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BEWARE! The Escalating Threat of Job-Related Phishing Attempts

Job-related phishing attempts have surged dramatically in recent years, evolving into a sophisticated and financially devastating threat for job seekers globally. Driven by economic uncertainty, the proliferation of remote work, and advancements in AI, these scams have resulted in hundreds of millions of dollars in reported losses, with the true impact likely far greater due to underreporting.

This report details the scope of the problem, common tactics employed by scammers, the demographics most frequently targeted, and emerging trends, particularly the increasing role of artificial intelligence in these deceptive schemes.

1. Scope and Scale of the Problem:

The statistics paint a grim picture of the escalating nature of job-related phishing:

  • Explosive Growth in Losses: Reported financial losses to job scams more than tripled from 2020 to 2023. In the first half of 2024 alone, these losses topped an astounding $220 million in the United States.

  • "Task Scams" Dominance: A significant portion of this growth is attributed to "gamified" or "task scams." Reports of these specific scams skyrocketed from virtually zero in 2020 to 5,000 in all of 2023, then quadrupled to approximately 20,000 in the first half of 2024. These schemes accounted for nearly 40% of all job scam reports in 2024.

  • Underreported Crime: The Federal Trade Commission (FTC) estimates that only a mere 4.8% of victims report these scams, suggesting the actual financial and emotional toll is vastly underestimated.

  • Overall Fraud Increase: Broader fraud trends also show a significant increase in business and job opportunity scams, with reported losses totaling $750.6 million in 2024, up nearly $250 million from 2023.

2. Modus Operandi: How Job Scams Work

Scammers employ increasingly cunning and patient tactics to ensnare victims:

  • Initial Contact and Lure:

    • Unsolicited Messages: The scam often begins with an unexpected text message, WhatsApp message, or email from a seemingly legitimate "recruiter" or "hiring manager." These messages frequently offer attractive online work with high pay and minimal qualifications, often highlighting the ease of application and immediate start.

    • Impersonation: Scammers frequently impersonate well-known companies (including major corporations like Target and Costco) and reputable job boards. They may use look-alike email addresses, cloned websites, and even create fake company letterheads to appear credible.

    • Building Trust: A critical element is the time taken to build trust. Scammers engage in seemingly professional conversations, may conduct "easy" or "no" interviews, and often praise the victim's skills, making them feel recognized and valued.

  • The "Gamified" or "Task-Based" Scheme:

    • Fake Work/Earnings: Victims are directed to a platform or app where they are asked to complete simple online "tasks," such as "product boosting," "optimization tasks," liking videos, or rating product images. They are shown a growing tally of "earnings" within the platform, which are entirely fabricated.

    • Small Payouts to Build Confidence: In some cases, scammers might even allow victims to withdraw a small initial "payout" to further solidify the illusion of a legitimate opportunity.

  • The "Deposit" Trap (The Pivot):

    • Investment Requirement: Once trust is established, the scam pivots. The victim is then told they need to deposit their own money, typically in cryptocurrency, to "unlock" higher-paying tasks, continue working, or withdraw their accumulating (non-existent) earnings.

    • Irrecoverable Loss: Once the victim makes this deposit, the money is lost. The promised payments never materialize, and the scammers disappear, deactivating fake accounts and websites.

  • Information Gathering for Identity Theft: Beyond direct financial loss, many job scams also aim to collect Personally Identifiable Information (PII) for identity theft. This can include driver's license numbers, Social Security numbers, and banking details requested under the guise of "onboarding paperwork."

3. Targeted Demographics and Vulnerabilities:

Job scammers specifically target individuals in vulnerable positions:

  • Active Job Seekers: Anyone actively searching for employment is at risk, particularly in challenging economic environments where desperation can lead to overlooking red flags.

  • New Entrants/Re-entrants to the Workforce: Individuals new to the job market (e.g., recent graduates) or those re-entering after a long absence (e.g., homemakers) may be less familiar with modern hiring practices and thus more susceptible.

  • Immigrants: Individuals new to a country may be less familiar with local job market norms and regulations, making them prime targets.

  • Unemployed Individuals: A significant percentage of victims are unemployed (54%), actively seeking full-time or flexible positions.

