Lars Schmidt

Amplify Talent

Building a better world of work by elevating the field of HR.

Amplify connects, develops, and empowers the next generation of transformative people leaders.

We provide HR Executive search services and an HR learning and leadership academy to support and connect the next generation of transformative people leaders. 

Strategic Advisory - Our tailored advisory services drive resiliency and impact to your talent strategy and investments.

HR Executive Search - Bringing a modern approach to executive search through transparent pricing, unique access to emerging and established leaders, and onboarding advisory.

Amplify Talent Community - A community where progressive people leaders develop and grow - together. Our community is a modern career development platform for senior HR practitioners and leaders. The robust global community was built to help you - a progressive people leader - build your network equity, diversify your perspectives, and learn from peers.

Founder & CEO

Fast Company

Contributor to Fast Company where I cover stories at the intersection of talent, brand, recruiting, and innovation.

Contributing Writer

PeopleTech Partners

Advising companies in the HR/People tech space on product and business needs.

Advisor

IESE Business School

Guest Faculty for the IESE School of Founders. Teaching includes: building modern HR & people teams for startups and scaleups, culture & values, optimized recruiting, building for scale, DEIB, employee experience, building high-performing teams, hiring your head of people, and ideal HR tech stack.

Guest Faculty, IESE School of Founders

Kogan Page

Author of the bestselling book, "Redefining HR: Transforming People Teams to Drive Business Performance" by Kogan Page.

"This book has the potential to transform the future of HR" - Adam Grant

"This book is essential reading for anyone looking to build people teams for today and tomorrow.” - Katarina Berg

"Redefining HR is a blueprint for modern HR and people operations." - Claude Silver

Author, "Redefining HR"

First Round Fast Track

Some of our Mentors are former First Round founders, angel investors we co-invest with, top operators we've had relationships with for 10+ years, and brilliant folks we only recently met. Most of our Mentors have 10+ years of experience — but we make exceptions for people with an uncanny ability to coach and wisdom beyond their years.

Mentor

HR Open Source (HROS)

HR Open Source (#HROS) is an initiative designed to bring open source approaches to HR and recruiting. The long-term goal of #HROS is to build a global community of practitioners willing to share some of their practices for the betterment of the HR field - accelerating education and innovation by making it easier for practitioners to access resources, tips, tools, and conversation they need to succeed in today’s world of work.

Co-Founder

In this turn-around role I was brought in to lead the rebuilding of the talent acquisition function across NPR as part of a broad HR organizational rebuilding effort. My focus is providing leadership and advocacy for company-wide talent acquisition initiatives that align with NPR’s strategic mission and core values. We achieved this by re-imagining and revamping the NPR recruiting model from a reactive transactional approach that was based on job postings, to a progressive proactive model leveraging social media, recruitment marketing, brand advocates, and employment branding.

Senior Director, Talent Acquisition & Innovation

Magento

Responsible for full life-cycle recruiting for a broad range of technical and corporate roles and developing sustainable talent acquisition, development, and branding strategies and procedures. Helped scale the team from 30 to 100+ over that time, helping position Magento for an acquisition by eBay.

Head of Recruiting/HR Consultant (Contract)

Ticketmaster / Live Nation Entertainment

Prior to the Ticketmaster-Live Nation merger, leading teams responsible for recruiting, employee engagement and development and employee communications across Ticketmaster and its related entities. Following the Live Nation-Ticketmaster merger, responsible for developing and leading employee communications strategies and vehicles for the newly formed Live Nation Entertainment as well as various HR projects.

Vice President, Human Resources

In this new world of work, HR stands at the forefront of a transformative wave, reshaping the very fabric of our professional lives. 

The last several years have not just altered where, when, and how we work; they have obliterated outdated, industrial-age work paradigms, ushering us into a new chapter—a chance to redefine work for a generation.

My mission? Building a better world of work by elevating the field of HR. Through executive search, nurturing the next wave of HR leaders, pioneering editorial ventures, and championing open-source endeavors, my aim is clear: to catalyze a seismic shift in how HR and people teams drive business performance.

