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Kim Wilkes shared thisA resume can only tell you so much. The problem is, for most applicants, it’s the only chance they get to tell their story. When hundreds or thousands of people apply, there simply aren’t enough hours for recruiters to talk to everyone. I spent enough years recruiting to know there were always more people I wanted to meet than I had time to meet. We have a chance to change that. AI interviews give more candidates an opportunity to tell their story beyond a resume, and they can do it when it works for them. At HubSpot, 45% of AI interviews happened outside traditional working hours or on a weekend. For a student, someone who already has a job, a parent, or someone in another time zone, that flexibility matters. Recruiters still decide who moves forward, but they get to spend their time differently. At Included Health, 170+ recruiter screening hours have been returned to the team. And that time can go a lot further than the next candidate conversation. It creates more room to give candidates a better experience throughout the hiring process, while also giving recruiters the capacity to take on more strategic work, get closer to headcount and workforce planning, become stronger partners to the business, and grow into parts of the job they simply didn’t have enough capacity for before. More people get a chance to be heard, and recruiters get a chance to grow right along with the role. The TA leaders already putting this into practice are the ones I think we should be paying attention to. They’re helping set the standard for how AI interviews should be done, and I’m grateful they’re bringing the rest of us along. 👏 📚 We packed a ton of what they’ve learned using BrightHire Screen into our new AI Interview Playbook, which you can grab below. A huge thank you to Becky McCullough, Ben Amerault, Eric Goldstein, Arianna Davis, Abigail Masch, Bridget Snyder, Jonathan Hislop, Annabelle Nielson, and MP Bullock for being willing to go first, share what you’ve learned, and help other teams learn from your experience. 💜
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Kim Wilkes shared thisHey yinz guys! 👋 Reporting back from a very packed trip to Pittsburgh. 🖤💛 There was Rummikub. There was a Jazz Fest. There was an Oktoberfest. And obviously, there was cheering on the black and yellow… and so much more. I had a lot of fun catching up with friends and family. My mom (shoutout to Alice Wilkes) and I might have played too many games of Rummikub. Is that really a thing, though? I also took her to boot camp every day at 7am, which I know she’s VERY thankful for. 😬 Don’t worry, I made up for it by taking her to a nice dinner at one of my favorite restaurants in the city, Nicky’s Thai Kitchen. The pumpkin curry… 🧑🍳 I also got to catch up with the amazing Julius Shead and met his incredible wife Indera at Pittsburgh Jazz Fest! Julius and I met through Uber while we were building all things emerging tech in Austin, and it was so great to finally get some time together in person again. We even had matching insurance hats made! Speaking of finally… I had the chance to meet the fabulous Cherie Boushell! Cherie and I connected here on LinkedIn last year and promised we’d get together the next time I was in town. So off to Penn Brewery for Oktoberfest we went! Did we wait almost TWO HOURS for our food? Yes. 😂 Did that give us even more time to discuss our obsession with Halloween? Also yes. I loved getting to know both Cherie and her husband, Ryan, and now I have new friends to visit whenever I’m back in the Burgh. It wouldn’t be a trip to Pittsburgh without spending some time in the Strip District cheering on the Pittsburgh Steelers. Sadly, that game was just as bad as the weather, but I'm glad I could spend a little time with my cousin, Cindy. And there was absolutely no way I was leaving town without a trip to the Culture Shop on the South Side. If you know me, you know I’m a LITTLE obsessed with rings, and just look at these! If you’re ever in the area, I highly recommend stopping in. I covered a lot of ground in just a few days and loved spending time with some of my favorite people. 🫶 Until next time!
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Kim Wilkes shared thisStripe is hiring 30 GTM recruiters! 🙌 YES, you read that right. 30! I love that they aren’t limiting the search to people who already have GTM recruiting experience. If you do, awesome, but they’re also looking to hear from recruiters who have worked in various capacities. The annual US base salary range is $104,600 - $195,200. AND if it couldn’t get any better, these roles can be remote in the U.S. 🏡 Learn more here: https://lnkd.in/gx94zAvr If you're interested, apply! If you know someone who would be a great fit, tag them below or pass this along to them. And if you just want to help, repost this to your network! 🍂 Let’s kick off fall by helping 30 people land their next job with a great team!
