Adriano Herdman's Linkedin Analytics

Your first 90 days as a TA leader set the tone for your team and your credibility. Ben Chung, Director of TA at Dialogue, joined us on Open Source Hiring to break down how he approaches those first months and what builds trust fast (hint: it’s not big wins). His 3-pillar approach: 🧠sk questions constantly “I parked myself by the coffee machine and booked as many 1:1s as I could. You don’t get the first 90 days back.” 🍽️ Meet everyone “Lunch with a different team each time. That trust is built in casual conversations.” 📈 Structure your leadership 1:1s Ask: – What’s been your experience with hiring? – What’s your biggest challenge this year? – How do you see us working together? And one habit that sets you apart? Close the loop. “Tell them what you’ll do. Do it. Then report back. Most people skip the last step—that’s how trust erodes.” We also dig into: – How to hire great recruiters (and avoid the common traps) – Mock intake calls and scenario-based assessments – TA market signals and how his team stays lean and effective 🎧 Full episode in comments

Recruiters, here are 9 psychology concepts that impact your day-to-day more than you think. - Cognitive dissonance - Confirmation bias - The Halo Effect - Social Proof - Anchoring Effect - Reciprocity - Decoy Effect - Loss Aversion - Self-determination theory See which ones you could weave in or avoid this week. Any I've missed?

Capacity planning for talent teams is a pain in the 🍑.... right?! Here's how we work it out Getting this right is key for us to when it comes to understanding what you need from us on projects and to benchmark our efficiencies (🤐) Here is what we take into account.... T - Time allocation to workflow (as % of working hours) E - Efficiency multiplier (based on tools, experience, automation) A -Active requisition load per recruiter C - Conversion rate (reqs-to-hire success rate) H - Hiring speed multiplier (based on time-to-fill) R - Recruiting effort per hire (normalised) P - Process drag (multiplier for internal delays, approvals, HM alignment) The equation ➡️ RCap = (TxExAxCxH) / (RxP) --------------------- We're working on improving this. I'm keen to speak to any Talent Leaders in my network, specifically about how AI is affecting E. For your time, we'll give .... > How many hires per recruiter you’re capable of > Where you’re losing capacity (and how to reclaim it) > What you’ll need to scale without burning out your team All is wrapped up in a nice little CFO-friendly Notion page. DM me if we're connected If we're not, comment "CAPACITY" if interested

I hate clients. The ones who think endless interviews = rigour. Who expect candidates to walk through walls for a mission they haven’t bothered to sell. Who mistake friction for discernment. Who believe candidates should feel the burn just to prove they’re serious. But here’s the thing: For every leader who confused friction with quality, we built systems that raise the bar and the candidate experience. For every hiring manager who “doesn’t get it”, we built a calibration process that forces clarity upfront. For every HM who tanked interviews and turned great people off, we developed training that actually levels up their game. For every CEO chasing FAANG CVs on a seed-stage budget, we got damn good at expectation-setting and market education. For every stakeholder who changed the brief mid-search, we built a process that bakes in alignment before we ever go to market. For every team that expected blind devotion to their mission, we learned how to coach them to sell the story — not just screen. They made us sweat. But they made us better. If you’re one of those “difficult” clients? Keep going. You’re why our service evolves. You were the test. We’re stronger because of it. P.S. I love you, actually. ❤️

2 weeks behind the scenes of running a recruitment company 👀 Working with Heads of TA who are scaling as well as rethinking the whole thing. We’ve been doing the same. Still evolving after 8 years. You don’t hit Operating Thetan level VIII where everything runs itself after 5 years like I thought. You just keep tightening bolts. 1/ We’ve run our embedded RPO business for nearly 8 years (in august) Delivery has always been our strong suit.But lately, we’ve been asking other questions: Are we packaging our value clearly enough for the people we want to work with now? Last week I shared our mock-up of a new service page for Heads of Talent, part of a push to tighten how we communicate what we do 2. The last two weeks have included; → Rewriting landing pages→ Clarifying our two core offers→ Making sure every asset speaks to the right audience 3. We’ve now locked in two clear service lines for TA leaders: A. Embedded Talent Partners with our Sourcing OS baked-in (how's the name?) B. Stand alone Sourcing service, outreach automation, and market intelligence On that sourcing system (name TBC) That’s taken nine months, end-to-end. Took us 5 months just to get our inbox rotation sorted Painful. 4. It wasn’t just services. We built one-pagers. Interview guides. Training modules for our TPs. 5. I also spoke to a lot of clients and prospects Some are roaring ahead with hiring. Almost all are unsure how to integrate AI. We’ll be sharing more on what we've done soon. 📌 Since rolling out our new Sourcing OS alongside TPs, we’ve seen a 30% uplift in Talent Partner output. Without increasing costs for our clients. 6. That was a reminder: We’re still on track. We just needed to get tighter on how we tell the story. 7. If you’re a Head of TA or People leader who’s rethinking your own hiring model, what are you considering?

