Dina DeMarco
speaker
38 appearances
1 recordings
1 series
first heard May 2025
last heard May 2025
Dina DeMarco’s voice in public audio — every appearance, attributed to the second.
Trend
recordings per month · last 12 monthsNo recordings in the last 12 months.Older appearances are listed below; set an alert to hear about the next one.
Appearances
So this is something that we're leaning into heavy and it can greatly increase our recruiter productivity. It upgrades the roles of recruiters. It just creates better candidate experience and search outcomes. So I love the use of AI in recruitment. I'm excited to see how this can continue to evolve. And I'm excited to see how it really upgrades the role of recruiters as well.
Yeah, so I'm so glad you asked this question. This is one of my favorite discussions. So I think that depending on the candidates that you're trying to attract, there are different use cases for the AI tools that are out there. So when we think of the 40 HVAC technicians, at that point, what we're dealing with is a high volume of candidates. So what we want to look for in an AI platform is
is something that is going to help us get through a volume of candidates more quickly. So there are some AI tools that will do preliminary candidate screening and take that pipeline from, let's say 250 candidates down to 25 candidates. And then let's have the recruiter hop on the phone and speak with those 25 candidates before they were having to look at all 250.
If we look at the other end of the spectrum and think about executive hiring, There are some systems out there that I love from a note-taking perspective that really allow you to capture every aspect of a conversation that you're having with a candidate.
I like that because I know when I'm talking to a leader, I want to listen and I want to focus on that conversation and not necessarily have to worry about taking all of the notes. So I love some of the note-taking features that are out there as well.
Yeah, yeah. First, we've had a lot of fun. One thing I would say is that we love the work we do here. So I think making sure that my team is happy and my team is engaged is something that I'm always very proud of. But if we look at some of the successes that we've had at our partners, I have two examples which I would love to share. So one of our portfolio company partners recently recapitalized.
And in their SIM under investment highlights, they had five bullet points. And one of those bullet points was best-in-class centralized recruitment. And at Human, we did that for them. We partnered with this portfolio company early in their hold period to de-risk their recruitment.
And we leaned into what we call our outsource to insource model, where essentially we took over recruitment for them for 24 months. And during that time, we built them a best-in-class recruitment function. So we streamlined processes. We implemented technology. We did a full employer brand revamp. And then we transitioned it back to their team. where we hired them recruiters.
We hired their recruitment leader. And so by the time they were ready to go to exit, they had this thorough, high-functioning, high-performing recruitment function. So I was super, super proud to see that. And then the other thing I love is that we've been included in several of our PE partners' annual investor presentations.
And specifically, they talk about the partnership that they have with Human. And they reference the enterprise value that we've helped to generate through either cost savings or accelerated hiring. So those are two things that I like to brag on.
Yeah. So we know that private equity firms are very good at most things that they do. But what we're seeing is that there is this gap around understanding talent acquisition as a lever. So what I want to do is I really want to push forth this idea of having a talent acquisition playbook.
And so we know there are playbooks for operations, accounting and finance, almost every other facet of the business. But what we don't see is this concept of a talent acquisition playbook. And really, that's what we are in Human PE Talent Solutions. We are your TA playbook. And so I'm focused on really bringing that to our partners and figuring out how we can further develop this concept.
It's something that we're doing organically, but to really have it crystallized is something that I'm really excited about.
Yeah. So let's see. So first – Don't overlook the middle. And when I say that, I think you can talk to nearly any PE firm and they're going to know really great partners for their C-suite hiring. But when it comes to hiring that financial controller, they're not going to have a go-to resource. They don't know what to do. They don't want to pay corn fairy 33%.
So understand how to address the middle roles and understand how important they are. Build your recruitment resources early in the process. So have a partner in place who can help you scale and who can help you understand what the levers are to pull within a recruitment function. That's a shameless plug for human right there, but I think it's important that people have a good recruitment partner.
And then my final tip would be, and this one's slightly controversial depending on who you ask, is consider decoupling recruitment from HR in its entirety. I think that oftentimes people think that recruitment is just a subset of HR functions. When in reality, recruitment is a strategic lever. It's not just a piece of HR.
So I think it's important to evaluate, is this something that should be decoupled from the HR function and really have a seat at the table?
Scott, thank you. I appreciate it. It was my pleasure.
Showing 21–38 of 38 · page 2 of 2
← Previous