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Kim Wilkes shared thisWhen the email starts with “Hey [FIRST NAME]” and your entire interview is supposed to happen… over text. 🚩
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Kim Wilkes shared thisI talk to recruiters every day who are moving quickly to prep for debriefs, get offers out, keep candidates moving, and sooo much more. Having tools that make some of that easier is crucial. BrightHire’s Ask Assistant is one I wish I’d had while recruiting at previous companies! 😫 In the last 90 days alone, recruiters have asked BrightHire’s Ask Assistant thousands of questions, right from within the platform. Things like: “What compensation details have been discussed?” “Why is this person looking to leave?” “What are they looking for in their next role?” “When can they start?” “Do they need sponsorship?” “Did anyone already ask about Y?” You can get the answer in seconds, with citations that take you right back to the conversation. Recruiters can move faster, hiring managers have the context they need to make faster decisions, and candidates get a better experience along the way. A win-win in my book! 🏆 Check out Ayman Kotob's newest Feature Friday demo, and if you’re already using Ask Assistant, I want to hear what you’re asking! 👋
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Kim Wilkes shared thisI’ll say something I probably wouldn’t have said a year ago: I believe AI Interviewers can make hiring more human. I know that might sound backwards. I care a lot about the human side of hiring, and when I first started thinking about AI conducting an interview, I had a lot of questions, like: - What happens to the candidate experience? - Where does the recruiter fit? - Are we creating more distance between people at exactly the point where we should be getting to know them? My perspective changed a while ago, and the more time I’ve spent talking to recruiting teams and candidates who have experienced AI interviews, the more I believe in what they can make possible. Anyone who has worked in recruiting knows there are more candidates you’d like to talk to than hours in the day. A resume can only tell you so much, and sometimes someone who could be great for the job never gets the chance to tell you why. AI Interviewers can change that. More candidates can have a conversation and share the experience, context, and personality that don’t fit neatly onto a resume. They can do it when it works for them, whether that’s after work, early in the morning, or on a weekend. 💪 And recruiters can start with more information, spend more of their time getting to know the candidates they want to move forward, and still be the ones making the decisions. 👏 To me, that’s not taking the human out of hiring. It’s creating more opportunities for the human parts to happen. That’s a big reason I’m looking forward to our conversation on October 8 with MP Bullock from Included Health and Nick Larche from Unanet. They’ve both brought BrightHire Screen, our AI Interviewer, into their hiring processes, and they’re joining our own Oliver Stephenson to talk about what they’ve learned along the way, including how candidates have responded, what surprised their recruiting teams, what they’ve changed, and what they know now that they didn’t when they started. 👋 If you’re leading a recruiting team and trying to figure out how to keep up with high-volume hiring, manage through shifting headcount and capacity, introduce AI without adding even more change fatigue for your team, or simply give your recruiters more room to spend time where they can have the biggest impact, come listen to the people who are already doing it. I think you’ll leave with a lot of ideas for what it could look like on your own team. Register via the link in the comments below!
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Kim Wilkes shared thisHere’s one claim I’m happy to make: Farmers Insurance is hiring! 🙌 You probably know Farmers because they know a thing or two (and yes, I’m fully aware the jingle is now playing in your head 🎶). And if you’ve caught their latest commercial, you know they’re still pretty good at not taking themselves too seriously. I’m definitely a fan. But as Farmers themselves puts it, there’s a lot more to the company than the catchy commercials! For more than 90 years, Farmers has been helping people protect what matters to them, and today they’re one of the largest insurers of vehicles, homes, and small businesses in the U.S. Their ambition is to deliver peace of mind while continuing to innovate around when and where their customers need them. They’re hiring across Claims, IT, Finance, Underwriting, Customer Service, Sales, HR, Marketing, and more, with many remote (!!) and hybrid opportunities. And there are some pretty great reasons to take a closer look. 👀 They’re intentional about what they offer employees, with benefits and programs focused on health, wellness, work-life balance, financial wellbeing, and learning and development, and they offer a ton of support through different stages of employees' lives and careers. They’re looking for people who care about innovation, customer service, and community impact, and want to work somewhere they can bring their whole selves to work. What’s not to love? I'm also proud to highlight Farmers as a new BrightHire customer! Kevin Shriver, Alyssa Carey, and the Farmers team are bringing BrightHire Screen and Interview Intelligence into their recruiting process, and I’m really excited to have them as partners as they continue building the team behind such an iconic brand. 🩷 So if a new job happens to be in your future, consider this your friendly reminder to make sure you’re covered. 😉 https://lnkd.in/gtKfs6Wr Check out Farmers’ open roles, or pass this along to someone who should!