Founded in 2013, Amplify Talent is my primary venture, a beacon for the HR community. It's more than a business; it's an ecosystem designed to equip people leaders to seize this moment. With services spanning HR executive search, leadership development within our global Amplify Talent Community, editorial initiatives, and a vibrant global network of forward-thinking HR leaders, we're setting the stage for a new era of work.

Our editorial arm—anchored by the LinkedIn Presents: Redefining HR podcast, the bestselling "Redefining HR" book, contributions to Fast Company, global keynote addresses, and open source initiatives—bridges connections with the leading minds in HR and business leaders who are reimagining and transforming the field.

The "future of work" is a relic of the past. We're crafting the blueprint for tomorrow. 

Join us in this journey at AmplifyTalent.com and LarsSchmidt.com.

Disclosures: I advise Eightfold.ai

Founder

I've been thinking about Meta's announcement that AI skills will be part of performance reviews starting 2026.

Not gonna lie—this feels like a pivotal moment.

I remember when "digital literacy" became a job requirement. Now it's AI. 

What strikes me about Meta's approach is how explicit they're making it. 
There's no ambiguity. The memo referenced in the BI article below is pretty clear. It basically says: if you want to advance here, you need to demonstrate AI-driven impact. Full stop.

Part of me gets it. Meta is betting billions on AI. They need a workforce that can execute on that vision. And frankly, AI tools ARE transforming how work gets done—I've seen it firsthand.

But here's what concerns me about broad mandates like this: not everyone has the same learning curve or access to resources. 

What about employees in roles where AI application isn't obvious? What about people who learn differently or need more time to adapt? Will they be prescriptive about which LLMs count?

The "AI Performance Assistant" launching in December is interesting—using AI to write reviews about... AI usage. That's Meta being...meta. (okay, that was gratuitous).

The reality is, this isn't just a Meta thing. Microsoft, Google, Shopify, and others are signaling the same shift. "No longer optional" keeps coming up in executive memos.

So where does that leave us?

I think we need honest conversations about: 

→ How companies will support upskilling equitably 
→ What "AI-driven impact" actually means for non-technical roles 
→ How we measure meaningful contribution vs. just tool adoption

Technology revolutions always create winners and losers. The question is: how do we make this transition more inclusive?

Curious to hear from others navigating this shift. How is your company approaching AI adoption? Are you feeling pressure to keep up?

https://lnkd.in/eW355t7P

There’s never been a better time to work in HR. 

We’re in chapter one of a new world of work, driven by the pandemic and the ripple effects it has had on where, when, and how we work. We’re retiring industrial-era concepts of work and have a once-in-a-generation opportunity to truly create something new. 

My personal mission is accelerating innovation in HR. I support that in a range of ways from my HR executive search, connecting and developing the next generation of people leaders, editorial projects, and open source initiatives. 

My primary business is Amplify Talent, a company I founded in 2013. Amplify is a multifaceted business that supports and drives the HR community to meet this moment through: HR executive search, HR & leadership development (Amplify Academy), editorial projects, and a robust global community of modern people leaders. 

Amplify Executive Search brings a modern approach to executive search through transparent pricing, unique access to emerging and established leaders, and onboarding advisory.

The Amplify Academy is changing how HR practitioners and leaders develop their careers through peer communities and learning.

Our editorial channels include the bestselling Redefining HR book, LinkedIn Presents: Redefining HR podcast, Fast Company column, and global keynotes; these channels connect us to some of the biggest thinkers in HR who are transforming the field. 

The “future of work” was yesterday. Here’s to the builders of tomorrow.

Learn more at https://AmplifyTalent.com.

Disclosures: I advise Eightfold.ai

Future-Focused Talent Executive • AI Strategist • Bestselling Author • Fast Company Contributor • Change Agent • Optimist • Talent100 Award Winner 2025

At this year's LinkedIn Talent Connect Summit, I had a fascinating conversation with LinkedIn COO, Daniel Shapero. We explored the future of talent acquisition, LinkedIn's latest product innovations, and how AI is reshaping the recruiting landscape.

