Adriano Herdman

Move

Scale hiring without lowering the bar.

For People & Talent leaders, sharper sourcing, stronger recruiters, and processes that stick.Three services built for speed, quality, and lasting impact

✅ Embedded recruiters backed by playbooks, RecOps, and governance
✅ Sourcing engine with TAM analysis + outbound that cuts through
✅ Consultancy that builds structure, consistency, and TA enablement

Co-Founder

Monese

Talent Advisor via MOVE

LaunchDarkly

SeedLegals

Farewill

RMIT University

English Teacher

NAKAMA

Senior Consultant User Experience

Aquent

recruitment consultant - user experience

Harvey Nash

recruiter - software development vertical - freelance

recruitment consultant - software development

Scale hiring without lowering the bar.

For People & Talent leaders, sharper sourcing, stronger recruiters, and processes that stick.

Three services built for speed, quality, and lasting impact

✅ Embedded recruiters backed by playbooks, RecOps, and governance

✅ Sourcing engine with TAM analysis + outbound that cuts through

✅ Consultancy that builds structure, consistency, and TA enablement 

Move deploys expert in-house talent acquisition squads to fast scaling companies. Our embedded talent service aligns us with your growth targets, giving you control and flexibility. Our talent acquisition specialists absorb your culture and refine your recruitment process. We’ve driven down cost-per-hire by 46% for the likes of Microsoft, Monese, Farewill, Travelex, SeedLegals, Spryker, Collibra, LaunchDarkly, Percent, Framestore

In case you're hiring a recruiter from a startup...

Do not judge them solely by their time-to-fill metrics or number of hires made 

Startup recruiting is more challenging and nuanced than hiring for established companies with strong employer brands 

🧭 Here's what they have likely had to navigate:

1. No employer brand – they could not rely on name recognition to attract candidates

2. Low quality inbound – every hire required proactive sourcing

3. Unclear or ever-changing hiring needs

4. Leadership with unrealistic expectations 

5. Hiring managers often lack hiring experience

6. No structured hiring process – they had to build it themselves

7. Unproven product or business model – they had to convince candidates to take a risk

Only a small percentage of startup recruiters consistently meet hiring targets. (The ones that do are 🔥, don't get me wrong)

If you're hiring a recruiter from a startup, look beyond the surface numbers and evaluate:

- How they adapted to challenges
- How they built or improved hiring processes
- Their ability to sell opportunities to candidates
- Their resilience in highly-ambiguous environments

Anything you'd add?

Talent Solutions for Technology businesses

Resource drop: 2026 Workforce & Capacity Planning Playbook for Talent Acquisition and People Leaders ⚖️

Practical, straightforward, and designed to help teams get from 0→1 or validate the foundations they already have. 

It was shaped with input and feedback from Heads of People and Talent who’ve stress-tested this stuff in the real world.

It includes:
- A clear recruiter capacity dashboard
- Simple skill-gap and capability assessments
- Easy quarterly load templates
- Role planning templates

Why it’s useful:
 - Helps you spot resourcing gaps before they turn into hiring emergencies
 - Gives you a simple, data-led view of what your team can actually deliver

Nothing over-engineered, just tools you can plug in quickly to get a cleaner, more predictable workforce plan.

👉 Want the playbook? 

Comment “Workforce plan” and I’ll share ✌️

We analysed Talent Acquisition capacity data across 70 companies.

The results are clear:

1. No dedicated Sourcing is the #1 bottleneck, the lowest-scoring area by far.
2. Hiring manager engagement consistently drag recruiter productivity.
3. Even strong teams carry 2–3 significant gaps that limit their ability to scale.

On the flip side, companies that excel in process efficiency, time allocation, and role complexity management operate much closer to best practice.

The outer edge of the chart = full maturity (score of 5).

Most teams are sitting somewhere in the middle.

The takeaway?

If you want to unlock recruiter capacity, don’t just throw headcount at the problem.
Fix the systemic gaps: sourcing infrastructure, hiring manager alignment, and specialisation.

That’s where the real leverage is.

RESOURCE DROP: We created over 360 interview questions to form scorecards & question banks for 63 key roles in tech. 

