This week, Gareth speaks with Leif Wennerstrom, VP of Talent Acquisition at Dialpad. Leif recently joined Dialpad after having helped scale Procore from 700 employees to 3400, including international expansion and an IPO. In this conversation, Leif talks about reverse engineering the candidate experience in order to build a healthy company that scales - and much more. 

The 3 pillars to a great candidate experience: 
1. Think about and design the experience with the end in mind - from the very first engagement, do you see this person joining your organization?
2. Create an open, transparent, equitable, and unbiased process that delights - open up opportunities for candidates to go explore. Provide as much exposure as possible.
3. Have a process that is thoughtful and systematic in how you engage with talent from the very first impression to the very last conversation. 

What else is covered: 
- Avoiding interview fatigue in a remote & hybrid world
- Setting realistic expectations on skills-based needs, prioritizing, and aligning internally
- Why honesty in the offer process is crucial
- Incorporating TA as a strategic resource and better leveraging the available market knowledge
- Utilizing core values to adjust your EVP during changing times
- Aligning "internal" and "external" brand

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If you liked this show or want to share feedback please leave a review so we can keep improving and share the word with other leaders in the tech talent space. If you have suggestions for topics we should cover, feel free to reach out to either Jake Gorgol or Gareth Webb on LinkedIn or send us an email at [email protected].

Gareth: https://www.linkedin.com/in/gareth-webb-outscout/

Jake: https://www.linkedin.com/in/jake-gorgol/

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