Luke Donavan
San Francisco Bay Area
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About
Goal-driven, results-oriented, Executive Recruiter with a background in Engineering/IT…
Articles by Luke
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Exciting and successful six months
Exciting and successful six months
It has been an exciting six months for Treasure Search Partners. We have successfully completed a wide range of…
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Q1 SummaryMar 24, 2015
Q1 Summary
Treasure Search Partners wishes all of our clients and candidates a productive and bountiful Q1. We have closed a…
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How does Treasure Search Partners measure success?Feb 25, 2015
How does Treasure Search Partners measure success?
Treasure Search Partners focuses on several metrics How many candidates are interviewed for the role? This metric…
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What a year :)Dec 30, 2014
What a year :)
It has been a little more then a year into my career transition from Technology Leader to Recruitment Partner. I…
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Recruiting Technical Talent for Financial ServicesNov 17, 2014
Recruiting Technical Talent for Financial Services
Interesting article describing the challenges of a Financial Services company attracting Tech Talent. We have…
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Performance Engineering - Professional Services opportunitiesNov 15, 2014
Performance Engineering - Professional Services opportunities
I have multiple Performance Engineering opportunities in the Bay Area and Boston - contact me for more information
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Sr. Web Developer (expert wordpress) opportunity - Mountain ViewNov 15, 2014
Sr. Web Developer (expert wordpress) opportunity - Mountain View
I am hiring for a Sr. Web Developer for a client in Mountain View, CA - qualifications: 4yrs experience, expert…
Activity
8K followers
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Luke Donavan shared thishighly recommended coach for product leadersLuke Donavan shared thisLate last year, after a year of intensive study and practice, I became a Certified Integral Coach™ through New Ventures West. To be honest, I was skeptical about the value of certification. I've been coaching people as part of my leadership roles for decades. But this investment was worth it. The methodology uses frameworks rooted in philosophy, human development, meditation, and somatic grounding. And what product leader doesn't love a good framework, am I right? 🤩 What opened up for me isn't the frameworks themselves, but how to be more precise. Observation, pattern recognition, following a hunch even when it might be a rat hole. Those skills made me a good product leader. They're also what make me a good coach. The training gave me language and tools to improve my coaching observations, and work faster. In my coaching with senior product leaders, I combine analytical rigor with genuine connection with people. I pay close attention to the problem on the table, but also to what's underneath it. When you're navigating a reorg, I'm thinking about org design and stakeholder dynamics, and I'm also noticing what tightens up when you describe the CEO's latest request, and what story you're telling yourself about your own competence. Am I glad I invested? Absolutely. Especially grateful to my new friends in my learning cohort and the faculty. Thank you to everyone who supported me through the year. I re-launched my website to reflect how this training has shaped my practice: https://productcraft.works. I'd be happy to hear your feedback. And if you know a senior product leader who could use a coach like me, reach out and I'll give you a referral link so you can gift them a free intro session. Coaching businesses run on referrals, and I am grateful when you trust me with your people. ❤️
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Luke Donavan shared thisFebruary 20th will mark my last official day at Meta. Reflecting on the past 6.5 years, I am filled with immense gratitude for the journey. I’ve had the opportunity to work on some of the company’s most critical searches alongside fantastic partners in Comp, HR, TalentX, and my Hiring Managers. I’ve always believed that a career is built on a combination of a focus on growth, a bit of luck, and plenty of grinding. Meta provided the perfect environment to experience all three, while offering the opportunity to learn from leaders who lead with humility, talent, and compassion. At its core, recruiting is about building relationships and having a positive impact on people’s lives. That human connection is what gives me energy, and I’ve found it in spades here over the last six and a half years. To everyone I’ve worked with: thank you for the partnership and the memories. I’m walking away grateful for the experience and truly excited for what’s next! 🚀
