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Shally's Alley

Shally's Alley

Auteur(s): WRKdefined Podcast Network
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À propos de cet audio

 Shally’s Alley is your go-to weekly show for cutting-edge insights into talent sourcing, recruiting, and the evolving world of hiring. Hosted by industry pioneer Shally Steckerl, this interactive session dives deep into the latest sourcing strategies, tech innovations, and recruitment best practices. Whether you’re a talent acquisition pro or just looking to sharpen your sourcing skills, Shally’s Alley delivers expert knowledge, live demos, and real-world techniques you can implement immediately. Tune in every Friday and bring your toughest recruiting challenges—Shally’s got answers!All rights reserved by WRKdefined Développement commercial et entrepreneuriat Entrepreneurship Gestion et leadership Économie
Épisodes
  • Stop Being Boring: The Recruiting Rebel's Guide to Standing Out with Brandon Jeffs Live on Shally's Alley

    Stop Being Boring: The Recruiting Rebel's Guide to Standing Out with Brandon Jeffs Live on Shally's Alley
    Oct 17 2025
    Brandon Jeffs isn't your average recruiter. He's the founder of Building the Talent Machine, a content studio serving the recruiting tech industry, and he's built his brand on storytelling, authenticity, and refusing to blend into the beige corporate landscape. This conversation cuts through the usual conference BS and gets real about what it takes to stand out in recruiting today: humor, intentionality, and understanding your why. In this episode we talk about RecFest experiences, the power of personality in recruiting, and why authenticity beats polish every time. You'll hear Brandon's journey from working in homeless shelters to building a recruiting career that blends content creation, executive search, and storytelling. We dig into how humor functions as strategy, brand amplification, and rebellion against the boring status quo. Brandon shares hard-won lessons about building community, leveraging content for business development, and why asking "why do you recruit?" might be the most important question you answer today. KEY TAKEAWAYS: ➡ Brandon runs Building the Talent Machine as both a podcast and a content studio that services the recruiting technology industry while doing executive search work. ➡ Shally's show has reached 312 episodes with 173 unique guests and over 24,000 total views without any intentional self-promotion strategy. ➡ RecFest brings together 3,000+ recruiters in Austin for networking, learning, and building community in ways traditional conferences can't match. ➡ Humor in recruiting serves triple duty: it's a recruiting strategy, a brand amplifier, and an act of rebellion against corporate blandness. ➡ Brandon built his entire recruiting career thanks to one recruiter who gave him an opportunity when he was living paycheck to paycheck working at a homeless shelter. ➡ Authenticity beats perfection: showing up in tie-dye and cowboy boots at HR Tech is memorable brand building, not career suicide. ➡ Content creation for recruiters isn't about going viral. It's about building genuine relationships and creating value for your specific community. ➡ The most important question recruiters should ask themselves daily: "Why do I do this?" Knowing your why changes everything about how you recruit. CHAPTERS: 00:00 – Intro and RecFest Recap 02:50 – Who Is Brandon Jeffs and What Is Building the Talent Machine?05:14 – 312 Episodes and 24,000 Views: The Accidental Show Growth08:30 – RecFest Deep Dive: Why 3,000 Recruiters Descended on Austin15:42 – The Economics of Recruiting Conferences and Content Creation22:15 – Authenticity vs. Polish: Building Your Personal Brand30:18 – Storytelling as a Recruiting Superpower37:45 – Content Strategy for Recruiters: What Actually Works42:30 – The Business Model Behind Building the Talent Machine48:08 – Humor as Strategy: Brand Amplifier or Rebellion?50:26 – Ask Yourself Why You Recruit51:22 – Next Guest Recommendation and Wrap SOUND BITES: "No one orders milk toast at brunch." "I'm the only influencer you'll ever meet that doesn't have social media." "Ask why you do it. Before you log on and sleuth the Internet, before you book your calendar with six to eight screens a day, ask yourself why you're doing it." GUEST INFO: Name: Brandon JeffsWebsite: buildingthetalentmachine.comLinkedIn: Brandon JeffsExpertise: Content creator, recruiter, and founder who helps recruiting tech companies tell their stories while filling executive search roles in go-to-market functions. Subscribe on: ⁠⁠Spotify⁠⁠ | ⁠⁠Apple⁠⁠ | ⁠⁠iHeart Radio⁠⁠ | ⁠⁠Pandora⁠⁠ | ⁠⁠Amazon Music⁠⁠ About Shally: ⁠srcn.co⁠ AskShally GPT: ⁠srcn.co/sgpt⁠ The Sourcing Method Book: ⁠srcn.co/tsm⁠ The AI Browser Toolkit: ⁠srcn.co/aib1⁠ Follow Shally on LinkedIn ⁠https://srcn.co/follow⁠ LinkedIn Feed: ⁠https://srcn.co/feed⁠ Facebook Group: ⁠https://srcn.co/fb⁠ YouTube Channel: ⁠https://srcn.co/yt⁠ Instagram: ⁠https://srcn.co/ig⁠
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    56 min
  • Why Every Recruiter Needs to Be a "French Fry" in 2025 with Liz Whitehead Live on Shally's Alley