Dan shared valuable insights on LinkedIn's AI roadmap and what's coming next for talent professionals. We also explored how Dan uses AI personally, LinkedIn's internal AI pilots, and how LinkedIn is safeguarding users from the rise of AI content bots. 

If you're interested in where the industry is heading and how these tools can transform your hiring strategy, this conversation is worth your time. Check out the full fireside chat in the video below.

I’d like to have a word with whoever suggested that tagging a ton of people at the bottom of your post is good for your LinkedIn content strategy. 

(Narrator: it is not good and you should stop doing it) 🚫

Did I ever tell you about that time I played backup cowbell on the Nevermind tour?

Well, that's because it didn't happen. But, if you relied solely on what you saw below and just read you might have bought it. 

AI content creation (Google's Nano Banana in this case) has forever blurred the lines between real and fake. 

FWIW, I would have gone Ferrell on that cowbell and really elevated Smells Like Teen spirit. 🤟🏼

Here's the full feature from my HIGHER Community Talent100 inclusion. Huge thank you to Scott Domann for the endorsement and powerful quote. 

Congrats to all the #Talent100 winners. The future of TA is bright. 😎

Want to work with me and Scott Domann, building the tastiest berry builder on the planet at Fruitist? 🌏 🫐

We're looking for an experienced consultant to join us on a three-month contract as our HRIS/people ops lead. 

The ideal candidate will have deep Rippling experience as we strengthen our global data and reporting capabilities. Workday experience is a bonus.  

The role can be based anywhere in the U.S. 

We're targeting a three-month contract to start, but it will be open-ended and may be extended. 

Interested? Or know anyone great we should speak with? DM me with details. TIA! 🙌🏼

Well, look at that. Blink and a year goes by. 🕛 LinkedIn reminded me today that it’s been a year since I returned to the corporate world. 

It’s been a year full of introspection, learning, growth, and impact. I'm grateful for all of it. 

I began capturing some of my thoughts last night on what I’ve learned in this first year following my career pivot. Here’s a preview. 👀 


Recruiting remains a craft, even in the age of AI. 🤖
Yes, I'm bullish on AI. It's transformative. Revolutionary, even. But recruiting? That's human-to-human connection at its core, and no algorithm can fully replicate the nuance of matching aspirations to opportunities. Sure, AI should and will absolutely play a role - but it will be to enhance, not replace, human capability. It's a privilege to recruit —helping someone find their place while balancing and aligning what they want with what organizations need. I believed this when I started my career. I believe it more now.

This is a really good post from the Zapier recruiting team on how and why they use agentic screening in their interview process. Worth a bookmark. 

📍 https://lnkd.in/ees4-jtb

Wrapping up a round of video interviews and meetings before noticing a not insignificant piece of lettuce in my front tooth. How's your Friday going?

This excerpt from the Business Insider article below is a policy of the largest “advocacy” organization in Human Resources. 

SHRM is beyond parody at this point. 

Profit is their sole measure of success. Do not give them your money. 

“Under a policy instituted earlier this year, those who arrived even one minute past 9 a.m. were told to go to security and have someone on the executive team escort them to their desks, former employees said. Two former staffers said that they saw a pregnant colleague cry because she fell and hurt herself running to the entrance to make it in on time.”

https://lnkd.in/eX6x4QjN

Your boy Barry is going to Egypt! When we wrapped up #BarrysQuest, Barry landed his dream job as employer brand ambassador at Fruitist. 🫐

Now, he's off to our farm in Egypt to help launch a new program. More to come...

______________________________

Disclaimers: 

No, that is not a real Bigfoot. 
Yes, this was created by AI (Google Labs Flow).
Yes, Barry is a polyglot (and Flow nailed the Egyptian Arabic dialect). 
No, Barry is not paid in Jumbo blueberries (he is, however, bonused in them).

The AI productivity paradox is wild. I'm digging through Lightspeed's annual people trends report for 2025-2026. As will be shocking to no one reading this, it's full of AI data. 

AI tools are delivering 27% productivity gains for teams. Small startups are seeing 33%. Companies that actually mandate AI skills? They're hitting 38% gains—that's 11 points higher than everyone else.