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Luke Donavan shared thisLuke Donavan shared thisA personal plea to my LinkedIn family! Please help Asa thrive! Our 8-year old child Asa was a victim of gun violence 3 weeks ago which has left him paralyzed from the neck down. We are raising funds to help with his recovery and to prepare for his return home. Join Team Asa! https://gofund.me/ae79ee81 --- Three Fridays ago our lives were upended as we drove from our home to Asa and Avery’s grandparents’ home in Oakland for dinner, a routine drive we had done many times before. Melissa drove as I was in the front passenger seat and Asa (8) and Avery (9) were in the rear. A little more than halfway through our short trip, we heard a “pop, pop, pop, pop, pop”. I didn’t think anything of it as it was just after July 4th and I wasn’t driving. Next, I heard the tinkle of glass and Avery screaming “what happened to Asa”, and as I looked over to the rear seats, I saw something that no sister or parent or person should have to ever witness as Asa had been shot, with the bullet entering his mouth and lodging in his neck from a shootout on the freeway that just happened to occur while we were driving in the wrong place at the wrong time. It was a horrifying and terrifying experience. Fortunately, we were close to Highland Hospital and able to get him to the ER in a handful of minutes allowing him to be resuscitated after a cardiac arrest. After the neurosurgery team told us that the bullet had transected his spinal cord, we were in shock. We spent the first night in the ICU unsure if it would be Asa's last. There are no words for the crushing and unbearable pain of facing a child’s life cut short at eight years. The morning came and he was still with us. He opened his eyes briefly. Then he communicated with us by blinking and by mouthing words over the breathing tube, despite a painful displaced jaw fracture. We got hints of our Asa. Yet, Asa is not able to move his body or breathe on his own. The spinal cord injury is inoperable, as determined by the surgeons caring for him and corroborated by experts we consulted around the country. As we look toward intensive rehabilitation, we remain uncertain as to whether he will regain movement or sensation below the neck. Our commitment to making his life joyful and rewarding is guiding us at every step. As we’ve come to learn and continue to learn, there are many opportunities to live a meaningful life under these circumstances and also that there will be many changes required in part to provide a suitable home and environment for Asa to come back to and to thrive in over time. Given the nature of Asa’s injury, average costs of care exceed $1MM in the first year alone. With the support of our friends and many inquiries of how they might help, we’ve launched a GoFundMe as a means for the many people who are supporting and want to support Asa to help with his homecoming and journey ahead. Please join Team Asa with your support below. GoFundMe: https://gofund.me/ae79ee81 Link to news: http://bit.ly/3QriFFR
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Luke Donavan shared thisLuke Donavan shared this🎉 Exciting news! 🎉 New website for my studio Flowform is live, Check it out! 💻👀 https://lnkd.in/eZ-USBgZ Hassle-free design subscription is here to take your brand to the next level. With unlimited design requests and lightning-fast turnaround times, we're here to help you save time and focus on what really matters – growing your business. 💼
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Luke Donavan posted thisReaching out to my connections to offer help with resume review, interview prep, career advice, and leveraging my network. These are really tough times.
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Luke Donavan shared thisexciting things happening!Luke Donavan shared thisTo all my FinTech/Payments friends: Facebook Financial (F2) has a bold vision, a meaningful mission, and some of the most talented people I've ever had the opportunity to work with in my life. (People like David Marcus, Stephane Kasriel, Meron Colbeci, Hansmeet Sethi, and Juan Andrés Esteves Dao) Best of all -- we are growing meaningfully and are looking for great people! Whether you are a product manager, software engineer, data scientist, or designer, please don't hesitate to reach out to me directly. I'll happily connect you to the right people internally, even if I don't have a role for you within my organization.
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Luke Donavan shared thisGreat free resources to help your job search! Thanks Saoirse!Luke Donavan shared thisLaid off recently or impacted by the economic fall out due to Covid-19? If you need a helping hand with your job search, I'm offering TWO of my online courses for FREE for the next 100 days. Learn to: 1)Write an irresistible resume & Optimize your LI profile, and 2) Ace your next interview! Please visit https://lnkd.in/gzWTTJW For Free Access, use the coupon code: I-got-this #laidoff #resume # #resumewriter #unemployed #jobsearchadvice #resumetips #careeradvice #careercoaching #covid19 #inthistogether #elearning #jobsearch
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Luke Donavan posted thisI hope that everyone is staying healthy and safe. We are fortunate to be hiring, and I wanted to share a fantastic opportunity for a "Recruiting Sourcer" based in the Bay Area for SWE Leadership Recruiting at Facebook. The ideal candidate favors research over brute force, and LinkedIn is only one of the many tools deployed in the course of finding the best Engineering Leadership. Contact me for more information.
