Executive leader and board member Wilma Wallace joins Roy to discuss her experience recruiting and mentoring leadership teams at Gap and REI during her extensive career at both legacy brands. After spending over 20 years in senior roles at Gap, Wilma served as Chief Diversity and Social Impact Officer, as well as Chief Legal Officer at REI. In 2024, she retired to focus on impacting change, particularly from an equity, access, and justice perspective, on several boards. Her work centers social impact, environmental justice, and human rights in both the for-profit and non-profit sectors. Wilma and Roy discuss accounting for and addressing changing levels of trust across organizations, internal succession planning versus seeking external candidates, the link between alignment of purpose and successful performance in leadership teams, and much more.     

Highlights from our conversation include:

• How Wilma evaluates candidates’ leadership abilities (4:18)
• Creating an environment that fosters high potential future leaders (6:48)
• Recruiting external talent (8:26)
• Leadership assessment practices at Gap & REI (11:08)
• Ensuring that an organization’s culture stays dynamic and resilient (14:01)
• Leading and hiring through periods of growth and change (17:35)
• Ways in which leaders should be vetting culture and values before taking on new leadership roles (20:30)
• What gives Wilma hope about the next generation of leaders (23:00)

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Talent acquisition expert Heather Flynn joins Roy to discuss the ins and outs of successful recruitment strategy. Heather recently served as the SVP of Talent Acquisition for Aritzia, prior to which she led hiring efforts for other major brands like Nike and ASML. Roy and Heather dig into the essential role of talent strategy, the importance of strong employment branding and candidate engagement, the emerging application of AI in recruiting, and much more.

Highlights from our conversation include:

• How holistic talent strategy informs a successful business strategy (5:52)
• Current trends, challenges, and opportunities facing top talent acquisition leaders (7:54)
• Key elements of a successful talent acquisition strategy (9:58)
• How Heather assesses an organization’s hiring bar (13:45)
• Ways that hiring leaders can step up their game (16:11)
• Heather’s approach to helping hiring teams make the best candidate decisions (17:45)
• What growing consumer brands look for in a leader and how it’s evolved recently (20:07)
• How she approached talent strategy at Aritzia (22:14)

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Coach, speaker, and author Patrick Galvin joins Roy to discuss the principles laid out in his recent book The Connector’s Way. Patrick’s work focuses on the essential role of personal connection and relationship building in our day to day life, our business practices, our sense of success, and more. As co-founder and partner of The Galvanizing Group and author of several books exploring the nuances of social connection and trust building, Patrick helps high-performing companies and individuals achieve greater levels of success in business by strengthening internal and external relationships. Patrick and Roy dig into the many ways to practice relationship building, the pitfalls of networking without connecting, why it pays to be “the keener,” and much more.

Highlights from our conversation include:

• The important distinction between connecting and networking (5:02)
• Ways in which hybrid/remote work impact connection (7:11)
• Using Patrick’s methods to build trust, engagement, and performance (9:16)
• Embedding relationship building into company culture and leadership development practices (12:53)
• The intersection of connection and recruiting (18:52)
• Balancing work, life, and maintaining strong relationships (20:58)
• Metrics that leaders can use to track or improve their ability to foster connections (26:36)
• How Patrick sees technological advances impacting the formation and maintenance of relationships (29:59)

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Fred Miller and Judith Katz of The Kaleel Jamison Consulting Group have spent the last few decades on the cutting edge of diversity and inclusion thought leadership and organizational development. For the last 50 years, KJCG has assisted organizations in creating inclusive, collaborative workplaces that leverage differences to achieve higher performance and engagement. Judith and Fred have co authored multiple books on diversity, inclusion, collaboration, trust, authenticity, and teamwork, and they join Roy to discuss their latest groundbreaking book, The Power of Agency: Cultivating Autonomy, Authority, and Leadership in Every Role.

Highlights from our conversation include:

• The next crucial step beyond inclusion and diversity (2:30)
• How agency impacts organizational efficiency and performance (4:24)
• The key difference between empowerment and agency (7:18)
• A leader’s role in an agency-forward organization (8:50)
• How to evaluate a leader for their capacity to promote agency (10:00)
• What this leadership shift means for organizations (11:10)
• How the COVID 19 pandemic influenced changes around agency (12:28)
• Six critical factors that foster a culture of agency (16:00)
• How to avoid a “runaway train” when implementing this strategy (18:36)
• The first steps leaders can take toward unleashing agency (20:42)
• How to evaluate the level of agency in an organization (22:45)
• Common barriers in unleashing agency (23:30)
• The important distinction between being kind and being nice (24:55)
• How AI and other technologies might affect agency in the workplace (27:06)

Visit HowIHire.com for transcripts and more on this episode, and check out Roy’s past conversation with Fred and Judith on recruiting, supporting, and retaining a diverse workforce.

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Career coach and HR consultant Kate Sargent returns for the third installment of our series exploring tips, insights, and advice for job seekers. Kate is the founder of KJS Consulting, where she helps candidates prepare and polish all aspects of their job search strategy. Prior to starting her coaching business, she recruited for brands like The North Face, Allbirds, Method, and The Citizenry. In Part 3 of their deep dive, Kate and Roy discuss the art – and science – of negotiation. Together, they dig into the complexities of reaching agreeable compensation for a new role, the pros and cons of equity, how to leave a job graciously, and the importance of maintaining positivity through employment changes. 

Highlights from our conversation include:

• Negotiating compensation when fielding a job offer (1:43)
• Skillfully navigating and understanding equity, bonuses, and benefits (5:03)
• Other important variables to be aware of while negotiating a new role (7:16)
• How to quit and gracefully negotiate your exit (12:33)
• When, why, and where to get HR involved (14:27)
• The nuances of separation agreements (16:36)
• Contracting after leaving your role versus making a clean break (21:48)
• Dos and don’ts of posting on social media after leaving your job (23:02)

Visit HowIHire.com for transcripts and more on this episode, and check out Part 1 and Part 2 of Roy and Kate’s job search series, as well as our in-depth conversations about networking and interviewing.

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Career coach and HR consultant Kate Sargent is back for Part 2 of our three-part discussion series around strategies, guidance, and best practices for job seekers. Kate is the founder of KJS Consulting and has led extensive recruiting efforts for brands like The Citizenry, Method, The North Face, and Allbirds. In Part 2, Kate and Roy explore the ins and outs of interviewing. Together, they dig into important topics like recommendations for feeling and appearing prepared, ways to successfully frame competencies and experience, how to best approach challenging interview questions, and much more.   

Highlights from our conversation include:

• Important things to research about a company before your interview (1:44)
• Preparing for difficult interview questions (3:47)
• How to clearly and accurately convey leadership experience (7:14)
• Going high level in answering interview questions vs. getting into the details (9:39)
• Cues to be aware of (11:24)
• How to communicate weaknesses or limited experience (17:24)
• The value of having good questions prepared as an interviewee (20:54)
• How to follow up after an interview (24:30)

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Career coach and HR consultant Kate Sargent returns to the podcast for a special, three-part deep-dive into advice, insights, and recommendations for job seekers. Kate is the founder of KJS Consulting and has an impressive track record in recruiting for major brands like The North Face, Allbirds, Method, and The Citizenry. At KJS Consulting, Kate helps job seekers contextualize, articulate, and organize their stories in order to land ideal opportunities. In Part 1 of this conversation series, Roy and Kate dig into the functions of different kinds of recruiters, best practices for candidates in cultivating relationships with search firms and consultants, major do’s and don’ts during the hiring process, and the long range perspective necessary to building a comprehensive job search strategy.

