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Starring recruiting leadership from everywhere under the talent acquisition sun, Talk Talent To Me is a fast-paced rough-and-tumble tour through the strategies, metrics, techniques, and trends shaping the recruitment industry. Brought to you by your pals at LHH.
Starring recruiting leadership from everywhere under the talent acquisition sun, Talk Talent To Me is a fast-paced rough-and-tumble tour through the strategies, metrics, techniques, and trends shaping the recruitment industry. Brought to you by your pals at LHH.
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Molly Minczeski is the Director of Talent Acquisition & Employer Brand at MANSCAPED, a global men's lifestyle consumer brand and male grooming category creator. With a focus on creating a thriving remote culture, Molly has a deep understanding of the recruitment industry and emphasizes the importance of work-life balance and job satisfaction. She has a background in talent acquisition and positions herself as a strategic business partner, helping candidates navigate the hiring process and encouraging them to challenge hiring managers respectfully.
Molly Minczeski is the Director of Talent Acquisition & Employer Brand at MANSCAPED, a global men's lifestyle consumer brand and male grooming category creator. With a focus on creating a thriving remote culture, Molly has a deep understanding of the recruitment industry and emphasizes the importance of work-life balance and job satisfaction. She has a background in talent acquisition and positions herself as a strategic business partner, helping candidates navigate the hiring process and encouraging them to challenge hiring managers respectfully.
Kenzie Hoelscher
No additional bio available.
Neeti Upreti
Neeti Upreti is a global talent leader with extensive experience in the recruitment industry. She has held various senior leadership roles across multiple industries, where she has developed a deep understanding of the recruitment process and the importance of referrals. Neeti is known for her strategic approach to talent acquisition, emphasizing the need for both internal and external marketing campaigns to attract top talent. Her career journey reflects her commitment to transforming recruitment practices and enhancing employee engagement through innovative strategies.
Neeti Upreti is a global talent leader with extensive experience in the recruitment industry. She has held various senior leadership roles across multiple industries, where she has developed a deep understanding of the recruitment process and the importance of referrals. Neeti is known for her strategic approach to talent acquisition, emphasizing the need for both internal and external marketing campaigns to attract top talent. Her career journey reflects her commitment to transforming recruitment practices and enhancing employee engagement through innovative strategies.
Rich Adao
Rich Adao is the Head of Talent at Anyscale, where he focuses on talent acquisition strategies in the machine learning and AI sectors. With a background in recruiting from major tech companies like Google and Facebook, Rich transitioned to the startup world to tackle the unique challenges of sourcing talent in a rapidly evolving industry. He emphasizes the importance of differentiation in hiring and the role of AI in enhancing recruitment processes. Rich is also an advocate for empowering employees to take on recruiting roles and believes that recruiting is a collective responsibility within organizations.
Rich Adao is the Head of Talent at Anyscale, where he focuses on talent acquisition strategies in the machine learning and AI sectors. With a background in recruiting from major tech companies like Google and Facebook, Rich transitioned to the startup world to tackle the unique challenges of sourcing talent in a rapidly evolving industry. He emphasizes the importance of differentiation in hiring and the role of AI in enhancing recruitment processes. Rich is also an advocate for empowering employees to take on recruiting roles and believes that recruiting is a collective responsibility within organizations.
Lupe Colangelo
Lupe Colangelo is the Director of Alumni Engagement and Employer Partnerships at General Assembly, a company dedicated to closing the global tech skills gap and connecting tech talent with leading companies worldwide. With a focus on enhancing candidate experiences and understanding the hiring market from a candidate's perspective, Lupe brings valuable insights into the challenges and strategies of recruitment in the age of AI and technological evolution.
Lupe Colangelo is the Director of Alumni Engagement and Employer Partnerships at General Assembly, a company dedicated to closing the global tech skills gap and connecting tech talent with leading companies worldwide. With a focus on enhancing candidate experiences and understanding the hiring market from a candidate's perspective, Lupe brings valuable insights into the challenges and strategies of recruitment in the age of AI and technological evolution.
Topics Discussed
Sunday scaries
job satisfaction
work-life balance
remote culture
talent acquisition
strategic business partner
candidate experience
AI
recruitment
hiring manager relationships
resume filtering
AssemblyAI
big tech
referrals
internal marketing
senior leadership
employee engagement
transformation in the industry
machine learning
AI in recruiting
sourcing differentiation
LinkedIn Recruiter
performance management
skills planning
employer branding
sustainable talent pipeline
General Assembly
tech talent
hiring market
succession planning
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Episodes
Here's the recent few episodes on Talk Talent To Me.
