The Talent Tango

Chris Kusaba (formerly at Mytra) joins the show to talk about how smaller talent teams can compete in markets where brand recognition is uneven and the demand for AI and robotics talent is rising fast. Chris brings experience from Tesla and now leads recruiting at a high growth robotics and AI company. He shares how to win attention from top candidates, how to widen the funnel when you operate in a niche space, and how to build a team that can scale even when you cannot match big tech compensation. Key Takeaways Clear and focused messaging is the only way to stand out in saturated markets where candidates are overwhelmed with inbound from AI and robotics companies. Chris explains how he repurposes commercial decks to help candidates understand the mission and the industry impact. Referrals become a force multiplier when the market is narrow. Chris outlines how a structured, hands on referral program helps widen the pool and bring in talent that may never have applied on their own. Hiring managers need a minds

This episode features Todd Hazen, Head of Technical Recruiting at Gusto, in a candid conversation about what it takes to move from non-tech recruiting into the world of technical hiring. Todd shares how he built credibility, developed deep connections, and learned to thrive in a space that demands both curiosity and humility. For talent professionals navigating transitions, this one is packed with lessons on leadership, learning, and trust. Key Takeaways • Curiosity beats confidence when entering a new domain. Ask questions, even when you're in a leadership role. • Building trust with stakeholders comes from honesty and follow-through, not from having every answer on the spot. • The "bar" for great talent is always shifting. Calibration is an ongoing process, not a one-time intake. • Vulnerability accelerates growth. Owning what you don't know helps open doors to learning and partnership. • Growth and comfort never coexist. Real development happens when you lean into discomfort. Timestamped Highlights 00:43 T

Kit Krugman, SVP of People and Culture at Foursquare, joins to unpack what it really means to be a systems thinker in people leadership. She explains how to move beyond process for process's sake, design people systems that actually work together, and create the kind of vibrancy that drives both performance and connection. This is a conversation about how to think, not just how to operate—ideal for anyone building or leading modern people functions. Key Takeaways • Systems thinking helps people leaders see the entire ecosystem, not just isolated policies or tools. • Moving from process-driven to principle-driven decisions builds trust and consistency without bureaucracy. • Change management requires deciding between incremental evolution and disruptive redesign—both have a place. • Performance cultures thrive when feedback is continuous, candid, and clearly tied to outcomes. • Measuring "vibrancy" and connection creates a more meaningful signal than traditional engagement metrics. Timestamped Highlights [01:5

AI is reshaping how talent teams work, but it’s not replacing the human touch. In this episode, Logan Marsh, Head of Talent Acquisition at Calendly, joins Amir to unpack how AI is transforming recruiting from process-heavy to purpose-driven. He shares how Calendly uses AI to enhance efficiency, measure ROI, and empower recruiters to focus on strategy and storytelling—not spreadsheets. This is a real-world look at what’s working, what’s hype, and how leaders can stay ahead without losing what makes great hiring human. Key Takeaways • How Calendly is weaving AI into its TA tech stack to improve efficiency without losing personalization • Why the most effective AI implementations start with clearly defined problems, not shiny tools • The metrics Logan uses to gauge real ROI from recruiting technology • How TA leaders can secure influence by combining data fluency with storytelling • Why “augmentation, not replacement” is the mindset every recruiter should adopt Timestamped Highlights 01:44 — How Calendly experim

Emily Ellis, Chief People Officer at DriveWealth, joins the show to explore what it really takes to lead with compassion when the decisions are hard. From layoffs and shifting priorities to hiring in high-growth startups, Emily shares how people leaders can balance business realities with humanity—and why that balance ultimately strengthens culture and trust. Key Takeaways • Feedback is a gift when delivered with honesty and care—it prevents harder issues later. • Hiring slow and with clarity sets the stage for fewer painful exits down the road. • Compassion in layoffs means clarity, transparency, and support beyond the exit. • Employer-employee relationships are dynamic; alignment requires ongoing communication. • Building inclusion into daily practices makes teams stronger in both calm and chaotic times. Timestamped Highlights 02:20 What “hard things” really mean for leaders and talent teams 06:05 The quiet, often-unspoken contract between employers and employees 08:54 Why hiring managers and people leaders

