust the system more, and focus only on the best candidates. Old (black theme) ➝ New (white theme) below Would love to hear what you think. Feedback welcome as always 🙌 Try a demo interview - https://lnkd.in/gGSF79TU

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Ghosting goes both ways—and it’s hurting your employer brand. In today’s competitive recruitment market, silence isn’t a neutral act. Candidates pay attention, share experiences, and make decisions based on how they’re treated. In our latest article, we explore how failing to communicate can: 🔹 Tarnish your reputation among future talent 🔹 Lead good candidates to walk away 🔹 Cause negative reviews on sites like Glassdoor 🔹 Close the door on referrals We also dive into the reverse side: candidates ghosting employers—and how clear, consistent communication minimizes that too. Read more 👉 https://lnkd.in/gukc85jQ #Fintech #Recruiting #TalentAcquisition #EmployerBrand #Hiring #Communication #RecruitmentBestPractices #FintechRecruiting #PaymentsRecruiting

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