🥖 Updated with 27 new roles for 2026

❓Question creation follows Mike Murphy's principles highlighted in 'Hiring for attitude' 

They’re yours. 

Use them to; 
- ensure a fairer hiring process 
- make better hiring decisions 
- stop shooting from the hip 🤠 

Here’s how you can get access to the notion page; 

↳ Comment 'scorecards' on this post

Being great at filling roles won’t get you the Head of TA job. 

If you’re a TA Lead or Manager aiming up, what matters is proving you can scale recruiters and systems.

Marc Baselga recently wrote a great post about the leap from IC to Director interviews in Product.

The same is true in Talent Acquisition.

Most underestimate how different these interviews are. 

It’s no longer about how strong you are as a recruiter, it’s about whether you can make other recruiters better, and build a function that scales.

Here’s what hiring execs are really testing in Head/Director of TA interviews:

1/ Frameworks, not one-offs
Not hero stories, but repeatable systems like scorecards, intake processes, enablement playbooks.

2/ Real complexity
Expect questions on headcount planning trade-offs, exec pushback in a hiring freeze, or redesigning a team after hypergrowth.

3/ People leadership depth
Who have you promoted? How do you handle underperformance? Can you grow recruiters into business partners?

4/ Cultural leadership
The job isn’t “delivering reqs.” It’s shifting TA from service provider to strategic partner with hiring managers and C-levels.

5/ Strategic communication
How do you build trust at the top table? What’s your operating rhythm for planning, reporting, and risk management?

6/ Vision + systems thinking
Directors don’t just run today’s hiring. They architect tomorrow’s. What’s your vision for TA in 2 years, and what systems will scale it?

The shift is this:
Director-level interviews aren’t about proving you’re the best recruiter.
They’re about proving you can build the best recruiting function.

🥖 New projects fresh in at Move  

We’ve got three new projects kicking off, all starting immediately and running for 3–6 months and we’re looking for Talent Partners

- GTM Talent Partner – London - SaaS / Data Intelligence platform

- Senior Tech Talent Partner – Hybrid London – AdTech scale-up

- Senior Talent Partner (G&A focus) – London – FinTech

We’re looking for experienced recruiters who can plug in fast and own delivery from day one.

If you’re available (or know someone great who is), please share or tag them below,  links to apply are in the comments.

Thanks in advance for any shares or intros 🙏

Old school sourcing 💾 vs Sourcing 2.0 🤖

Old school sourcing = Trial and error, no plan

Sourcing 2.0 = TAM-first, precision results

Most recruiters are still doing this 👇

↳ Hit LinkedIn each morning, fire off 30 messages to those that look like a fit
↳ Check messages each day, hope for replies
↳ No idea of TAM size → recalibration comes late
↳ Reactive: fill one req, move on, no lasting intel
↳ Messaging is guesswork → not tested, so positioning never improves

Do it differently 👇

↳ Start with a Total addressable market (TAM) to size the market
↳ Spot bottlenecks and set expectations with hiring managers upfront
↳ Plan first → then go fast and accurate
↳ Build pipelines while also filling today’s req
↳ Test messaging systematically → refine positioning every week
↳ Capture talent intelligence as a reusable asset

Why it works:
TAM-first sourcing turns guesswork into clarity. Recruiters save hours, hiring managers trust the data, and every search sharpens the next.

Example:
Old Way: 1 week wasted before realising the skillset barely exists.
New Way: 60 minutes to map the TAM → then source with precision.

Old way = reactive.
New way = strategic.

The gap is growing.

👉 What would change if every search started with a TAM?

Recruiters, help you hiring managers become better interviewers!

👉 Interviewing cheat sheet for hiring managers

Share this with your HMs for a light-touch guide before they run interviews.

Poor interviews don’t just miss great people, hey slow down hiring and hurt your brand. 

📄 Here’s a quick checklist to keep things focused, fair, and effective:

- Structure the flow
Balance assessing, pitching, and giving space for candidate questions.

- Set expectations early
Let the candidate know what to expect—structure, timing, and who's in the room.

- Stick to consistent criteria
Use the scorecard. Focus on role-relevant scenarios and behaviours—not gut feel.

