How many times have you opened that dreaded email—“We’ve decided to move forward with someone else”? Was it even written by a real person? An AI bot, maybe? Rejection stings, but silence stings more. So here’s the real question: do candidates deserve better? And are hiring teams truly prepared to give it?

In this episode of Recruiting is No Joke, Joel Lalgee is joined by Trisha Degg, Head of Talent Acquisition at Rush Street Interactive, to pull back the curtain on the real state of recruiting today. With a global team and rapid growth (100 hires this year alone across 26 countries), Trisha’s seen what works—and what definitely doesn’t.

From implementing hands-on interview training for hiring managers at every physical location, to building systems that actually respect candidates, Trisha shares how she’s helping scale a people-first hiring culture in a high-growth tech environment.

But it’s not just about systems. This episode goes deeper—into what it means to build relationships in recruiting. Trisha talks about the power of ongoing networking (hint: job seekers aren’t the only ones who should be doing it), the value of meeting someone new at every event, and the surprisingly overlooked etiquette of LinkedIn. (Ditch the generic connection request.)

No fluff, just real talk. Whether you're hiring, job hunting, or rethinking your recruitment strategy, this conversation is packed with the kind of insights that’ll change how you show up—for your team and your candidates. Ready to rethink recruiting? Let’s dive in.

In this episode:

• [00:00:49] Trisha's background and journey into recruitment
• [00:02:09] Hypergrowth at Rush Street Interactive and industry insights
• [00:04:11] Parallels between the Great Recession and post-COVID hiring
• [00:06:19] Dealing with bots and high-volume applicants
• [00:08:02] Tech, AI adoption, and building safe implementation practices
• [00:10:48] Addressing misconceptions about AI in the recruiting process
• [00:11:42] Candidate experience: balancing empathy with tech
• [00:12:18] Training hiring managers and building interview capability
• [00:14:46] Why so many managers have never been trained to interview
• [00:16:13] Behavioral interviewing, legal compliance, and live training
• [00:18:53] Elevating the recruiter role: from order taker to consultant
• [00:20:31] Internal mobility and training early-career employees to interview
• [00:23:21] Why investing in employees pays dividends
• [00:26:31] Corporate culture, transparency, and candidate trust
• [00:29:45] How Trisha's network helped shape her career
• [00:32:24] Networking advice: build connections before you need them
• [00:34:36] Trisha’s approach to in-person events and effective networking
• [00:36:46] Burned bridges, missed connections, and managing expectations
• [00:40:43] Give > take: why generosity in business wins long-term

About Trisha Degg

Trisha Degg is the Head of Talent Acquisition at Rush Street Interactive, a global online gaming and casino technology company. With two decades of experience spanning agency recruiting, HR...

What’s really happening behind the scenes when you hit “apply” on a job posting? Does candidate experience actually impact business results, or is it just a feel-good metric? Today’s episode will make you rethink how hiring really works, whether you’re a recruiter or a job seeker. Joel Lalgee sits down with Cailean Bailey, Head of Global Talent Acquisition at Design Pickle, a creative tech platform with over 550 employees in 15 countries. Cailean drops actionable insights on building candidate experiences that actually matter — and why most companies are getting it wrong.

You’ll hear Cailean break down the realities of startup life, including why hiring isn’t about ping-pong tables or equity dreams, but about handling chaos, bringing structure, and delivering business outcomes. She shares how her team uses behavioral competencies like curiosity and adaptability to make smarter hires, and reveals their secret weapon: tracking candidate Net Promoter Scores (NPS). If you’ve ever wondered how to measure real hiring success or get leadership buy-in for better processes, this episode is a goldmine.

Stick around as they explore what it really takes to stand out in today’s noisy job market — whether you’re building a team or trying to get hired. Cailean explains why providing feedback, setting expectations, and treating candidates like customers can make you an outlier in the best way possible. Plus, she shares how Design Pickle keeps candidates engaged from application to onboarding, and why companies of any size can implement “surprise and delight” moments without breaking the budget.