0:0028:19
Director of TA & Employer Brand for Manscaped Molly Minczeski
Guests
Guests of this podcast episode
Molly Minczeski
Keywords
Keywords of this podcast episode
Sunday scariesjob satisfactionwork-life balanceremote culturetalent acquisitionstrategic business partnercandidate experience
What do the Sunday scaries have to do with how happy you are at work? Today we sit down with Molly Minczeski, the Director of Talent Acquisition & Employer Brand at MANSCAPED, the global men’s lifestyle consumer brand and male grooming category creator trusted by over 12 million men worldwide. Molly unpacks what the Sunday scaries really mean and why work-life balance looks different for everyone. She takes us inside MANSCAPED’s thriving remote culture, shares her journey into talent acquisition, and explains how she positions herself as a strategic business partner. Plus, she offers expert insights on how candidates can respectfully challenge hiring managers and assess how a company truly values them.
Key Points From This Episode:
The correlation between job satisfaction and the Sunday scaries.
Why it’s vital to understand that the work-life balance looks different for everyone.
Exploring MANSCAPED’s office setup and how it keeps its remote employees connected.
Molly’s professional history and how she ended up in her current role.
What her day-to-day looks like and what she’s most passionate about at work today.
How she goes beyond her job title to contribute to the business at a fundamental level.
Why candidates should challenge hiring managers (and how to go about it).
What Molly is looking for when she asks candidates specific questions.
Quotes:
“There might be a correlation between job satisfaction and where on the [Sunday scaries scale] you fall.” — Molly Minczeski [03:04]
“Every company is finding a rhythm that works for them. [MANSCAPED has] found that productivity has not slowed with everyone working fully from home.” — Molly Minczeski [09:36]
“I’m a fan of transparency in any opportunity that I can find. [By calling] the elephant out in the room, you can just get so much more done that way.” — Molly Minczeski [26:13]
What do the Sunday scaries have to do with how happy you are at work? Today we sit down with Molly Minczeski, the Director of Talent Acquisition & Employer Brand at MANSCAPED, the global men’s lifestyle consumer brand and male grooming category creator trusted by over 12 million men worldwide. Molly unpacks what the Sunday scaries really mean and why work-life balance looks different for everyone. She takes us inside MANSCAPED’s thriving remote culture, shares her journey into talent acquisition, and explains how she positions herself as a strategic business partner. Plus, she offers expert insights on how candidates can respectfully challenge hiring managers and assess how a company truly values them.
Key Points From This Episode:
The correlation between job satisfaction and the Sunday scaries.
Why it’s vital to understand that the work-life balance looks different for everyone.
Exploring MANSCAPED’s office setup and how it keeps its remote employees connected.
Molly’s professional history and how she ended up in her current role.
What her day-to-day looks like and what she’s most passionate about at work today.
How she goes beyond her job title to contribute to the business at a fundamental level.
Why candidates should challenge hiring managers (and how to go about it).
What Molly is looking for when she asks candidates specific questions.
Quotes:
“There might be a correlation between job satisfaction and where on the [Sunday scaries scale] you fall.” — Molly Minczeski [03:04]
“Every company is finding a rhythm that works for them. [MANSCAPED has] found that productivity has not slowed with everyone working fully from home.” — Molly Minczeski [09:36]
“I’m a fan of transparency in any opportunity that I can find. [By calling] the elephant out in the room, you can just get so much more done that way.” — Molly Minczeski [26:13]
Kenzie discusses her tansition from big tech to an AI startup, and how positive hiring manager relationships are more important than specific AI upskilling.
Key Points From This Episode:
Welcoming Kenzie (Keller) Hoelscher to the show.
Kenzie tells us about herself and how she got into recruitment.
A little bit about Kenzie’s fascinating career.
The importance of building relationships with your hiring managers.
The role AI is going to play in recruiting in the future.
How she landed up at AssemblyAI and what it’s like working there.
The kinds of questions she asks hiring managers when sourcing.
How Kenzie filters resumes to narrow down her search.
Kenzie shares some advice for anyone who wants to get into AI.
