About
Resourceful Recruiter with a strong record of building high-performing teams across…
Activity
2K followers
Ben Wong commented on a post
1mo
Congratulations! 🎉
-
Ben Wong liked thisBen Wong liked thisHiring is broken. Talent leaders have been talking about this for some time now, and candidates have certainly been feeling it. This @ USA TODAY article by Rachel Barber (https://lnkd.in/gZgtywYb) does a good job of putting the pieces together. The reality is: • Competition is fierce and application volume has exploded. • AI is being used by both candidates and employers. • Recruiters are dealing with enormous volume, while candidates are increasingly interacting with systems instead of people. • And somewhere along the way, we’ve lost some of the humanity in hiring. I understand why we got here. When you’re dealing with hundreds of applications for a single role, efficiency matters. But efficiency and humanity don’t have to be at odds. There are some relatively simple ways to make the experience better. Be more intentional about who moves into the process, rather than trying to move hundreds of people through it. Give candidates some basic clarity about where they stand, what to expect and when they’ll hear back. The candidate experience isn’t just a recruiting metric. It’s a reflection of the company and its values. How you treat someone who wants to work for you says something about your organization, whether they ultimately get the job or not. The goal shouldn’t be to process 10,000 applications faster. It should be to reach fewer, more relevant candidates and give the people who do enter the process an experience that actually feels human. Efficiency matters. So does the impression you leave behind. I’d be interested to hear how other talent leaders are thinking about this. #TalentStrategy #TalentAcquisition #AIinHR #CandidateExperience #FutureOfWork‘Where’s the humanity?’ Why job seekers say hiring is ‘broken’‘Where’s the humanity?’ Why job seekers say hiring is ‘broken’
-
Ben Wong liked thisBen Wong liked thisIt has been 11 years since my father, Allan Jacob Grosh, left this earth. I’ve been thinking about the lessons he taught me, the example he set and how I can step up to be a better person, citizen, leader and friend by following in his footsteps. To me, he was "Mr. Fantastic." To the business and philanthropic world, he was a visionary leader. Here are the greatest lessons my mentor, my father left behind.
-
Ben Wong liked thisBen Wong liked thisAn agent's context is append-only: it can be corrected, but nothing can be unsaid — and everything in the window, its own mistakes included, pulls the next token toward it. That's why the quick v1 you didn't want keeps resurfacing however hard you steer — and why past some point the conversation is worth less than a blank page. Users know it before any metric does: they close the chat and ask again fresh. Ask a coding agent for a feature and it comes back with a quick first implementation — not what you had in mind. You explain, it patches. You push toward a different design, and pieces of v1 keep surfacing: its names, its structure, its assumptions. You aren't imagining that. v1 isn't a false start the agent moved past — it's sitting in the context window, and every token generated after it is conditioned on it, your objections included. A correction doesn't remove the wrong version. It appends an argument about the wrong version — the context now holds v1 and a dispute about v1, and the next answer is pulled by the whole pile. Summarization and context editing trim the record, but they curate what's remembered; they don't restore the state before the wrong turn. A hallucinated detail is the sharpest version of this: it doesn't mislead once. It becomes context itself — a "fact" the rest of the conversation quietly builds on. The only way to hand the model a truly blank page is to give up the conversation: kill the session, start clean, write a sharper prompt with everything the dead session taught you. That behavior is a signal worth tracking in its own right: the restart on the same topic. It certifies something really critical: the user judged the accumulated context unrecoverable, and paid the cost of starting over rather than keep steering. It's also one of the easiest signals to miss. In raw logs a restart looks like two unrelated conversations, and the first one can even end "contained": no error, no escalation, no complaint. It only becomes visible when you join the evidence — the same user, the same intent, minutes apart, right after friction. No single signal carries the verdict; the combination does. Connecting this type of signals at population scale is the work we've been doing at Conviva. DM me or email haijie@conviva.ai if you'd like a look.