In this episode:

00:01:12 – Meet Cailean Bailey and Her Journey to Design Pickle

00:04:53 – Growing Design Pickle During COVID-19

00:10:41 – From Soccer Coach to Recruiter: Cailean's Career Pivot

00:24:07 – Agency vs. In-House Recruiting Realities

00:34:15 – The Hidden Truths About Working in Startups

00:39:47 – Measuring Curiosity and Drive in Interviews

00:50:25 – Startup Chaos and Proving Yourself on Day One

01:03:13 – Candidate NPS: A Game-Changer in Candidate Experience

01:15:32 – Why Great Candidate Experience Doesn’t Need Fancy Tools

01:25:58 – Connecting Hiring to Business Outcomes and ROI

01:39:12 – Why Candidate Experience Is a Marketing Play

01:51:47 – Setting Honest Expectations About High-Performance Cultures

02:02:17 – Final Thoughts and Where to Connect with Cailean Bailey

About Cailean Bailey

Cailean (pronounced Kay-lynn) is the Head of Global Talent Acquisition at Design Pickle, an AI-powered creative platform with a global design workforce. He leads a distributed team that manages 30,000+ applications annually across 14 countries, hiring for roles in Engineering, Product, Marketing, Sales, and Creative.

Before recruiting, Cailean was a Division I soccer coach, where he learned to build high-performing teams and guide people through pressure and growth. That mindset now fuels his approach to talent.

Outside of work, he’s into F45 workouts, strong coffee, globe-trotting (40+ countries), and waiting—sometimes patiently—for Manchester United’s return to glory.

Resource Links

• Design Pickle Linkedin
• Design Pickle Official Website

About Joel Lalgee

Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin....

Ever wondered how recruiters actually land interviews in today’s brutal market? Or what truly makes someone stand out when applying? This episode with Glenn Lindley is packed with raw, honest advice for recruiters and job seekers navigating a hiring world full of ghosted applications, AI-driven fraud, and overwhelming competition. Glenn shares why your network is your real résumé, why authenticity crushes AI-generated messages, and the best moves you can make at in-person events to turn conversations into opportunities.

Glenn Lindley, former Director of Talent Acquisition at HighLevel and Pubmatic veteran, dives deep into how he successfully transitioned careers, built strong recruiter communities, and survived the rollercoaster of hypergrowth startups. You’ll hear inside tactics from his global hiring experience, including fighting fraud in remote recruiting and why real human relationships always beat spray-and-pray applications.

Plus, we explore how recruiters and job seekers can use AI the right way — not to replace human connection, but to amplify it. Whether you’re job hunting, recruiting, or just trying to stay ahead of the curve, this episode is loaded with actionable insights you can use immediately.

In this episode:

00:00 — Welcome

01:00 — Meet Glenn Lindley: Career Highlights

02:00 — Why Glenn Left Pubmatic After a Decade

05:30 — Landing Interviews in Today’s Job Market

08:00 — Importance of Networking and Recruiter Communities

16:00 — How to Approach Networking Events Without Being Awkward

24:00 — Starting His Own Recruiter Community

34:00 — Fighting AI Fraud in Global Hiring

40:00 — How Recruiters Should Be Using AI

43:00 — Upcoming Events and Where to Find Glenn

About Glenn Lindley

Glenn Lindley is a seasoned talent acquisition leader with over a decade of experience, including scaling Pubmatic through an IPO and leading recruiting at HighLevel. Based in California, Glenn has built a reputation for fostering strong recruiter communities, pioneering effective hiring practices, and staying ahead of tech trends impacting recruiting. He’s a vocal advocate for balancing technology and human connection in the hiring process and actively supports out-of-work recruiters through grassroots community events.

Resource Links

• Glenn Lindley | LinkedIn
• PeopleTech Partners | Website
• PubMatic | Website
• HighLevel | Website

About Joel Lalgee

Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships.

Recruiting is No Joke Social Media

• LinkedIn
• Website

What does it really take to build a remote-first culture that actually works — not just one that’s an afterthought? How can AI become your secret weapon without losing the human touch in HR and recruiting? And what does “real candidate experience” even mean today?

This week, Joel Lalgee sits down with Sarika Lamont, VP of People and Culture at Vidyard, for an absolute masterclass in recruiting, people leadership, and AI integration. Sarika doesn’t just talk theory — she’s actively leading the AI transformation at Vidyard and shares what companies should be thinking about now to stay competitive and human-centered. From how Vidyard builds intentional remote-first systems, to why documenting everything is critical, and how recruiters are using AI avatars to create a mind-blowing candidate journey, this conversation is pure gold.

You’ll walk away with fresh ideas about AI enablement, building strong hiring processes, creating real culture (not just kombucha parties), and why understanding your business deeply is non-negotiable. If you’re a recruiter, talent leader, or job seeker who cares about what’s next, you won’t want to miss this episode with Sarika Lamont.

This episode is brought to you by Interactive EQ, the immersive talent assessment platform that goes beyond the resume. Experience first-person, real-life scenarios that reveal how candidates actually respond—not just what they say. See it in action at interactiveEQ.com and let them know Joel sent you.



