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Offer Accepted

Ashby

Welcome to Offer Accepted, the podcast that elevates your recruiting game. Your host, Shannon Ogborn, interviews top Talent Acquisition Leaders, uncovering their secrets to building and leading successful recruiting teams. Gain valuable insights and actionable advice, from analyzing cutting-edge metrics to claiming your seat at the table. 

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  • 23 episodes
  • fortnightly
  • Avg 27 min
  • English

Episodes 23

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  • Dec 2, 2025 · 31 min

    Scaling Values Interviews with Maggie Landers, Harvey

    How do you keep hiring quality high while the company scales globally at speed? In this episode, Shannon sits down with Maggie Landers, VP Talent at Harvey, to walk through the values interview program that keeps a fast-growing AI company aligned. Maggie shares how Harvey turned three simple values, simplicity, decisiveness, and “Job’s Not Finished”, into a global, standardized interview that any people manager can run without adding friction to the process. Discover how her team leveraged tools like ChatGPT and Ashby to accelerate the design of interview questions, scoring rubrics, and enablement from months to mere weeks. Crucially, this efficiency was achieved while prioritizing human judgment, active listening, and an excellent candidate experience. Whether your team is hiring dozens or hundreds of roles, this conversation will help you simplify your values work, prove its impact, and scale it across regions and functions. Key takeaways: Simple values guide hiring: Focusing interviews on a few clear values improves cultural alignment without adding complexity. Train managers as interviewers: Empowering all people managers to conduct values interviews ensures culture ownership and scalable hiring across all teams and regions. Iterative Improvement: Ship, Learn, Refine. Treat values interviews as an evolving product. Quickly update interview questions and rubrics using AI, informed by focused group feedback. Timestamps: (00:00) Introduction (00:24) Meet Maggie Landers (02:08) Why Harvey scaled values interviews for quality (04:39) Turning three simple values into a global hiring lens (07:47) Building scoring rubrics that interviewers actually use (10:29) Designing a low-risk pilot for values interviews (13:33) Getting exec and board support for experimentation (17:35) Standardization, simplicity, and training people leaders at scale (22:59) Using AI to maintain values programs without burning out (27:10) Why great interviewers are listeners, not checkbox operators (30:00) Where to connect with Maggie

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  • Nov 18, 2025 · 27 min

    Embedding Cultural Awareness to Strengthen Global Hiring Alexandre Corbin, Tabby

    Cultural context can make or break your ability to close top talent across regions. Alexandre Corbin, Head of Talent Acquisition at Tabby, joins Shannon Ogborn to share how his team adapted recruiting strategies to local norms while scaling one of the Middle East’s fastest-growing fintech companies. From launching operations in Egypt to navigating hiring compliance in Saudi Arabia, he explains what changes when you hire with cultural awareness. Alexandre shares how hiring local recruiters, shifting communication styles, and focusing on face-to-face interaction improved pass-through rates and candidate experience in high-volume markets. By combining context-aware data with empathy, his team rebuilt trust and engagement across three regions. Key takeaways: Local context changes candidate behavior: Small missteps can derail high-volume hiring in new regions Trust begins with proximity: In-person recruiting shifts perceptions faster than online touchpoints Data reveals gaps, not reasons: You need cultural fluency to understand what metrics miss Timestamps: (00:00) Introduction (00:33) Meet Alexandre Corbin (01:46) How culture shapes every part of hiring (04:12) Why Tabby hired local recruiters early (07:58) Understanding employer reputation in the market (08:53) Rebuilding trust and employer brand in new markets (11:27) What changes and what stays the same (13:47) Adapting interviews for cultural expectations (16:44) Using cNPS scores to shape strategy (19:58) What funnel data reveals about cultural mismatch (22:56) The results of changing the candidate journey

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  • Nov 4, 2025 · 27 min

    Turning Opposition into Buy-In for Early Career Talent with Corey Twitty, Zillow, ex-Netflix

    Bringing in early career talent is more than a pipeline play; it’s a catalyst for business transformation. Corey Twitty, now at Zillow, joins Shannon Ogborn to unpack how he built Netflix’s first emerging talent program from the ground up. He explains how to challenge deep-rooted hiring habits, build trust with skeptics, and design programs that align with culture and business needs. Corey also shares what makes these programs durable: a clear purpose, flexibility in execution, and a feedback loop that enables daily improvement. Whether you’re building from scratch or refining what exists, Corey’s approach will reshape how you think about early talent. Key takeaways: Strong programs start with empathy: Sit with stakeholders before designing solutions. Learn what the business truly needs. Early career hiring impacts engineering efficiency: Pairing senior staff with interns freed up senior time and sparked new ideas. Hiring culture changes through ownership: Teams won’t adopt new approaches unless they help shape them. Timestamps: (00:00) Introduction (00:46) Meet Corey Twitty (02:07) Why early career hiring matters more than ever (03:18) How early talent supports long-term succession planning (04:57) Changing Netflix’s culture around early career (06:39) Gaining buy-in through co-design and debate (08:49) Tactical steps for launching a program from scratch (11:35) What strong opinions loosely held look like in action (13:32) Advocating for resources during hiring freezes (16:34) Interns vs. new grads: Where to start (19:48) Tracking results and impact over time (23:35) Building a 3-part early talent strategy (26:29) Where to connect with Corey

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Showing 21–23 of 23 episodes