Jarrett Mackin

Great session from Patricia Maroto Gómez and an important reminder about posting content that aligns with themes you genuinely believe in (not just Crystal Palace). The Region is driving demand for RPO/embedded solutions, but most approach with a misconception. They view embedded/RPO as simply placing a recruiter on-site at internal talent acquisition costs. This is the knowledge gap we’re addressing. When you embed Halian, you’re not hiring a recruiter but accessing Halian as a Service. Our entire recruitment ecosystem backs your dedicated client partner: global sourcing networks, AI-enabled tools, proprietary candidate databases, and proven methodologies refined across thousands of placements worldwide. The fundamental difference is between infrastructure and the individual. You’re not paying for a person. You’re investing in proven recruitment infrastructure that delivers faster fills, higher quality candidates, and scalable capacity without the overhead of building these capabilities internally. Halian as a Service (HaaS) 😜

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Recruiting Top Development Officers Isn’t Easy… Even with AI, sourcing top talent for hard-to-fill, high-impact roles isn’t easy. Here’s a look at how we make it happen as an embedded sourcing partner. Spotlight: Development Officers Development Officers are mission-critical—they drive fundraising, cultivate donor relationships, and advance strategic initiatives. Yet top talent often has deep, established networks, making them hard to reach. Internal recruiters are stretched thin, leaving little time for strategic sourcing. That’s where dedicated sourcers comes in: by embedding sourcers into your TA team, you can build pipelines, engage passive candidates, and target the right people for these high-impact roles. Here’s how we approach sourcing for Development Officers: ➡ Define the role clearly - Understand, in detail, which programs, campaigns, or donor portfolios the officer will manage. - Identify essential skills and experience versus what can be developed on the job. Get specific! ➡ Map the talent market - Research peer universities, hospitals, and nonprofits. - Focus on passive candidates with proven experience in fundraising, campaigns, or alumni engagement. ➡ Craft personalized messages - Highlight achievements and the specific impact the candidate could make. - Show alignment with the organization’s mission and priorities. ➡ Leverage internal networks - Engage board members, faculty, alumni, and leadership. - Use warm introductions to strengthen pipelines and trust. ➡ Build candidate networks - Ask passive candidates who they know in the development field. - Nurture these connections for a long-term pipeline of future talent. Each Development Officer we source becomes a catalyst—building major donor relationships, driving critical campaigns, and making measurable contributions to the organization’s fundraising strategy from day one. Thoughtful, proactive sourcing makes this possible by identifying the right candidates and engaging them before they even consider a move. Dedicated sourcing ensures your team can tackle challenging searches efficiently and effectively. Include your sourcers from the outset for optimal outcomes—and if you don’t have dedicated sourcers, consider an embedded model. Learn more about embedded sourcing: ⬇️ 🔗 https://lnkd.in/eHPeG6ez #DevelopmentOfficer, #Fundraising, #TalentAcquisition, #EmbeddedSourcing, #MajorGifts, #HigherEdRecruiting, #NonprofitLeadership, #Endowment

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If you're wondering how AI in recruitment can really make a difference for your teams, here's the breakdown. Derek Blosser, Director of Business Innovation at Talent Solutions RPO, explains what you can expect from transparent, responsible AI-enabled recruiting tools. Get an up-close preview of the change that integrated tech can bring your hiring strategy. Check out Derek's latest blog to explore five ways you can achieve more efficient, transparent recruitment through a suite of AI-enabled recruitment tools called PowerSuite. #RecruitmentTech #TalentAcquisition #AIinRecruiting #PowerSuite

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Startup hiring is becoming more competitive than many people realize. Ashby’s latest Talent Trends report analyzed over 1,200 venture-backed startups, 32,000 hires, and 11 million applications to understand how hiring is changing across early-stage companies. - The average startup hire now attracts ~340 applications per role. - Remote roles receive about 42% more inbound applications than in-office jobs. - Roughly 15 candidates are interviewed for every hire, highlighting how selective the process has become. https://lnkd.in/gRRKwSZK

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Recops is the future of recruitment - understanding systems and technology is crucial for modern day success in Talent Acquisition. On this weeks episode of Recruiting is No Joke Alexa Lane head of Recruiting at Placements.io breaks down what Recops is and why it matters to recruitment. Check out the full episode with the link in the comments! This episode is brought to you by Talent Llama, Talent Llama is the AI interview platform for high-volume knowledge worker hiring. It helps teams screen faster, fairer, and without the chaos. Instead of sorting resumes or juggling calendars, Talent Llama gives every candidate a fair, low-pressure, skills-based voice interview. Check them out here: https://lnkd.in/gZvCBbY3

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The recruiting landscape continues to evolve at lightning speed in 2026. Artificial intelligence and automation are reshaping how we identify and engage talent, yet the heart of recruiting remains the same: connection. The most effective firms aren’t just integrating new technology; they’re using it to create space for deeper, more meaningful human interactions. Candidates still want to feel seen, heard, and valued. Clients still want trusted partners who understand their culture as much as their hiring needs. The future of recruitment will belong to those who balance innovation with empathy, pairing data-driven precision with a human touch that inspires trust. #Leadership #Recruiting #Connection

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TA credibility rises when numbers walk into the exec meeting first. I watched a CHRO flip the room dynamic overnight. Before: anecdote storytelling. After: opening slide with “Cost-per-hire ↓ 38%, TTFI 6.2 days, $181K fees avoided.” When you show up with quant before anyone asks, you stop justifying and start steering. Executives trust functions that predict, not react.

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