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Luke Donavan posted thisRecruiters!!! I am selling LinkedIn Recruiter seats at a discount. If you need more inMail and don't want to get involved in a LinkedIn contract let me know at luke @ treasurepartners.com or message me on LinkedIn Thanks, Luke
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Luke Donavan liked thisLuke Donavan liked thisReally excited about three new ads launches: self-service ads manager, CPC bidding, and our Conversions API + pixel. Together, these make it easier for businesses to buy ChatGPT ads and understand what’s actually working. Self-service is the one I’m most excited about, because it opens this up to a lot more businesses, especially small businesses trying to find customers and grow. We’re still very early here. The goal is to build ads in a way that supports broader access to powerful AI, while staying true to the principles that matter: ChatGPT’s answers stay independent, conversations stay private, and users stay in control. Also: these shipped less than three months after our first ads launch in ChatGPT. Anyone who has built ads products knows how wild that pace is, especially with a small, scrappy team and a lot of tokens (a whole lot of tokens). We’re hiring across ads and monetization. Links in comments if you’re interested.
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Luke Donavan liked thisLuke Donavan liked thisCome join us at OpenAI! We are hiring a Strategic Finance leader to help drive some of our most important long-term financial and strategic initiatives. The role spans capital markets, corporate and infrastructure finance, strategic initiatives; with exposure to strategy, growth and highly cross-functional execution. We’re looking for someone with deep corporate finance and deal experience who is comfortable operating and helping drive executive level decisions. Someone equally energized by shaping strategy, solving hard problems, and building systems that scale. You’ll work with an exceptional team against a huge opportunity while building an AI-native finance organization. Please apply directly if interested! https://lnkd.in/gVkfzP4iStrategic Finance Lead, Corporate Finance and Capital StrategyStrategic Finance Lead, Corporate Finance and Capital Strategy
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Luke Donavan liked thisLuke Donavan liked thisI recently joined Marc Baselga and Ben Erez on the Supra Insider podcast to talk about why I think coaching has never been more necessary for product leaders, and why most people are working hard to solve the wrong problem. The usual instinct when feeling overwhelmed is to rearrange your calendar. But if you can clear three hours on Thursday and still have nothing to give for the strategy deck when Thursday arrives, it's not a time problem. It's a capacity problem. That shift in framing changes everything. In this conversation, we discussed: ⭐ Why the AI acceleration moment is creating a new kind of cognitive overload--that tactics can't fix ⭐ The difference between time and capacity, and why the most senior leaders seem so calm ⭐ The threshold practice I give clients to start noticing what their body and emotional field are telling them ⭐ The three-step framework I keep returning to: notice, decide, act ⭐ What happens when you reach SVP and realize you hate the work, and what coaching can do about that People coming to coaching often say they want someone to just tell them what to do. By the end, most of them realize that wasn't actually what they needed. 🎙️ Full episode here: Spotify: https://lnkd.in/gzg3-c4W Apple: https://lnkd.in/gnabxKQg YouTube: https://lnkd.in/gwaRYt7D Substack: https://lnkd.in/gT7Mqypq
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Luke Donavan liked thisLuke Donavan liked thisOne of the things I love most about running my own coaching business is the flexibility to say yes when people reach out. Former colleagues checking in before a big decision. A client from a year ago navigating a reorg. People I've worked with know they can ping me when they need a thought partner. Being available matters to me and I never want it to feel like a favor. So I made this workstream more official. I joined Upnotch, a free platform that connects professionals for mentorship. If you or someone you know could use a thinking partner on product leadership, career transitions, or just figuring out what's next, you can find me there. Link in comments. Big thanks to founder Tatia Zuloaga for creating this product and to Dan Sears for introducing me to the platform.