- Go beyond the CV
Ask how they’ve solved problems similar to the ones they’ll face here.

- Pitch with intent
Tailor your pitch to what motivates them. The best candidates are assessing you too.

- Test your setup
Check your Zoom / Meet link, screen share, and any tools you’ll use.

♻️ Pass it on if you know an HM that could use a quick refresher

No alternative text description for this image

Talent Acquisition has to own a number.

It doesn’t need to be a revenue target.

It doesn’t need to be cost-per-hire

Don’t worry this isn’t another quality of hire post either, don’t want to upset anyone 😉 

But it does need to tie to something the business actually cares about.

Spitballing, here’s three that might make the most sense that aren’t the usual suspects:

- Speed to productivity:  how quickly new hires reach meaningful output.

- Hiring velocity: the predictability of delivering roles inside agreed windows.

- Manager confidence: a simple 60-day signal showing whether a hire is on track.

These connect hiring to impact: output, product velocity, capacity, and consistency.

And they don’t overlap with ownership of retention, engagement, or long-term performance.

Recruiting is an interesting function.

The impact is big, teams feel it immediately when the right hire lands.

But the access is somewhat limited: you influence the front of the funnel and moments in the process, then hand off to the manager and the business.

Because of that, it’s tempting to position recruiting as purely about “finding great people.” (Which it also is) 

But the reality is that delivery sits at the core of the function, and these metrics help anchor that delivery to what matters commercially.

A strong hire can shift a team’s trajectory, unblock execution, or accelerate output. That’s meaningful impact, even if the work to get there is operational and hands-on.

Thoughts?

For Recruiters. Intake meeting one-pager to cut time-to-alignment by up to 40%.

World-class recruiters don’t wait for HMs to come prepared.

They make it easy. Structure the intake, guide the discussion, and lock in alignment from the start.

This one-pager keeps your intakes sharp, consistent, and outcome-driven.

Inside you’ll find:

✅ Objectives to hit every time
✅ Key phases (pre, in, and post-session)
✅ Outcomes & deliverables to walk away with
✅ Metrics to track so you know it’s working

Built from hundreds of real intake meetings, it’s designed to:

Get hiring managers aligned faster
Avoid “role drift” mid-search
Launch searches with a crystal-clear, agreed profile

📄 Free to use, adapt, and share with your team.

graphical user interface, text, application, email

Most talent teams are winging messaging, and it shows 

Talent acquisition teams are operating with no structured messaging system.
Every recruiter writes outreach in their own voice.

There’s no central narrative, no testing, no iteration.

And in competitive markets (AI, engineering, senior GTM), generic outreach gets instantly ignored.
“This is the role, salary, location,  want a call?”

That isn’t good messaging. It’s a broadcast. And top talent filters it out.

What does work is borrowing frameworks from modern go-to-market teams.

We’ve been applying a few in particular:

1. Jobs-to-Be-Done (JTBD) Candidate Interviews
Speaking directly with people in the role you’re hiring for to understand their drivers, and using their exact language to anchor the message.
Not what the company thinks the role is… 

2. Voice-of-Customer (VoC) Message Mining
Extracting the emotional language, themes, and triggers that show up repeatedly in interviews and weaving them into structured messaging pillars for the role.

3. Centralised Messaging Matrices
Building consistent narratives around pain, progress, motivation, and differentiation, so every recruiter has a framework for high-quality story telling, rather than 10 versions of the job spec.

4. Proven GTM Messaging Frameworks
Using lightweight structures like RVC, Trigger-Based Hooks, and Firmographic Personalisation to shape messages that feel relevant, human and high-signal, instead of role dumps.

5. Continuous Testing & Iteration
Outbound is treated like a product.
Test → measure → refine → roll out.
Not “set it and forget it” job ads and InMails.

The reality:
Most TA messaging sucks because it has no framework.

When you bring GTM discipline into talent attraction, grounded in real candidate language, outreach stops sounding like recruitment automation and starts sounding like it actually understands the person you’re speaking to.

Thoughts ?

Most recruiters are great at reviewing CVs… and terrible at writing their own.