Startups can’t afford to waste time—or budget—on the wrong tools. In this episode, Amir sits down with June Lee, Global Head of People and Culture at Twelve Labs, to unpack how to choose the right people and culture tools at the right stage. From evaluating platforms to navigating AI hype, June shares battle-tested strategies for building scalable, high-impact systems that grow with your company. Key Takeaways • The best tools don’t always come from the loudest vendors—June explains why a listening-first approach trumps cold pitches. • Buying software is only step one. Success depends on how well you manage change and adoption across your team. • You don’t need a tool for everything. Manual processes still win in early-stage environments if they save time and budget. • Don’t fear migrations. With the right planning, switching tools doesn’t mean sacrificing historical data. • AI features are everywhere—but June only pays attention when they solve real, intentional problems (like reducing bias in feedback). Tim

How do you scale fast without lowering the hiring bar? In this episode, Mallory Plank, Head of Talent Acquisition at Guidewheel, joins The Talent Tango to break down how she navigates the constant push and pull between quality and speed. With a background in both agency and in-house recruiting, Mallory brings a clear, operator-level view of stakeholder alignment, prioritization, and TA strategy—especially in scrappy, fast-paced startup environments. Key Takeaways: TA leaders must shift from service center to strategic partner. That means aligning hiring plans to business outcomes—and saying “no” when needed. A strong intake process isn’t a checkbox; it’s the foundation for speed and quality. Mallory distills it down to three clear non-negotiables. When stakeholders ask for the impossible, data becomes your ally. Mallory shares how she uses a 2–3 day sprint model to gather evidence and reset expectations. Process improvement starts with communication—especially when your “product” is people. Your rec

What happens when you treat employee experience like a product? Neervi Shah Patel, Chief People Officer at Faire, joins the show to share how her team brings the same level of operational rigor and customer obsession to PeopleOps that product teams bring to user experience. From leveraging data to embracing transparency, Neervi breaks down how to build scalable, fair, and high-performing orgs—without losing the human side. If you lead people, run HR, or are scaling a team at a startup, this episode will shift how you think about the function. Key Takeaways – Think like a product team: Employee experience should be intentionally designed, tested, and iterated—just like a customer journey. – Rigor means relevance: Metrics, clarity, and outcomes matter—but rigor doesn’t mean making HR transactional. – Fairness is a performance strategy: When employees believe the system is fair, trust increases—and so does performance. – Don’t ignore the anecdotes: When stories and data diverge, it’s a signal to dig deeper. List

What does it really look like to run the entire People function solo — and still operate at a strategic level? In this episode, Anisha Thomas, Head of People at Inscribe, shares what it takes to be a team of one at a fast-paced AI startup. From managing headcount planning without over-hiring to leaning on tech to avoid burnout, she offers a refreshingly honest look at how she keeps her footing in the chaos. If you’ve ever worn “all the hats,” this one’s for you.

In this episode of The Talent Tango, Amir sits down with Ashley Utz, Chief People Officer at Happy Money, to explore the complex task of rebuilding trust within organizations—especially during periods of change like layoffs, restructuring, or leadership transitions. Ashley offers a nuanced perspective on the differences between personal and organizational trust, shares frameworks like Covey’s “Speed of Trust” model, and emphasizes the critical role of middle managers in trust-building. With timely insights and practical strategies, this conversation is a must-listen for HR and talent leaders navigating today’s uncertain workplace climate.  