In this episode:

00:02 – Introduction and Setting the Stage

00:39 – Meet Sarika Lamont and Her Role at Vidyard

02:00 – Remote-First vs. Forced Work-From-Home Companies

03:31 – Redefining Company Culture Beyond Perks

05:00 – Communication and Documentation in a Remote-First Setup

07:15 – The Energy Shift for Extroverts in Remote Work

08:15 – In-Person Company Events and Growth Strategy

10:11 – The Power of Values in Vidyard’s Community

11:00 – How to Hire for Culture and Values

About Sarika Lamont

Sarika Lamont is the Vice President of People and Culture at Vidyard, a Canadian-based video platform for business communication. With over two decades of HR and leadership experience, she specialises in talent acquisition, organisational development, and driving strong company culture. Sarika currently leads Vidyard’s transition into a fully remote-first company while focusing on building scalable, people-first strategies.

Resource Links

Sarika Lamont | LinkedIn

Vidyard | Official Website

About Joel Lalgee

Joel Lalgee is an internationally known recruitment leader and coach who has helped thousands of recruiters build their brands online. In 2015, Joel started recruiting for a small start-up agency in Milwaukee. He quickly found his passion for recruitment. In 2019, he discovered content marketing, publishing his first posts on Linkedin. Since then, he has grown to over 400k followers, and his content has been seen over 1 billion times. In 2023, he started a business specializing in coaching recruiters, marketing consulting, and influencer partnerships.

Recruiting is No Joke Social Media

• LinkedIn
• Website

What if the key to unlocking the future of recruitment lies not in cutting-edge technology, but in the timeless power of human connection? Could AI, with all its promise, actually be widening the gap between recruiters and the candidates they seek? And in a world where side hustles are on the rise and trust is harder to earn, how can recruiters and job seekers alike navigate the ever-shifting landscape of the job market?

In this episode of Recruiting is No Joke, we get real about the challenges and opportunities in the world of talent acquisition. Today, host Joel Lalgee is joined by Anna Taylor, Director of Global Talent Acquisition at Semperis , a leading cybersecurity software vendor. Together, they’re unpacking some of the biggest trends shaping recruitment right now—from the rise of AI tools to the enduring importance of human connection.

Anna shares her personal journey into recruitment and why she believes that, despite all the tech advancements, the heart of hiring still comes down to people. They dive into the unique challenges of recruiting in the cybersecurity sector, the impact of hybrid work models, and how to spot fraudulent candidates in an age of increasingly sophisticated scams.

But it’s not all about the challenges—Anna and Joel also share practical advice for job seekers, like how to craft a resume that stands out (hint: clarity and authenticity are key) and why networking is still one of the most powerful tools for career growth. Plus, they tackle the rise of side hustles and what it means for employers trying to build trust with their teams.

Whether you’re a recruiter, a hiring manager, or someone navigating the job market, this episode is packed with insights you won’t want to miss. Let’s get into it!

In this episode:

(00:03) – Introduction to the podcast

(01:06) – Guest introduction

(01:55) – Anna's role at Semperis

(02:31) – Team structure and hiring

(02:58) – Remote vs. hybrid work preferences

(04:14) – Personal experiences with work models

(05:36) – Challenges of remote work

(09:23) – Recruitment journey

(11:30) – Previous experience in HR tech

(12:27) – Learning curve in tech recruitment

(13:43) – Growth of cybersecurity industry

(15:10) – Impact of AI on recruitment

(16:45) – The disruption of recruiting

(18:02) – The adrenaline rush of placement

(19:09) – AI in recruitment tools

(20:41) – Fake employees in interviews

(21:50) – Identifying fraudulent resumes

(22:16) – Consistent LinkedIn profiles

(23:16) – Security breaches during hiring

(24:24) – Application volume and resume trends

(25:16) – What recruiters look for in resumes

(26:10) – The importance of professional experience

(27:13) – Matching resumes to job descriptions

(28:07) – Resume length and relevance

(29:25) – Professional summary considerations

(29:32) – Understanding candidate potential

(30:26) – AI in recruiting challenges

(32:09) – Rise of side hustles

(33:15) – Screening for side hustles

(35:52) – Personal branding and networking

(37:25) – Advice for career starters

(38:44) – Networking strategies

(40:58) – Upcoming events and conferences

(41:46) – Connecting with the company

(42:48) – Long-term networking

About Anna Taylor

Anna Taylor is the Director of Global Talent Acquisition at Semperis, a cybersecurity software vendor specializing in...

Can bootcamps really transform your tech career? You’ve seen the bold claims—“Land a six-figure tech job in just 12 weeks!” Sounds like a dream, but is it too good to be true? With bootcamps becoming a popular shortcut into tech, it’s time to ask: do they really work, or are they just another overhyped trend?