Highlights from our conversation include:

• Ways in which Kate supports and coaches job seekers (3:12)
• Understanding the role of different recruiters and how they work (4:30)
• Why communication from recruiters might feel inconsistent or challenging at times (5:58)
• How candidates can evaluate whether or not a search firm is a good fit (10:18)
• What candidates should expect when reaching out to a recruiter (12:29)
• Effective ways for candidates to build relationships with search consultants (15:00)
• Respecting the recruiter during the hiring process (16:08)
• The importance of candidate honesty and accuracy in targeting opportunities (21:51)
• Leveraging your relationships for a long game strategy (23:43)

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Board recruiting advisor Kris Stred breaks down the role and impact of an effective board and how to find experienced directors. Kris has over 15 years of board search experience and is the founder of Stred Executive Search LLC. Before starting her own firm, Kris was a lawyer for publicly-traded and privately-held companies. Her first-hand involvement with the board’s fiduciary duties in high-stakes situations and the important dynamics of teams of business leaders propelled her to become a recruiter. She gained a deep understanding of what it takes to form a balanced and functional board of directors.

Highlights from our conversation include:

• The role and common structure of a board (3:19)
• How boards are evolving (5:59)
• When companies should develop a board (7:20)
• Why companies might look for professional support when recruiting a board (9:28)
• Pitfalls of the traditional board recruiting process and how to avoid them (11:56)
• The biggest difference between board and executive recruiting (15:27)
• What to look for in a board candidate (17:42)
• Screening for mission and values (21:14)
• One vital lesson from successes and failures (22:40)
• Mitigating risk factors (24:00)
• Key advice for incoming directors (25:27)

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Noto Group’s team of principal search consultants break down key workforce and leadership trends they’re seeing for 2025 and beyond. Sara Spirko, Lena Knofler, and Tami Bumiller discuss predictions and actionable advice for those seeking top talent in the year ahead.

Highlights from our conversation include:

• Challenges, opportunities, and reflections on 2024 (2:27)
• How client and candidate priorities are shifting (5:01)
• 3 essential competencies for modern leaders (10:00)
• How boards and CEOs can leverage search firms for success in 2025 (13:00)
• What’s making employers competitive in the talent market today (17:46)
  • Creative compensation packages (20:11)
  • Smart solutions to persistent hybrid/remote/on-site challenges (22:35)
• Attracting top talent to outlying locations (22:58)
• Current factors to consider when asking candidates to relocate (25:12)
• Guidance for executives seeking new roles this year (26:29)
• Reasons to be optimistic in 2025 and beyond (29:29)

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When the stakes are high, hiring the right leader can make or break your business. How I Hire dives into bold hiring strategies, historic market shifts, and heroic leadership stories from the best executives in the game.

Noto Group’s senior partners break down key hiring and leadership trends that they’re seeing for 2026 and beyond. Sara Spirko, John Copeland, and Tami Bumiller discuss common pitfalls, market forces, predictions, and actionable advice for those seeking top talent – and for candidates looking to be hired – in the year ahead.

Highlights from our conversation include: 

• Unexpected obstacles to hiring top leaders in 2025 (3:08)
• Shifts in client, company, and candidate priorities and needs (4:59)
• Competencies and capabilities that are essential for leadership in today’s market (7:37)
• Best indicators to predict executive success in the current hiring environment (9:42)
• How CEOs and boards can get the best results when engaging a search firm (10:53)
• The team’s take on whether hiring in 2026 is shaping up to be smoother or tougher than in previous years (15:59)
• In-office versus remote versus hybrid trends for 2026 (19:24)
• The evolution of compensation packages (20:34)
• How companies are thinking about hybrid or remote leaders (23:38)
• Advice for executive-level leaders considering making a move in 2026 (27:15)
• How candidates can show up authentically, especially given AI trends (32:09)
• How candidates can best connect with search firms like Noto Group (33:19)

Visit HowIHire.com for transcripts and more on this episode. Check out the full 2026 Leadership & Hiring Trends Report.

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Organizational psychologists Dr. Ted Freeman and Dr. Stacey Philpot return to the podcast with a deep dive into their approach to working with teams. 

Ted is the founder of Ted Freeman Advisory, where he applies his decades of experience in organizational knowledge and strategy to help companies function more smoothly. His clients include major brands like Arcteryx, Eileen Fisher, Bristol Myers Squibb, Wüsthof.

Stacey is a managing partner at Executive Development Consulting, where she utilizes over two decades of leadership development, executive coaching, and high-performance succession planning. Stacey’s clients include Apple, General Mills, Harley Davidson, Johnson & Johnson, and Nike.

Ted and Stacey often collaborate on their advisory work, leveraging their combined experience in organizational effectiveness and culture and brand development to help increase the competitive edge of some of the world’s largest companies. Both are longtime friends and colleagues of Noto Group and How I Hire.

In this episode, Ted, Stacey, and Roy delve into the complex dynamics inherent to working with teams. They discuss challenges they consistently hear from leaders, how to enhance a sense of inter-team competency, the necessity of translating and communicating context between leaders and teams, as well as commonly accepted myths about what constitutes a high-performing team.

Highlights from our conversation include:

• How leaders and team members struggle with team dynamics in different ways (5:35)
• Common concerns expressed by leaders about teams (9:21) 
• How to diffuse and rectify a lack of trust between leaders and teams (11:29)
• Important guidelines for Ted & Stacey’s approach (14:17)
• What high-performing teams really look like (18:33)

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Jackson Jeyanayagam is an accomplished executive leader whose work has spanned across many industry sectors and a wide range of organizations. He began his career on the agency side, where he worked for 15 years before pivoting into digital marketing, P&L management, and DTC growth for top brands like Chipotle, Clorox, and AB InBev. Jackson also has experience on the startup side, having served as CMO for Boxed, a DTC startup. Most recently, Jackson was responsible for founding and scaling RTD brand Hey, Hei for AB InBev, helping to incubate the brand and develop a startup mentality under AB InBev’s larger corporate umbrella. 

Jackson and Roy discuss the parallels between agency work and developing a startup, the necessity for widening the hiring funnel to better include outside strategies and perspectives, and the ways in which conventional interviewing methods are keeping brands from attracting and securing top tier talent.

Highlights from our conversation include:

• Jackson’s experiences at startups vs. more established brands (2:07)
• How he builds teams when coming into new organizations (5:11)
• Jackson’s process for determining opportunities for change (and what not to mess with when starting a new role) (8:19)
• Gauging intentional and unintentional toxicity within one’s team (13:21)
• The intersection between curiosity, vulnerability, learning, and hiring (16:07)
• How Jackson is intentional about influencing and shaping culture (21:58)
• His process for making executive-level hiring decisions and who’s involved (23:18)
• Ensuring the hiring process is equitable and attractive to a diverse range of talent (24:06)
• Talent market trends Jackson’s noticed from both the candidate and hiring sides (25:26)

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Ben Steele is a seasoned marketing and brand development leader, having most recently served as REI’s inaugural chief customer officer. Prior to carving out this new role at the Co-op, Ben began at REI in 2014 as chief creative officer. Over more than ten years at one of the country’s largest and most preeminent outdoor retailers, Ben has led brand stewardship and strategy, shepherded large-scale marketing initiatives, engaged and grown REI’s 24.5 million-strong worldwide membership, and connected essential merchandising, digital, and physical assets – amongst many other functions at the Co-op – all with the goal of sharing and facilitating a deep passion for the outdoors.