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Luke Donavan reacted on thisLuke Donavan reacted on thisLisa Garvey is my rock and the toughest person I know. Diagnosed with Parkinson's at 41, she's spent 15 years not just living with this disease — but fighting it. Advocate, speaker, West Coast Advisory Board member of the Parkinson's Foundation, Woman of Influence honoree, three Deep-Brain Stimulation procedures, and still working full-time in high-tech. She is an inspiration and I’m lucky to call her my wife. I'm walking in her honor at Moving Day San Jose. She's been a Moving Day captain eight times, raising over $60K — every dollar funds better care, research, and hope for the one million Americans living with Parkinson's. Please consider walking, donating, giving to a similar cause close to your heart, or just sending positive vibes. https://lnkd.in/gqKmTx9G Thank you — Ted
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Luke Donavan reacted on thisLuke Donavan reacted on thisPlot twist! Excited to share that yesterday was Day 1 at Baseten! 🚀 I've joined as the Director, Tech Recruiting and am reuniting with one of the greats, Lou Zumpano, to help lead and build the talent engine. Great companies are built by people who care deeply - about the work, about each other, and about getting it right. After meeting Emmiliese, Dannie, Tuhin & Amir - I walked away from every conversation thinking the same thing: these are the kind of people who make you want to show up, go all in, and help win - every single day! Beyond grateful for this opportunity and we are hiring - check out our open roles and don't hesitate to reach out to me or our incredible tech talent team: Brian, Jason, Tarun, Julie, Markus, Olivia and Ellie.
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Luke Donavan reacted on thisLuke Donavan reacted on thisToday, we officially closed our latest funding round with $122 billion in committed capital at a post money valuation of $852 billion. It’s a historic number. But for me, what matters more is what it represents. We’re building the core infrastructure for AI, making it possible for anyone, anywhere, to build. From individuals to the smallest business to the largest enterprise, this is about putting powerful tools into more hands and seeing what people create with them. That ambition only works because of the partners who believe in it alongside us. This round was anchored by strategic partners Amazon, NVIDIA, and SoftBank Group Corp., with continued support from Microsoft. SoftBank Group Corp. co-led alongside a16z, D. E. Shaw Ventures, MGX, TPG, and accounts advised by T. Rowe Price Associates. There’s deep conviction here across global capital, and what excites me most is how that conviction allows us to widen access. Our mission is to ensure AGI benefits all of humanity, and that means expanding who can use it and who can participate in the value it creates. Through inclusion in ARK ETFs and broader distribution channels, more people now have a path to both build with AI and share in its long-term upside. OpenAI was the fastest technology platform to reach 10 million users, the fastest to 100 million users, and soon the fastest to one billion weekly active users. Within a year of launching ChatGPT, we reached $1B in revenue. By the end of 2024 we were generating $1B per quarter. We are now generating $2B in revenue per month. At the same time, our Leadership across consumer and enterprise is accelerating: ➡️ ChatGPT has 6x the monthly web visits and mobile sessions than the next largest AI app, while total AI time spent is 4x the next largest AI app and 4x all others combined. ➡️ Our APIs now process 15B+ tokens per minute, and Codex serves more than 2M weekly users, up 5x in the past three months. Enterprise now makes up more than 40% of our revenue, and is on track to reach parity with consumer by the end of 2026. Underpinning all of this is compute. It’s easy to talk about models and products, but compute is the engine behind it all. It’s what allows us to build better systems, move faster, and reach more people. With this funding, we can invest at the scale needed to deliver intelligence more efficiently to consumers, to enterprises, and to builders everywhere. That’s the part that keeps me energized. Not just what we build, but what others will build on top of it. Looking ahead, we’re building an AI superapp - bringing ChatGPT, Codex, and agents into one place. Why it matters? This is how AI becomes truly useful. Over time, that value will flow back into the economy, to companies, to communities, and increasingly to individuals. Let’s go build! https://lnkd.in/gC_iXPDkOpenAI raises $122 billion to accelerate the next phase of AIOpenAI raises $122 billion to accelerate the next phase of AI
