Erran Berger

If you have an hour free this Wednesday I'd for you to join this session! For the past few decades employers have been analyzing a candidate's professional traits and competencies to make smarter hiring decisions. The legacy path for identifying these traits has been asking candidates to take self assessments, or to have a 'knowledgeable peer' provide an assessment on a candidate. As we all know, this negatively impacts the onboarding experience and adds an unpredictable variable to an already uncertain process. For the first time, we're showing the world that you can generate the same, validated traits and competencies using a candidate's online language alone. Don't believe me? Join our webinar and we will change your mind! 🤠

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Interested in learning how AI can increase your profits? This event on 11/26 below will give you specific examples of how KnowledgeLake customers are using Synthetic Labor to transform their operations using AI. Today's AI tools are much more useful than just writing term papers and email, come learn!

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Oh my goodness! Can’t believe this is real ;) feeling scared/ excited/ energized and in shock!! Hope y’all take a moment- carve out some time and explore the lessons/ wisdom shared within this book. These are stories / lessons that have been in “development” since my career began. #AlwaysLearning Hope you find them useful in your journey too!

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This week on Hung Lee's Recruiting Brainfood 1. Generative AI’s Act One Venture capitalists are heavily influencing the AI landscape, but their investments raise questions. This article dives into whether generative AI will complement or disrupt the entire SaaS market—a shift that could impact recruitment and talent needs. 🧠 How will generative AI shape the SaaS market—and our industry? The role of generative AI in SaaS could redefine not only products but entire business models. Will it enhance current solutions, or replace them entirely? With recruiting likely affected, talent acquisition may need to evolve in step with these shifts. Will generative AI be a tool for enhancement or replacement in SaaS? #GenerativeAI #TechRecruitment #FutureOfWork #SaaS #AIInRecruitment 2. Death of the CV This thought-provoking article explores AI-driven recruitment tools and how they might spell the end of traditional CVs. Concepts like real-time profile generation and digital "talent passports" suggest a shift toward a more flexible hiring process. 📄 Are CVs becoming obsolete in the AI era? Andrew Spence and Matteo Cellini’s "Death of the CV" challenges the way we view candidate assessments. With AI generating dynamic profiles and creating transferable “talent passports,” the future of hiring may look very different. Will CVs be replaced, or will they adapt to new tech? #AIInRecruitment #FutureOfHiring #TalentAcquisition #HiringInnovation #TechInRecruitment 3. Change Is Hard. Will AI Make It Easier in TA? John Vlastelica discusses the challenges of integrating AI into talent acquisition. Although the need for change is clear, organisations face barriers in adopting AI. The article examines how we might overcome these hurdles to use AI effectively in recruitment. 🔄 Is AI the solution to recruitment's toughest challenges? In "Change Is Hard", John Vlastelica addresses why the shift to AI in TA isn’t as straightforward as it seems. Knowing change is necessary is one thing, but implementing it is another. How can we make AI adoption more seamless? What’s the biggest obstacle to embracing AI in recruitment? #AIAdoption #TalentAcquisition #RecruitmentInnovation #HRTech #FutureOfWork https://lnkd.in/ePEpyv6H

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How do you resell employees and instill belief in the company after a layoff? First, be as transparent as possible of the business reality that lead to the decision. Second, be crystal clear and show conviction about the business plan and goals for the next 6-12 months. Third, employees what new opportunities there are for them in this new reality. Fourth, recognize all the steps and milestones of the company attaining the one year business plan and be generous to thriving employees with options, promotions, and raises for those making it happen. Fifth, once the 12 month plan feels attainable and insight, recast an inspiring, vivid, new company vision. *Screen shot this and send it to your CEO* 😉 #RIF #Layoff #Executive #Leadership #HR