Quotes:
“With any role while you’re recruiting, as long as you’re having those conversations with your hiring manager and understanding what those main skillsets are, I do think it’s easy to go out there and source for them.” — Kenzie (Keller) Hoelscher [22:48]
“There’s definitely risks to being in a startup but I think now we’re seeing that there’s risks at being at bigger companies as well so why not take the risk?” — Kenzie (Keller) Hoelscher [30:40]
“AI is a booming industry [and] there’s a lot of energy around it right now.” — Kenzie (Keller) Hoelscher [31:24]
Kenzie discusses her tansition from big tech to an AI startup, and how positive hiring manager relationships are more important than specific AI upskilling.
Key Points From This Episode:
Welcoming Kenzie (Keller) Hoelscher to the show.
Kenzie tells us about herself and how she got into recruitment.
A little bit about Kenzie’s fascinating career.
The importance of building relationships with your hiring managers.
The role AI is going to play in recruiting in the future.
How she landed up at AssemblyAI and what it’s like working there.
The kinds of questions she asks hiring managers when sourcing.
How Kenzie filters resumes to narrow down her search.
Kenzie shares some advice for anyone who wants to get into AI.
Quotes:
“With any role while you’re recruiting, as long as you’re having those conversations with your hiring manager and understanding what those main skillsets are, I do think it’s easy to go out there and source for them.” — Kenzie (Keller) Hoelscher [22:48]
“There’s definitely risks to being in a startup but I think now we’re seeing that there’s risks at being at bigger companies as well so why not take the risk?” — Kenzie (Keller) Hoelscher [30:40]
“AI is a booming industry [and] there’s a lot of energy around it right now.” — Kenzie (Keller) Hoelscher [31:24]
referralsinternal marketingrecruitmentsenior leadershipemployee engagementtransformation in the industry
Referrals are an active, internal marketing campaign that recruitment leaders need to leverage alongside their external marketing campaigns. Today, global talent leader Neeti Upreti joins the show to discuss the power and importance of referrals in the recruitment industry. Hear all about Neeti’s incredible career, why recruiting isn’t only a push but also a pull, the importance of senior leadership roles in recruitment, handling referrals, and so much more! Neeti’s experience in various industries has helped her identify the dos and don’ts of recruiting and in this conversation, she delves into some of the best ways to increase referrals before talking about when to encourage employees to make referrals.
Key Points From This Episode:
Welcoming today’s guest, Neeti Upreti.
Neeti shares her career journey and how she ended up where she is today.
The push and pull of recruiting: why there needs to be a buy-in from both ends.
Neeti outlines the imperative role of senior leadership in recruitment.
Balancing hiring referrals with the best-qualified candidate.
A few of the best ways to increase referrals within your company.
Why employees should be encouraged to make referrals from onboarding.
The importance of bringing an element of fun into recruitment.
Why Neeti is so excited about transformation in the industry.
Quotes:
“Behind everybody’s success, there are leaders who lean in to provide that development opportunity.” — Neeti Upreti [5:48]
“The reason why I think that [senior leadership roles are] important and why I still enjoy it is because I feel like you really need to be close to a problem in order to be able to find the solution.” — Neeti Upreti [8:01]
“We should – be working on an internal campaign to see how [we can] network with our internal employees to find – talent.” — Neeti Upreti [22:42]
“When you drive fun into a process, you get more engagement.” — Neeti Upreti [28:55]
Referrals are an active, internal marketing campaign that recruitment leaders need to leverage alongside their external marketing campaigns. Today, global talent leader Neeti Upreti joins the show to discuss the power and importance of referrals in the recruitment industry. Hear all about Neeti’s incredible career, why recruiting isn’t only a push but also a pull, the importance of senior leadership roles in recruitment, handling referrals, and so much more! Neeti’s experience in various industries has helped her identify the dos and don’ts of recruiting and in this conversation, she delves into some of the best ways to increase referrals before talking about when to encourage employees to make referrals.
Key Points From This Episode:
Welcoming today’s guest, Neeti Upreti.
Neeti shares her career journey and how she ended up where she is today.
The push and pull of recruiting: why there needs to be a buy-in from both ends.
Neeti outlines the imperative role of senior leadership in recruitment.
Balancing hiring referrals with the best-qualified candidate.
A few of the best ways to increase referrals within your company.
Why employees should be encouraged to make referrals from onboarding.
The importance of bringing an element of fun into recruitment.
Why Neeti is so excited about transformation in the industry.