  • Emotional Manipulation: Scammers exploit psychological vulnerabilities, playing on people's desire for income, recognition of their skills, and the pressure of economic uncertainty. They may encourage victims to "cross a line" they wouldn't normally consider, such as leaving phony reviews.

  • Geographic Vulnerabilities: States with higher populations and unemployment rates, such as California, Florida, Nevada, and Georgia, have shown a higher incidence of job scam reports and significant financial losses. While rural states generally have lower risks, some have seen high percentage changes in total dollar losses.

4. Emerging Trends and the Role of AI:

Artificial intelligence is rapidly enhancing the sophistication and reach of job-related phishing attempts:

  • Hyper-Realistic Phishing Emails: AI can generate personalized emails that mimic legitimate communications with alarming accuracy, analyzing social media profiles and digital footprints to tailor messages from "trusted contacts." This makes it increasingly difficult to spot scams based on typical grammatical errors or generic greetings.

  • AI-Generated Interviews and Deepfakes: AI can create convincing fake applicants, including generating fake IDs, employment histories, and even using deepfake technology for realistic video and audio impersonations in interviews. This poses a threat for companies who may inadvertently hire "fake employees" seeking to gain access to corporate networks for data theft or malware installation.

  • Multi-Channel Attacks (Phishing-as-a-Service): Scammers are increasingly using multiple communication channels, including:

    • WhatsApp and SMS (Smishing): Unsolicited texts and WhatsApp messages are a primary vector for initial contact.

    • Collaboration Tools: Phishing attacks are now tailored for platforms like Slack, Microsoft Teams, and Asana, with fake meeting invites or urgent messages containing malicious links.

    • QR Code Scams (Quishing): Malicious QR codes embedded in emails or attachments, when scanned, can lead to fraudulent websites or download malware. Dynamic QR codes can even change destinations after scanning to evade detection.

    • Vishing (Voice Phishing): AI voice cloning technology is being used to impersonate HR departments or executives, making voicemail phishing more convincing.

  • Sophisticated Social Engineering: AI-powered social engineering involves more nuanced psychological manipulation, such as "CEO-spoofing" with voice clones and targeting help-desk personnel for password resets.

  • Phishing-as-a-Service (PhaaS) Platforms: The proliferation of easy-to-use PhaaS platforms on underground forums, some advertised with AI chatbots, lowers the barrier to entry for criminals and allows for large-scale, automated phishing campaigns.

  • Credential Phishing Focus: A major goal remains credential theft, particularly for cloud-based services like Microsoft 365 and Google Workspace, using realistic fake login pages.

5. Recommendations for Protection:

Combating the rise of job-related phishing requires vigilance and proactive measures:

  • Skepticism of Unsolicited Offers: Immediately be wary of any unexpected job offer, especially those arriving via text, WhatsApp, or unsolicited email, regardless of how appealing they seem.

  • "Never Pay to Get Paid": A fundamental rule: legitimate employers will never ask for money for training, equipment, background checks, or to "unlock" earnings. Any such request is a definitive red flag.

  • Thorough Company Verification:

    • Research the company independently. Do not rely on links or contact information provided in the suspicious message.

    • Visit their official website directly by typing the URL into your browser.

    • Check for a legitimate online presence (LinkedIn, credible news articles).

    • Contact the company using publicly available official phone numbers or email addresses, not those in the suspicious offer.

  • Beware of "Too Good to Be True": High salaries for minimal effort or an offer to hire without a proper interview or skill assessment are strong indicators of a scam.

  • Inspect Communication Closely:

    • Look for unprofessional language, grammatical errors, or spelling mistakes, though AI is making these less common.

    • Verify the sender's email address – legitimate companies use their own domain (e.g., @companyname.com), not generic addresses like Gmail or Yahoo.

    • Hover over links before clicking to see the actual URL. If it doesn't match the stated company or seems suspicious, do not click.

    • Be cautious of unexpected attachments.

  • Protect Personal Information: Never share sensitive details like your Social Security number, bank account information, or copies of your ID until you have definitively verified the employer's legitimacy and are officially hired.

  • Be Wary of Online Task-Based Work: Exercise extreme caution with jobs that promise payment for simple online tasks (liking posts, rating products) without a clear, verifiable product or service interaction.