We’ve reviewed thousands of recruiter CVs. I’ll share the biggest mistake we keep seeing and how to fix it👇

Context:
There are two CV tests you have to pass

1 - The scan
Your CV is one of 100–300 (if you’re lucky).

At this stage, the recruiter is only asking: “Is this person roughly aligned to this role?”

They’re skimming for:
- Keywords
- Domain / market
- Seniorit
- Rough hiring profile match

If you pass that, then comes…

2 - The read

Now they actually look at your experience in detail.
But most recruiters never get this far, because their CV fails ‘the scan.’

The pattern is the same:
>Job title
>Company name (that no one recognises)
>A bunch of generic bullets:
e.g. “Improved hiring efficiency by 52%”
>“Implemented ATS changes”
>“Aligned interview questions to company values”

That might be great work.
But with zero context, it’s just noise.

If I don’t know what the company does or what you actually hired… I might move on.

💡3 steps on How to fix it 

- before any fluffy bullets, add a short “context block”.
- Literally right under the job title.

STEP 1
- Set the scene (company + stage)
- Add 1–2 lines or bullets:
- What the company does (in simple language)

‘B2B / B2C / SaaS / Marketplace / etc’

‘Stage + rough headcount while you were there’

STEP 2
– Spell out what you actually hired
Very high-level, but concrete:
(Eng / Product / GTM / G&A etc)
- Typical level (IC / Senior / Lead / Exec)
- Rough number of hires per year / quarter

STEP 3
– Name your stakeholders
Show who trusted you:
“Partnered with: VP Engineering, Head of Product, CFO”

STEP 4
– Then add your impact bullets
Now your “improved time-to-hire” or “rebuilt the ATS” actually means something,
because I can see where you did it and for whom.

👀A quick example

Instead of this❌

‘Senior Talent Partner – XYZ Ltd
Improved hiring efficiency by 52%
Implemented new ATS workflows
Ensured interview questions aligned to company values

Do this ✅ :
Senior Talent Partner – XYZ Ltd
SaaS platform for mid-market retailers | Series B | ~180 people
Roles: Product, Eng, data (IC → Lead) – ~35 hires/year
- Stakeholders: VP Eng, Head of Product, CTO
- Reduced average time-to-hire from 68 → 42 days
- Rebuilt ATS workflows and hiring stages across 3 product squads
- Introduced role scorecards and bank of behavioural questions

Same person. Same work. Completely different signal.

Bottom lome: Recruiters need to optimise their CVs for the scan first.
If you don’t give context at the top of every role, you’re missing out.

People and Talent Leaders: Is your hiring process adjusted to the level of talent you’re targeting?

Because the steps look very different depending on whether you’re hiring for more accessible roles or competing for top-tier talent.

For roles where the talent bar is more accessible (say high-volume, less specialised), the process can be summarised quite simply as “interviews”:

- Screening Call
- Hiring Manager Interview
- Final Interview
- Offer

→ Candidate Accepted

But when you’re competing for scarce or high-bar talent, the process cannot be summarised as just “interviews.” And it shouldn’t be.

For senior, niche, or high-impact roles, the process should look more like:

- Problem Alignment (why the role exists / clarity of success metrics)
- Value Alignment (candidate sees the mission, EVP, team fit)
- Skill Validation (structured assessment of technical/functional skills)
- Stakeholder Alignment (multi-disciplinary panel, cross-team buy-in)
- Decision & Offer Alignment (timing, competing offers, motivators)

These stages track specific agreements and validations that have to be made in the hiring journey.

They usually have clear entry/exit criteria and defined actions.

For Skill Validation, it might look like this:

Entry Criteria
- Candidate has already shown alignment with role scope and career trajectory.
- Candidate is motivated to invest time in assessment.

Actions
- Run structured technical or practical assessment.
- Ensure panel has consistent scoring rubric.
- Calibrate with benchmarks (internal & external).

Exit Criteria
- Panel agrees candidate meets or exceeds the hiring bar.
- Feedback documented in structured format with rationale.

👉 The catch: depth always trades off against speed.

- Go too “deep” and you lose top talent to faster-moving competitors.
- Go too “fast” and you risk poor signal or mis-hires.

