Isaiah Baril-Dore

Framework for 12 key Talent Acquisition metrics. TA is as much about measuring as it is about hiring. This table is a guide to key recruiting metrics that we track From time-to-alignment to offers accepted. This snapshot highlights what to track, why it matters, and how to improve. 👉 Why it’s useful: It helps recruiters focus on the right activities. Provides actionable coaching tips for each metrics. Data drives results. Which ones are your fave?

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Today, a SaaS survey platform will run an HR team with hundreds of employees around $15k–$20k a year‼️ That’s a big chunk of your HR budget… imagine if you could unlock 95% of this and reallocate the spend on other dire needs. AND get a better product for your specific business. Feels like a no-brainer. Well, Andrew Golden (CPO, RetailNext) built his own engagement platform in 2.5 weeks for just $600. Having been an engagement survey company CEO, that absolutely blew my mind. 🤯 It’s also why I’m so excited about a new series I’m dropping, called How I Built It. Here’s what stood out from my first interview with Andrew (full breakdown in my newsletter): 🛠️ On why he built vs bought… “We had just been acquired by private equity… I wanted a way to collect data that my leadership team would actually believe in.” So after conducting some deep research and designing a company-specific engagement model, here’s what he built using vibe coding tools: 1️⃣ Question bank + survey builder 2️⃣ Analytics dashboard 3️⃣ User management + HiBob API sync 4️⃣ Secure login with Google OAuth Biggest hurdle: “The biggest challenge was OAuth through Google SSO so I knew it was really my employees responding.” Lessons learned: 💡 Start with a simple PRD → you can get surprisingly far. 💡 Invest in testing frameworks earlier → saves days of debugging. Impact: 💰 $15k–$20k annual savings 💰 Manager enablement with clear goals 💰 Identified 2–3 new efficiency projects that would’ve been missed This story should strike a chord because it’s not theory—it’s a working system. That’s why we’re hosting a live AMA with Andrew next week. Bring your questions on anything from tech stack → PRDs → OAuth/security → getting exec buy-in. 👉 Register for the AMA in the comments Bold takeaway: If you’ve got $600, an LLM, and the curiosity to try—you can build what vendors charge $20k for. #HowIBuiltIt #Huertanomics #BuildNotBuy #AIforHR #PeopleOps #FutureOfWork

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Most Workday compensation issues aren’t about budgets They’re about… timing I’ve seen it happen in global companies during merit season.. The comp team spends months preparing budgets, calibrating increases, and aligning to pay-equity targets. Managers get their grids, start entering merit %… everything looks on track. Then… a manager processes a promotion mid-cycle. Because of how Workday sequences pay events, the promotion’s base pay change becomes the latest change and overwrites the merit increase entirely. Now you have: ->Employees missing their planned increases ->Pay-equity reports showing mystery gaps ->HR frantically pulling spreadsheets to reverse-engineer what should have happened ->Distrust in the system...Workday messed it up The root cause? ->Workday doesn’t magically merge pay events. It applies them in order. ->Without rules, the last one wins...even if it’s not the one you wanted to keep. The fix isn’t a freeze on all promotions (that kills business agility). It’s Parallel Event Rules in Advanced Compensation. Here’s how it works: 1️⃣ Map scenarios...e.g., Merit + Promotion or Merit + Transfer that cause overwrites 2️⃣ Set event sequencing...tell Workday which event applies first, which waits 3️⃣ Test in sandbox with real worker data to see if merit % stays intact after a promotion 4️⃣ Publish rules so managers can still act during comp reviews...without breaking salaries The result? Your planned increases stay exactly as intended. Off-cycle changes still flow. And you avoid the midnight Excel marathons fixing lost merit data. One configuration tweak. Zero drama at year-end. Love this Workday bite? Batch-84 (Live 40-hour Workday HCM Course) starts 24th August 2025. Comment “Enroll” or DM me for details. We also have a Live demo session tomorrow at 7 pm IST(GMT+0530) If you want to get your questions answered live...comment "Demo" or DM me for the registration link

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Most HR teams get stuck in one circle: Some perfect payroll but ignore strategy. Others chase innovation while basics crumble. A few focus on legacy before building the present. The best HR teams work differently: They run perfect payroll AND build strategy. They manage compliance AND drive innovation. They deliver results today AND build for tomorrow. Because real HR excellence isn't about moving forward. It's about expanding in all directions at once.