    Why Every Recruiter Needs to Be a "French Fry" in 2025 with Liz Whitehead Live on Shally's Alley
    Oct 10 2025
    Want to know why some recruiters build unstoppable pipelines while others struggle? It starts with curiosity. Liz Whitehead brings raw energy and practical wisdom about what actually works in talent acquisition: staying curious, adapting like a french fry (yes, really), and remembering that recruiting is fundamentally about people, not Boolean strings. She's built her career on tech obsession balanced with genuine human connection, and this conversation reveals exactly how she does it. Key Takeaways ➡ Forever curious beats forever busy. The best recruiters treat every conversation as an opportunity to learn something new about people, industries, and motivations. ➡ Be a french fry, not a filet mignon. Versatility matters more than specialization. Adapt to different environments, clients, and challenges instead of staying rigid in your approach. ➡ Technology without humanity is just noise. Tools amplify your work, but genuine curiosity and authentic connection are what actually fill pipelines. ➡ Ask "why?" at least three times. Candidates give surface-level answers initially. Dig deeper to understand true motivations, goals, and pain points. ➡ Stop hoarding tools, start solving problems. Identify your ONE biggest pain point, then find the tool that solves it. Master that before adding more to your stack. ➡ Joy is a recruiting superpower. Bringing positive energy to every interaction isn't soft skill fluff, it's what makes candidates want to engage with you. ➡ Learn from the people you want to work with. Liz built her sourcing expertise by following industry leaders like Shally and Greg Hawkes, then applying what she learned. ➡ The intake conversation is everything. Whether it's a hiring manager or a candidate, understanding pain points upfront determines your success rate. ➡ Data scraping and automation aren't magic. They're just tools that free up time for relationship building, which is still the real work of recruiting. Chapters 00:00 – Intro: Fall weather and allergy wars02:05 – Meet Liz Whitehead: The one that got away04:09 – Early career: Finding the sourcing path07:22 – The curiosity framework: Why "input" is everything12:45 – Technology obsession meets human connection18:30 – The french fry philosophy: Versatility as strategy25:17 – Building authentic candidate relationships31:40 – Asking "why?" three times: The deeper conversation38:55 – Tool selection strategy: Solve ONE pain point44:20 – Learning from industry leaders and applying it51:15 – Liz Connects: Building community through connection54:00 – Closing thoughts and guest recommendations Sound Bites "How are you like a French fry? Can you adapt to your environment, be seasoned different ways, and show up differently based on what's needed?" – Shally Steckerl "Focus on one pain point and start there. You'll be surprised how far you get." – Liz Whitehead Guest Info Name: Liz Whitehead LinkedIn: https://www.linkedin.com/in/lizconnects/Expertise: Talent sourcing specialist focused on technology, automation, and authentic human connection in recruiting. Known for curiosity-driven approaches and building genuine candidate relationships. Subscribe on: ⁠Spotify⁠ | ⁠Apple⁠ | ⁠iHeart Radio⁠ | ⁠Pandora⁠ | ⁠Amazon Music⁠ About Shally: srcn.co AskShally GPT: srcn.co/sgpt The Sourcing Method Book: srcn.co/tsm The AI Browser Toolkit: srcn.co/aib1 Follow Shally on LinkedIn https://srcn.co/follow LinkedIn Feed: https://srcn.co/feed Facebook Group: https://srcn.co/fb YouTube Channel: https://srcn.co/yt Instagram: https://srcn.co/ig
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    1 h et 1 min
  • This Former Therapist Closed 10,000 Job Offers By Treating Recruiting Like Therapy Live on Shally's Alley