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“It has been pleasure working with Luke. He did a thorough detailed analysis of all our recruiting needs at Lam Research and stayed in touch at every step of process. He has impressive knowledge of technology domain which gives Luke an advantage as he can very clearly navigate through numerous profiles to find a right match”
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Oliver Feakins
TrackFive • 11K followers
👀 TA industry, take note — the 2025 TAtech Edition of Insights@Work from Aspect43 is packed with insights and data for anyone trying to sell into or build for the TA space. The report highlights a major truth: the problem in hiring isn't volume. Its value. 🧩 Recruiters need help solving alignment issues — like adjacent skills, pay expectations, and internal mobility — not just another automation tool. 💸 Budgets aren’t gone. But buyers need real support to justify them to leadership. 📉 Most tech is underutilized — not because it’s bad, but because it’s not clearly positioned or supported post-sale. 📦 All-in-one HR suites are winning by default. Point solutions must show unique, strategic value and integrate cleanly. The future of TA tech? Stop automating broken processes. Start solving real problems. Big props to Aspect43 for another crystal-clear breakdown of what TA buyers actually want. 🙌 🔗 Read the full report if you're a TAtech member. #TalentAcquisition #HRTech #TAtech #Recruiting #Aspect43 #HiringInnovation #ProductStrategy #WorkTech
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Glen Wesley
Crintell Technologies • 2K followers
🔍 Why Searching Directly on Job Boards Finds Better Candidates Than Using Aggregated API Searches In today’s fast-paced recruiting landscape, automation is essential—but not all automation delivers the same value. If your recruiting team is relying on aggregated API searches provided by job boards, you might be leaving high-quality candidates on the table. Here’s why searching directly within a job board’s native platform yields more relevant candidates than consolidated or API-based searches. 🧠 1. Native Search Algorithms Are Smarter (and Evolving Faster) Each job board (like Dice, Monster, CareerBuilder, or Indeed) invests heavily in fine-tuning its internal search engine. These platforms continuously optimize results using proprietary algorithms that factor in: Search behavior patterns - Resume freshness and engagement metrics - Keyword-context matching - Real-time profile activity When using a job board’s own UI, you benefit from all of this. But when accessing resumes via an API, you get a watered-down, generalized dataset—often lacking these contextual layers. 🔍 2. APIs Are Limited by Design While APIs are convenient, they’re built for interoperability, not discovery. APIs usually provide only a subset of candidate data due to privacy and performance constraints. Resume parsing and keyword matching are simplified—meaning relevance scores and rank ordering are often lost. Real-time results can lag or get cached, showing outdated or less-engaged candidates. In contrast, direct search taps into the most current and complete candidate pool—with richer filtering and sorting options. 🎯 3. Better Boolean, Filters, and Relevance Controls When your recruiters use the job board interface directly, they can: Customize Boolean strings with more precision - Use advanced filters (by skills, titles, locations, work authorization, etc.) - Dynamically adjust queries based on instant feedback from results APIs may expose some filters—but rarely all. That missing granularity leads to broader, less useful results. 💬 4. You Miss Platform-Specific “Signals” Certain platforms reward interaction: - Viewed profiles bubble to the top - Recent activity signals higher intent Premium filters help surface passive but highly qualified candidates These nuanced cues rarely get exposed through an API—and they make all the difference in fast-paced recruiting. ✅ The Bottom Line If your recruiting workflow relies solely on aggregated search APIs, you’re likely getting quantity over quality. For strategic roles or urgent openings, direct platform search consistently delivers more targeted, up-to-date, and actionable results.