The best scale-ups calibrate their process so each stage is both rigorous and lightweight. For example:

- Replacing generic take-home tasks with short, live working sessions.
- Combining multiple stakeholder conversations into a single panel.
- Pre-aligning on what’s “must-have vs nice-to-have” so decisions don’t drag.

⚖️ The art is finding the balance: rigorous enough to protect quality, but lean enough to win talent before someone else does.

PURPL

Online learning platform for Talent Acquisition professionals (available to access for free)

The content is highly practical and delivered by 30+ Global Recruiting Leaders

Premium members include recruiters at Monzo, Contentful, Salesloft, Accurx & Funding Circle

Join 1,000+ members at https://app.gopurpl.io/

Founder

Omnipresent

$120M Series B HR SaaS

Working with talent acquisition partners across EMEA & AMER

Commercial agreements, co-selling & co-marketing

Partnerships Manager (Talent Acquisition)

HiTalent

Leading a small team specialising in talent acquisition projects for Tech Start-Ups & Scale-Ups across Europe

Contributed to scaling some of Europes' leading technology companies such as Berlin Brands Group, Sennder, Flink, Sono Motors & Adjust, working with C-Suite & Founders 

Built the DACH finance & data function into a core revenue stream

Principal Talent Consultant (Team Lead) 

Senior Talent Consultant

Talent Consultant

Noble Foods Ltd

Supply Chain

tutor2u

Lead generation, cold calling, social media outreach for EdTech Start-Up

Sales Development Representative

Nestlé

Sales Intern

Entrepreneurs Durham

Founded an incubator for student led startups

Business Club Manager

Peer-to-peer Learning for Internal Talent Teams

Hey I’m Joe, here’s some things I do:

1. Founder at Purpl

Online courses delivered by Talent Acquisition Leaders (1,000+ members) - www.gopurpl.io 

Free learning newsletter (2,500+ members) - https://newsletter.gopurpl.io/signup

2. Podcast Host

Started the LinkedIn Leaders Podcast to share practical advice from Global TA Leaders in 20-30 minutes - https://www.youtube.com/@JoeAtkinson1

3. Content Creation

I make loads of content and free resources for recruiters on LinkedIn. If you’d like me to send you all the best ones just drop me a message

____________

Please reach out if you also like to chat about talent acquisition, entrepreneurship or personal branding, I’d love to connect!

For collaborations on content creation, podcasts or events - joe@gopurpl.io

Joe Atkinson

We're hiring 10 Recruiters!

Location: Fully Remote (UK & Canada)

Experience: Tech, Commercial or Games

Contract: Initially 6 months FTC 

Start Date: ASAP

You'll be working on some of the most exciting hiring projects in tech right now. Scede has scaled 27 unicorns (and counting)

All Recruiters will have access to AI training and there is opportunity to join our internal AI council

All roles can be found via the careers page in the comments, please apply there directly 

Feel free to share this with anyone who is available 💚

AI in TA | Helping recruiters build cool things

If you work in Recruiting or HR, here are 7 upcoming events you can't miss:

(And they are all free to attend...)

1. AI for Performance Management

Thomas Forstner is showing how to build CustomGPTs for performance management + extra practical AI training next week

Link: https://luma.com/s25p1zgl

2. AI for HR - Demos & Straight Talk

The Modern People Leader are hosting a session with 3 x People Leaders to show real use cases for AI in HR 

Link: https://lnkd.in/dF9mwX4k

3. AI in Recruitment (Efficiency vs Human Touch)

Hosted by Greenhouse Software with Pete Tam & Harriet Kendall discussing how to leverage AI with the candidate experience in mind 

Link: https://lnkd.in/djMdYbhf

4. The Hypergrowth Playbook

The next Scede webinar with Milan Mraovic discussing how to hire fast without sacrificing quality

Link: https://lnkd.in/dYsnz4y8

5. Live AI Sourcing Session

Mina Golesorkhi is hosting a live candidate sourcing session showing how to move quicker with AI

Link: https://luma.com/xvfbtcmv

6. Live Demo: AI Screening Tool

Jessie Schofer & I are live demoing CLARA on Friday, interested to see some ethical AI in action

Link: https://lnkd.in/dpcNdERm

7. AI for Onboarding

Hosted by Adam Horne & Open Org looking at how teams should be thinking about using new technologies during the employee onboarding process 

Link: https://luma.com/jzd7smsy

Lots of free learning to get stuck in to!