Quotes:
“Behind everybody’s success, there are leaders who lean in to provide that development opportunity.” — Neeti Upreti [5:48]
“The reason why I think that [senior leadership roles are] important and why I still enjoy it is because I feel like you really need to be close to a problem in order to be able to find the solution.” — Neeti Upreti [8:01]
“We should – be working on an internal campaign to see how [we can] network with our internal employees to find – talent.” — Neeti Upreti [22:42]
“When you drive fun into a process, you get more engagement.” — Neeti Upreti [28:55]
An Entire Company of Recruiters with Anyscale Head of Talent Rich Adao
Guests
Guests of this podcast episode
Rich Adao
Keywords
Keywords of this podcast episode
machine learningtalent acquisitionAI in recruitingsourcing differentiationreferralsLinkedIn Recruiterperformance management
Rich shares invaluable insights from his time at Google and Facebook, explaining why he transitioned into the startup world and how Anyscale is tackling the challenges of machine learning talent acquisition. We also discuss the importance of sourcing differentiation, the role of AI in recruiting, and why every employee should think like a recruiter.
Key Points From This Episode:
Why Rich left big tech for startups and the lessons he brought with him.
Selling shovels during a gold rush: how Anyscale enables AI and ML scalability.
Anyscale’s plans to expand from 135 to 200 employees by the end of 2025.
The importance of sourcing differentiation in hiring.
Reflections on the role of AI in recruiting: what works, and what doesn’t.
Insight into the power of referrals and empowering employees as recruiters.
What goes into shifting from traditional referrals to proactive sourcing.
Different ways that hiring managers are embracing LinkedIn Recruiter.
Measuring hiring success as part of performance management.
The impact of helping hiring managers understand the realities of recruiting.
Rich’s mindset-focused advice for mid-career talent professionals.
Quotes:
“As a sourcing and recruiting team, you have to find differentiation – faster than your competitors. Otherwise, you're pulling up LinkedIn Recruiter, putting the same 150 engineers into a project folder that your competitors are, and going after the same talent.” — Rich Adao [12:45]
“I'm still waiting for a magic AI tool to emerge. – You still cannot replace the human connection [with] a recruiter that can get to know somebody and explain the business.” — Rich Adao [15:09]
“Recruiting is everybody's job. It is important. It is paramount for our future success.” — Rich Adao [26:02]
“Don’t put limitations on yourself. If you have the right approach in your current job, you can surprise yourself with what you can do. Always continue to reach above and beyond. At the same time, be realistic about where you are. Seek out feedback.” — Rich Adao [38:33]
Rich shares invaluable insights from his time at Google and Facebook, explaining why he transitioned into the startup world and how Anyscale is tackling the challenges of machine learning talent acquisition. We also discuss the importance of sourcing differentiation, the role of AI in recruiting, and why every employee should think like a recruiter.
Key Points From This Episode:
Why Rich left big tech for startups and the lessons he brought with him.
Selling shovels during a gold rush: how Anyscale enables AI and ML scalability.
Anyscale’s plans to expand from 135 to 200 employees by the end of 2025.
The importance of sourcing differentiation in hiring.
Reflections on the role of AI in recruiting: what works, and what doesn’t.
Insight into the power of referrals and empowering employees as recruiters.
What goes into shifting from traditional referrals to proactive sourcing.
Different ways that hiring managers are embracing LinkedIn Recruiter.
Measuring hiring success as part of performance management.
The impact of helping hiring managers understand the realities of recruiting.
Rich’s mindset-focused advice for mid-career talent professionals.
Quotes:
“As a sourcing and recruiting team, you have to find differentiation – faster than your competitors. Otherwise, you're pulling up LinkedIn Recruiter, putting the same 150 engineers into a project folder that your competitors are, and going after the same talent.” — Rich Adao [12:45]
“I'm still waiting for a magic AI tool to emerge. – You still cannot replace the human connection [with] a recruiter that can get to know somebody and explain the business.” — Rich Adao [15:09]
“Recruiting is everybody's job. It is important. It is paramount for our future success.” — Rich Adao [26:02]
“Don’t put limitations on yourself. If you have the right approach in your current job, you can surprise yourself with what you can do. Always continue to reach above and beyond. At the same time, be realistic about where you are. Seek out feedback.” — Rich Adao [38:33]
In the age of AI and rapid technological evolution, skills planning has become a greater challenge than ever before. But how else can businesses ensure clear succession paths across their organizations? As we dive down this rabbit hole, we are joined today by Lupe Colangelo, the Director of Alumni Engagement and Employer Partnerships at General Assembly – a company focused on closing the global tech skills gap and connecting tech talent with top companies across the globe. We begin with the work being done at General Assembly and what Lupe’s role entails before examining the current state of the hiring market from the candidate’s perspective. Next, we discover how organizations are staying on top of candidate expectations, the guidelines to follow for employer branding in current market conditions, the reasons behind candidate frustrations, and how AI literacy fits into the recruiting conversation. To end, we unpack General Assembly’s State of Tech Talent 2025 to help define a ‘sustainable talent pipeline’, the challenges of developing one, how AI and technology affect skills and succession planning, and why it’s a good idea to brush up on your AI skills even if AI is not at the forefront of your work responsibilities. Lupe Colangelo also shares invaluable advice for leveling up your candidate experience as a recruiter.