-
Ben Wong liked thisBen Wong liked thisBummed I didn't get a full group photo in SF last night. We were too deep in conversation, as usual, but I did grab a couple on the gorgeous walk to dinner from the podcast studio, right after wrapping an interview with Danielle Clark, VP of Talent at eBay. I can't wait to share that episode, because so many of the same threads we pulled on in the studio showed back up a few hours later at the table. 12 TA and People leaders joined me last night for a family-style dinner in San Francisco for our HIGHER Community Leaders Network roundtable, the same conversation we had in LA the night before: Navigating Hard Trade-Offs in TA Leadership. Biggest signal from our West Coast Chapters this week: our industry is moving from Talent Acquisition to Talent Intelligence — a function now expected to drive growth on multiple fronts at once — revenue, skills, capability-building, and adaptability for a new era. That shift was everywhere in the room last night. Here are 5 signals from the SF conversation: 1️⃣ Trust Is Breaking on Both Sides: Deepfakes and nation-state infiltration are now a recurring topic — and candidate-side scams are rising just as fast, with reported losses to job seekers up roughly 5x since 2020. 2️⃣ Signal Beats Resume: Second SF dinner in a row a TA leader shares they have eliminated job postings and resumes entirely, hiring on tracked signal instead, others are shifting toward paid work trials and live simulations as resumes lose signal/credibility. 3️⃣ Talent Intelligence, In Practice: Leaders are moving from "hire for the gap" to real learning and performance infrastructure to fill the skill gaps internally. 4️⃣ The Barbell, Again: Teams that hollowed out mid-level hiring are already feeling it and the fix is senior operators paired with AI-native early-career talent, with room in the middle to grow the next generation. 5️⃣ Adoption ≠ Fluency: Nearly everyone's adopted AI, the real trade-off is protecting short-term productivity vs. slowing down to build fluency that actually pays off. How it compared to LA: same core tension of constant trade-offs, capacity models bending, the barbell reshaping how we hire, but San Francisco went deeper on trust and identity, and further into what "Talent Intelligence" looks like in practice versus theory. It was also our most industry-diverse table yet with members representing healthcare, frontier AI, media and gaming, fintech, enterprise software, and early-stage startups, all wrestling with the same shift from different vantage points. Massive thanks to our new and existing members who came for showing up ready to go deep, Chatham House style. Special thanks to Talentful for sponsoring this dinner and making these practitioner-first conversations possible. And we're not done! HIGHER Leaders Network dinners are back next month in New York (Sept 9), San Francisco (Sept 16), and LA (Sept 17). Seats are filling up fast — DM me if you'd like to join us.
-
Ben Wong liked thisBen Wong liked thisThis summer's interns are becoming a live experiment in what happens when AI removes the tasks typically associated with the bottom rung of the career ladder. Eightfold, Liberty Mutual, Duolingo and MiQ are handing interns work that would have looked senior a few years back. Building AI agents. Redesigning workflows. Presenting recommendations straight to executives. At the same time AI is quietly absorbing the grunt work interns used to cut their teeth on. Document review, data entry, note taking, slide formatting. Business Insider reported the share of entry-level jobs requiring AI skills jumped from 13.5% last fall to 35% this spring. Northeastern says the number of co-op placements requiring AI skills doubled year over year. We've spent weeks arguing about whether AI is killing entry-level jobs. I don't think that's the real question anymore. The ladder isn't disappearing. The rungs are getting farther apart. I had a talent leader at a production company tell me something that stuck with me. She's cut coordinator roles because AI now handles the scheduling they used to own. But she said she lives with real tension about it. Her words: "If AI replaces juniors, how does anyone ever learn the industry and get a foot in the door? My internship shaped me as a person." That tension is showing up in the data too. Earlier this year we found 40% of small and mid sized companies had cut early talent hiring, and 20% of