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🚨 Lattice's State of People Strategy is in! And the results for 2026 are clear: HR continues to be pulled in every direction, but the best teams are rewriting the rules (it was time for a change, wasn't it?!). A few stats from this year’s report that stood out to me: - For the first time in six years, performance (40%) has overtaken engagement as HR’s top priority. But what's interesting is the highest-performing HR teams are 5x more likely to prioritize DEIB. Equity and inclusion (when done well) fuel performance, they don't distract from it. - 42% of HR pros are already experimenting with agentic AI, and top-performing teams are 8x more likely than low-performing teams to use it daily. You might be tired of my AI posts by now but AI is here to stay, y'all. - And despite 79% of HR leaders feeling secure in their roles, 41% considered leaving HR in the past year. The emotional toll is real. And Gen Z is not loving RTO. 👉 The my take is the most effective HR teams aren’t choosing between performance, people, or tech. They’re building systems where all three reinforce each other. Check it out and let me know which stats resonate (or don't) with you. Full report in the comments! #HR #lattice #stateofpeoplestrategy2026

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Thrilled to announce the launch of Recruiter Professional Services Plus (RPS+) across EMEA! RPS+ is your AI-powered edge in staffing – built to help you find better candidates, boost recruiter productivity, and grow your business, on the world’s most dynamic talent network. #RPSPlus is built for staffing firms where speed and quality aren’t optional, they’re everything. RPS+ combines LinkedIn’s unmatched data with AI-driven capabilities, like Hiring Assistant, to surface high quality candidates you might otherwise miss, automate repetitive tasks, and give recruiters more time for the conversations that win business. This is a big step forward for our industry, and I’m proud to see how it’ll help teams deliver stronger shortlists and better client outcomes. Learn more about what RPS+ can do for your team: http://lnkd.in/RPS-Plus #LinkedInRPSPlus

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Most companies have an option to add a compensation module from their HRIS or keep using spreadsheets. The natural question is: why invest in a dedicated compensation platform? ⏩ Here’s the trade off: add-on comp modules can process data, but they weren’t designed to manage the philosophy behind your compensation program. What they miss is the connective tissue that drives fairness, consistency, last mile communication, and trust. Compensation managed only in spreadsheets or generic modules lacks: 👀 Decision visibility: When a CFO asks why a top performer did not receive a retention adjustment, where do you find the answer? How much time does it take to piece it together? ✅ Equity governance: Out of band grants, board approvals, refreshes — none of this lives in a single source of truth. What is the cost when approvals slip or talent walks? 🎯 Market discipline: How do you know if your pay practices are drifting from market benchmarks before it shows up in regrettable attrition? Every month, more business leaders are entrusted with compensation decisions and these inefficiencies lead to firefighting instead of strategy. Every hour spent chasing approvals, reconciling grants, or explaining inconsistencies is an hour not spent on the strategic work that retains your best people and builds confidence in your pay program. So the real question is not “why add another tool?” It is “are we confident operating without one?” 🤔 #compensation #software Complete

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Payroll is the single most underused channel in benefits comms. And yes, that’s a big problem. I joined Carl and Steven Bianchi (ex-Unilever, now CPO at AUTODOC) on Friends with Benefits to cut through the noise and get real about: ⚖️ Where fairness in benefits breaks down 💥 Why radical transparency isn’t optional 🌴 The hidden costs of “workations” 🎯Moving from one-size-fits-all to hyper-personalised at scale No fluff. No corporate buzzwords. Just practical, structured thinking from someone who’s built benefits from scratch. If you care about making benefits actually work, this episode is for you. 🎧 A link to the podcast is in the comments below. 

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