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Kim Wilkes posted thisPSA: If you interview with me, your iced coffee is safe.🧋 Wear the hoodie, too. We have more important things to talk about than whether your coffee order or sweatshirt says something about your work ethic. 😅
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Kim Wilkes shared thisI love celebrating amazing people doing meaningful work, and today, that spotlight goes to Alex Her. 🙂 Alex leads Global Employer Brand at GoDaddy and on Oct 22 (updated from Thursday, 9/24) he’ll join Jennifer Johansson, Founder and CEO of Placed, for a timely conversation about a topic many folks in TA are working to solve: how teams can build a more precise, signal-driven approach to the top of the funnel as application volume grows. AI is making it easier for more people to find and apply for more opportunities, which can be a good thing. But it’s also changing what shows up at the top of the funnel: thousands of applications, more fraud, and a much harder job of figuring out who’s genuinely interested and who might be a great fit. The question is: how do we build a top of funnel that works better for both sides, giving more people a chance to be considered while giving recruiters the information they need to know where to spend their time? Alex and Jennifer will dig into what candidate behavior can tell us about intent, how to identify quality earlier, which recruiting metrics are most important as application volume grows, and where employer brand and candidate experience fit into all of it. I’m really looking forward to hearing their perspective. 👋 If you work in talent acquisition, employer brand, or recruitment marketing, you should definitely tune into this one! I've dropped the link to register below.
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Kim Wilkes reacted on thisKim Wilkes reacted on thisAfter 9.5 years, my time at Zapier has come to an end. I learned two weeks ago that my role was being eliminated, and my last day was last Friday. I’m not going to pretend that wasn’t hard news. That said, I’m leaving with a lot of gratitude. I started in technical support in 2017 as the first Weekend Warrior, grew into a Team Lead managing 9 people serving Zapier’s highest-value customers, and spent my last 3.5 years as an Executive Assistant, serving as a strategic partner to our execs. Zapier shaped how I work, and I’m proud of what I built: → 120+ automations on Zapier and Claude that changed how execs and their leadership teams get work done. → Calendar and process audits that returned 100+ hours a year to leaders and teams → An AI-powered task capture and triage system that Wade Foster uses daily The thread through every role: I love helping people get things done. Here’s what I’m looking for next → Executive Operations / Chief of Staff: being a strategic partner to leaders, helping their teams move and make decisions faster. → AI Operations: building the automation systems that make teams more effective → Customer Success / Account Management for AI products I believe in, pairing my technical support background with the ability to speak to execs and decision makers. I’m hoping to join an AI-forward company that values curiosity, defaults to action, and trusts people to solve ambiguous problems. I’m based in Vancouver and open to remote or hybrid. If that sounds like your team, or you know someone I should talk to, I’d love to connect. Thank you, Zapier, for 9.5 incredible years. 🧡
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Kim Wilkes reacted on thisKim Wilkes reacted on this18 minutes to <1. That’s how much Zoom has reduced the time its recruiters spend documenting a screen after the conversation ends. Zoom hires more than 1,000 people a year across 30+ countries. So multiply those minutes across a recruiting team and thousands of conversations, and suddenly you’re talking about giving hundreds of hours back to people. Those hours go spending more time with candidates. Asking another question. Preparing for the next conversation. Working through something with a hiring manager. Or simply being able to listen without simultaneously trying to capture everything someone says. And being part of Zoom gives us an incredible opportunity to keep pushing on what that can look like. We get to build alongside a global team using BrightHire every day. We get to learn from recruiters and interviewers operating at scale. And we get to take what we learn and use it to shape what we build together next. We've implemented BrightHire enterprise-wide at a lot of pretty amazing companies, but this one was special 💜 It was awesome to reach from Zoom's own head of TA Josh Elmore the story of the implementation and the success the team is seeing. You can read it at the link below. 👇
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Kim Wilkes reacted on thisKim Wilkes reacted on this94% less time spent on post-interview documentation. I’m incredibly proud of that number, but I’m even more proud of what my team gets to do with the time we’re giving back to them. At Zoom, we hire more than a thousand people a year across 30+ countries. Our recruiters are balancing candidate conversations, hiring manager partnerships, debriefs, offers, and everything else that comes with keeping hiring moving. We knew there had to be a better way than spending nearly 18 minutes after every screen documenting what had just happened. With BrightHire, that’s now under a minute. Feedback that used to take more than two days can be ready within minutes, and we’re forecasting $120K in annual savings from recruiter screen documentation time alone. But for me, this has always been about more than efficiency. I want our recruiters to have the time and space to be great recruiters. To be present with candidates, ask the extra question, build relationships, and be strong partners to the business. We’ve learned a lot getting here, from how we integrated BrightHire with Paradox and Workday to how we approached the rollout with our recruiting team before expanding more broadly. And now there’s an even bigger opportunity ahead. With BrightHire part of Zoom, our TA team gets to be right in the middle of what we can build together. We can put new ideas into practice at Zoom scale, learn directly from our recruiters, interviewers, and candidates, and bring those learnings back to the teams building what comes next. That’s a pretty exciting position to be in, and I’m proud our team gets to play a role in it. 💙 Really excited to share more about what we’ve learned so far and where Zoom and BrightHire are headed together. 👇 https://lnkd.in/grvk_Veh #TalentAcquisition #AI #CandidateExperience
Experience & Education
Volunteer Experience
Projects
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Speaking Engagements and Industry Publications
As a passionate advocate for people-first work cultures, I share insights that fuel both individual growth and organizational transformation, including customer marketing, advocacy, employer branding, social media, remote work, professional development, and the thoughtful use of automation and AI within hiring.