    This Former Therapist Closed 10,000 Job Offers By Treating Recruiting Like Therapy Live on Shally's Alley
    Oct 3 2025
    Angel Alexander: From Therapist to Workforce Architect SUMMARY: What happens when a mental health therapist pivots into talent acquisition? You get someone who sees recruiting as relationship architecture, not transaction management. Angel Alexander managed 36 recruiters, negotiated over 10,000 offers (up to 30 per week), and built diversity pipelines that actually worked because she focused on outcomes, not policies. Her secret? Understanding that all business is personal, meeting people where they are, and asking what candidates need instead of assuming what impresses them. In this episode we talk about the uncomfortable truths most TA leaders avoid. Angel breaks down why community outreach beats corporate strategy every time, how she convinced people to take $50,000 pay cuts, and why your hiring managers need to stop weeding candidates out and start weeding them in. We get into the psychology of salary negotiations, the 15+ hiring biases killing your pipeline, and why that candidate in flip-flops might be your next top performer. Plus, Angel shares her Unplugged Connect card game that forces deeper conversations than your standard screening call ever could. KEY TAKEAWAYS: Angel negotiated 10,000+ offers, averaging 30 per week, and regularly convinced candidates to accept $15K-$50K pay cuts by focusing on total value beyond salary She managed 36 recruiters by starting with Crystal Knowles personality assessments for each team member to understand how they communicate and operate Grassroots community outreach is massively underestimated by TA leaders, but it builds trust faster and creates longer pipelines than broad corporate strategies There are 15+ hiring biases most managers don't even know they have. The candidate in flip-flops might not have money for shoes, not lack professionalism Benefits like full-ride education ($30K+ value), IVF coverage ($30K), therapy sessions, and virtual training options close deals when salary can't compete Asking "What do you want a company to provide to you?" early in conversations reveals what candidates actually value and arms you for negotiation Revolving loan fund model: Meet people where they are with what they need, not what you assume impresses them (coffee at 8am > fancy lunch that disrupts their day) CHAPTERS: 00:00 – Intro and Welcome 02:47 – From Therapist to Talent Architect 06:27 – The Unplugged Connect Card Game 11:36 – Managing 36 Recruiters Without Losing Your Mind 16:01 – All Business Is Personal 18:04 – DEI: Policy vs. Practice 26:00 – Community Outreach vs. Corporate Strategy 32:36 – Meeting People Where They Are 40:53 – Interview-In, Not Interview-Out 46:51 – Salary Negotiations: Beyond the Paycheck 56:03 – Next Guest Recommendations SOUND BITES: "Interview-in, not interview-out. Look at their strengths and weaknesses. Weigh them out. See what can be coached and then assess in the next year what has increased." "When you're more authentic, when you're more people-led driven, you're going to get diversity. Because they see the truth. They feel like they can be seen. They feel they can be heard." "I had people take a $50,000 pay cut because of the type of internal benefits that we have. It's not just about weeding in their qualifications. I want to know what's not on your resume." GUEST INFO: Name: Angel AlexanderLinkedIn: linkedin.com/in/angeldbaExpertise: Founder of Unplugged Connect | Diversity Pipeline Strategist | Former Therapist Turned TA Leader Who Negotiated 10,000+ Offers
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    1 h et 1 min
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