Key Points From This Episode:
Assessing the current state of the hiring market from the candidate’s perspective.
Why some recruiters won’t discuss salary expectations in the early interview stages.
Unpacking the general sentiments of frustrated candidates.
Automation, online talent portals, and other ways to improve the candidate experience.
How recruiters select candidates, and how you can stand out in any talent pool.
The role of AI in the hiring market and where AI literacy fits in.
Defining a ‘sustainable talent pipeline’ and exploring the possible risks of developing one.
How skills and succession planning become more difficult as technology evolves.
What it means to have AI skills even in non-AI-specific roles.
Final takeaways from General Assembly’s State of Tech Talent Report 2025.
Lupe’s advice to recruiters hoping to improve their candidate experience.
Quotes:
“From an HR perspective, you never want to make a promise that you can’t keep.” — Lupe Colangelo [11:29]
“Anything that you can include from an HR perspective that tells people where they are; when they can expect to hear back; if they’re still a candidate in the running, that makes such a difference to how a candidate perceives you and if they’re willing to reapply in the future.” — Lupe Colangelo [13:57]
“We kind of assume everyone is using [AI], but now it’s [about] how you’re using it. So, you probably shouldn’t pull it up in an interview.” — Lupe Colangelo [21:35]
“If your leaders aren’t scared of [AI], your employees are not going to be scared of it.” — Lupe Colangelo [31:20]
In the age of AI and rapid technological evolution, skills planning has become a greater challenge than ever before. But how else can businesses ensure clear succession paths across their organizations? As we dive down this rabbit hole, we are joined today by Lupe Colangelo, the Director of Alumni Engagement and Employer Partnerships at General Assembly – a company focused on closing the global tech skills gap and connecting tech talent with top companies across the globe. We begin with the work being done at General Assembly and what Lupe’s role entails before examining the current state of the hiring market from the candidate’s perspective. Next, we discover how organizations are staying on top of candidate expectations, the guidelines to follow for employer branding in current market conditions, the reasons behind candidate frustrations, and how AI literacy fits into the recruiting conversation. To end, we unpack General Assembly’s State of Tech Talent 2025 to help define a ‘sustainable talent pipeline’, the challenges of developing one, how AI and technology affect skills and succession planning, and why it’s a good idea to brush up on your AI skills even if AI is not at the forefront of your work responsibilities. Lupe Colangelo also shares invaluable advice for leveling up your candidate experience as a recruiter.
Key Points From This Episode:
Assessing the current state of the hiring market from the candidate’s perspective.
Why some recruiters won’t discuss salary expectations in the early interview stages.
Unpacking the general sentiments of frustrated candidates.
Automation, online talent portals, and other ways to improve the candidate experience.
How recruiters select candidates, and how you can stand out in any talent pool.
The role of AI in the hiring market and where AI literacy fits in.
Defining a ‘sustainable talent pipeline’ and exploring the possible risks of developing one.
How skills and succession planning become more difficult as technology evolves.
What it means to have AI skills even in non-AI-specific roles.
Final takeaways from General Assembly’s State of Tech Talent Report 2025.
Lupe’s advice to recruiters hoping to improve their candidate experience.
Quotes:
“From an HR perspective, you never want to make a promise that you can’t keep.” — Lupe Colangelo [11:29]
“Anything that you can include from an HR perspective that tells people where they are; when they can expect to hear back; if they’re still a candidate in the running, that makes such a difference to how a candidate perceives you and if they’re willing to reapply in the future.” — Lupe Colangelo [13:57]
“We kind of assume everyone is using [AI], but now it’s [about] how you’re using it. So, you probably shouldn’t pull it up in an interview.” — Lupe Colangelo [21:35]
“If your leaders aren’t scared of [AI], your employees are not going to be scared of it.” — Lupe Colangelo [31:20]
