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Shally's Alley

Shally's Alley

Auteur(s): WRKdefined Podcast Network
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 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
  • Why 80% of AI Success is Actually Basic Automation Marcel van der Meer Reveals the Truth Live on Shally's Alley

    Why 80% of AI Success is Actually Basic Automation Marcel van der Meer Reveals the Truth Live on Shally's Alley
    Aug 29 2025
    Marcel VanderMeer brings a refreshingly pragmatic European perspective to the AI automation conversation, cutting through the Silicon Valley hype with real-world implementation wisdom. This isn't another "AI will change everything" conversation. Instead, Marcel reveals why most successful "AI" projects are actually 80% traditional automation with just 20% machine learning sprinkled on top. In this episode we dive into the economics of automation, the hidden costs that blindside companies, and why the fastest path to ROI starts with fixing boring, repetitive tasks rather than building fantasy AI agents. Marcel shares frameworks for identifying genuine productivity gains versus expensive tech theater, plus real examples from European recruitment agencies that automated their way to 4-hour candidate delivery cycles. Key Takeaways ➡ 80% of successful AI implementations are actually basic automation, only 20% involves true machine learning ➡ Hidden automation costs include maintenance, token fees, training, integration, and documentation requirements ➡ European law now requires full AI documentation, creating accountability that US companies often skip ➡ The "AI agent" trend is mostly marketing fluff - real autonomous agents don't exist yet in practical business applications ➡ Quick wins beat grand visions: Focus on 90-day automation projects before building multi-year AI fantasies ➡ Companies that automate 2-day recruitment cycles down to 4 hours see immediate competitive advantages ➡ The biggest limitation isn't the technology - it's people not knowing what tasks to automate ➡ Red flag: When executives want to "replace everyone with agents" instead of improving specific processes ➡ Email and LinkedIn automation can save 400+ repetitive responses, but requires human-in-the-loop oversight ➡ Most automation ROI comes from eliminating boring tasks, not necessarily saving the most time per transaction Chapters 00:00 - Intro and Marcel's Background 02:47 - Evolution vs Revolution: Why AI Isn't That Different 05:49 - The Real Limitation is Human Imagination 07:26 - Separating Flashy Demos from Measurable Productivity 14:22 - Process Mapping: Start Here Before Any Automation 19:02 - Note-Taking and Summarization as Gateway Drugs 23:28 - Browser-Based AI and Multi-Tab Intelligence 29:40 - Red Flags: When Companies Want Surface-Level AI 33:23 - The 80/20 Rule Applied to AI vs Automation 44:30 - Hidden Costs That Destroy ROI 50:14 - Black Box Problem: When You Can't Fix What Breaks 54:26 - Revenue Generation vs Efficiency: What's the Difference? Sound Bites "The limitation of your possibilities is within yourself. It's not with the tool." - Marcel VanderMeer "People don't have an idea. They don't know what works. The biggest problem with AI is that people just don't ideate what could I do with this." - Shally Steckerl "There are no real AI agents now. There are agent look-alikes, but not real AI agents." - Marcel VanderMeer Guest Info Name: Marcel VanderMeerWebsite: klikwork.comLinkedIn: https://www.linkedin.com/in/marcel-vd-meer/Expertise: European automation consultant specializing in recruitment agency process optimization and AI implementation roadmaps
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    1 h et 3 min
  • Why "Who Do You Know?" Still Crushes AI in Modern Recruiting with David Jaramillo on Shally's Alley