In this episode of Recruiting is No Joke, host Joel Lalgee chats with Daniel Odegaard, head of talent acquisition at TripleTen, an IT bootcamp. They break down Daniel’s journey from agency to corporate recruiting, offering an insider’s perspective on the differences between the two. More importantly, they dive into the real role of recruiters, the power of candidate coaching, and whether bootcamps actually help people transition into tech careers.

Daniel doesn’t sugarcoat things—he talks about the importance of setting clear career goals, managing expectations, and doing your homework before jumping into a bootcamp. They also explore how AI is reshaping customer service, including Klarna’s CEO’s warning that AI could replace human jobs. While AI is great for efficiency, they discuss its shortcomings in empathy, human connection, and customer experience.

So, is a bootcamp your ticket to a tech career, or is there more to the story? Tune in to find out! And if you’re serious about breaking into tech, don’t forget to subscribe for more expert insights on navigating the job market.

In this episode:

• (00:03) Introduction to the podcast
• (00:36) Guest introduction
• (01:23) Daniel's background
• (02:10) First job in recruitment
• (04:45) Transitioning to corporate talent acquisition
• (06:27) Understanding recruitment incentives
• (07:34) Recruiters and candidate support
• (09:13) Value of paid services
• (10:12) Transitioning into tech
• (11:27) Advice for job seekers
• (12:38) Challenges of entering big tech
• (14:02) Understanding job market dynamics
• (15:47) Managing expectations in career transitions
• (17:35) Red flags in recruitment
• (18:44) Understanding program commitments
• (20:12) The tech job landscape
• (21:43) Long-term outlook on tech hiring
• (23:16) Reality of dream jobs
• (25:57) Skills for the future
• (28:40) AI's impact on employment
• (29:50) Klarna CEO's warning on AI
• (30:46) Human vs. AI in customer service
• (32:52) Empathy in customer service
• (32:19) Quality assurance challenges
• (33:46) AI’s strengths and limitations
• (34:59) Skepticism towards AI
• (35:34) Empathy simulation in AI
• (36:29) Disconnect in customer service
• (37:20) Mental health and technology
• (39:35) The future of human-centric companies
• (40:08) Rise of smaller companies
• (41:06) Impact of layoffs on customer relationships
• (42:25) Cultural shift towards micro communities
• (43:53) Parenting and technology boundaries
• (45:47) Disconnect from corporate leadership
• (47:26) Convenience vs. human connection
• (49:08) Conclusion and resources

About Daniel Odegaard

Daniel Odegaard is a senior recruiter at TripleTen, an international company specializing in tech education and career transitions. At

In this episode of Recruiting is No Joke, host Joel Lalgee sits down with Ginette Harvey, a seasoned talent acquisition expert with nearly two decades in the industry. Ginette shares her journey from unexpectedly falling into recruitment to leading a multi-million dollar business, launching her own diversity consultancy, and now building a global blockchain talent acquisition company.

The conversation dives deep into the power of human connection in an AI-driven world, the importance of social selling, and how recruitment businesses must pivot in the face of changing technology. Ginette also opens up about the challenges of scaling a company, hiring the right talent, and why she believes business success boils down to having a solid, repeatable formula.

And of course, we couldn’t ignore the latest buzz in the business world! Joel and Ginette unpack Elon Musk’s controversial email demanding federal employees justify their jobs, the shifting dynamics of leadership, and Klarna’s embarrassing AI blunder—where the company laid off two-thirds of its customer service team, only to realize humans are still essential.

If you’re in recruiting, leadership, or just love a good industry shake-up, this episode is packed with insights, laughs, and a no-nonsense look at where work is headed.

In this episode:

(00:00:03) Introduction to the Podcast

(00:01:03) Guest Introduction

(00:01:45) Ginette’s Recruitment Journey

(00:02:58) Setting Up a U.S. Business

(00:03:22) Transition to Consulting

(00:04:24) Global Nature of Blockchain

(00:06:06) Importance of Human Connection

(00:06:52) AI's Impact on Recruitment

(00:08:16) Building Relationships Post-Pandemic

(00:09:20) Adaptability in Recruitment

(00:11:05) Success Formula in Recruitment

(00:13:01) Hiring Practices and Turnover

(00:15:35) Market Challenges and Opportunities

(00:16:56) Adapting Business Development Strategies

(00:18:43) Agility in Business

(00:19:53) News Discussion: Elon Musk's Email

(00:20:54) The Importance of Motivation in the Workplace

(00:22:32) The Impact of Leadership Styles

(00:26:26) The Role of AI in Customer Service

(00:27:23) Reality Check on AI Chatbots

(00:30:05) Balancing AI and Human Interaction

(00:35:37) The Value of Human Connections

(00:37:17) Guiding Principles for Relationship Building

(00:39:11) The Lost Art of Adding Value

(00:40:13) Upcoming Events in Blockchain and AI

(00:41:01) Connecting with Jeanette

(00:41:22) Closing Remarks

(00:41:54) Final Thoughts

About Ginnette Harvey

Ginnette Harvey is a seasoned recruitment entrepreneur with over 17 years of experience in the staffing industry. In 2021, she co-founded BlocHaus, a leading blockchain recruitment firm dedicated to connecting exceptional talent with pioneering organizations in the blockchain sector.

Prior to founding BlocHaus, Ginnette played a pivotal role in the growth of SThree's North American business, serving as a founding member and ascending to the executive team and U.S. board during her 15-year tenure.

In 2021, she launched Harper & Gray, a company committed to helping organizations diversify their workforce and promote diversity, equity, and inclusion (DE&I) in the workplace.

Recognized for her contributions to the staffing industry, Ginnette was named one of the top 100 most influential leaders in staffing in North America by Staffing Industry Analysts. She also serves on the Women's Leadership Council for the American Staffing Association and is a certified professional...

Have you ever applied for the perfect job, only to realize it never really existed?

What if the job market isn’t just competitive—but haunted? Across job boards and career sites, ghost jobs linger—positions that were never meant to be filled or were quietly abandoned by companies. But job seekers aren’t the only ones being deceived. Fake candidate profiles are also flooding the market, leaving recruiters chasing applicants who don’t exist.

These digital phantoms—jobs and candidates alike—waste time, drain energy, and blur the line between reality and illusion. Are you applying for a job that was never real? Or are recruiters screening candidates who don’t even exist?

In this episode of Recruiting is No Joke, host Joel Lalgee sits down with Stephen McGrath, Product Experience Manager at Poetry, to uncover the truth about ghost jobs and their impact on candidates. With over 15 years in recruitment—spanning agency, RPO, and in-house roles—Stephen shares deep industry insights, breaking down the role of RPO and ATS systems, the rise of AI in hiring, and the growing disconnect between companies and job seekers.

Joel and Stephen also tackle the recruitment industry’s biggest challenges—including layoffs, technology shifts, and the often misunderstood role of recruiters. They explore how humor, authenticity, and video content can reshape recruiters’ reputations while bridging the gap between candidates and employers. From harsh candidate feedback to the realities of modern hiring, this episode dives deep into the evolving world of recruitment—offering transparency, empathy, and a fresh perspective on the future of hiring.

In this episode:

(00:00:03) – Introduction to the episode

(00:01:06) – Guest introduction: Stephen McGrath

(00:02:04) – Understanding RPO

(00:03:34) – Role of ATS

(00:03:37) – Overview of Canada ID

(00:04:39) – Introduction to ghost jobs

(00:05:56) – Candidate experience issues

(00:07:22) – Overview of Poetry

(00:08:58) – AI in recruitment

(00:09:50) – Evaluating AI tools

(00:12:32) – Challenges in recruitment processes

(00:17:54) – Trends in contract work

(00:19:23) – Recruitment technology insights

(00:20:08) – Job market dynamics

(00:20:48) – Layoff patterns

(00:21:48) – Transparency in business

(00:23:01) – Employee loyalty and stability

(00:24:03) – Cultural misrepresentation

(00:25:32) – Recruiter challenges

(00:27:39) – Caring in recruitment

(00:29:02) – Career guidance initiatives

(00:29:56) – The recruiter's care

(00:30:50) – Recruiters' bad rap

(00:31:27) – Hurtful comments

(00:31:52) – Disgruntled candidate reads

(00:32:37) – Changing the narrative

(00:33:21) – Authenticity in recruitment

(00:34:44) – Video content focus

(00:36:37) – Humor in recruitment

(00:37:54) – Connecting with candidates

(00:40:07) – Final thoughts and advice

About Stephen McGrath

Stephen McGrath is a seasoned recruitment professional and technology innovator based in Glasgow, Scotland. With over 15 years of experience in the industry, he has worked across agency, RPO, and in-house recruitment before transitioning into recruitment technology. Stephen played a key role in building Canada ID, which was later acquired by Isomers. Now, as the product experience manager at Poetry, he focuses on gathering feedback and refining technology to enhance the recruitment process. Passionate about improving recruiter efficiency, Stephen continues to bridge the gap between recruitment and