In this episode, Amir sits down with Greg Russell, VP of Talent Acquisition at CoverGenius, to unpack why talent acquisition should be treated like project management. They explore how applying frameworks like the project management triangle (scope, cost, time) can elevate recruiting conversations, drive better alignment, and ultimately improve hiring outcomes. From setting expectations with hiring managers to negotiating trade-offs, this episode reframes TA as a strategic, structured discipline—not just a reactive function.

In this episode, Amir sits down with Suzanne McGovern, Chief People Officer and HR veteran, to explore how the employee-employer relationship has fundamentally changed. From the aftermath of COVID-19 and rise of remote work to shifting generational expectations and the role of company culture, they dig into what leaders need to do to build trust, adapt to new work models, and attract talent in a post-pandemic world.

In this episode, Brittany Blumenthal, VP of People at HiddenLayer, shares how early-stage startups can intentionally define and evolve their culture. She breaks down the challenges of working with strong founder imprints, the importance of documenting culture as a living contract, and how to build feedback loops that go both ways. If you're scaling a team and want culture to grow with it, this episode offers tactical insight and hard-earned lessons.

In this episode of The Talent Tango, Amir sits down with Caitlin Kamm, Director of People Growth at Envoy, to unpack a real-world employer branding initiative tailored specifically for engineering talent. Caitlin walks through how her team developed a laser-focused EVP to support a return-to-office mandate—balancing culture, candidate persona, and business needs. From strategy to stakeholder alignment to creative execution, it’s a playbook for anyone in talent roles grappling with attracting high-caliber candidates in a hybrid world.

In this episode of The Talent Tango, Amir Bormand is joined by Heather Cassar to unpack the nuances of giving and receiving feedback in the workplace. From real-time feedback practices to performance reviews, Heather shares practical tips on how to build trust, motivate teams, and make feedback a natural part of company culture—without making it awkward. Whether you're in HR, a people leader, or a manager navigating hybrid teams, this episode offers a human-centered approach to feedback that boosts both trust and performance.

In this episode, Amir sits down with Girish Mirchandani, Head of Talent at WestBridge Capital, to unpack the nuances of executive recruiting across stages and geographies. From Series A scrappiness to global scale-ups, they explore what makes a successful hire, how founders should engage in the process, and why hiring for today often trumps hiring for tomorrow. Girish also offers a behind-the-scenes look at managing cross-border buildouts and aligning stakeholders on both sides of the globe.

In this episode of The Talent Tango, Amir speaks with Allison DiDominick, Senior Technical Recruiting Manager at Flexport, about adopting AI interview tools to tackle inefficiencies in the hiring process. From delayed scorecards to inconsistent feedback, Allison walks us through the problem Flexport faced, the pilot implementation of BrightHire, and how AI tools are improving recruiter workflows and evidence-based hiring.

What does it take to thrive in talent—even when hiring freezes hit? In this episode, Amir talks with Frank Cebek about building a durable, impactful career in talent acquisition and people leadership. From surviving market downturns to translating business context into recruiting value, Frank shares his journey from consultant to senior people leader—and what skills made all the difference. This one’s packed with practical advice for recruiters, HR leaders, and anyone in people ops navigating today’s volatile job market.

In this episode, Amir sits down with Ashley Wines from Carta to dig into what it really means for talent teams to be proactive, not reactive. They unpack the need for talent leaders to embed themselves into the business earlier, how to build trust fast, the importance of internal product roadmaps, and how to handle stakeholder dynamics—especially when you're navigating complex matrix organizations. Whether you’re an HRBP, TA leader, or people ops pro, this episode is your blueprint for becoming a strategic talent partner.

In this episode, Amir sits down with Michelle King, Head of People and Talent at Notable Health, to break down what it really means to have a strategic relationship with the CEO. From spotting red flags in the interview process to pushing back (with impact) once you're in the seat, Michelle shares lessons from the trenches—no fluff, all substance. This episode is a must-listen for anyone in a people/talent role looking to elevate their business partnership game and hold their own in the executive room.