Are you attending any great events? Let us know in the comments

If you work in Recruiting, here are 7 ways to try AI:

(And they are all free...)

1. Vibe Coding

No-code builders like v0 by Vercel now mean you can create your own recruiting apps

Tomorrow Viet Nguyen will be teaching step by step how he does it on PromptMates Live 

Link: https://luma.com/pl4ow6dj

2. Screening

First is an AI hiring platform with a new model: free software, pay for AI

Free seats, roles, career pages, application forms, job postings & ATS

Plus an AI co-pilot to screen and rank applicants, source new candidates & search your existing database. Currently offering free AI trials! 

Link: https://firststage.co/

3. Sourcing

Metaview are still offering free access to their new sourcing product

Link: https://lnkd.in/dUpSQ7uB

4. Document Creation

Google Gemini can now create documents in Canvas mode 

You could turn kick off notes into a candidate pack with a single prompt

Link (to free Gemini training): https://lnkd.in/d4yCe4vh

5. Note Taking

Granola has AI meeting notes, customised templates, ability to chat with transcripts & team folders all available on the free plan 

Link: https://www.granola.ai/

6. Search

ChatGPTs Atlas is available on the free plan, well worth exploring to understand the future of browsers and search

It can help your troubleshoot live problems without needing any context 

(Note: check internally before giving it permissions) 

Link: https://chatgpt.com/atlas/

7. Voice AI

Speaking is 4x faster than typing. Wispr Flow has a free plan that can run on your desktop 

Link: https://wisprflow.ai/

There are so many use cases you can test out without spending a penny!

Seen any good freebies lately? Let us know in the comments

AI Updates Recruiters & HR need to know about this week 👇

Some big tool updates have landed that can actually upgrade your workflows:

1. Gemini 3 → Much stronger reasoning

Huge jump in context window + logic within Google Gemini. Big win for Google Workspace users!

Research, analysis, market mapping or drafting complex content now works noticeably better

Try feeding it bigger briefs (e.g several JDs + kickoff notes + careers sites + interview frameworks + hiring plan) and see how it holds up

Bonus: early signs of app-to-app workflow support (e.g. source across LinkedIn → validate on GitHub). Still early, but promising!

2. Gmail → Book meetings inside an email

You can now drop a calendar booking widget inside Gmail. Candidates + stakeholders can book instantly without leaving the email thread

A small update, but a nice UX upgrade (and it’s free)

3. ChatGPT Group Chats → New collab workflow

A new pattern is emerging: sync with stakeholder → work with AI → sync again → work with AI again

Group chats combine the two. You + your hiring manager + the AI can collaborate inside a single thread

Fewer back and forths = faster alignment

4. Easy Automations → Zapier & Replit upgrades

Zapier Co-Pilot and Replit’s new design mode make automation stupidly fast

Last week I built the following approval automation: Nicely designed online form → Slack approve or decline button → 2 different multi stage email flows

All deployed in under an hour (this took me days 12 months ago)

5. Nano Banana Pro → High-quality images from one prompt

You can now generate genuinely useful visuals with a single prompt

Example prompt: “Create a lego-themed infographic explaining these AI updates, easy for non-technical viewers”

Ideal for:
✔️ Presenting to internal stakeholders
✔️ Candidate-facing content
✔️ Enablement

6. NotebookLM Upgrades

It now handles:
✔️ Deep research
✔️ Multiple file types
✔️ Customisable infographics

An incredibly powerful space for knowledge management, onboarding packs, and playbooks

Which one are trying first?

Any new updates or tools you're loving? Let us know in the comments 👇

Some big AI updates dropped yesterday 👇

Last night we ran a Vibe Coding for Recruiters session (let me know if you want the replay link)

Our partner Metaview also gave us a look at what they’ve been building and some of the updates are worth getting excited about...