Ben and Roy discuss the inspiration for creating the chief customer officer role (as well as the challenges of being the first to occupy the position), navigating the ever-changing context of customer experience, and vital competencies he’s learned to nurture and develop within his teams.

Highlights from our conversation include:

• His initial action items upon joining REI (3:57)
• How Ben translated REI’s brand and culture through its employee base (6:07)
• The functions reporting into the chief customer officer role and the structure of Ben’s former team (9:55)
• Opportunities he’s had to bring the REI brand life for customers and members (12:35)
• Necessary adaptations and evolutions at REI in the past five years  (17:42)
• The ways in which being a part of a co-op influenced Ben’s approach to leadership and collaboration (20:40)
• How to determine whether or not a company is serving their customers well (26:58)
• Ben’s predictions for the future of retail (32:03)
• Recommended resources for professional development, news, and networking (35:48)

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To kick off a new series of special episodes here at How I Hire, we’re taking a close look at the chief digital officer role. Throughout this series, we’ll hear from different C-level executives about their unique functions, responsibilities, and skill sets in order to learn just what it takes to successfully hire – or be hired as – top tier talent. 

Jamaliya Cobine is an accomplished chief digital officer and digital marketing expert, having spent the past decade plus helping businesses develop their user experience, e-commerce platforms, and strategic digital initiatives. Jamaliya has an impressive track record, working for major brands like Urban Outfitters, Burton Snowboards, Wüsthof, and Topshop. She is currently the CDO of Omorovicza Cosmetics, where she continues her legacy of implementing consumer-centric business strategy, omni-channel technology, and transformative approaches to digital marketing. With in-depth experience across the apparel, outdoor, beauty, home goods, and fashion industries, Jamaliya is the perfect leader to help us learn everything there is to know about the chief digital officer role.

Jamaliya and Roy discuss the key functions of a CDO (and how they vary, depending on business structure), how competitive the market is for hiring CDOs, important trends affecting CDOs’ work, and much more.

Highlights from our conversation include:

• The scope and primary accountabilities of the CDO role (2:13)
• Strategy and goal-setting when starting at a new company (4:44)
• Challenges and opportunities facing CDOs today (6:30)
• How company structure affects a CDO’s functions and responsibilities (12:03)
• The structure of Jamaliya’s team (13:08)
• Competencies and capabilities necessary to be a successful CDO (17:15)
• What boards, investors, or CEOs should be aware of when initiating a CDO search (20:00)
• Common hurdles or barriers to success faced by incoming CDOs (21:28)

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Nadine Hall is a cross-functional business leader, having spent decades innovating in apparel and consumer products at companies like HanesBrands and Sara Lee. At both the president and SVP levels, Nadine oversaw billions of dollars of retail value, built and developed successful teams, and established high-growth business models across a variety of product lines and business units. Nadine’s leadership style includes a collaborative approach to innovative business strategy, data-driven analytics, and breakthrough models for brand growth and development. She’s also a board member, consultant, and advisor for companies in and outside the apparel industry. 

Nadine and Roy discuss how she developed her approach to leadership, what she looks for when interviewing potential candidates, the importance of a forward-thinking hiring strategy, and much more.

Highlights from our conversation include:

• Experiences that shaped Nadine’s approach to leadership and hiring (3:20)
• Development internal teams vs. recruiting external candidates (10:34)
• What Nadine looked for when hiring for her leadership team (12:28)
• Evaluating a candidate’s ability to navigate a large corporate matrix (19:14)
• Supporting her team when they were making high stakes hires (25:37)
• Lessons learned from hiring successes and failures (27:43)
• What Nadine wishes she knew earlier in her career (31:16)

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International business leader Hans Melotte has over 30 years of experience that combines global P&L accountability with functional leadership expertise across supply chain, procurement, technology, and sustainability. Hans is originally from Belgium, where he began his career in CPG at Procter & Gamble. Hans then spent over 20 years at Johnson & Johnson in the United States where he ultimately served as the Chief Procurement Officer before moving into food and beverage retail at Starbucks. Hans retired from his role as President of Global Channel Development at Starbucks in 2022 and is now focused on giving back as an adviser and mentor. 

Hans and Roy discuss what it takes to be a modern supply chain leader, the lessons Hans learned working with some of the largest brands in the world, the differences between North American and European business cultures, and much more.

Highlights from our conversation include:

• Factors that influenced Hans’s approach to leadership (5:07)
• CPG experience at P&G and J&J versus retail experience at Starbucks (6:48)
• Differences between American and European business cultures (11:38)
• His motivation to change industries and roles (15:09)
• Assessing and developing the capabilities of teams (18:06)
• The value of authentic leadership (21:06)
• Hans’s hiring strategy (22:40)
• Qualities that Hans looks for in fellow leaders and teammates (24:51)
• Incorporating stakeholders/partner perspectives into the recruitment process (27:42)
• Authentic interviewing and talent evaluation (29:02)
• Essential qualities of a successful supply chain leader (32:26)
• The importance of being in the moment (38:15)

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Kate Sargent is a talent acquisition expert and job search strategy coach, assisting both companies and candidates alike in matching top talent with career defining roles. In Part 2 of their deep dive conversation, Kate and Roy dig into best practices for interview preparation, how to effectively assess whether a job opportunity is a good fit, the most common mistakes job seekers make when interviewing, and what interviewers are listening for in the process.

Kate lends a unique perspective to the conversation – she’s served as Head of Global Talent Acquisition for iconic brands like Allbirds and Method, and has most recently served as the VP of People Operations at The Citizenry. Simultaneously, Kate’s built a successful career coaching business, helping candidates refine their search strategy, hone their job seeking assets, and distill their experience into highly relevant and engaging interviews. Her expansive knowledge of the talent pipeline and acquisition process make this discussion essential listening for both candidates and recruiters.  

Highlights from our conversation include:

• Common interviewing mistakes (1:19)
• Tips and tricks for getting back on track during an interview (5:21)
• How interviewees can gather information about a potential opportunity during the interview process (10:00)
• What you should know about a company before interviewing (11:28)
• One important skill to demonstrate interviews (13:44)
• How to expertly answer the notorious “weaknesses” question (16:10)
• What interviewers are listening for in a job seeker’s responses (20:56)
• Assessing whether a role is right for you as a job seeker (23:06)
• Kate’s advice on staying resilient during the job search process (25:01)
• The importance of being a good steward for others (26:56)

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Kate Sargent is a talent acquisition expert and job search strategy coach, assisting both companies and candidates alike in matching top talent with career defining roles. In Part 1 of their deep dive conversation, Kate and Roy discuss how candidates can successfully approach and prepare for a job search, and how fostering authentic relationships in the networking process can make or break a job search.

Kate lends a unique perspective to the conversation – she’s served as Head of Global Talent Acquisition for iconic brands like Allbirds and Method, and has most recently served as the VP of People Operations at The Citizenry. Simultaneously, Kate’s built a successful career coaching business, helping candidates refine their search strategy, hone their job seeking assets, and distill their experience into highly relevant and engaging interviews. Her expansive knowledge of the talent pipeline and acquisition process make this discussion essential listening for both candidates and recruiters. 