  • Enable Multi-Factor Authentication (MFA): Implement MFA on all online accounts, especially job platforms and email, to add an extra layer of security.

  • Stay Informed and Educated: Regularly update your knowledge on the latest phishing tactics and cybersecurity best practices.

  • Report Suspected Scams: Report any suspicious job offers or scams to relevant authorities like the Federal Trade Commission (FTC) (ftc.gov/complaint), the FBI's Internet Crime Complaint Center (IC3), and the job board or platform where the scam was found.

The evolving nature of job-related phishing, particularly with the integration of AI, necessitates a heightened level of awareness and caution from job seekers. By understanding the common tactics and red flags, individuals can significantly reduce their vulnerability to these financially and personally damaging scams.



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Why Job Growth is Treading Water

Economist Andrew Flowers from Appcast discusses the slowing US job market, describing it as 'treading water'. He analyzes recent employment data, labor force participation trends, quit rates, and the impact on recruiting and talent acquisition in various sectors.

The US labor market is currently in a state of 'treading water', according to economist Andrew Flowers. In a recent interview, Flowers, the chief economist for AppCast, provided an in-depth analysis of the current job market, highlighting key trends and their implications for employers, recruiters, and the broader economy.

Flowers began by explaining the concept of 'treading water' in the context of job growth. He pointed out that while the addition of 139,000 jobs in May might seem acceptable on the surface, it actually represents the weakest level of job growth in over 13 years. The average monthly gains are now at their lowest since late 2011, signaling a significant slowdown in the labor market.

Diving deeper into the numbers, Flowers emphasized the importance of looking beyond the headline figures. He noted that the foundations of the recent job growth numbers are weaker than they appear, due to the concentration of growth in a few industries and downward revisions to prior months' data. This suggests that the labor market's engine may have some underlying issues that aren't immediately apparent.

One of the key points Flowers highlighted was the narrowing base of job growth across industries. He explained that the job market has been primarily driven by three sectors in recent years: healthcare, leisure and hospitality, and government. However, this foundation is now shrinking, with government jobs, particularly at the federal level, showing declines in recent months.

Healthcare remains a strong pillar of job growth, accounting for over a third of all job growth in the last two years. Leisure and hospitality have also been significant contributors as the sector continues to recover from the pandemic-induced downturn. However, Flowers expressed concern about the sustainability of growth in these sectors, citing potential impacts from tariff policies and changes in consumer spending patterns.

The economist also discussed the concept of the 'diffusion index', which measures the proportion of industries adding jobs versus those shrinking. He noted that this index has reached its lowest point in the current cycle, indicating that job growth is becoming increasingly concentrated in fewer industries.

Turning to labor force participation, Flowers explained that the rate for prime-age workers (25-54 years old) has slipped to 83.4%. While this is still higher than pre-COVID levels, it represents a decline from recent peaks. He attributed the post-COVID increase in labor force participation to two main groups: prime-age women, whose participation is at an all-time high, and foreign-born workers.

However, Flowers expressed concern about the future trajectory of labor force participation, particularly in light of potential changes to immigration policies. He suggested that restrictions on immigration could lead to a shrinking talent pool, posing challenges for recruiters and talent acquisition professionals even if the economy weakens.

The conversation then shifted to quit rates, which have seen a significant change from the 'Great Resignation' period of 2021-2022. Flowers described the current situation as the 'Great Stay', with quit rates now lower than pre-COVID levels. This indicates that workers are less inclined to leave their current jobs, possibly due to concerns about the future economic outlook.

Interestingly, Flowers pointed out that hire rates are also at their lowest point in over a decade. This has created a somewhat frozen labor market, where employers are neither hiring nor firing much, and job seekers are staying put. He noted that roughly two-thirds of all hiring in the US is done to backfill positions where someone has left, rather than to create new positions.

Regarding the impact on job advertising and programmatic recruitment, Flowers suggested that the weakening job market could lead to a dip in recruiting costs. He explained that AppCast's data-driven approach to job distribution and optimization is well-suited to navigate the current environment of high uncertainty, as it can identify talent gaps and mismatches between demand and supply for specific roles in specific markets.

Flowers also addressed the surge in job applications that many employers are experiencing. He attributed this to two main factors: the difficulty new entrants to the job market face in finding employment, leading them to apply to more positions, and the rise of generative AI tools that enable job seekers to apply to multiple positions at scale.

