Kelly Shalk

This is the week! Join me on Thursday, June 6th as I chat with Dave Carhart, Strategist at Lattice, and Theodore Chestnut, Co-founder of BrightHire, for a conversation on the topic of Talent Density. I was honored to be asked to join this conversation to explore what we actually mean by talent density, and how we can concretely take steps to increase it on our teams. At a time when companies are more resource-constrained, every single hire needs to significantly contribute to your company's mission and goals, so how can you leverage every part of the employee journey (from hiring to onboarding to performance management) to increase the output of your talented team? Zapier's had a laser focus on talent density, and I'll attempt representing some of our learnings - and places where we're still learning, too! Together, we'll cover: - What does talent density mean, and why is it so important now? - How to get started with measuring talent density - Zapier’s experience putting talent density at the center of our talent strategy - An inside look at strategies leading TA teams are implementing today - Actionable tips that you can implement across the talent journey 🗓️ Thursday, June 6 at 10 am PT/1 pm ET 👉 Register via the 🔗 in the comments We look forward to seeing you there!

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🚀 Great to see Blaze.tech featured in the Black Opal Ventures inaugural impact report! This report provides a great snapshot of the impact of their portfolio companies on driving better health outcomes through innovation.👇

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Watch this episode of #TheCEOSeries with Ron Thomas where I discuss how you can shift your perspective to make sense of layoffs and, more importantly, if you’re a casualty of a layoff how you can begin to see yourself through to the other side: https://lnkd.in/g9VcBRU6

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Calling all Lattice power users!! I'm putting together some resources for our team at Bubble and want to help everyone take better advantage of the tools we have access to. What advice do you have? How do you use Lattice in your day-to-day? Any tips/tricks? My goal is that we are all consistently sharing feedback with each other, aligned on goals, and have productive 1:1s. While a tool isn't going to make all that happen, I think I can do a better job enabling employees with great tools can help!

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I was fortunate enough to attend a great Talentful and HIGHER Community event on the state of TA in New York, a few takeaway 👇 - Still some uncertainty, many teams aren't planning HC very far out - Knowing talent inside org is just as key for hiring plan and staffing, but truly getting a handle on this is still a hard nut to crack for many large orgs - There's a growing conversation about tapping into fractional talent, at least amongst growth-stage companies, one panelist noted how Hollywood movies are an interesting source of inspo on assembling great talent for a project - Talent density & QoH is a big focus, but 53% of co's don’t have a way to measure them — those that do most commonly rely on periodic reviews - Jessica Z. mentioned a really interesting take on the above, a Q posed to hiring managers: “If you could go back in time would you pay 100% of the persons salary to keep them, 50%, or cut ties altogether” - Although 87% of orgs think TA is at or under capacity, 75% of orgs aren’t planning to hire recruiters, big discussion is AI and how it impacts staffing   - Overall panel felt like AI was a copilot that’ll change roles, but people will re-skill and find new areas of focus in their roles   - DEI fallen off since 2023 (aligns to BrightHire data) but it’s still up dramatically from pre-pandemic levels, but there was a big discussion about how DEI leaders won't have impact w/out the power to make real biz change Thanks so much Talentful HIGHER Community Chris Abbass Jessica Z. for the lively discussion!

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Anyone else find it both fascinating and disappointing when Google Autocomplete finishes your search and it is a sad reflection of our reality? I wanted to search: “How many female high school basketball players are there in the U.S.?” Google filled in what it thought I wanted to know.  Do you know what it auto-filled? Here were my top 3 results: ❓ How many high school girls get pregnant? ❓ How many high school girls have eating disorders? ❓ How many high school girls play sports? Listen. I am a glass half-full kind of person. #3 gives me hope. #1 and #2 break my heart and piss me off. It's not Google's fault. We are the ones doing the searching. We are the ones controlling what we talk about and how. There is a window that opens in any current paradigm when change is possible. This is one of those times in women’s sports when we can shift what has been to what can be. We at Dailyhuman plan on being an important part of it. Who's with me? #mindsetiseverything #coaching #girls

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Christine Deputy the former CPO at Pinterest shared one of the most unique approaches to high-potential leadership development I’ve heard: -> The CNEXT Accelerator program. 👇 Here’s a snippet of our conversation 👇 Me: Can you explain how your high-potential development program works? Christine: We partnered with many Fortune 100+ companies to build CNEXT. It allows our employees and leaders to gain exposure to leaders from different industries. Me: Why not just build something in-house? Deputy: If you're developing people within your organization, they’re limited to certain exposures—your industry, your capabilities, and your approach to development. Me: So this program broadens exposure? Deputy: Exactly. When you expose people to other industries and give them a space to network with folks who face different challenges, it gives them a chance to grow and develop in an accelerated manner. Me: How do you loop in your participants’ managers if it’s not in-house? Deputy: Senior leaders like me, who have team leaders in CNEXT, get coaching around the same subjects. That way we can have conversations with our team leaders and partner with them throughout CNEXT and beyond. *** It’s a brilliant approach: 1. Collaboration, not competition, improves the program exponentially. 2. Parallel learning by senior leaders then reinforces learning in an ongoing, practical way. And funnily enough, its the program’s willingness to collaborate with other companies that gives it a competitive edge. Collaboration is the way! #leadershipdevelopment P.S. You can read the full Forbes interview on our LEADx website or listen to the podcast episode on The Culture Code.