Highlights from our conversation include:

• How Kate coaches and supports job seekers (3:59)
• How to prepare for a job search  (5:47)
• The importance of distilling and communicating personal narratives (11:29)
• Ways in which Kate helps job candidates develop a focused job search (17:02)
• How to track progress during the job search (22:23)
• Using resources like Linkedin to research roles, network, and maintain relationships (25:36)
• Ways to foster authentic and reciprocal relationships (27:29)
• Tips to help job seekers network more successfully (30:26)
• Building and maintaining relationships with recruiters (34:18)

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Bryan Adams is the founder and CEO of Ph.Creative, an employer branding agency helping companies attract top talent. Ph.Creative works with brands to distill and express clear, authentic employee value propositions in order to enhance the applicant experience and retain candidates. Their clients include LinkedIn, Apple, Nike, and many more.

Bryan is also the best-selling author of Give and Get Employer Branding: Repel the Many and Compel the Few with Impact, Purpose, and Belonging, in which he discusses the ins and outs of employer branding, as well as the philosophy and methodology behind his work. Bryan and Roy discuss the integral role of brand reputation in talent attraction, the importance of culture and citizenship within a company, recent recruitment trends, and much more. 

Highlights from our conversation include:

• The concept of repelling and compelling the right talent (3:22)
• How Bryan and his team at Ph.Creative help client companies (4:45)
• The process of distilling and refining an organization’s EVP (6:01)
• Finding the balance between an organization’s reality of today and their aspirations for tomorrow (7:36)
• The business case for employer branding strategy (9:19)
• When differently sized brands should start developing/implementing their employer strategy and who typically initiates the process (10:55)
• Aligning business strategy with employer brand strategy (14:30)
• How to measure ROI on employer branding and talent attraction efforts (17:36)
• Maintaining an employer brand (19:52)
• Recent talent acquisition trends, challenges, and opportunities (21:51)
• Where companies typically fall short in employer branding and talent attraction (27:23)
• How Ph.Creative helps companies avoid false negatives and hiring mistakes (29:16)

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As we look ahead to 2024, we’re reflecting on some of our favorite moments shared on the podcast over the past year. Our guests brought an incredible mix of hiring insights and experience to the show. Highlights from this episode include:

• Noto Group’s team of executive recruiters:
  • Why openness is necessary in finding the right candidate (1:13)
  • Why it’s important to attract talent with different perspectives or lived experiences (1:55)
  • What candidates are looking for in a potential leader or company (2:42)
  • The necessity of having a strong talent strategy (3:56)
• John Vlastelica, Founder and CEO of Recruiting Toolbox:
  • How to avoid costly hiring mistakes (4:39)
• Katherine Melchior Ray, Global CMO
  • The importance of adaptability in prospective talent (7:02)
• Jean Batthany, CCO
  • Why passion is essential to both sides of the hiring process (8:05)
• Andy Ruben, Founder of Trove
  • The essential role of clarity in interviewing (9:23)
• Darcy Winslow, Co-Founder of the Academy for Systems Change (fmr. Nike)
  • The value of curiosity and learning in recruitment and hiring (10:34)
• Seth Ellison (fmr. Nike, Quiksilver, Levi Strauss & Co.)
  • How candidates’ experiences in previous roles can provide major insights into the value they might bring to a new position (11:24)
• Amani Duncan, Music and Entertainment Executive
  • The importance of looking beyond “perfect” to add to your team (12:40)

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Shaun Belongie is the CEO of New Belgium Brewery. He previously served as VP of Marketing for New Belgium before becoming CMO and then CEO in 2023. Shaun has over 20 years of CPG experience, having managed marketing innovation and brand direction for iconic companies like Nestle Purina and Kraft Foods. He’s helped build and maintain New Belgium’s human-powered business model as the brand grows and expands, all the while stewarding the brewery’s legacy and people-centric culture. Shaun joins Roy to discuss the challenges and opportunities during his journey from CMO to CEO, the differences between working at a large CPG brand versus a smaller, more nimble company, how New Belgium embodies and enacts their foundational values, and much more. 

Highlights from our conversation include: 

• Shaun’s transition from CMO to CEO at New Belgium (3:35)
• Challenges he’s confronted as New Belgium’s CEO (6:14)
• Shaun’s experience serving as New Belgium’s CMO (9:53)
• Shaun’s perspective on building and shaping culture as CEO (12:09)
• New Belgium’s human-powered business model (14:55)
• Maintaining authentic values throughout periods of growth (16:16)
• How his son’s health crisis inspired him to think differently about life and leadership (18:35)
• Leadership lessons that carried over from Shaun’s Kraft and Purina days (21:11)
• How changes in the industry are affecting Shaun’s approach to hiring (23:08)
• Leadership qualities that Shaun seeks in his senior executive team (25:01)
• How technology fits into his strategic plan (25:48)
• Guidance he’d offer to somebody early in their career (28:18)
• What Shaun’s most excited about in the future (30:13)

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John Vlastelica is the founder and CEO of Recruiting Toolbox, a consulting and training firm helping companies recruit and hire better; with more speed, efficacy, and diversity. John and Roy dig into current and future trends in recruiting, common mistakes that companies make in the hiring process, and how clarity and alignment can make all the difference in attracting and retaining top talent.

John brings an incredible wealth of recruiting experience and perspective to the conversation. He has spent the last two decades refining effective hiring tools and processes, developing employment sourcing and interviewing strategies for a wide range of legendary brands like Google, Amazon, LinkedIn, Pepsi, Nike, and many more. John and his team at Recruiting Toolbox develop customized training for corporate recruiters and hiring managers to help them improve who and how they hire.

Highlights from our conversation include:

• How John and his team help client companies (2:46)
• The components and importance of a holistic talent strategy (3:45)
• When companies need to start thinking about talent strategy (6:20)
• Trends, challenges, and opportunities facing talent acquisition leaders (11:56)
• Where companies are falling short in talent acquisition (13:41)
• How John and his team help companies determine what good looks like in hiring (15:54)
• Ways in which companies can inventory their processes and personnel to enhance the recruitment process (19:25)
• Helping companies avoid false negatives and improve their hiring decision quality (22:41)
• John’s predictions for the future of recruiting (25:33)
• Hiring advice for smaller companies without talent acquisition leadership (30:42)

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Organizational coach Greer Van Dyck joins Roy to explore how organizations can better support, motivate, and retain people throughout their parenthood journey.

Maintaining a full time job and starting a family presents unique challenges – along with an opportunity for organizations to more effectively support their employees in the process. Through her coaching business, Windrose, Greer works with management and leadership teams to foster psychological safety, transparency, and support for employees in all stages of parenthood. In her own words, Greer is “helping change the way organizations lead.” 

Highlights from our conversation include:

• Greer’s approach to supporting clients (2:36)
• Challenges, failure points, and risks organizations run into around parenthood (4:38) 
• When leaders should look for outside support (7:29)
• How to address troubling workplace statistics related to parents and parental benefits (9:51)
• The importance of communicating needs in order to affect organizational change (13:19)
• How somebody might initiate a dialogue with their company around parental support (15:36) 
• How candidates can evaluate parental support within an organization (16:45)
• Incorporating and communicating parental support within the recruitment process (18:52)
• Initial steps to make your company more parent friendly (19:57)

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Seth Ellison has led teams at iconic brands like Nike, Levi Strauss & Co., and Quiksilver. Today, he joins Roy to discuss how these roles have shaped his hiring philosophy and what we can learn from the talent strategy of top apparel companies.

Seth has decades of experience in brand building and merchandising, having led and built global teams for legendary brands. Seth’s extensive resume includes the growth of large-scale DTC and wholesale businesses across international markets, industry leading corporate strategy, widely successful C-Suite leadership, extensive team building and brand development, and high level execution across diverse consumer segments. 