Here’s what’s new:

1. Screening → Sourcing Connection

From inside the notetaking app you can now ask the sourcing agent to find similar candidates to the one you just screened

The AI already understands the conversation so it can turn that context into more relevant profiles instantly. Feels like a big unlock

2. Deep Research Mode

A new feature that helps you map the market, understand where talent sits and see how demand is shifting

3. Voice Input

Speaking is ~4x faster than typing. You can now describe a candidate, refine a search or give feedback just by talking to Metaview

Metaview x PromptMates made a lot of sense as our first partner. We’re both focused on helping recruiters get practical value from AI and explore new ways of working

They’re also running a strong offer for the TA community: 

Sign up in November and they’ll double your seat count for 6 months 

Big momentum in the space right now. Let's keep building!

FREE AI TRAINING

...and we're bringing HR & Recruiting together this week!

We've created another practical PromptMates session to show People & Talent professionals HOW to actually use AI 

Here's the lineup 👇

1. Thomas Forstner 

Thomas will be showing us how he has built CustomGPTs for performance management at Juro

By the end of the demo you'll be able to guide your managers through the feedback process with AI 

2. Glenn Martin 

Glenn is both a Head of Talent AND an AI Trainer! He's also got a live build planned...

(His use case is a secret for now. Join to find out!)

3. Shirley Baumer

Shirley will be giving us an exclusive demo of DreamTeam (AI-native people management platform) that you can't find anywhere else 

DreamTeam are supporting this weeks show so we can deliver practical AI enablement for free!

4. Jason Miller & myself

Hosting, answering your questions & steering the session towards actual outcomes you can take and apply in your role

📅 Date: 25th November
⏰ Time: 4pm UK / 11am EST / 8am PT
🔗 Link: https://luma.com/s25p1zgl

Excited for this one!!

A Recruiting Leader just showed me how to prompt new AI models 👇 

Each time ChatGPT & Gemini release a new model, the best practice changes slightly 

We need to adapt how we interact with them to get the best outputs. Here is the latest versions:

ChatGPT 5.1

→ Better when you need real thinking
→ Outputs are best with structured, clean inputs
→ Ready to layer planning, reasoning, narrative or multi step decisions on top 
→ Avoid: raw dumps of unfiltered context

Gemini 3

→ Better with messy inputs
→ Screenshots, transcripts, videos, files
→ Makes order out of chaos if you give it and end structure to aim for 
→ Avoid: vague references 

Full credit to Jason Miller who just dropped a full prompt guide in the PromptMates community 👏 

If you want to learn how to prompt SEE BELOW:

Glenn Martin is joining our live today to deliver an interactive prompting session 

You can get direct feedback on your prompts + we will be discussing best practice & top tips to get better outputs

The only way to get feedback on your prompting is to join live, link in the comments 👇

The real reason I love AI...

It allows us to solve our own problems.

Before we would need to use an external one size fits all tool

Now we can build our own, tailored to our exact context

Last night Tom Ladds & Don Fogarty (Granola x Attio) hosted a demo night for talent professionals who are fixing their own paper cuts

A few examples 👇 

Problem: equity conversations are complex and hard to visualise 
Who: Tom Ladds
Solution: build a dashboard where candidates can make sense of possible outcomes

Problem: outreach is generic 
Who: Lucy Szypula
Solution: create a platform that can properly personalise at scale

Problem: comp research is clunky and time consuming 
Who: Scede 
Solution: a custom Gem trained on internal data + conducts external research

Problem: candidate enablement
Who: Sam Wright
Solution: on demand chatbot that candidates can speak to any time 

There are of course problems where we still need vendors (access to data, complex softwares, etc)

Awesome to see tonnes of new innovation here too from the likes of Luke Morton, Jack & Jill, Metaview, StackOne & more

Good fun running through a couple of the custom Gems we're rolling out to our recruiters Scede

Well done to everyone who demo'd 👏 Quality evening in a room full of innovators!

taplio

The Battle

Adriano Herdman

Joe Atkinson

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Performance ScoreJoe Atkinson's LinkedIn Performance

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taplio

The Battle

Adriano Herdman

Joe Atkinson

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Adriano Herdman's LinkedIn Performance

Performance ScoreJoe Atkinson's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreAdriano Herdman's LinkedIn Performance