Looking ahead, Flowers discussed the potential for 'peak staffing' in various industries. He noted that job postings for HR roles and other 'white-collar' or 'sitting down' jobs are significantly down compared to pre-COVID levels. While some of this may be due to increased efficiency and automation, Flowers primarily attributed it to the overall depression in white-collar hiring due to high interest rates.

However, he expressed optimism that these roles would eventually rebound when interest rates begin to decline. He emphasized that the current focus on hiring for 'standing up' jobs in sectors like healthcare, leisure and hospitality, and construction is largely due to the immediate return on investment these roles provide in a high-interest-rate environment.

In conclusion, Flowers painted a picture of a job market that is indeed 'treading water' - not drowning, but certainly facing challenges. The concentration of job growth in fewer sectors, the decline in labor force participation, and the frozen state of the job market all point to a period of transition and uncertainty. For recruiters and talent acquisition professionals, this environment demands adaptability, data-driven strategies, and a keen understanding of the evolving dynamics of the labor market.

As the economy continues to navigate these choppy waters, it will be crucial for employers and job seekers alike to stay informed about these trends and adjust their strategies accordingly. The insights provided by economists like Andrew Flowers offer valuable guidance for those looking to make sense of the complex and ever-changing landscape of the US job market.



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Unleash 2025 Vendor Interviews

As I walked the floor at Unlash in Vegas I hit up a few vendors. In order of appearance;

  1. iSolved: new integration of ApplicantPro

  2. Anthropos: immersive Ai simulations

  3. Curately: Ai interviewing tool

  4. Hirebrain: hiring manager software

  5. HR Bench: people analytics

  6. Nectar: recognition & rewards

  7. Paradox: conversational Ai

  8. Sense: voice Ai and more

  9. Vizzy: early career resume platform

Unleash America was held at Caesars Forum as usual.



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HireEZ's new Agentic AI Features

HireEZ just introduced its new Agentic AI, and is transforming into a more all-in-one recruiting platform. The software now automates sourcing, screening, outreach, scheduling, and analytics. Joining me in this episode to discuss the news is their CEO Steven Jiang.

TOPICS

  1. Whats the buzz been like since the new product launch?

  2. Whats the strategy behind the product evolution…you started out strictly as a sourcing tool, now you've added things like CRM capabilities and job posting pages.

  3. Describe the new functionality you launched last week…(sourcing agents, job pages/landing pages, agent apply)

  4. Whats your favorite feature

  5. As far as the sourcing capabilities go, I talked to a few of your clients last week who said they did not renew their Linkedin contracts…how many profiles do you have now and why is HireEZ better than LI?

  6. What do clients ask you about the futr of recruing

  7. Whats the biggest challenge for HireEZ right now?



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Bullhorn's 2025 Industry Trends Report

Audio Version | Subscribe

Lia Taniguchi is the Senior Research Manager at Bullhorn, where she leads market research initiatives to provide actionable insights that inform business strategy and keep the company at the forefront of industry trends.  Get the report.

TOPICS

  • Whats new at Bullhorn? Everytime i see the news wires you guys are buying some sort of recruiting software…

  • Its a very jekyll and hyde labor market how ae staffing firms fairing in this “uncertain” environment?

  • Whats the biggest takeaway from the report?

  • The report highlights that staffing firms using AI were twice as likely to have increased revenue last year. What specific aspects of AI adoption are driving this revenue growth?

  • Bullhorn’s GRID 2025 Industry Trends Report indicates that AI and automation can save recruiters up to 17 hours per week. How does this translate into improved efficiency and business outcomes for staffing firms?

  • Search and match agents are cited as the top AI tool for improving productivity. Talk more about how these agents enhance the recruitment process and what makes them a game-changer?

  • With 80% of candidates wanting to be placed in less than 20 days, how are AI-driven automation and screening tools helping firms meet this expectation?

  • What best practices should firms follow to successfully integrate AI into their recruitment strategies?



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Debrief of I AM PHENOM with Tim Sackett

Tim Sackett and I discuss the conference along with Phenom’s new agentic AI offerings.