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If you're a founder or CEO who understands the importance of attracting and retaining great talent, tune in to the latest episode (19) of People & Pioneers - The Podcast, featuring ⁠⁠Ellis Seder⁠⁠, Founder of Santa Monica Talent⁠⁠. Ellis is an entrepreneur at heart, with 20 years of building technology and digital departments for clients ranging from VC-backed start-ups to global investment banks all over the world. In that time, he has lived and worked in London, Sydney, Singapore, Hong Kong & California, and has built strong relationships within the international technology and digital community. Sectors of specialism include: AI, FinTech, Crypto, Cyber Security, Ed Tech, Blockchain, InsureTech, HealthTech, Social Impact, SaaS and HR Software Listen on: 🎙 Spotify: https://lnkd.in/egPvAjS7 🎙 Apple: https://lnkd.in/er7DiCU3 In this episode, you’ll gain insights into: •⁠ ⁠Succession planning for CEOs and founders to ensure long-term company health •⁠ ⁠Talent spotting for the next generation of leaders •⁠ ⁠The growing pull of the Middle East for top talent •⁠ ⁠The impact of AI on graduates entering the workforce •⁠ ⁠The effects of remote working on compensation strategies • The evolution of the job market, with a focus on the AI and FinTech sectors •⁠ ⁠Predictions for 2025, including the migration of US talent and tech to the UK Plus, there’s an added bonus of book and music recommendations—and so much more! Whether you're a business leader, entrepreneur, or someone striving for growth, this episode offers game-changing strategies and candid discussions about people-powered success. #talent #growth

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Recruiting is a very complex and challenging process, yet it is the core of any growth-seeking staffing agency. This eBook provides agency owners with an all-inclusive guide to sourcing, training, and retaining the best recruiters. With this guide in hand, you’ll be able to build a world-class staffing business that attracts and retains the best talent. 📕 What are you still waiting for? Go ahead and download it now! Link in comments. #recruitcrm #recruiters #recruitment #eBook #guidebook

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In today’s uncertain economic landscape, retaining top talent is a competitive advantage companies can’t afford to overlook. AI offers powerful tools to not only predict retention risks but also to personalize career growth and support work-life balance—all crucial to keeping employees engaged and committed. I encourage you to dive into this article, where I share practical ways to use AI to build a resilient workforce that feels valued and connected, despite the macroeconomic shifts we’re all navigating. https://lnkd.in/gijmrP2X

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Excellent and actionable advice on how to drive a transformation within an organization.

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This article broke another myth about investing more in stronger ties (dense network) vs. weak ties (Disconnected network). Find the weak ties that bridge to new networks, do customer development to learn where to add value, and then ask for referrals. Excellent Article by Everett Harper

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Want to save yourself 1.5 years of lost time and over $500k - $1m+ in costs? This podcast is the single best resource on executive hiring. https://lnkd.in/eh23sxwN The podcast is a conversation between Ben Horowitz (famed founder turned VC) and Ali Ghodsi (the insanely capable CEO of Data Bricks). Exec hiring is the most frequent topic that my scale-up CEO clients struggle with, and this is the one resource all scale-up CEOs could benefit from on the topic. A handful of the powerful points made during the conversation (but really you should listen to it and get the full context): 🔹Make sure the exec you're hiring has seen the scale you’re at. If they are used to managing 10,000 sales people won’t be great at 50 or 100. 🔹The first 30 days are critical for a new exec hire to gain trust of their team and the org. 🔹 Call your new exec every day during their first 30 days. This can be a 5-minute call to shoot the shit or a longer call about what they're working on tomorrow (where you can guide them to the right problems and right people to talk with to solve those problems). These daily calls fast-track the #1 challenge of any new exec which is learning your org. 🔹An execs success is equal to their skill x their time in this particular role. For example, a VP of marketing promoted to C-suite might have high skill but low time in this specific role. This is called task-relevant maturity and comes from the management legend Andy Grove. 🔹Let them know that you (as CEO) micro-managing them is normal in the first two months, but will go away as they settle in. 🔹If someone is failing, start by asking, "How's it going?" The focus of this conversation becomes either aligning on the fact that it's not going well, or if they admit that it isn't then problem-solving on why that is. 🔹A key nuanced difference when talking to execs who sound great -- "Can they run a playbook or can they write a playbook?" To test for this in an Interview ask, "What was a playbook at your last company? Ok, now what would your playbook be here?" 🔹You need to watch out for insidious culture transfer When hiring charismatic execs with big teams under them. They'll bring what they did at their last company and if it runs counter to your culture, that needs to be snuffed out fast. 🔹Bad exec hires take 1.5 to 2 years to fix! This includes the choice to let them go, the time to start up a new search, and dealing with the brain damage (and hesitancy) that comes from having hired the wrong person. 🔹How do you know what’s good when hiring in functions where you're not the expert? Talk to A+ execs in your network who are in that function. Ask them how they know the difference between good and great for x C-level hire? Ask them what questions they ask to discern between good and great. Enjoy the episode and if you have an exec hiring tip or a costly failure that you learned from, post it below.