Highlights from our conversation include:

• Lifelong lessons from Seth’s early days in the surf apparel business (4:15)
• How his time at Nike shaped his hiring philosophy (9:05)
• Developing internal talent vs. seeking external talent (11:55)
• Opportunities and challenges he experienced during Nike’s acquisition of Hurley (15:26)
• Seth’s process for making decisions on important hires (18:13)
• Seth’s interview strategy and criteria (22:35) 
• The elements of successful hires vs. hiring mistakes (25:22)
• Advice for young and emerging leaders (27:31)

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International marketing specialist Katherine Melchior Ray joins Roy to discuss her impressive career and the wisdom that she’s gained as a global business leader. They dig into what makes an outstanding, modern CMO, the benefits and challenges of pursuing a global career, and how to connect across cultures as an expat leader.

Katherine’s professional journey spans nearly three decades and includes mobilizing growth in a variety of businesses across five different industries and three continents. Her wealth of experience extends across a wide spectrum of business sectors, including beauty, hospitality, and fashion. She’s worked with legendary brands like Gucci, Shiseido, Nike, Louis Vuitton, and Hyatt, and currently teaches International Marketing at the Haas School of Business at the University of California, Berkeley.  

Highlights from our conversation include:

• Factors and experiences that shaped Katherine’s leadership and hiring philosophy (6:48)
• Navigating language barriers and developing cultural competency (8:27)
• Lessons learned from hiring and leading global teams (10:10)
• How to develop and manage the capabilities of new teams (11:22)
• How she makes decisions around important hires (14:09)
• Insights gained from hiring successes and failures (14:54)
• What makes a great CMO (15:58)
• How Katherine applies her knowledge of history to marketing strategies (17:19)

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Trove Founder and Executive Chairman Andy Ruben joins Roy to discuss his journey to entrepreneurship, how his business’s needs and culture have evolved over the years, and why he values thoughtful talent strategy.

Andy has spent the better part of the past three decades working in brand strategy, retail, consumer products, and sustainability. In 2004, he became Walmart's inaugural Chief Sustainability Officer, where he led change across the business and its suppliers before serving as a VP with the retailer. While Andy hadn’t always planned to pursue sustainability, he discovered a passion for the work and went on to found Trove, one of the most innovative companies in the space. 

Over the years, Andy and his team have helped drive the growing re-commerce market. Through their trade-in and branded resale services, Trove has teamed up with world-class brands like Lululemon, Patagonia, Levi’s, REI and others to keep their products in circulation and reduce waste.

Highlights from our conversation include:

• Andy’s unexpected path to sustainability work (3:24)
• How he brought sustainability into Walmart’s boardroom (6:09)
• Taking the leap from Walmart to Trove (9:44)
• How Trove’s hiring needs changed as the brand scaled (15:13)
• The role vision and mission plays in recruiting prospective talent (17:43)
• Andy’s approach to building success profiles (20:23)
• Lessons learned from past hiring mistakes (26:16)
• Understanding cultural elements that attract or repel talent (30:25)
• How Trove is navigating in-office, remote, hybrid, and flexible arrangements (39:02)

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Darcy Winslow is an inspiring leader whose decades of experience at Nike and sustainability-focused nonprofits have cemented her legacy as a forward-thinking, values-driven executive. In her time at Nike, Darcy focused on how the company could employ sustainable practices in footwear and apparel manufacturing. As a part of this process, she created Nike’s groundbreaking Sustainable Business Strategies Division and set her sights on sweeping systems transformation within the company. Darcy was able to marry Nike’s distinct approach to design and creation with the innovative spirit inherent to sustainability work. Darcy left the company in 2008 to further pursue these goals, founding the Academy for Systems Change and the Magnolia Moonshot 2030 project. She and her collaborators empower current and emerging leaders with the skills, networks, and values needed to tackle the climate crisis via global systems change.

Darcy joins Roy to discuss her foundational experiences at Nike, the necessity for authenticity in effective leadership, her vision for building networks of future leaders and system thinkers, her unique perspective on assembling teams that can collectively work towards widespread, positive change, and much more.  

Highlights from our conversation include:

• Darcy’s career journey and sustainability achievements (1:50)
• Experiences that influenced her leadership approach (7:25)
• How Darcy was able to put sustainability on the radar at Nike (9:30)
• Contemplating and incorporating values as part of her leadership (12:46)
• The inner and outer journey of a leader (14:06)
• How Darcy’s experience influenced her approach to hiring (15:02)
• Examples of hiring successes and challenges (16:46)
• How she inspired leaders to integrate and scale sustainability (18:37)
• Her connection and work with MIT’s Peter Senge (21:04)
• The vision and accomplishments of the ASC (22:36)
• How leaders and businesses can affect positive change in the climate crisis (23:47)
• The Magnolia Moonshot 2030 Project (26:23)
  • The UN’s Sustainable Development Goals
• Advice for current and emerging leaders (28:22)

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Award-winning global creative executive Jean Batthany sits down with Roy to dig into the nuances of creative leadership, when organizations should hire a creative leader, and how to assess the skills and competencies that make them successful.

Jean brings a wealth of experience and insight to the podcast; she has spent over thirty years leading brand-side and agency creative teams. Jean began her career at top advertising agencies like BBDO, M&C Saatchi, Merkley+Partners, and Saatchi & Saatchi before transitioning to leading in-house creative strategy for Disney Parks and Resorts, where she served as VP, Global Creative. Most recently, she led a team of over 300 creatives at Walmart as Chief Creative Officer.

Highlights from our conversation include:

• The key elements of a successful brand strategy (4:44)
• Balancing creativity and leadership skills in teams (5:33)
• When and why brands should hire a Chief Creative Officer (7:14)
• How to measure the success of a brand creative leader (7:50)
• The role CCOs play in driving great creative (9:59)
• The best advice Jean received as a young creative (12:28)
• What she looks for in creative leaders (13:40)
• The difference between a brand creative leader and a CMO -- and how they work together (14:29)
• Jean’s advice to early-career creatives (15:51)

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Music and entertainment marketing executive Amani Duncan joins Roy for a conversation about empathetic leadership, why she chooses to be a mentor-manager, how the justice, equity, diversity and inclusion movement impacts the kind and quality of the work you’re doing, and much more.

Amani has more than 20 years of experience spanning a variety of industries. She began her career at Def Jam Recordings. She navigated a time of sweeping change in the music industry as she worked with iconic companies like Bad Boy Entertainment, C.F. Martin & Co, Virgin Records, Capital Music, and MTV/ViacomCBS. Most recently, she served as the CEO of creative agency BBH USA, where she and her team delivered data-driven, full stack marketing and strategic partnership support to leading consumer brands. Today, she serves on the board of Fender Music Instruments and FYLi. 

Highlights from our conversation include:

• How hiring happens in the music industry (5:55)
• What leaders can learn from the ever-evolving music industry (8:32)
• How being a mentor-manager influences her hiring approach (10:09)
• Balancing gut with calculated risk when hiring (13:20)
• Red (and green) flags when assessing a candidate (15:12, 27:29)
• How Amani and her team set a vision to diversify BBH... (17:16)
• ...And how their success transformed the business (20:41)
• The “spark” she looks for in candidates (24:27)
• How Covid impacted hiring...
• And how she handled mis-hires (29:04)
• The benefits and pitfalls of references (30:31)
• What teams need from leaders in this moment (33:33)
• Amani’s advice for candidates (38:08)

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In this special episode of How I Hire, Roy is sitting down with Noto Group’s team of executive search consultants. He’s joined by Sara Spirko, Bridget Hope, Tami Bumiller, and Lena Knofler to dig into essential leadership, workforce, and hiring trends that they’re seeing for 2023 and beyond, along with the best ways to navigate them successfully for candidates and companies alike.