MY NOTES FROM ANALYST DAY

AI Agents

  • “We always believed AI agents are the future of AI” - Phenom CEO

  • Phenom is the ‘applied AI for the HR domain’

  • Phenom has 25 new AI agents

  • Experience agents for each stakeholder….candidates, recruiters, employees, hiring mgr

  • Persona agents: intake, onboarding, etc

  • Agent creation is like a good manager who knows what to delegate and when

  • Agents in Candidate Experience: text msg to jake who attended a pervious hiring event it reminded him and created a personalized job landing page as call to action

    • Search assistant: Agent can summarize a role for a prospective candidate

    • Scheduling: select interview time, checks on times, checks with hiring mgr,  will email u in an hour.

  • Agents in Recruiter experience: new recruiter dashboard to keep each recruiter informed

    • X+ will find active candidates in the CRM

    • Without x+ recruiter has to spend time searching

    • Agent can manage the sourcing completely

    • Dashboard shows response rates, interested candidates, unresponsive, etc

    • Intake discussion guide provided to recruiter

    • Agent contacts hiring mgr over Teams, and conducts the intake (recruiter in the loop)

    • Surfaces top candidates and can schedule the interview

  • X+ Agent Studio- how they are created (think of agents as new team members) “the factory for building ai agents (low code/nocode)

    • Looks like a workflow dashboard (if this then that)

    • Can create thru conversational interface, voice, inline…

    • Prebuilt agents in the studio, 

  • Talent Experience Engine for talent marketers

    • Insights and intelligence for your review

    • Content creation: LLM is trained on your voice/brand

    • Segments is the heart/game changer - automatically created talent pools

      • Rengaged candidates, industry leaders, high activity seekers, passive competitor talent etc

      • Journeys - how people consume that content

      • Agents in the TXE

      • Content curator agent creates compelling content to attract talent

      • AutoNurture agent manages campaigns to attract talent

      • For ex it can create a new campaign for a new country expansion Landing pgs, campaigns, seo

      • Day to day stuff: nurturing is a big use case

      • Adobe Express now integrated into Phenom, create stunning content with ease

  • Hiring Intelligence

    • X+ screening screen, schedule, interview

    • 30% reduction in time to hire

    • Screening: ex 317 applicants, need a way to sort these candidates—deploy a voice agent to make the calls for recruiter – she approves workflow – virtual recruiter agent calls candidate to do a brief screening call – saves 1.5 days in the screening process – 

    • Interview Fraud agent can detect candidate use of LLM on calls, face match, voice match

  • Hiring Automations

    • Screening questions segments into groups ‘highly quantified, unqualified, etc”

    • Assessment

    • Only best fit candidates can schedule interview

    • Thermo Fisher 5k automated interviews scheduled, reduced time to fill by 54%, 7 min avg time from application to interview scheduled

    • Elara Caring: 83% completed interviews, 3x increase in monthly volume, 13,000 automated workflows completed already in 2025

    • They reassigned recruiters to more high level tasks

    • Hiring mgr mobile app coming out

Agentic Automations 

  • Candidate can use natural language to search for a job

  • Agent can step in and offer other job suggestions

Agents in the Recruiter Manager Experience

  • Phenom rec mgmt dashboard

  • Suggest ways to optimize

  • Overview of team performance

  • Shows how many agents each recruiter has employed

  • Mgr can coach the agents to get better results

Agents in Onboarding

  • First ever agentic onboarding product

  • Compliance burden, impersonal experience

  • Whats new: Automated compliance, personalized engagement for new hires

  • Onboarding dashboard….each candidate has a profile with all the steps needed to onboard you can see the progress, all forms are stored here….

  • Journeys for onboarding available.

  • A lot of the data can be pre-filled in for candidate based on his/her job application

Employee experience also has agents…feedback, check ins etc

Analyst Day

  • 2500 attendees at IAMPHENOM 2025

  • Customer: sophisticated product, took a while to work out 1+ years to really , rolled out 20% adoption, 3 years to 93% adoption….did not reduce headcount in TA after implementing Phenom…found “Change Champions” in diff regions to help get use up of Phenom among user base…recruiters are becoming more ‘talent marketers’

  • One customer says phenom is doing a better job at taking customer suggestions

  • Head of TA said he Wants a “meta agent” to tell him how to manage all the agents! Getting very sophisticated

  • AT Unleash and HR tech events they will be teaching ppl about how AI agents work

  • Net promoter score is now at 15, shooting for 20 this year

  • The Phenom Credential…professionalizing Phenom

  • Held a “Customer Obsession Day” .. customers were saying they weren't prepared enough for the implementation journey…. biggest problems implementation, data migration etc.

