Member Headlines & Blog

A few months ago, we started holding community calls to help TA leaders make sense of what was happening with Indeed. Not to editorialize. Not to prescribe answers. Just to create a space where people doing the same job, inside similar organizations, could compare notes and figure out what was actually true versus what was rumor, assumption, or inconsistent guidance from their account teams. And it did exactly what a strong community is supposed to do. Hundreds of TA leaders showed up. They shared what they were hearing, what they were doing, and what they still didn't understand. The calls became a genuine, practical, peer-driven resource at exactly the ...

Not long ago, SEO was simple: write a page targeting a keyword, wait for clicks, celebrate when traffic went up. But now, AI is reshaping SEO strategy — and fast. When AI encounters your content, whether it’s a careers page, a blog post, or a short employee video, it doesn’t just read it. It interrogates it. In microseconds, it’s silently asking: “Is this a clear and direct answer, or is it buried in marketing fluff?” “Does this content help me answer not just the original question — but related ones too?” “Can I trust the person saying this? Are they real?” “Is this structured in a way I can easily quote or summarize?” With Google’s ...

Last year, a former OpenAI employee and several colleagues suggested that by April 2027, unchecked AI could destroy humanity. Recently, those same authors revisited the prediction and pushed the timeline out to 2034. They also acknowledged something important. They might be wrong. The discussion comes from researcher Daniel Kokotajlo and collaborators, who outlined their original scenario in the widely circulated AI 2027 forecast . Whether that prediction proves accurate isn’t really the point. What it highlights is a broader pattern: our tendency to obsess over distant futures we can’t possibly predict with precision. We see the ...

The Work Deserves Recognition. Now It's Getting Some. Here's something I've noticed in almost every conversation I've had with TA leaders over the past eighteen months: the most interesting AI work in recruiting isn't necessarily coming from vendors. It's coming from practitioners . A recruiter who built a prompt sequence that cut their intake call prep time in half. A small TA ops team that wired together a few tools and finally got their hiring managers responding to feedback requests. A sourcer who created a workflow so clean and repeatable that their entire team adopted it in a week. Real work, built inside real recruiting functions, solving real problems ...

by Bill Boorman Austin, Texas-based employment site Indeed hosted its first Labor Market Data Summit in Washington as it seeks to position its job-posting data as a resource for economists and policymakers tracking employment trends. The event brought together economists, central bank researchers and labor market analysts to discuss how private employment data can complement traditional government statistics. Indeed said the meeting was designed to highlight how real-time job-posting and search data can provide earlier signals about shifts in hiring demand. The discussions were organized by the company’s Hiring Lab research group, which analyzes ...

I spent most of last week in Philadelphia at I Am Phenom , sitting in a small room with industry analysts while Phenom 's senior leadership - including CEO Mahe Bayireddi - spent four hours walking through their vision for where talent technology is headed. Mahe made a point that stuck with me: the question isn't just what can be automated, but what should be . He framed AI's economic transformation not as job replacement, but as automation happening at the intersection of industry, function, role, workflow, and geography - all at once. Simon Sinek was also in attendance at the event, and in a fireside chat session he offered a perspective worth holding ...

Why the next era of recruiting will belong to organizations that design for clarity, capability, and trust For most of the last decade, recruiting technology focused on one central promise: efficiency. Automation would make hiring faster. Data would make hiring smarter. Artificial intelligence would remove administrative work so recruiters could focus on the human parts of the job. In many ways, that vision became reality. Interview scheduling that once required days of back-and-forth emails now happens automatically. Sourcing platforms surface thousands of candidates in seconds. Generative AI can draft job descriptions, outreach messages, and interview ...

Master Burnett put it plainly in a post last week: "The question is not whether AI should be adopted. It is whether the system it is entering is governable." That sentence stopped me. Not because it's surprising — but because it names, precisely, what I've been watching play out in Talent Acquisition for the last several years. The University of Phoenix recently published data showing that 53% of employers report they do not have standardized workflows for Talent Acquisition. I'll be honest — I worry more about the 47% who believe they do. Either way, the implication for AI adoption is the same: ungoverned AI applied to unstandardized processes doesn't ...

If you work in employer branding or recruitment marketing, your inbox has probably started filling up with a new category of content: guides, benchmarks, and tools telling you that unless you’re optimizing for AI answer engines right now, your employer brand is already invisible to candidates. Some of that content is genuinely useful. A lot of it is vendor marketing wearing a thought leadership hat. I want to give you a more honest read because I think the underlying shift is real, but the way it’s being packaged for EB practitioners deserves some scrutiny. The Signal Is Real Let’s start with what’s actually true. Candidates are changing how they research ...