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Mark Macaulay
Peoplyx • 5K followers
🚀 TA Leaders: Your hiring plan math is probably wrong 🚀 I just launched the TA Team Capacity Planner - a comprehensive tool that actually calculates whether your team can deliver on business hiring goals. What the TA Team Capacity Planner does: ✅ Period-adjusted capacity planning (3-12 months) with automatic recalculation ✅ Department-level hiring analysis with smart replacement hire distribution ✅ AI impact modeling - quantify how your tech stack boosts efficiency ✅ Support role optimization - model efficiency gains from support roles ✅ Dashboard with key metrics and gap analysis ✅ Professional exports - comprehensive analysis + downloads ✅ Scenario planning with strategic team composition recommendations Perfect for: 🎯 TA Managers, Directors & VPs building realistic hiring plans and team budgets 🎯 Companies with 50-1,000 employees scaling their TA function 🎯 Organizations with dedicated TA teams (3+ recruiters) 🎯 Growing companies needing data-driven capacity vs. demand analysis 🎯 TA Leaders who need to justify headcount requests with solid math Ideal scenarios: Leadership asks: "Can we hire 100 people next quarter?" (Now you'll know!) You're implementing AI tools and want to model ROI impact Your team is overwhelmed but you need data to prove it You're building annual TA budgets and team structure plans You manage hiring across multiple departments with varying difficulty Real-world example: Input your team structure → TA Team Capacity Planner calculates you can handle 180 hires/year → Business wants 250 → Gap analysis shows you need 2 more recruiters + 1 sourcer → Export the summary → Present to leadership with confidence Beta testing opportunity! 🤝 This is production-ready with comprehensive functionality, but I want TA experts to: Stress test with your real hiring scenarios Validate the AI efficiency assumptions against your experience Challenge the capacity calculations with edge cases Share feedback on the reporting features What you get: Free access to a sophisticated planning tool Direct input on refinements and new features Analysis you can actually present to leadership Ready to replace your TA capacity guesswork with actual math? Try it: https://lnkd.in/ekaVxX_F Drop a comment with your biggest capacity planning challenge, or DM me after you've tested it with your real numbers! Fair warning: You might discover you need more resources than you thought... but now you'll have the data to prove it 📊 #TalentAcquisition #TALeadership #CapacityPlanning #WorkforcePlanning #TAOperations #AIinRecruiting #BetaTesting
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Winston Casey
Freelance • 2K followers
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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Trent Cotton
iCIMS • 31K followers
The smartest recruiting teams aren't rushing into AI - they're building the right foundation first. I had our Chief Product Officer Eric Connors to get his perspective on AI adoption in recruiting. Eric outlined four foundational pillars of ethical AI that iCIMS created that guides our technology decisions. The connection between AI governance and privacy protection is becoming table stakes for responsible hiring. The companies getting AI right aren't necessarily the fastest adopters. They're the ones asking the right questions upfront and building sustainable practices that will serve them long-term. Here's a clip from the episode but I'll drop the full link in the comments! Our Fireside Chat series is designed to give you a power packed, 20 minute or less video on the hottest topics, led by the best experts in the field. Be sure to subscribe to the playlist so you stay on top of the current events in the industry!