large enterprises had done the same. A lot of them are already walking it back. Turns out the experienced people they kept didn't know how to leverage AI half as well as they hoped, and the move cost them more than it saved. Another TA leader I talked with recently, this one at a large enterprise, sees it differently. She thinks early career talent might come out ahead. They're not carrying old habits or outdated ways of working. They're moldable. They can step straight into orchestrating AI instead of unlearning a decade of process first. Both of these leaders are right, and that's the tension every TA leader is sitting in right now. If AI removes the developmental work, what replaces the development? If you ask me, this is the kind of work interns should have been doing all along. We just used them as cheap labor for grunt work because it was cheaper than building something better. Maybe AI isn’t taking away meaningful development. Perhaps it is exposing just how little of it we were actually doing. Article on Business Insider 👉🏻 https://lnkd.in/g3w4y-hFThis summer's interns may be helping to kill summer internshipsThis summer's interns may be helping to kill summer internships
-
Ben Wong liked thisBen Wong liked thisHere's a look back at 100+ episodes of Silicon Valley Impact—featuring conversations with the founders, investors, innovators, and leaders shaping what's next. FOLLOW AND SUBSCRIBE for more insights from Silicon Valley Impact. 🎙️ Spotify: https://lnkd.in/gAi9hz-U 🍎 Apple Podcasts: https://lnkd.in/gu6itEiw 📺 YouTube: https://lnkd.in/g4rSgzTH We're always looking for exceptional guests. If you're an investor, founder, innovator, or subject matter expert with valuable insights to share, we'd love to hear from you. Send me a DM or email at brian@siliconvalleyimpact.com. Brian Bernasconi Adeleny Farias Cruz Jeremiah Owyang Andres Hoyos Sun Dimitri NFANDA Hunter Ziesing Suyash Adhikary Logesh R Chris Lee Joshua Stylianou Niamh O'Donnell Andreea Dragoi Ray Dargham Vitaliy Tymoshenko Olivier Vroom Ben Stein Zachary Betts Jufre Madera Luis Llovera Michelle Dhansinghani Limón SooMan Wolffs, CFA Carsten Thelen Alexander Soroka Shail Kaveti Kevin Jiang Lyvia Chapman Red Bull Shelly Morales Daniel Wax Eric Jones Asya (Ah-See-Ya) Bradley Ian Park Tanya Lipovich Vivek Vipul John Baird Manny Fernandez Allisa Song, MD Mariane Bekker Chloe Takahashi Baron Davis
-
Ben Wong liked thisBen Wong liked this🚨 We made the list!!! 🚨 Our internship program was just named one of the 2026 Top 100 Internship Programs by Yello.co & WayUp in celebration of National Intern Day! 🥳 What an incredible honor. I couldn't be prouder of what our team has built. Creating a great internship experience isn't just about giving students meaningful work. It's about helping them build confidence, find community, grow their careers, and hopefully have a little fun along the way. To every intern globally who has spent time with us: thank you. ❣️ You challenge us with new ideas, fresh perspectives, and endless curiosity. You make us better. And to my amazing teammates and partners across eBay...this recognition belongs to all of you. From recruiting to onboarding, managers, mentors, speakers, event volunteers, and everyone behind the scenes, you've created an experience that truly makes an impact. It's pretty special to see that work recognized. Congratulations to all of the companies who made this year's list! 💙. Thank you Yello and WayUp for the awesome recognition. #NationalInternDay #Internships #EarlyCareers #CampusRecruiting #LifeAteBay #EmergingTalent #ebay
-
Ben Wong liked thisBen Wong liked thisTalent Collective Silicon Valley hosted a summer dinner focused on reflection, connection, and what's possible next. We discussed career pivots, thoughtful risk-taking, innovation in recruiting, and how to stay confident and adaptable in a constantly evolving industry. What a great evening of connection, inspiration, and community!! Thank you for being a part of it!! Talent CollectiveMichelle WilliamsDeidre Sparks, JDZohra V.Shruthi KademadaNina Taylor, MPAVeronica VallezPriyam JainHabon AhmedNatalia ShreveKrista Scarborough TanElizabeth D.
Experience & Education
Other similar profiles
Explore top content on LinkedIn
Find curated posts and insights for relevant topics all in one place.
View top contentOthers named Ben Wong in United States
287 others named Ben Wong in United States are on LinkedIn
See others named Ben Wong