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David Virtser
Today, Shapes Vibe is live. 🚀 People leaders can now build literally any HR tool they need just by describing it in plain English. Compensation simulators. Talent calibration grids. Pay equity dashboards. Headcount planners. A world clock for your global team. And it all runs on your live Shapes data - your org, your headcount, your history. Every Vibe is shareable, saveable, and re-promptable as things change. We’ve been building this with our customers. Real feedback, real use cases, real iteration. I’ve seen things built with Vibe that our team hadn’t even imagined — and that’s exactly the point. This is THE one I’ve been most excited about and so proud of the team without it wouldn’t be possible Shani Brusilovsky Oryan Moshe Oded Nir Amit Mizrachi Shirley Baumer Arnon Nir and many others! 💪
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Brandon Amoroso 🪜
SCALIS isn't just an ATS. It's an all-in-one hiring platform, from outbound sourcing to signed offer letters, and that unlocks capabilities point solutions simply can’t offer. For example - candidate rediscovery. In legacy ATSs, your past applicant data goes stale fast. You could be sitting on hundreds of thousands of former candidates… but how easy is it to identify which ones are actually a good fit for your new role? 🤷♂️ Nearly impossible. With SCALIS, we've partnered with People Data Labs and Crustdata (YC F24) to power our AI Sourcing Agent, giving you access to 700M+ verified passive candidates. 🔁 But that data doesn't stop at sourcing. We enrich your existing ATS with updated contact info and current work history, even for applicants from years ago. Then comes the really cool part... 🤖 Bella, our agentic recruiting co-pilot, surfaces the best-fit past applicants for new roles not just based on their resume, but using historical performance data, interview outcomes, and application behavior. The result? Better candidates. Faster hires. No more missed opportunities buried in your own database. It’s time to unlock the full value of your talent network!!
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Kunj Bhujwala
A good read if you are an early stage founder/HR leader navigating compensation! These highlights stood out for me: - The first 10 hires should collectively receive no more than 10% of the total equity pool. Remember, a late-stage company might offer around 1% to its CEO — so extending a similar stake to every early employee is a lot of equity. - It’s not sustainable to overpay. Your average compensation shouldn’t exceed that of late-stage companies like Google or Amazon. Align compensation with your revenue generation and growth capacity. - Define compensation philosophy at the earliest; enhances decision making through data, replicate your company values to the comp philosophy, define for scale. - Leave room to reward on impact; top performers will move up quicker than you anticipate.
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Adriano Herdman
The top 10 Talent Acquisition plays of 2025 (based on conversations with 75 leading TA operators) Most of the gains this year didn’t come from shiny new tools. They came from executing fundamentals with real rigor. Here’s what moved the needle 👇 1. Persona-based candidate messaging Teams that interviewed real employees and built messaging around actual motivations consistently outperformed generic outreach. 2. Email sequencing (done properly) Not “send one nice message and hope.” Structured, multi-touch sequences that compound over time. 3. Firmographic market mapping Using tools like Dealroom or Crunchbase to understand who you’re really hiring from before sourcing even starts. 4. Centralised messaging + A/B testing High-performing team leads provided frameworks, tested messages, and scaled what worked. 5. Recruiter battle cards Prepared responses for common objections, grounded in real value propositions. 6. Candidate experience as a competitive advantage Forward-looking, thoughtful feedback that creates goodwill, even for candidates you reject. 7. AI as a multiplier, not a role replacer AI taking admin, triage, and prep work, recruiters focusing on judgment and relationships. 8. Systemised AI use across teams Not “everyone experimenting in isolation,” but shared workflows, prompts, and standards. 9. Sourcing as a strategic intelligence function. Top teams treat sourcing as a way to gather market data, signal shifts, and inform strategy. 10. Hiring like a GTM motion Clear ICPs. Tiered effort. Measurable funnels. TA borrowing discipline from sales and marketing. The pattern? Nothing here is magic. It’s about systems, clarity, and execution quality. 2026 won’t reward teams that do more. It’ll reward teams that do the right things, consistently. Which ones have you experimented with?
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