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Sarah Tilley
37K followers
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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Sameer Ghoshal
Twilio • 25K followers
Twilio's SVP of Strategy & Operations, Ivy Grant, shares insights on reimagining AI approaches in InformationWeek. She discusses starting with friction points rather than function, the importance of dual-speed implementation, and creating flywheels of acceleration for meaningful AI transformation. 👇
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Minden Beach
Informatica • 3K followers
Humans and AI, not humans vs. AI. Agentic AI is no longer a sidekick. It is becoming a teammate. That shift reframes everything about how we think about staffing, recruitment, and talent strategy. As John Winsor writes in Forbes, AI agents can now schedule interviews, update records, screen candidates, and even interact directly with candidates. The opportunity is not to replace recruiters but to evolve their role into orchestrating hybrid teams of human and digital talent. The upside is real. Research shows human teams augmented by AI are already faster and more effective. But so is the responsibility. Governance, adoption, and trust matter as much as efficiency. For HR, Talent, and L&D leaders, the challenge is clear: 🔹 How do we upskill employees to confidently partner with AI teammates? 🔹 How do we evolve recruiters and managers into strategic orchestrators of hybrid teams? 🔹 How do we ensure adoption, trust, and measurable outcomes stay at the center? 🔹 And how do we double down on human capabilities: judgment, adaptability, and connection, that AI cannot replace? The future of talent acquisition is here. It is not humans vs. machines. It is humans and AI, working together better than either could alone. Link to article: https://lnkd.in/giuQmEjE #AIinHR #FutureOfWork #TalentStrategy #AgenticAI #HRInnovation #LearningAndDevelopment
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Ritesh Mathur
SKANJO • 20K followers
TA Head: We should get a 3rd party AI Interviewing tool. It’ll solve our first-mile screening bottleneck. Great idea. Wrong alignment !! This proposal should be coming from the CTO, not the TA Head. Why? Because if the CTO isn't the sponsor, the TA Head is about to enter a world of pain: 1) Finding vendors and sitting through 20 discovery calls. 2) Lining up pilots and analyzing "success metrics." Only for the CTO to say: "Nah, we’ll build this internally," or "Their stack doesn't align with our global security architecture." Sound familiar? In 2026, TA Heads shouldn't be the front-runners for a race that wasn't theirs to run. The real role of a TA Leader in tech transformation is to be the Quality Control, not the Procurement Officer. TA should be at the table to grill vendors on: Knowledge Capability: How does the interview transcription actually handle the Indian accent/context? Hallucination Guardrails: What happens when the bot invents a candidate's skill? Bias Frameworks: Is the model trained on niche industry data or just generic internet scrapings? If you're a TA Head trying to "sell" a tech tool to your own leadership, stop. Get your CTO to sponsor the architecture, so you can focus on the talent logic. Stuck in a pilot that’s going nowhere? #hrtransformation #hiring #talentacquisition #hrtech #hrconsulting #peopleadvisory #GCC's
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Helen Russell
HubSpot • 9K followers
AI is changing what creates value. Rewards have to change with it. For years, many reward systems optimized for things that were easy to measure, but not always what mattered most. Compensation was influenced by: Headcount growth - size and scale as a proxy for impact Role accumulation and scope inflation - bigger title and team Tenure - increases tied more to time served than value created Activity over impact - motion mistaken for contribution AI breaks that model. When technology accelerates learning and amplifies judgment, value concentrates and fewer people can do more. That forces a different set of questions: What does impact really look like now? Which roles and contributions actually scale the enterprise? How do rewards reinforce the organization we’re trying to become? With less people driving greater impact, what's the impact on pay? Together with Angel Franklin, we are considering the implications. Curious how others are thinking about this shift. #AI #HR #HubSpot #Hybrid #People #TotalReward
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CJ Tufano
Cherrypicker • 19K followers
The RPO model is changing. Gone are the days of multi-year, enterprise-wide recruiting contracts. ✅ Today’s hiring leaders want flexibility. ✅ They want support on their terms. ✅ And they only want to pay for what they actually use. That’s why modular RPO is rising fast. Companies are now outsourcing only parts of their recruiting function — like: 🎯 Sourcing for tough roles 📩 Outreach to passive candidates 🧠 Talent mapping or enrichment 🧩 Or just extra coverage during headcount spikes The traditional “all-or-nothing” model doesn’t work in 2025. Budgets are tighter. Hiring is unpredictable. Teams are lean. At Cherrypicker, we’re seeing this shift firsthand. We support internal TA teams who don’t want a full agency — just help with: 🔍 Finding the right people 📬 Engaging them with personalized outreach 🤝 Making high-quality introductions No long-term commitments. No placement fees. Just modular, on-demand recruiting infrastructure. Because the future of hiring isn’t rigid. It’s modular, tech-powered, and built for how teams actually operate today. Curious how this might work for your roles? Schedule a demo today to see how we can help your team (link in the first comment) 👇 #Recruiting #RPO #ModularRPO #TalentAcquisition #HRTech #Hiring #FutureOfWork #Cherrypicker
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