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I’ve been sharing the news for a quite a while now in one-on-one conversations, but it’s time to share it more publicly 📣: I’ve transitioned to an Executive Leadership Coach operating under my business name of Black Diamond Coaching. I’m loving the impact I’m having!  🎉 With 20 years of leadership experience across Amazon, Expedia, Groupon, and Workiva, I am now paying it forward by coaching other leaders full time! Of all that I accomplished over that time, I’m most proud of my work helping grow and accelerate the careers of folks that I have led and coached and getting to see the impact they are having for their companies and in the world. As an executive coach, I work with a limited set of senior leaders as they navigate their hardest professional challenges and periods of growth.  My personalized one-on-one coaching helps tech leaders boost their influence, impact, and ability to lead and inspire their teams, making them stronger leaders and accelerating their success. Through alignment to their values, shifts in perspective, and new insights, they become unstoppable. 🚀 This is not bland coaching; together with my clients, we play big and swing for the fences because there is nothing as important as living your best life. True growth demands vulnerability, intention, and drive—but we’re sure to leave space for some fun along the way. Can you do me a favor? Take a moment and think about who you know who might benefit from my coaching (note: it might be you!). Please share my post or profile with them (https://lnkd.in/g2-AfJ4Y) and have them reach out. New to coaching? I offer a free coaching session for direct contacts and their referrals.

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Less than one week until LinkedIn’s Hire Connect Denver at Empower Field at Mile High! Please join me and other amazing presenters to talk about latest trends in the talent space. You will get an exclusive look into industry insights, hear from thought leaders & problem solve with your peers. During my session, we will focus on exploring the transformative power of forward-thinking technology in recruitment and talent acquisition (#AI 😉). I promise to deliver not only my best content on this topic, but also a few cheesy jokes as well! Registration link in comments below 👇 #bettercallkim #HireConnect

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Leslie Greenwood and Melissa Moody 🍵 have created something pretty extraordinary with Wednesday Women. If you have been following them on LinkedIn, then you know what I mean. Now they have created a way for women leaders to connect 1:1 without joining another Slack group. Today is the *last* day to sign up before the first round of matches go out for the Wednesday Exec Women 1:1 Chat program - hosted on Matcha.so 🍵. Here’s what you can expect: ✨ Grow your network - meet other exec women leaders from around the globe, once a month, for the price of a cup of coffee. ✨ Find community - you'll share what you're working on, hear what others can offer, inspire each others, discuss, riff, vent, and laugh. ✨ Connect easily - the Matcha platform makes it easy to get a match, schedule (and reschedule), and join the integrated video chat - complete with discussion prompts! 👉 For executive level women only at this time (they  will consider launching more programs in the future!) 👉 Cost is $7/month (or $75/year)... the price of a cup of coffee, these days! 👉 With 40 women already signed up and a group that will keep growing over time, there's a wealth of expertise and experience and awesomeness to tap into! 👉No stress: If you can't sign up for this round... you can click to join *any time* and will be paired up for the next available round of matches. Link to sign-up: https://lnkd.in/g5JZZ3Js #WomenInLeadership #WednesdayWomen #WomenSupportingWomen

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Lately, I've been thinking about mergers and acquisitions and their impact on the humans involved, both on the giving and receiving ends. 🚧 Early in my career, I was part of a program management team that was singularly focused on merging systems (and, in doing so, cultures) when the company I worked for took over another. I shared a front-row seat to conversations from one such experience in a recent Op-Ed on NewsBreak. #MergersAndAcquisitions #BusinessTransformation #CorporateCulture #Integration #ChangeManagement #Transformation #Strategy #Management #People Read it here: https://lnkd.in/eAXBQWDj.

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Good advice, whether you're starting your career or adjusting your path. "Self-awareness is key in determining the right fit for your career. You have to honestly assess the aspects of your work that bring you joy and energy. And you need to identify your strengths and areas in which you may not excel."  #careerdevelopment

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SF TA Leaders, have you got plans for Thursday evening? You have now. A few seats are left at Thursday's Talent Leaders Dinner at 25 Lusk. Join the perspicacious (chatgpt give me a word to describe someone intelligent, charming, and has expert knowledge in a specialist subject) David Moore, other erudite TA Leaders and me as we discus Optimizing the TA process. Message me if you are interested in joining us! https://lnkd.in/guDtXjkX #TalentAcquisition #LeadershipDinner #ProcessImprovement

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"Let's stop focusing on number of days in the office, and really double down on what's going to create the biggest impact while aligning the needs of the customer, the company, and the people." 🚀 Amazing Season 2 kickoff episode with Christina Luconi from Rapid7!

