Despite the challenging economic landscape and wave of layoffs across many sectors, finding exceptional senior talent remains a challenge, and many employers are making it worse for themselves.

Trust has eroded with lengthy interview processes, poor candidate experience, and misaligned employer branding are pushing top talent away. With as many as one in four workers set to be over 55 by 2031, age-related biases are also causing employers to overlook exactly the experience they need

The best insights always come from looking at things from the job seeker's point of view, and that is precisely the insight my guest this week can offer us.

<a href="https://www.linkedin.com/in/lorengreiff/">Loren Greiff,</a> Founder of <a href="https://www.portfoliorocket.com">Portfolio Rocket</a>, is a career strategist for C-Suite executives. In our conversation, she reveals how top candidates assess roles, what builds and destroys trust in executive hiring, and why your process might be filtering out your best prospects. The frameworks Lauren discusses will also be very relevant to TA leaders navigating their own career moves.

In the interview, we discuss:
<ul>
 <li>The current state of the market</li>
</ul>
<ul>
 <li>Cutting through the noise</li>
</ul>
<ul>
 <li>Identifying urgent and expensive problems</li>
</ul>
<ul>
 <li>Use of AI in the executive job search</li>
</ul>
<ul>
 <li>The hidden cost of age bias</li>
</ul>
<ul>
 <li>Highlighting the trust issue</li>
</ul>
<ul>
 <li>Ability, agility, and adaptability</li>
</ul>
<ul>
 <li>The future of careers and jobs</li>
</ul>

<a href="https://itunes.apple.com/podcast/recruiting-future-podcast/id963756980?mt=2&ls=1">Follow this podcast on Apple Podcasts.</a>

<a>Follow this podcast on Spotify.</a>

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Ep 753: Hiring Exceptional Executive Talent

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