I’ve been honored to contribute to the conversation through podcasts, panels, virtual events, and written content, with recent features and engagements including:
- AMS…As a passionate advocate for people-first work cultures, I share insights that fuel both individual growth and organizational transformation, including customer marketing, advocacy, employer branding, social media, remote work, professional development, and the thoughtful use of automation and AI within hiring.
I’ve been honored to contribute to the conversation through podcasts, panels, virtual events, and written content, with recent features and engagements including:
- AMS Verified, HR Grapevine, and Jobgether (recognized publications)
- Virtual speaking sessions with The Muse/Fairygodboss, HR at the Table, and EBStars, among others.
Whether speaking at an event or writing for an industry publication, I aim to deliver practical, human-centered insights that help people and teams thrive.
Interested in collaborating or booking a session? Feel free to reach out via DM!
Honors & Awards
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Noon AI Talent 100
Noon AI
I'm honored to have been recognized by Noon AI as a forward-thinking talent leader, alongside many other incredible people who are redefining how world-class teams are built.
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All on Zapier Award
Zapier's People Leadership Team
Honored at the 2025 Zapier Summit for building impactful, fully self-serve solutions using Zapier, automating workflows and enhancing the candidate experience with tools we believe in and use every day.
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Best People Leaders in 2024
Purpose Jobs
I’m honored to have been recognized as one of Purpose Jobs' Top People Leaders for championing empathy-driven leadership, inclusive hiring, employee wellness, and professional growth.
Organizations
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Prompt Mates
Community Member
- PresentPrompt Mates is a community of talent professionals experimenting with AI and automation. We connect through Slack to share challenges, ideas, and solutions, and gather virtually to spark open conversations on tackling talent acquisition’s biggest challenges. Prompt Mates is a community of talent professionals experimenting with AI and automation. We connect through Slack to share challenges, ideas, and solutions, and gather virtually to spark open conversations on tackling talent…
Prompt Mates is a community of talent professionals experimenting with AI and automation. We connect through Slack to share challenges, ideas, and solutions, and gather virtually to spark open conversations on tackling talent acquisition’s biggest challenges. Prompt Mates is a community of talent professionals experimenting with AI and automation. We connect through Slack to share challenges, ideas, and solutions, and gather virtually to spark open conversations on tackling talent acquisition’s biggest challenges. Skills: Artificial Intelligence (AI) · Automation · Community Engagement
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Employ Connect
Leadership Community Member and Speaker
- PresentEmploy Connect is a network of 300+ innovative talent leaders. It's a place to trade strategies, share best practices, and meet with peers who are solving similar problems. Shortly after joining, I co-hosted a virtual session with Nitin Moorjani (Director of Talent Ops, Automattic) for 75+ members, where we shared insights on AI recruiting tools, how they’re shaping the way we work, and what they mean for the future of talent acquisition. Check it out here:…
Employ Connect is a network of 300+ innovative talent leaders. It's a place to trade strategies, share best practices, and meet with peers who are solving similar problems. Shortly after joining, I co-hosted a virtual session with Nitin Moorjani (Director of Talent Ops, Automattic) for 75+ members, where we shared insights on AI recruiting tools, how they’re shaping the way we work, and what they mean for the future of talent acquisition. Check it out here: https://drive.google.com/file/d/1QL7DBgEw6Th1EuNAZDtos_Tu1zZCwAbL/view Feel free to reach out if anything sparks ideas or questions!