Managing Director Sara Spirko began her career in recruiting with large consumer products companies. She then transitioned into marketing and brand activities before moving into project management for supply chain and global HR functions. She worked with companies like Gibson Guitar Corporation, Mars Incorporated, CSL Behring, and Godiva Chocolatier before moving back to Portland, joining Noto Group in 2019, and reentering the world of talent recruitment.

Executive Recruiter Bridget Hope has over 20 years of experience in leadership, merchandising, and category management in the outdoor sporting goods, athletic fitness, and lifestyle industries. She got her start at Banana Republic as a project manager before relocating to Nike to work in category management. She went on to work in merchandising, licensing, and consulting for brands like Eagle Creek, Puma, and Skull Candy before reconnecting with Roy and joining Noto Group in 2022. 

Principal Search Consultant Tami Bumiller has 20 years of experience in hospitality operations, retail human resources, and agency recruiting. The first 10 years of her career were spent in restaurant operations for a variety of independent brands across the country, after which she transitioned into retail, working at Eddie Bauer and eventually serving as their Senior VP of HR. After working with Roy to build out Eddie Bauer’s leadership, Tami joined the team at Noto Group in 2019. 

Principal Search Consultant Lena Knofler started her career doing accounting and tax work at a family-owned aviation engineering investment company. After coaching sports teams in the area, she was inspired to shift gears towards talent development for a small local agency in Portland, in addition to doing in-house recruitment work for Providence Healthcare. Her career journey led her to Noto Group, where she has been a Search Consultant since 2019. 

Highlights from our conversation include:

• What it’s like to be an executive recruiter (5:54)
• What today’s candidates want and need (9:06)
• Key talent strategy trends for 2023 (13:38)
• Leadership qualities executives should have in order to stand out (19:30)
• Factors that will make the difference between success and failure in hiring this year (24:59)
• Developments in executive compensation (29:22)
• What the team is excited about moving forward (31:07)

Get your tickets for MO Summit 2023: April 24th-26th in Austin, Texas!

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Roy sits down with Seungah Jeong, President and CEO of MPOWERD, a Certified B Corporation specializing in sustainable, affordable, and thoughtfully designed renewable energy products. Not only does MPOWERD offer a host of highly functional, energy efficient tools for lighting, charging, utility, recreation, and power storage, they are also dedicated to distributing clean energy to people worldwide via their partnerships with hundreds of NGOs and non-profit organizations. Prior to her tenure at MPOWERD, Seungah built her experience in CPG at companies like Procter & Gamble and Nest Fragrances. She came to MPOWERD in 2016 to help develop the brand, expand their range of products, and amplify the company’s social and environmental impacts in the process. Seungah and Roy discuss her team building experience at Nest, how MPOWERD’s mission and values influence their recruitment practices, as well as the key characteristics she looks for in bringing talent along on a purpose-driven brand journey.

Highlights from our conversation include:

• Building a successful team from the ground up at Nest (4:36)
• One crucial trait she looks for in potential candidates (7:56)
• Similarities between the outdoor and beauty industries (12:19)
• Why an innovation mindset is essential in business (15:10)
• How MPOWERD’s values factor into their recruitment process (17:53)
• How she assesses a candidate’s connection to mission and purpose (20:38)
• When to hire internally vs. externally (26:20)
• Developing an effective hiring strategy and roadmap (28:40) 
• How to maximize a team’s potential during periods of growth (29:38)
• Key qualities Seungah looks for in evaluating leaders (32:23)
• Factors that have contributed to hiring mistakes (36:27)
• Seungah’s perspective on in-office vs. remote vs. hybrid work (40:22)
• Her advice to entrepreneurs just starting out in their career (44:24)

Use code HOWIHIRE at MPOWERD.com to receive 20% off your order.

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David Stever is the former CEO and CMO of beloved ice cream brand Ben & Jerry’s. David started with the company back in the early 80’s, working as a tour guide at their factory in Waterbury, Vermont. Over time, David ascended within Ben & Jerry’s, helping to grow the then start-up into an iconic, multinational corporation. Over the course of his decades-long career there, David led marketing initiatives, drove massive brand growth, expanded global market share, and helped facilitate reinvention and product innovation, all while keeping Ben & Jerry’s social mission front and center. He joins Roy to discuss his journey from tour guide to C-Suite, the many learnings he took from founders Ben Cohen and Jerry Greenfield, the profound effect of pursuing a triple bottom line, and much more.        

Highlights from our conversation include: 

• David’s initial interest in the ice cream industry and how it evolved into his career (1:32)
• Working with Ben and Jerry in the early days (3:50)
• Leadership lessons learned through periods of massive growth and scaling (6:13)
• David’s strengths and keys to success as Ben & Jerry’s CMO (8:48)
• What surprised him the most when he transitioned from CMO to CEO (13:48)
• What it means to do “business as unusual” (15:29)
• The influence of Ben & Jerry’s blend of activism and commerce on his leadership (18:12)
• How David defines Ben & Jerry’s unique culture and how he helped sustain it through the years and through acquisition (20:26)
• Successful hiring throughout Ben & Jerry’s different phases (22:48)
• Qualities David sought in his top leadership team (27:40)
• What he believes is often overlooked when assessing prospective talent (28:47)
• David’s next chapter and what he’s most excited about in looking ahead (31:00)

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Roy is joined by Jan-Patrick Schmitz, CEO of the Wüsthof Group. Wüsthof is a family-run business that has been manufacturing quality cutlery for over 200 years. Prior to Wüsthof, Jan-Patrick served as a key member of the leadership team at Montblanc. He’s spent over 20 years working in brand management, establishing himself as a seasoned thought leader in the consumer space. His extensive experience ranges from the development of luxury brands as the Founder and CEO of Muirbury & Co, to serving on the board of directors of Thornwillow Press and the German American Chamber. Roy and Jan-Patrick discuss key factors to consider when hiring and leading teams across borders and cultural contexts.

Highlights from our conversation include:

• Lessons from Jan-Patrick’s early career move from Germany to Japan (3:47)
• How leaders can cultivate trust and credibility with global teams (7:09)
• Advice for navigating culturally complex business dynamics (8:28)
• How Jan-Patrick builds cohesion in remote and global teams (12:08)
• Methods for assessing the performance of international teams (21:07)
• What Jan-Patrick looks for in a leader (24:45)
• His experience building a DTC business at an established company (26:12)
• How Jan-Patrick’s vision informs competencies and roles (28:28)
• His “unorthodox” interview style (30:47)
• How he engages stakeholders in global hiring processes (32:56)
• The three most essential skills effective global leaders must have (34:33)

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Starting your own business can present a wide variety of challenges, especially when it comes to building out strong, competent teams that can scale with the organization. Thousand is an urban cycling helmet and accessory brand based in Los Angeles. Founder and CEO Gloria Hwang joins Roy to share the wisdom she’s gained in her entrepreneurial journey from Thousand’s startup days in her garage to its success as an innovative outdoor brand. Gloria takes Roy through the obstacles she faced when Thousand was a fledgling company, and the pair discuss the skills, recruitment acumen, and flexibility it takes to grow a purpose-driven, values-based company. 

