AI is rewriting resumes. Candidates are deepfaking interviews. Job postings go live—and within hours? Thousands of applications flood in. So how does anyone actually hire the right person anymore?

In this episode of Recruiting is No Joke, Joel Lalgee sits down with someone who’s not just talking about the chaos—she’s living it. Meet Erin Turnmeyer, VP of People Operations at Civis Analytics, juggling HR, recruiting, and payroll all on her own. One-person team. Zero fluff.

How do you spot a fake candidate in a world of perfectly polished LinkedIn profiles and AI-generated cover letters? How do you cut through the noise and find people who really bring it?

Erin brings the receipts—from her days recruiting in counterterrorism to leading hiring at high-growth tech startups. She shares what it takes to transition from government to tech, what AI is really doing to the hiring process, and how to keep the human element front and center.

If you’re a recruiter drowning in resumes, a job seeker wondering how to stand out, or just curious about the future of work—this episode is your roadmap. Because hiring in 2025? It’s a battlefield. But Erin Turnmeyer knows how to navigate it—and she’s not holding back..

In this episode:

• [00:03] Introduction and episode milestone
• [01:37] Guest intro: Erin Turnmeyer and her role at Sybase Analytics
• [02:24] Erin’s recruitment journey from federal government to tech
• [03:56] The surge in applications and rise of fake/AI-generated resumes
• [05:23] Four groups of fraudulent applicants and how they bypass systems
• [07:56] 990 applicants, 50 real contenders
• [08:38] What “qualified” actually means in tech hiring today
• [10:15] AI during interviews: how it’s detected and why it matters
• [12:46] How tech companies are thinking about AI—and what candidates need to know
• [13:21] Erin’s favorite AI tools and why human connection still wins
• [14:08] AI, job security, and why strategic thinkers stay valuable
• [15:54] Corporate reorgs, impact measurement, and job self-awareness
• [17:37] AI freeing HR pros from paperwork—and unlocking real impact
• [18:40] The irreplaceable value of strategic recruiting conversations
• [19:36] Advice for government employees moving into private sector
• [22:44] Why government workers struggle with bragging on resumes
• [23:45] Private sector myths: lazy, slow, and overly bureaucratic?
• [24:18] Counterterrorism vs. corporate: pace, pressure, and autonomy
• [25:22] Is tech still worth it? Erin’s take on risk, learning, and growth
• [27:30] The rise of trades and rethinking what “meaningful work” means
• [28:43] Remote work, mentorship gaps, and early-career development
• [33:13] Networking, discomfort, and finding your voice online
• [35:08] Closing thoughts and where to connect with Erin

About Our Guest

Erin Turnmeyer is the VP of People Operations at Sybase Analytics. With roots in federal recruitment for the...

When you’re applying to jobs in 2025, the world feels a little upside down. AI is everywhere. Remote work is under debate. And recruiters? They’re being asked to do more with less—again. So, how do we make sense of it all?

In this episode of Recruiting is No Joke, Joel Lalgee sits down with Logan Marsh, Head of Talent Acquisition at Calendly, to unpack the realities of hiring in a rapidly evolving landscape. With nearly two decades of experience spanning tech giants like Amazon and Microsoft, Logan brings a no-BS perspective on what’s changing—and what’s just noise.

From switching from enterprise to scrappy startup mode, to leading TA in a “remote-first-but-not-remote-only” org, Logan shares how he’s rethinking systems, data, and candidate experience at scale. He also gets real about job searching after a layoff, why AI won’t replace recruiters any time soon, and how curiosity (not panic) is your best weapon in today’s job market.

Whether you’re a hiring leader, job seeker, or just trying to keep your head above water in a sea of tools and headlines, this episode cuts through the fluff and gets to what matters most: real strategy, real people, and real talk.