Ever land on a recruitment company's site and think, “Cool… but what do you actually do for TA leaders?” Yeah. Same. We’ve been guilty of that. Trying to speak to everyone, and ending up speaking to no one. So we’ve started again. Page by page. Persona by persona. First up: Heads of Talent Acquisition. Why? Because they’re our sharpest buyers. They don’t want fluff. they want to know: How do you plug into our team? What’s the delivery model? What do you actually cost? Where do you add value without adding mess? To get this right, I leaned on the FletchPMM website positioning guide (awesome btw)— it breaks down how each page type maps to your GTM strategy. Super useful. We restructured everything: Each service is now its own product line CTAs and pricing (where it makes sense) Clear impact metrics — like how our sourcing support drove 10+ outbound hires/quarter And no hiding the good stuff I also wrestled with where to put the “Always Included” section — stuff like RecOps support, playbooks, data ownership. Should it be at the bottom? Repeated each time? ChatGPT actually made a good call: treat it like a sidebar. It’s value baked into everything — no need to distract from the service, just reinforce it alongside. We’re shipping the final version in a few weeks. Right now, it’s a working mock-up. 👇 If you lead TA, I’d love your feedback. What’s landing? What would stop you from trusting it?

I was on a call last week with a Head of People at a scale-up struggling to bring in top talent. She asked me how to attract stronger candidates... But getting strong candidates in-process isn’t always the root issue. Often, it’s a lack of clarity. Everyone wants high performers. But few build a process that moves fast and keeps the quality bar high. The reason some scale-ups make weak hires isn’t always comp bands, sourcing tools, or interview prep — it’s misalignment. You say you want exceptional talent but run a four-week process with vague criteria. You want people who raise the bar but haven’t defined what "great" looks like. You expect strong candidates to stay engaged, but your process burns time and trust. It’s not that you’re picking the wrong people. You’re getting the of talent your process is designed for. Fix the process first, and better hires will follow.

Transactional versus transformational Talent Acquisition Two TA teams. Same tools. Very different results. It’s not about what you use — it’s how you use it. We put together a one-pager that captures two distinct modes of Talent Acquisition: → One focused on filling roles → One focused on shaping teams It’s a mindset shift, not a tech stack. I haven't even mentioned AI use, that's a different post all together Quietly, it’s the difference between hitting hiring goals... and building a hiring advantage. 👇 Curious which one your team’s closer to?

📚 Resource drop: Talent Partner Evaluation & Training Framework Want to see how we assess, train, and enable Talent Partners across 160+ successful deployments? This is the same internal framework we use to: ✅ Cut time-to-hire ✅ Sharpen calibration ✅ Improve hiring manager trust ✅ Drive consistency across every role It’s built exclusively for Heads of People & TA leaders enabling recruiters to perform at a higher standard. Inside, you'll find: Training Modules - Scoping & GTM Planning - Benchmarking Process (Full Intake System) - Messaging & EVP Assets - Scorecards and Question banks - Interviewing Assessment Modules - Sourcing Calibration Task - Intake Role Play - Data Analysis task - Screening and interview templates - scorecards it’s the system behind the results. 👉 Want the framework? comment 'FRAMEWORK' and I'll share access

Talent acquisition cheat sheet: Measuring quality of hire ⚖️ This one pager includes; - Principles - Core metrics - Key milestones - Q of H formula - Tool stack ideas - Key stakeholders Use this to start implementing quality of hire in your org. This will help you get from 0 to 1. How do you track quality of hire?

🚀 Recruiters! New TA projects! We're about to kick off two 6-month projects with fast-growing SaaS companies hiring across Europe. We're hiring 360 Talent Partners — fully remote, embedded, and hands-on. Open to folks across Europe, at both mid and senior levels across Tech and non-Tech hiring ✅ Own sourcing, screening, and stakeholder partnership ✅ Embedded, but not alone You’ll be backed by Move’s systems, tools, and leadership — meaning you can focus on what you do best, with real support behind the scenes. ✅ High-impact roles 👉 Apply here: https://lnkd.in/eQzpgRYJ Or tag someone great in the comments 👇

⚠️ UPDATE - Here is the link to get access https://lnkd.in/ehaNNu3J 📚 Resource Drop: Talent Acquisition Leaders Hub Built over 6 months! Playbooks, frameworks & tools to scale high-performance Hiring It’s a practical library covering strategy, tooling, ops, GTM, and recruiter enablement — all in one place. Here’s what’s inside: Strategy – Talent Acquisition Maturity Model (Survey) – TA Strategy Checklist – Fixing Hiring at the Root: A Practical Guide Metrics – Quality of Hire: A Practical Framework – Measuring QoH (Scorecard) – Key Recruiting KPIs: Intro & How-To – TA Metrics Leadership Actually Cares About Tooling & Infra – Careers Page Checklist – Quality of Hire Framework (also listed in metrics) - Tactics quadrant - ATV Evaluation scorecard - RO Evaluation scorecard Recruiter Enablement – Recruiter Battle Cards – Intake Meeting Overview – Talent Acquisition Manager Capability Matrix – How to Nail an Interviews Talent Attraction – The TA GTM Framework – How to Identify Your TAM – Philosophy of Sourcing: From Gut Feel to Engine 👉 Want the notion resource? comment 'LEADERS HUB' And I'll share access!

TA alignment framework: Drove 18+ engineering & 11 GTM hires with an average TTH of 21 days We’ve just open-sourced part of our hiring strategy. It’s what we use to get Hiring Managers and our team aligned before roles go live. What’s inside: - Tooling we use for automation - Intake meeting template - Prompts to create hiring assets - Profile calibration sheet - ICP template with Firmographics It’s designed for speed, clarity, and minimise wasted interviews. If you'd like the notion guide, comment "ALIGNMENT and I'll send it to you ✌️