    Why "Who Do You Know?" Still Crushes AI in Modern Recruiting with David Jaramillo on Shally's Alley
    Aug 22 2025
    David Jaramillo brings fifteen years of cross-industry recruiting wisdom to challenge everything you think you know about modern talent acquisition. From hospitality to finance to tech startups, he's seen how the fundamentals of human connection consistently outperform the latest recruiting technology. His insights on referrals, metrics that mislead, and the dangerous trap of culture fit will make you question your entire approach. In this episode we talk about transforming referral programs from afterthoughts into strategic powerhouses, why most executives obsess over meaningless metrics while missing what actually drives results, and the critical difference between hiring for culture fit versus culture add. David shares battle-tested frameworks for non-employee referrals, reveals which metrics actually mislead leadership teams, and explains when "people like us" thinking becomes toxic to innovation. Key Takeaways ➡ 90% of referrals come from the same 5-10% of employees in most companies ➡ Non-employee referrals often outperform employee referrals because they have no vested interest ➡ Time-to-fill is fundamentally flawed because it varies wildly based on role complexity and external factors ➡ Applicant-to-interview ratios mislead executives who focus on efficiency over quality outcomes ➡ Companies depending on single sourcing channels face catastrophic risk when that channel disappears ➡ Culture fit hiring led to product stagnation when entire teams couldn't adapt to rapid development methods ➡ Gamification of referral programs with point systems increased quality while reducing quantity ➡ Dashboard metrics show real-time data for operators; scorecard metrics show strategic progress for executives ➡ The "big red bus theory" applies to sourcing: lose your main channel, lose your pipeline ➡ Hiring for tomorrow's growth requirements beats filling today's immediate seat needs Chapters 00:00 - Intro and David's Background 02:47 - Why "Who Do You Know" Still Rules Recruiting 08:17 - Common Referral Mistakes Recruiters Make 12:30 - Reference Checks as Referral Goldmines 16:48 - Non-Employee Referral Strategies 24:32 - Metrics vs Meaning: What Misleads Executives 32:03 - Dashboard vs Scorecard Philosophy 41:04 - Culture Fit vs Culture Add Dilemma 52:27 - Who Should Be Our Next Guest 54:44 - Closing Question: Hire for Tomorrow Sound Bites "We're not hiring widgets. These aren't machines. We're hiring people, and people trust recommendations from people they know." "Better to find out it's not working at three months than twelve months. Better now than later." "Are we hiring for tomorrow's growth or just filling today's seats? That's the question that separates strategic recruiting from reactive seat-filling." Guest Info Name: David JaramilloCompany: Canyon Rach (Talent Acquisition Leader)LinkedIn: linkedin.com/in/davidjaramilloExpertise one-liner: Cross-industry TA veteran who transforms referral programs and builds metrics frameworks that drive strategic hiring decisions across hospitality, finance, IT, and healthcare sectors.
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    58 min
  • I Got 6 Job Offers in 2 Weeks After Being Laid Off" How LinkedIn Transparency Built a Million-Dollar Search Firm with Julia Arpag on Shally's Alley

    I Got 6 Job Offers in 2 Weeks After Being Laid Off" How LinkedIn Transparency Built a Million-Dollar Search Firm with Julia Arpag on Shally's Alley
    Aug 8 2025
    What if getting laid off with a newborn was actually the best thing that ever happened to your career? Julia Arpag, CEO of a bootstrapped search firm, proves that massive career leaps and radical LinkedIn transparency can build a profitable recruiting business from scratch. Her unconventional approach to intake calls, candidate vetting, and hiring manager calibration is rewriting the playbook for elite talent acquisition. In this episode we talk about Julia's journey from AmeriCorps volunteer to startup CEO, her four-step technical vetting process that actually works, and why she believes LinkedIn content strategy is the ultimate free marketing machine. You'll hear exactly how she handles resistant hiring managers, scales organically without burning cash, and why measuring hires instead of activity metrics changed everything for her team. Key Takeaways: ➡ Julia received 6 job offers within 2 weeks of being laid off, which sparked her decision to start her own search firm ➡ 100% of her business growth came from LinkedIn transparency and content strategy - zero paid advertising ➡ Her intake calls include unusual questions about cultural add and emotional intelligence, not just technical skills ➡ Calibration calls within 48 hours of initial candidate profiles ensure radical alignment with hiring managers ➡ She maintains about 4 active candidates per requisition as the optimal pipeline metric ➡ Her 4-step technical vetting process: verbal screen, technical screen, take-home assessment, and evidence review ➡ Company scaled organically and profitably with just 6 team members: 1 director, 2 sourcers, 1 recruiter, 2 ops managers ➡ Compensation is tied directly to hires made, not activity metrics like emails sent or submittals ➡ Daily iteration of Boolean search strings and creative sourcing tactics uncover new prospect pools ➡ She advocates measuring decision support value even when recruiter candidates aren't ultimately hired Chapters: 00:00 - Intro 02:47 - From AmeriCorps to CEO: The Massive Career Leaps 08:15 - Getting Laid Off Led to 6 Job Offers in 2 Weeks 12:30 - LinkedIn Transparency as Free Marketing Strategy 18:45 - The Secret Sauce: Intake, Calibration, and Iteration 25:20 - Four-Step Technical Vetting Process 32:10 - Handling Resistant Hiring Managers 37:25 - Scaling Organically Without Burning Cash 42:15 - Why Hires Matter More Than Activity Metrics Sound Bites: "I took a course on LinkedIn posting the very day I decided to start my business - that transparency literally drove all my revenue." "Activity metrics like submittals and emails don't reflect true impact. Compensation should align with actual hires, period." Guest Info:Name: Julia ArpagWebsite: https://www.alignedrecruitment.com/ LinkedIn: https://www.linkedin.com/in/julia-arpag/Expertise: CEO of startup search firm specializing in elite technical recruiting and LinkedIn content strategy
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    51 min
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