In this episode:

• [00:01:09] Logan’s background and why he left big tech for a smaller, scrappier mission
• [00:04:30] Calendly’s growth journey and the challenge of doing more with less
• [00:06:49] Owning the full recruiting lifecycle—from headcount planning to tooling
• [00:08:26] Enterprise vs. startup: what changes and what stays the same
• [00:09:49] The dual reality of layoffs and innovation in today’s job market
• [00:11:48] Logan’s job search tips: real networking > recycled TikTok scripts
• [00:14:10] How Logan landed the Calendly role (hint: not through his network!)
• [00:17:41] Remote work: time zones, productivity myths, and flexible futures
• [00:21:47] Remote-first vs. work-from-home: what’s the difference, really?
• [00:25:01] Creating culture with intention in distributed teams
• [00:28:57] AI in recruiting: co-pilot, not replacement
• [00:31:39] What hiring teams are really looking for in AI-savvy candidates
• [00:34:57] Interviewing for curiosity, adaptability, and ownership
• [00:37:29] Why transcription tools are a total game-changer in hiring
• [00:40:48] Logan’s favorite AI tools (and how he actually uses them)
• [00:44:42] Advice for new grads: tech’s not dead, but it is evolving
• [00:46:13] Emerging industries to watch: healthtech, defense, climate

About Logan Marsh

Logan Marsh is the Head of Talent Acquisition at Calendly, where he leads global hiring strategy at one of the most widely used scheduling tools in the world. With nearly 17 years in TA, Logan’s experience spans leadership roles at Amazon, Microsoft, and Okta. Passionate about operational excellence and human-first hiring, he brings both enterprise wisdom and startup scrappiness to every team he leads.

Logan Marsh Social Media

• LinkedIn

Let’s be honest: recruiting is rarely simple—and in high-turnover, high-volume environments, it’s downright relentless. But what if we stopped overcomplicating it and focused on what really matters: clear expectations, streamlined systems, and actually respecting people’s time?

In this episode of Recruiting is No Joke, Joel Lalgee sits down with Matt Lowney, Managing Director of Talent Acquisition at CoreCivic, a corrections and reentry services company hiring 8,000+ people a year. From healthcare to corrections, Matt brings decades of experience managing large-scale, multi-site recruiting operations and shares his playbook for making high-volume hiring not only work—but work better.

With humor, Matt digs into what’s broken in hiring today—from inflated job titles and unclear expectations to the overhyped promise of “culture.” He’s brutally honest about what candidates really want (spoiler: it’s not ping-pong tables) and why it’s time to separate why someone joins from why they stay.

This isn’t your typical TA chat. You’ll hear how Matt’s team is testing AI workflows, spending $400k/month on omnichannel ads, and applying ruthless focus to improving “time to paycheck”—all while navigating human realities like burnout, motivation, and candidate experience at scale.

So whether you're deep in the hiring trenches or leading strategy from the top, this episode is packed with real-world insight to sharpen your recruitment edge.

This episode was brought to you by Interactive EQ. A one of a kind talent assessment platform that measures how people will handle real life situations. Check out what they do and let them know Joel sent you.

In this episode:

• [00:00] Introduction
• [00:51] Meet the guest: Matt Lowy
• [02:16] Matt's background and CoreCivic's hiring process
• [03:18] Sponsorship break: Interactive EQ
• [04:06] Challenges and strategies in recruitment
• [07:55] The evolution of recruitment and work culture
• [19:30] The role of AI in recruitment
• [21:13] Automation in recruitment
• [21:55] Inbound applications workflow
• [22:50] The role of recruiters in the future
• [23:45] Human interaction in recruitment
• [26:22] Challenges in recruitment
• [28:45] Candidate experience and feedback
• [32:22] Workplace culture and retention
• [38:11] Advice for job seekers
• [42:16] Conclusion and farewell

About Matt Lowney

Matt Lowney is Managing Director of Talent Acquisition at CoreCivic, where he oversees recruitment and HR operations for one of the largest correctional services organizations in the U.S. With more than 20 years of experience in healthcare and corrections hiring, Matt is known for scaling TA infrastructure, driving process improvements, and pushing past industry clichés to build real, people-first strategies that work—no fluff, no filler.

Matt Lowney Social Media

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...