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The last two days have been incredibly difficult to process at Intuit. What leaves me heartbroken for many of the people that were let go is the headlines that were picked up in the news. The bar for excellence at Intuit is EXTREMELY high, and in the last year they upleveled that. In addition you also operate within a flat organization. I’ve worked at many Fortune 10 companies in my 20+ career and the talented people I’ve been fortunate to work with over the last 5 years never ceased to amaze me. To all of the people that were impacted by yesterday’s news: my heart goes out to you. I want to extend an offer to help connect you with my extensive network of friends around the globe who need exceptional talent. Please do not define your self-worth based on being let go. Sometimes where one door closes, another door opens, and sometimes…life will push you were you are destined to go - whether you’re ready or not! Do not give up on Hope, Optimism, and Faith for that is what sustains you - especially in the tough times! I’m speaking from living through both sides of layoffs in my 20+ year career. To those of you who had to deliver the news: it’s tough on you too. I see you! You’re not heartless and living in an “ivory tower.” You care about these people and don’t all of a sudden lose your humanity. We have to make tough business decisions and we can be compassionate human beings at the same time. Do what you need to take care of yourself, support your teams, and provide references, recommendations, and support to those that you may have had to let go. To much is given, much is expected and you lead with compassion! To the recruiters and companies hiring: if you are breathing then you know you can be biased so when you know you have an affinity for recruiting from a particular school, consulting firm, or type of company, be sure to do a double take when you see someone with Intuit or Intuit Mailchimp on their LinkedIn or resume. You’re getting Grade A, or in other words world-class talent. They’ve been pressure tested on the job, they continuously redefine what a SaaS company can be and do, and can I say they’re also award-winning?!?! Move quickly because this talent won’t be on the market long!!! I’m not much of a gambler but even I would make a bet on that!!! Sending love and light out to all of you!!!

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Join me and 15K LGBTQ+ women, women of Color, non-binary, trans techies, business leaders, & allies at Lesbians Who Tech & Allies #PrideSummit! The Summit is virtual and free, so you can attend from anywhere. 🌈 I’m sharing insights on upskilling & the next-gen workforce on June 12, 230-3 pm PT. Link in bio to register for free: https://lnkd.in/gkf6ZHVs P.S. What about AI replacing jobs? AI will change which skills are in demand and reshape job roles like the advent of the internet. But AI can't replicate skills like emotional intelligence, creativity, leadership, and data analysis to provide actionable intelligence, to name a few. Like the Industrial revolution, it's a shift, not a decline, creating new opportunities and a different but abundant workforce landscape. Stats: 1. Millennials and Gen Z, aka "NextGen workers," already make up a whopping 63% of the workforce and counting. -  Glassdoor’s 2023 US census data 2. By 2030, there could be an 85 million global talent shortage. - Korn Ferry 3. 4 out of 5 CEOs are concerned about who will fill those vacant roles. - Forbes 4. According to Deloitte's 2022 Global Millennials and Gen Z Workers Survey, they are driven by a quest for meaning in their work. 5. 77% of Gen Z prioritize environmentally sustainable business practices. - Bentley-Gallup Force for Good Study #LWTSummit #QueerInclusiveBadass #FutureOfWork #TalentShortage #TalentCrisis #SkillsBasedOrganization #SkillsBasedEconomy #Skills #Udemy #Upskill #Reskill #NextGen #tech #lgbt #lgbtqia #lgbtqiaplus #lgbtqcommunity #trans #translivesmatter #lgbtq #queer #transman #pride #pridemonth #millennials #millennial #genz

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What’s happening across the tech industry? SignalFire found nine shake-ups in where talent is moving, Gen Z's career paths, and where to find AI experts: 1. Austin is the fastest-growing city for top tech talent by percentage. 2. New York City is gaining the most significant share of relocating tech talent. 3. Silicon Valley is losing the most significant share of relocating tech talent but is still growing in net headcount. 4. Gen Z talent is being promoted to management more slowly than past generations. 5. Gen Z workers switch jobs 2x faster than those in Gen X. 6. VC-backed founders are older than a decade ago, with the oldest in the life sciences and cybersecurity sectors. 7. Data is maturing from an analyst- and scientist-centric role to an engineering-focused discipline. 8. As demand for AI talent grows, a declining percentage of AI hires have graduate degrees or prestigious schooling. 9. Silicon Valley still hosts the most AI talent, benefiting from the recent AI startup boom.

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Weekly updates in Lattice are great! 1:1s and Updates in Lattice help our teams at Tekion Corp! #management #linkedin

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