  • As product gets more sophisticated, customer care’s job gets more challenging



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Jason Putnam is the New CEO at Vetty

Jason Putnam is the newly announced CEO for Vetty, a background and screening company based in New York. The appointment marks a new phase in Vetty’s continued expansion, and according to the press release, Putnam will set the strategic vision and direction for the next chapter of the company.

TOPICS DISCUSSED

  1. So why Vetty?

  2. What is Vettys product lineup today?

  3. You steadily climbed the ladder in HR tech, what about those past roles prepared you for this journey?

  4. Go to market advice…lots of noise out there

  5. Whats next? are you moving into other parts of the hiring process?

  6. Is AI going to weave itself into screening and onboarding?

  7. Biggest challenge for you in your new role?

  8. Biggest challenge for Vetty in 2025?

RecTech is proudly sponsored by Dalia and Jobcase…



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Upwage Pioneering the AI Interview

Diana Tsai is the CEO and co-founder at Upwage.com an agentic AI interview tool. Today we’re going to talk about this next generation of recruitment tech, educate you on Agentic AI and learn more about Upwage. (40 min audio)

Sign up for the free Agentic AI Crash Course

TOPICS DISCUSSED

  1. Define Agentic AI for recruiting…

  2. What does Upwage do?

  3. Implementation of AI interviewing

  4. How exactly does AI-powered screening and matching directly impact retention?

  5. How does Upwage’s AI ensure candidates are not just hired faster but also stay longer?

  6. You’ve shared specific case studies showing turnover reductions as high as 48% in some sectors. What are the biggest drivers of these improvements?

  7. Example of questions the agents can ask?

  8. Hiring managers often struggle with predicting long-term candidate success. What signals does Upwage AI identify that human recruiters might overlook?

  9. Whats the biggest roadblock potential clients tell you about implement AI based interviewing and how do you typically overcome that objection?

  10. Turnover is expensive…What’s your response to skeptics who doubt that AI can fundamentally change retention rates?

  11. Prospect asked how do we screen for DNA (company culture) Upwage can do that?

  12. Looking ahead, how do you see AI evolving in the talent acquisition space?

  13. The long term roadmap for Upwage.



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Kendra Cato Talks Staffing Technology

Kendra Cato is Director of Strategic Partnerships at Advance Partners, a funding and strategic services company for the staffing industry…Today we’ll talk about how technology is transforming today’s staffing agencies.

  • What is your role at Advance Partners? You worked for bullhorn?

  • State of staffing….how are staffing owners feeling

  • What are the biggest tech trends transforming the staffing industry and how?

  • What challenges and opportunities does AI automation bring to the staffing industry?

  • How do firms navigate the complexities of DE&I staffing in today’s environment? 

  • How do AI-driven tools and data analytics support inclusive hiring and diverse talent pipelines?

  • How can smaller staffing firms differentiate themselves to drive growth?

  • How is technology enhancing – or not enhancing – relationship-building among recruiters, candidates and clients.

  • How do u stay on top of staffing industry?

  • Fav AI tool?

  • You’ve had an interesting career path. What are some of the most important lessons you’ve learned along the way? How are they being applied in your work in the staffing industry?



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Kirby Cole Talks Recruiting & Technology

Kirby Cole is the Vice President, of Talent Acquisition and Doctor Services for St Louis based Eyecare Partners… they operate a national network of eye care locations that provide vision care services. The company employs over 8700 people.

TOPICS DISCUSSED ON THE PODCATS

  1. Its a new year, what are your hiring plans for 2025? (what kind of jobs and how many hires)

  2. Whats your biggest hiring challenge right now?

  3. Biggest TA win in 2024?

  4. Describe your HR tech stack

  5. What’s one thing from a tech standpoint you want to address this year?

  6. Seeing a lot of AI resumes?

  7. If I asked you to describe your employer brand what would you say?

  8. Most memorable candidate story from 2024?

  9. Best part about your job?



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