So naturally, companies are cutting headcount to save money, right?

Nope. 69% are maintaining or growing their teams. That's smart. 🧠 Yet, it runs counter to all the AI-fueled layoffs we're reading about.

Here's my key takeaway: 

We're at an inflection point where AI isn't replacing jobs—it's redefining what jobs look like. The companies maintaining headcount despite massive productivity gains understand something critical: the goal isn't efficiency for efficiency's sake. It's about what you do with that newfound capacity.

The 28% of entry-level roles disappearing? Those are the routine, task-based positions that AI handles better than humans. But companies are reinvesting that capacity into work that requires judgment, relationship-building, and strategic thinking—the things AI still can't do well (today, at least). Only 15% of companies mandate AI skills for new hires, leaving 85% on the table with an 11-point productivity advantage.

The smartest move right now isn't choosing between AI and humans. It's figuring out how to use AI to amplify what makes your team uniquely valuable—whether that's customer relationships, creative problem-solving, or strategic decision-making. Are you using your productivity gains to do the same work with fewer people, or to do better work with the same people?

Productivity gains are cool. But what you do with them is what actually matters.

https://lnkd.in/ebATyXh6

We’ve long glamorized passion. But power is what builds your career and provides leverage.

In uncertain times, the people who thrive aren’t the most passionate. They’re the most valuable.

This short video explores why your next career move should be about building power, not chasing passion.

_____________________

Was this post helpful? follow Lars Schmidt for more Smarter By The Minute tips. ⏱️ #SBTM

I’m nerding out with a new tool in my filmmaking toolkit - drone cinematography. 

I have a lot to learn but am blown away by the possibilities. 🤯 

If any of my friends are drone pros I’d welcome any tips. I’m flying a DJI Mini 3.

Last month a shared a new Google Labs pilot of AI avatars trained on leading thinkers and authors like Kim Scott. 

Yesterday, I saw the pilots portraits have expanded to include the amazing Minda Harts. Check out her overview below. 👇🏼

“Are you having a tough time at work and wondering how to build more trust, set better boundaries, or have better conversations? I partnered with Google Labs, I am now your Trust Coach. My AI powered Avatar will help you, all based from the books I have written, especially Talk To Me Nice, using the Seven Trust Languages Framework. Try it out.”

https://lnkd.in/ezsg_ZWn

Recent layoffs have been attributed to companies cutting headcount under the general framing of replacing humans with AI for greater productivity. What if they're misjudging the potential of these tools?

Index Ventures Partner Martin Mignot shared a different perspective on the Redefining Work podcast last year.

What if instead of replacing humans, companies focused on giving their employees superpowers—enhanced capabilities, output, and impact — by leveraging AI? 🤔

I had fun sitting down with my old friend Matt Staney for this look inside how we’re leveraging AI in our talent strategy at Fruitist. 

We also discussed the importance of talent leaders building their personal brands to help them be more successful in their roles (increasing reach, network equity, credibility, access, response rates, influence). 

This was my first time sitting down for a podcast from the operator’s seat in a long time. 

It was fun talking about what im actually building, versus what I’m observing. 🤓

Want to check out the groundbreaking “The Quest” AI video series we discussed? Visit: #BarrysQuest

Tech talent has seen it all. So what actually cuts through the noise?

Matt Staney sits down with Lars Schmidt, Head of Talent at Fruitist to unpack one of the most creative talent attraction campaigns of the year. Lars breaks down how the campaign came to life as a fully AI-generated video series built on a production budget of under $500.

You’ll hear how Fruitist used humor, storytelling and scrappy creativity to spark attention in a crowded tech talent market, and why AI is becoming a powerful tool for bolder, more personal employer brand work.

🎙️ Tune in for insights on:
• How generative AI is reshaping employer branding
• Why humor and storytelling help talent teams stand out
• Using personal brand and creativity to elevate TA impact
• Building awareness with unconventional, low-budget campaigns

🎧 Listen now:
YouTube: https://lnkd.in/eKVJTd4h
Spotify: https://lnkd.in/eusTbSaF
Apple Podcasts: https://lnkd.in/ewv8Nc6x

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