Highlights from our conversation include:

• Early career lessons at TOMS (4:10)
• The beginnings of Thousand (5:16)
• The challenges faced by new entrepreneurs when trying to hire (7:02)
• How to develop the skills needed for effective talent recruitment as an entrepreneur (9:30)
• The less tangible qualities she looks for in a prospective hire (13:41)
• Thousand’s core values and how they influence recruitment (14:26)
• Cultivating a diverse and equitable candidate pipeline (15:06)
• Developing a hiring roadmap for Thousand in the midst of growth (18:18)
• How the hiring process has changed at Thousand as they’ve become more established (24:10)
• Lessons learned from hiring successes and failures (26:02)
• What makes an authentic and capable leader (29:02)
• The pros and cons of remote/hybrid/flexible work environments (32:03)

Mentioned in this episode:

• The Performance Pipeline: Getting the Right Performance At Every Level of Leadership by Stephen Drotter

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Your organization just made an important executive hire – now what? Organizational Psychologists Dr. Stacey Philpot and Dr. Ted Freeman are here to answer this question and more. The two join Roy to continue their conversation around leadership transitions, discussing the ins and outs of leadership integration and acceleration. Drawing on their wealth of experience, Ted and Stacey outline the essential steps in implementing executive talent and speeding up the likelihood of success, as well as the positive impact they can have in their new role. 

• Ted and Stacey have been partnering with Noto Group on these kinds of complex and mission critical VP and C-Level hires for the last few years. Ted has extensive experience as an organization development consultant and executive. He previously served as Culture Officer at EILEEN FISHER, INC and couples this expertise with more than a decade of consulting experience in the areas of leadership development, organizational effectiveness, and executive coaching. Stacey brings over 20 years of experience as an organizational consultant to her role as Managing Partner at Executive Development Consulting. She’s advised Fortune 500 companies and CEOs on how to use leadership development to accelerate growth and increase their competitive advantage. 

Highlights from our conversation include:

• Concerns senior executives may have when entering new organizations (2:55)
• The four essential elements of success for new executive hires (5:17)
• Key steps when onboarding and integrating leadership teams (6:59)
• How to help new leaders productively and successfully engage with stakeholders (7:52)
• Challenges and risks faced by organizations when bringing in senior executives (9:29)
• The necessity for self-awareness and planning when entering a role (15:03)
• How to speed up the process of recalibration (18:15)
• The importance of contextualizing a new hire’s mandate for change within the ecosystem of the organization (21:16)
• The recipe for organizational success (22:10)

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Roy is joined by Wylie Robinson, CEO and Co-Founder of Rumpl, a Climate Neutral Certified B Corp and proud member of 1% for the Planet. By using performance materials that are most commonly found in premium outdoor gear, Rumpl is on a mission to introduce the world to better blankets. Before moving out to Portland, OR and modernizing the puffy blanket, Wylie worked as a designer with branding agency Landor in San Francisco. Wylie shares how his approach to hiring has evolved throughout Rumpl’s growth. The two also discuss how the brand’s compelling vision and values have helped attract top talent and drive its success.

Highlights from our conversation include:

• Wylie’s path to becoming an entrepreneur (1:51)
• Making Rumpl’s very first hires (7:26)
• Overcoming the growing pains of starting a company (8:53)
• Lessons learned from hiring challenges (10:41)
• Pursuing more equity in the hiring process (12:05)
• How he attracted talent with limited resources early on (14:35)
• How hiring needs have shifted as the company has grown (16:15)
• What makes the Rumpl culture so unique? (22:55)
• The value of hiring engaged employees (24:50)
• The employment brand’s development (28:23)
• The pros and cons of remote and hybrid work (36:23)
• Advice for entrepreneurs who are just starting out (37:16)

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Hiring a new CEO is a high stakes event, especially when a founder is involved. Roy sits down with Organizational Psychologists Dr. Stacey Philpot and Dr. Ted Freeman to discuss what it takes to successfully navigate these founder transitions. The three walk through each step involved. They share their insights into the challenges and opportunities at play and the unique partnership between a new CEO and founder.

Ted and Stacey have been partnering with Noto Group on these kinds of complex and mission critical VP and C-Level hires for the last few years. Ted has extensive experience as an organization development consultant and executive. He previously served as Culture Officer at EILEEN FISHER, INC and couples this expertise with more than a decade of consulting experience in the areas of leadership development, organizational effectiveness, and executive coaching. Stacey brings over 20 years of experience as an organizational consultant to her role as Managing Partner at Executive Development Consulting. She’s advised Fortune 500 companies and CEOs on how to use leadership development to accelerate growth and increase their competitive advantage. Both will be back in the future to dig further into leadership integration.

Highlights from our conversation include:

• Why founder transitions happen (3:16)
• The importance of having a plan in these high risk events (4:00)
• The kind of support available to organizations (5:33)
• The distinct partnership between a CEO and founder (7:33)
• What experts like Ted and Stacey consider when approaching these processes (8:56)
• How they help companies handle bumps in the road (10:57)
• Helpful scenarios they’ve worked through with clients (12:30)
• How these transitions impact existing teams (24:51)
• Tools and assessments that can inform CEO selection (27:38)

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Alyssa Kessler is the Director of Recruiting at Trove, a company whose technology supports circular shopping and aids in shaping environmentally responsible commercial ecosystems. Their end-to-end operating system facilitates the processes behind used inventory and recommerce sales for top brands like Arc'teryx, Levi's, lululemon, Patagonia, Eileen Fisher, and many others. Alyssa has always centered mission in her work. She began her recruiting career here at Noto Group before joining Patagonia as a Recruiting Manager. In this episode, Alyssa shares her experience in the recruiting field, as well as the essential elements of successful talent acquisition strategy at purpose-driven companies.

Highlights from our conversation include:

• The most important elements of a successful talent acquisition strategy (6:26)
• How to optimize the employment brand and candidate experience (8:39)
• The unique elements of working as a talent acquisition leader at a purpose-driven and sustainability-minded company (12:33)
• What makes a great talent acquisition professional (14:53)
• How talent acquisition teams add value to their organization (17:24)
• Her assessment of the current talent market (19:57)
• How the pandemic has shifted candidate expectations (20:48)

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Denise Novosel is the VP of Recruiting for personal styling service Stitch Fix. She spends her days crafting effective talent acquisition strategies for the brand. Before joining Stitch Fix, Denise was a senior talent leader at Nike and Microsoft. She and Roy break down the elements of world class talent acquisition models, recruiting best practices, and current talent market dynamics.

Highlights from our conversation include:

• Her path to becoming a talent acquisition leader (1:52)
• Key elements in an effective talent strategy (5:18)
• Planning for long term success in recruiting (6:18)
• The systems and tools that help streamline the hiring process (7:16)
• Offering candidates a positive experience (8:40)
• Comparing talent acquisition processes at Microsoft and Nike (11:01)
• Shifting from a leader-led model to a recruiter-led model (12:59)
• The benefits of being a hands-on talent acquisition leader (18:42)
• How Denise evaluates candidates at an executive level (19:58)
• Recruiting recruiters and what makes a great talent acquisition professional (21:40)
• How the COVID 19 pandemic has changed the talent landscape (23:33)

Our friends at Big Path Capital are hosting the 5th annual MO Summit in Portland, OR on April 19th and 20th! MO Summit is one of the largest convenings of positive impact CEOs. Attendees will engage, learn, and forge a new path on critically important topics. How I Hire listeners can use code “Noto22” to register at a discounted rate: mo-summit.com/register

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Paloma Medina is a speaker, coach, and entrepreneur specializing in organizational performance improvement. She approaches her work in leadership, equity, and inclusion through the lens of psychology and systems thinking. In 2019, Paloma challenged the model of diversity in the workplace through her TEDxPortland talk. In this episode, she’ll expand on the ideas she introduced in the talk and explore ways to make hiring processes more equitable.