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🎙️The Blind Ambtion Podcast with Jack Kelly 🎧 Lia Garvin, Former Team Operations and Organizational Effectiveness Lead at Google talks all about how to be a successful manager. Check out the full episode: https://lnkd.in/e7kXJeE5 Rick Chen

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10 Things we've done for our Open Org Members over the last few weeks... 📖 Employee Handbook Build ⭐ Career Site Messaging & Positioning 📄 Compensation Philosophy Review 🌱 How to define the role of a Manager 🔮 Creation of a Transparency Philosophy ❤️ Annual Health-Check via our Open Culture Framework ⚙ Internal Workshop Design 📊 People Metric Benchmarking via peoplemetrics.fyi 💰 Becoming Pay Transparent 🎁 EVP Discovery & Activation Getting to work with companies & people leaders on things like this, all with the goal of building healthier, more open, transparent places of work is AWESOME 🖤 #Transparency #OpenOrg #PeopleOps

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Honored to take the stage at UNLEASH World in Paris for a fireside chat with the brilliant Gary A. Bolles on talent branding in the age of AI! We discussed how AI can be a game changer for building authentic, transparent, and inclusive employer brands that resonate with today’s workforce. I shared insights on how leaders can harness AI to elevate their talent strategies, enhance engagement, and create meaningful opportunities for diverse pools of top talent. Employer branding is more than a buzzword—it's about building trust and ensuring that your values shine through every step of the candidate journey while using accurate, authentic and compelling storytelling that enables you to attract qualified applicants consistently. From the work we do at Handshake to support employers in scaling their employer brand strategies, to my book #QuantumProgression and practical strategies, I loved diving into how leaders can navigate these evolving landscapes to stay ahead. My biggest piece of advice to HR leaders: Talent Brand is a profession that requires marketing, communications, content creation and data analytics skills. Thanks to #UNLEASHWorld for hosting and to everyone who joined the conversation.

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As companies think harder about how to keep their talent, a new role has emerged: head of employee listening. Emily Pelosi, PhD took on the title in 2022 at software giant Intuit and leads a team that tracks how workers are feeling, analyzing that feedback to try and improve the company’s workforce strategy. Pelosi told Fortune's Paige McGlauflin that although her job might sound offbeat, it’s actually totally on trend for companies trying to get smarter about their people strategies. “I noticed more and more of these types of roles emerging during the pandemic,” Pelosi says. “When employers realized we have to listen differently, we have to act differently, to navigate the first of many unprecedented global crises.” Read more in the #CHRODaily newsletter: https://lnkd.in/gKhNsrDz

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🌍 State of Global Compensation Report 🌍 Exciting insights from the latest report 📊 - 🦅 US Compensation Surge: Median US compensation levels have rebounded and soared past where they stood 18 months ago, especially in engineering and data roles. - 🏛️ Compensation Leaders: Canada, the US, and Great Britain lead in compensation across all job types. - 💸 Yearly Salary Increases and Inflation: Workers in Sweden, Spain, Italy, and the UK are enjoying the highest inflation-adjusted salary increases. In contrast, workers in countries with elevated inflation, like Poland, Colombia, and Brazil, are seeing a net decrease in earnings. In Turkey, a 46% salary growth is overshadowed by 50% inflation, reducing purchasing power. - 👨👩 Gender Pay Gap: The gender pay gap is narrowing in specific roles and countries. Technical roles in India and Great Britain show a relatively small gap, and there's a notable rise in female representation in product and design roles globally. In the US, there is gender pay parity in marketing and sales positions. - 🤑 Equity Compensation: Software engineers often receive equity grants worth 75-150% of their salary, typically vesting over four years, highlighting the value placed on technical talent. Dive into the full report for more detailed insights! https://lnkd.in/dV8wrbSb

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Weekly updates in Lattice are great! 1:1s and Updates in Lattice help our teams at Tekion Corp! #management #linkedin

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The role of TA leads is rapidly evolving, with significant shifts in job requirements. Analysis of thousands of job listings on LinkedIn over the past 24 months reveals a notable trend in the skills needed for TA leadership positions. Training and development have emerged as one of the most sought-after skills for TA leaders. In the last year, nearly one in three job postings (33%) highlighted this requirement, marking a substantial increase from the previous year's 8%. This surge underscores the increasing emphasis on organizational upskilling, especially in light of the transformative potential of AI technologies. Read more to understand the evolving skill set required for TA leaders: [Link to the article](https://lnkd.in/dTNa6A2W)

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