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Tech Ladies
Community Member
- PresentAs part of the Tech Ladies® network, I contribute by uplifting women in tech through knowledge-sharing, connections, and encouragement. I regularly join meetups, facilitate conversations around career growth and employer brand, and share resources that help members navigate hiring, interviews, and workplace challenges. My focus is on creating an inclusive, supportive space where women can connect, learn, and thrive together. Here's an example of a blog in which I participated:…
As part of the Tech Ladies® network, I contribute by uplifting women in tech through knowledge-sharing, connections, and encouragement. I regularly join meetups, facilitate conversations around career growth and employer brand, and share resources that help members navigate hiring, interviews, and workplace challenges. My focus is on creating an inclusive, supportive space where women can connect, learn, and thrive together. Here's an example of a blog in which I participated: https://www.hiretechladies.com/blog/how-to-ask-about-dei-during-an-interview
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The Martec's Employer Brandwagon
Employer Brand Community Member
- PresentThe Martec’s Employer Brandwagon is a global community of employer-brand and talent-marketing pros who swap ideas, share wins, and learn from each other. The community often gathers for small “campfire” discussions, live events, and workshops where members trade real-world strategies, content tips, and creative campaigns. I use it to stay on top of trends, get fresh inspiration for recruitment marketing, and share what’s working in my own programs. It’s a space that keeps me connected to…
The Martec’s Employer Brandwagon is a global community of employer-brand and talent-marketing pros who swap ideas, share wins, and learn from each other. The community often gathers for small “campfire” discussions, live events, and workshops where members trade real-world strategies, content tips, and creative campaigns. I use it to stay on top of trends, get fresh inspiration for recruitment marketing, and share what’s working in my own programs. It’s a space that keeps me connected to super talented peers and the latest thinking in employer branding. Learn more here: https://www.themartec.com/employer-brandwagon/community
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Elpha
Community Member and Speaker
-Elpha operated as a women-in-tech community and career platform (now closed) that connected professionals through networking, mentorship, and knowledge sharing. I contributed by sharing open roles, offering career advice, and supporting members in their job searches. I participated in virtual and asynchronous workshops, panels, and speaking engagements on topics such as employer branding, inclusive hiring, and career growth. Skills: Public Speaking · Community Engagement · Knowledge Sharing
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Akhil Girijan
The biggest cultural gap I’ve observed in talent acquisition is how quickly you can earn trust and credibility. In some ecosystems, credibility is sticky. You build it slowly—through years of hiring, nurturing teams, and delivering results. Once earned, it stays with you for a long time. People remember that one campus strategy you built years ago or that one legendary team you scaled, and it defines you for years. In other ecosystems, credibility is fast-moving. Nobody really cares what you did four or five years ago—whether you scaled a unicorn’s engineering org or closed record-breaking hires. What matters is what you’re delivering today—the teams you’re building, the leaders you’re bringing in, the bar you’re raising right now. That shift is both a challenge and a gift. • The challenge: you’re under constant pressure to keep delivering, keep innovating, and stay relevant. • The gift: the playing field is wide open. Even if you don’t carry a decade of “big-name wins,” you can still stand shoulder to shoulder with the best—if what you’re building today is meaningful. Personally, I find the “today matters more than yesterday” mindset healthier for talent acquisition. It forces us to focus less on legacy and more on impact in the present moment—because the best hires, the best teams, and the best cultures are built now, not in the past. #Leadership #Hiring #Recruitment #TalentAcquisition #PeopleAndCulture #FutureOfWork #TechCareers #WorkCulture
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College Recruiter job search site
David Turetsky, host of the HR Data Labs podcast, interviewed our founder, Steven Rothberg about the recruitment metrics that many employers use. Together, they talk about the ones that make sense and bluntly throw under the bus some which are very popular but make no sense to use at all. Costs per quality hire, we're looking at you....
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JazzHR
Did the hiring volume just get louder? 🔊📈 HR Dive dug into new data from Employ’s Hiring Benchmarks Report—and applicant volume has officially turned up, with teams reporting 250+ applications per role. 👇 See the benchmarks behind the volume spike. https://lnkd.in/gwBfwyb3 #HiringBenchmarks #TalentAcquisition #HRData #WhyEmploy
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IQTalent
Most TA teams run on effort and pressure, not process. It holds together until a recruiter leaves and the institutional knowledge walks out with them, or a hiring surge hits and there's nothing documented to scale from. A fractional recruiting operations leader builds what's missing underneath: ATS hygiene, process docs, SLAs, and reporting. Scoped to the hours you actually need. If your team can handle volume today but you're not sure it survives growth, this is worth a look 👀 https://hubs.la/Q04x8QLM0 #RecruitingOps #TalentAcquisition #Recruiting
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