Kat Garson

TA leaders everywhere are grappling with the same question – how do we genuinely embed AI into our hiring process to drive real impact? For us at Klaviyo, the answer has become incredibly clear: BrightHire has been, hands down, one of the most transformative additions to our recruiting toolkit. It's been instrumental in helping us: ✅ Operationalize consistent and equitable interviews across the board. ✅ Arm hiring teams with actionable, real-time feedback, cutting through the noise. ✅ Elevate our overall hiring quality bar, all without ever slowing us down. In an environment as high-growth and high-expectation as ours, BrightHire isn't just a notetaker; it's become a critical, strategic layer in how we hire. It's helping us scale interview excellence. Excited to see more teams really lean into this kind of technology during this AI-first transformation. Benjamin Sesser Theodore Chestnut

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Most TA events are built for scale. (We know, we own the biggest one! 😀 🎪) RLX US (April - Chicago) is built for impact. This is a closed group of 30 enterprise Talent Acquisition leaders — deliberately curated so everyone in the room operates at a similar level of scope, complexity, and influence. No vendor-led content. No exhibition floor. No sitting passively in the back of a ballroom. Instead, the format is designed around participation and peer exchange. You’ll take part in: • Interactive workshops • Facilitated roundtable discussions • Small-group problem solving • World-class keynote sessions Including sessions from John Vlastelica — bringing practical, immediately applicable insight for modern TA leaders. Because the group is small and senior, the conversations go deeper. You’re not just listening to content — you’re pressure-testing ideas with other enterprise TA leaders: How are you structuring your teams? Where are you investing (or cutting) in tech? What’s actually moving the needle? And MOST IMPORTANTLY, what’s failed? And the value doesn’t stop when a session ends. The informal conversations between workshops, over coffee, and during the evening socials are often where the most honest insight is shared. Alongside this, you’ll have structured 1:1 meetings with a select group of solution partners — giving you a time-efficient way to explore new approaches in a controlled setting. No automatic follow-up. No endless sales cycles. If you want to continue the conversation, you choose to. It’s two days designed to give you: ✅ A trusted peer network ✅ Practical insight you can implement ✅ Clarity on the market ✅ And thinking space away from the day-to-day If you’re an enterprise TA leader who values depth over scale, RLX US is designed for you and is completely free to attend. Message me to find out more.

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AI is becoming table stakes in recruiting — sourcing, screening, scheduling, matching. But speed isn’t the problem hiring teams are trying to solve right now. Quality, consistency, and regret are. When AI is introduced without clear role definition, decision criteria, and leadership accountability, it amplifies noise instead of reducing it. Technology doesn’t fix unclear thinking. It exposes it. The organizations that will win aren’t those that automate hiring the most — they’re the ones that combine AI efficiency with human accountability, clarity, and intent. Speed gets attention. Judgment builds teams that last.

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Ex-OpenAI CTO Mira Murati's AI startup Thinking Machines Lab officially closed a $2B seed round led by Andreessen Horowitz, with participation from Nvidia, Accel, ServiceNow, CISCO, AMD, and Jane Street. With billions in funding, Murati may have enough of a war chest to train frontier AI models, but Thinking Machines Lab has an uphill battle to catch up with other AI labs. It’s likely banking on novel research breakthroughs to set it apart; however, that’s an increasingly difficult task as Meta, Google DeepMind, Anthropic, and OpenAI invest billions in their own research teams. https://lnkd.in/gYfEUxQy

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I've been sitting on this update for just over a week.. We officially launched an Admin “View As” feature inside Pequity Comp Cycles (𝘁𝗲𝘀𝘁 𝗶𝘁 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗳𝗿𝗲𝗲 𝗵𝗲𝗿𝗲 👉 https://lnkd.in/etkwdbTg) — built from real pain points I faced leading comp at Instacart, Cruise, and Google. 1. This means comp admins can switch into any planner’s view instantly  2. This means you stay right in your admin dashboard – zero extra clicks (previously admins had to exit their dashboard). 3. This means spotting potential issues before planners even log in – proactive wins that save time, and keep cycles smooth. 4. And… this might just be the simplest fix that's eluded comp tech for years, so… feels cool to solve it. Also, I have a surprise for you. 👇 I’ve put together a comprehensive Compensation Cycle FAQ + Manager Response Bank—to help guide managers through tough pay conversations and answer employee questions with consistency. It includes ready-to-use conversational scripts for 1:1s + written comms (built from best practices across leading Total Rewards teams). 💬 𝗝𝘂𝘀𝘁 𝗰𝗼𝗺𝗺𝗲𝗻𝘁 “𝗦𝗰𝗿𝗶𝗽𝘁” and I'll send you the link to the Google Doc.

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Read about how our very own Akshay Kore, Senior Design Manager at #Suki, shared thought-provoking insights at Cypher 2025 on the future of AI product design. The future of AI will go beyond chat boxes and move towards smooth, invisible experiences by helping people without making things complicated.

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