Highlights from our conversation include:

• How she became interested in systems thinking (1:32)
• The genesis of her TEDx talk (3:50)
• Why “diversity,” “equity,” and “inclusion” are not synonyms (6:16)
• How Paloma would update the talk for our current context (7:22)
• The psychology of bias and how it shows up in hiring (11:15)
• How leaders can evaluate bias in their own processes (15:24)
• The outsized impact of the pandemic on women and BIPOC talent (21:22)

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Keywords: Leadership, executive search, hiring, talent, recruiting, entrepreneurship, business, culture, systems, systems thinking, diversity, equity, inclusion, executive recruiting, workplace, HR, remote work, TED, bias, psychology, neurology

Tom Duncan spent 15 years as the CEO of Positec, the innovative, market-leading power tool company, where he now serves on the board. Tom started the American division of Positec in 2005 and oversaw their successful growth strategy; Positec’s direct to consumer brands, Worx and Rockwell, are two of the fastest growing tool brands in the world. With a wealth of experience leading this challenger brand, Tom has developed an agile and process-oriented approach to hiring.

Highlights from our conversation include:

• Positec’s formula for success (4:26)
• His “two way street” hiring philosophy (7:33)
• One valuable lesson he’s learned from hiring mistakes (9:27)
• Why process is key (10:10)
• Early hiring challenges during Positec’s rapid growth (12:44)
• How Positec’s global business factored into their talent strategy (15:28) 
• The benefits and drawbacks of hiring within your network (17:09)
• Tom’s advice for emerging leaders (27:00)

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Theresa Watts is the Senior Vice President of Human Resources, Diversity, Equity and Inclusion at True Religion Brand Jeans, where she has helped to redefine and shape culture in order to design, build, and implement programs and policies that strengthen the organization. Employee relationships are central to Theresa’s leadership philosophy, and they inform her hiring strategy.

Highlights from our conversation include:

• How she stays connected to remote workers (8:04)
• The brand’s current priorities (9:37)
• How Theresa views candidates who have made mistakes or faced failure (12:04)
• Her approach to implementing equitable, inclusive, and effective hiring processes (13:41)
• Why it’s important to open doors and see talent in different forms (21:44)
• Her success profile for a C-level or VP role (24:03)
• Theresa’s take on flexibility and remote work (25:47)
• Her advice for current job seekers... (30:25)
• ...And those who are just starting their careers (33:08)

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Jason Bronstad is the CEO of Malk Organics, a clean-label, plant-based milk and creamer brand. Jason began his career in the food and beverage industry at Sara Lee, serving across several managerial and directorial positions between 2004 and 2010. He then went on to become VP of Sales at Mike’s Hard Lemonade and then the President of Mighty Swell Cocktail Company before joining purpose-led start up, Malk Organics, in 2020. He joins Roy to discuss the ins and outs of shaping culture, values-driven hiring, evaluating talent, learning to keep things simple, and much more. 

Highlights from our conversation include:

• Core beliefs and values that comprise Jason’s leadership playbook (3:55)
• Connection to mission (6:12)
• Hiring lessons learned during periods of brand growth and development (8:20)
• Key characteristics of high-performing leaders (11:40)
• Important traits Jason seeks in his direct reports (14:15)
• Evaluating cultural fit in prospective talent (15:50)
• The parts of Malk’s culture that make Jason most proud (18:08)
• Jason’s definition of success and how it’s evolved over the course of his career (20:22)
• His advice for the next generation of CPG leaders (21:10)

Carola Frisch is the Founder of Frisch Search, an executive search firm based in London that works with iconic lifestyle and consumer brands in high growth and transformation. Their clients have included Nike, Vans, The North Face, Starbucks, and many more. Carola has been championing a concept she calls Modern Leadership; leaders inspire purpose and culture as much as they drive performance and growth.

Highlights from our conversation include:

• Executive search trends (4:13)
• The true value of executive search services (5:14)
• What’s happening in the European business and talent market (8:34)
• Changes in leadership skills and mindsets (10:53)
• Debunking ageism in hiring (12:34)
• Defining modern leadership (14:33)
• Why some companies still struggle to select capable leaders (18:03)
• Advice for talent acquisition professionals (21:32)
• How modern leadership supports DEI efforts (23:35)
• 3 things hiring executives should take action on (27:35)

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Jan Singer is an influential and incredibly accomplished executive leader with over 25 years of experience in footwear, apparel, and cosmetics. She’s served as CEO at Victoria’s Secret, Spanx, and J. Crew. Earlier on, she held key roles at footwear giants like Nike and Reebok. In this episode, Jan shares how these experiences have shaped her successful leadership style, how she evaluates leadership in others, and a few key lessons she’s learned along the way.

Highlights from our conversation include:

• Key takeaways from Jan’s time at Nike (2:53)
• How she adapted her leadership style to Nike’s culture (8:54)
• Building teams during transformational times at companies like Spanx, Victoria’s Secret, and J. Crew (11:49)
• How she evaluated capabilities across different teams and functions (14:19)
• Jan’s approach to recruiting outside talent (16:57)
• What she looks for in leaders (19:48)
• Does the perfect candidate exist? (24:10)
• Why diversity, equity, and inclusion works is key in team success (24:37)
• Jan’s advice for aspiring leaders (28:00)

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Monica Williams is the Senior Vice President of Digital Products and Operations at NBCUniversal Content Distribution. In her 16 years at NBCUniversal, Monica has held a variety of roles and led innovative growth in the digital product space. Monica is also the founding member of the private network Chief’s Los Angeles location.

Highlights from our conversation include:

• Monica’s transition from GE Aviation to NBCUniversal (1:43)
• Key lessons from her leadership training (8:31)
• How Six Sigma has influenced her hiring approach (10:54)
• Identifying candidates who will thrive in a quickly evolving industry (11:56)
• Why creative thinking is essential in her world (15:10)
• Monica’s go-to interview questions and red flags (17:14)
• How she empowers and unlocks talent within her team (20:11)
• How her team geared up for the Olympics (26:40)

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Harvey Kanter is the CEO of Destination XL Group, a specialty retailer of men's big and tall apparel. He’s brought his unique and thoughtful approach to CEO, President, and Executive Vice President roles at companies like Blue Nile, Michaels, and Eddie Bauer. His book, Choosing to Lead: Being Comfortable Being Uncomfortable, details experiences that have shaped his leadership style and forged his resilience. Harvey will share how he builds outstanding teams, as well as what he looks for in an authentic leader.

Highlights from the conversation include:

• Why good leaders are comfortable being uncomfortable (3:02) 
• How Harvey helped shape the hiring strategy at Eddie Bauer (7:42)
• The “hire for attitude, train for skill” mindset (9:07)
• Hiring “failures” (14:59)
• How COVID has transformed the workplace (17:06)
• The importance of communication in leadership (21:33)
• How Harvey interviews and evaluates candidates... (25:32)
• ...and red flags he looks for (29:25)
• Harvey’s thoughts on the future of retail and e-commerce (31:09)

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