Textio

"Great personality." "Seems sharp." "Good culture fit." Still showing up in interview scorecards in 2026. Tomorrow, we're digging into why interviews remain the weakest link in most hiring processes — and what it actually takes to fix them. Join TALK and Colleen Gallagher, CEO of Textio for: From Gut Feel to Good Evidence: How to Run Interviews That Actually Inform Hiring Decisions We'll cover: — Why hiring is a decision quality problem, not just a sourcing challenge — The 3 most common failure points (role setup, execution, feedback capture) — What a fully designed interview process looks like end-to-end — How leading teams create high-signal processes without slowing things down This is practitioner-focused and practical. No theory. Real workflows. https://lnkd.in/egiZDZNu

STORY TIME! A few years ago I was working on a contract role supporting my first LLM Engineer search (yes, I do technical recruiting). It was around the time most companies felt behind the curve on AI and were eager to fix that QUICKLY. I was new to this company, supporting a Hiring Manager and their Supervisor, both engineers who hadn't been in the hiring market in 10-plus years. The Hiring Manager was also a first-time hiring manager. We calibrated in an intake meeting with their HRBP and I already spotted some minor cracks. There was uncertainty on the exact skill sets needed for the role they were creating but absolution on the skill sets for an LLM Engineer (IYKYK, they aren't the same thing). I'm a team player/coach and always like to help people at all times to be honest and fair (shout out to my grade school Girl Scout Troop). I figured we could stay close and pivot when needed. The role had over a thousand applicants. I narrowed those down to batches, spoke to promising candidates, and when they got to the Hiring Manager interview, scorecard feedback was sparse and most didn't pass. WE HAVE A PROBLEM. I raised the concern EARLY. I looped in the HRBP and the Supervisor after a few unsuccessful calls with the Hiring Manager trying to get them focused. No avail. What did we learn? This Hiring Manager wasn't ready, for a variety of reasons: not clear on the need for the role, the scope, how to assess candidates, or how to get acclimated quickly. You know what would have helped? A tool like Lavalier. The team from Textio has created all you need in one: a recorded intake, a suggested interview plan, a document to align senior leaders, skill sets clear to everyone from intake to interview questions. So much time saved, especially for a Contract Recruiter who doesn't always have the agency to flag a lack of synchronization on the team while we have a role open. What happened? We went back to the drawing board with the Supervisor, who had the skills to calibrate, get clear, act with urgency, and prioritize quality candidates. We made a hire. Data in recruiting isn't just for candidates. It's also insight into your hiring team and THEIR skill sets. We put a lot of pressure on candidate quality but sometimes forget that the quality of the interview process affects hiring too. #lavalierpartner

We’ve spent years optimizing how candidates get into the funnel, but the moment that actually determines who gets hired? Still driven by inconsistent interviews and low-quality feedback. That’s the gap. This Thursday, we’re hosting a session on: From Gut Feel to Good Evidence: How to Run Interviews That Actually Inform Hiring Decisions. Come join Colleen Gallagher as we discuss this critical topic. We’ll cover: - Why hiring is a decision quality problem, not a sourcing problem - The 3 breakdowns that quietly undermine most interviews - What a structured, evidence-based interview process actually looks like in practice This is about turning interviews into something you can trust and defend. If your team is still relying on “seems sharp” as a signal, this one’s worth your time. 4 days left to register. To register, visit: https://lnkd.in/egiZDZNu

A class action lawsuit against Otter should be on every recruiter's radar right now. The case alleges the AI notetaker recorded conversations without consent from all participants, and used those recordings to train its AI without adequate disclosure. Attorneys gave clear advice: banning AI notetakers at work is probably unenforceable and definitely a waste of time. One in five professionals is already using AI to draft meeting notes, including in interviews. That's a lot of exposure from one tool that most teams adopt without a second thought. The better move? Select tools that are intentionally built for talent acquisition BEFORE courts painfully define the rules for you. AI notetakers are incredible. They save time, they're accurate, they pick up context pretty well. I use them everyday. But when you're juggling sourcing, interviews, process, and compliance, you have too much to lose to use tools not built explicitly for YOU. Unlike generic transcription tools that simply record what happened (and now might get you sued), Lavalier is built for recruiting, with privacy-first infrastructure, structured consent flows, and no use of your data to train AI models. And recording interviews to take notes is great, but a transcript of a bad interview is still a bad interview. The right tool does more than record. It actively improves your hiring outcomes by helping you run better interviews (and protects you from risk). Starting to sweat a little? We don't want to see TA teams get caught in the crossfires of these kinds of lawsuits. Because what actually matters is running better interviews so you can make hires with confidence. → This is why we're giving away 250 credits to anyone in recruiting who wants to run better interviews AND protect themselves from risk. Sign up here: https://bit.ly/4cuqVOS

Try Lavalier once and you'll never interview the same way again.

I’ve been advising Textio since pretty much the beginning - or at least, early enough that I can credibly claim I “saw the vision.” That’s a nice way of saying I got lucky and attached myself to smart people with a shared vision doing great work. It’’s been close to a decade, and watching them grow, evolve and generally look smarter than I am by proximity has been an amazing experience. They’ve also managed to avoid the #HRTech trap of spending more time talking about innovation instead of building it, even if it doesn’t feel like it. But they basically created an entire category (and were a cutting edge #AI #recruiting solution before AI recruiting was even a thing). Now, they’re rolling out Lavalier, and yeah, I know how it looks. AI interviewing is one of the most overcrowded, overfunded and overhyped categories in HR Tech right now - and every vendor suddenly decided that this feature will somehow solve hiring. This is impressive, considering most companies still struggle just scheduling interviews or making them meaningful. It’s one of recruiting’s biggest weaknesses. Before you accuse me of drinking the Kool Aid, know that even though this is sponsored content (hi, FTC - excited to see what happens with all the FCRA stuff), Lavalier feels different. It reflects how hiring decisions actually happen, not how vendors pitch them in a sales deck or during a demo. They’ve got a great team in place, and the product is more than just some basic AI capabilities wrapped around existing processes and platforms. And I’m not just saying that because they’re paying me. Don’t believe me? Try it out yourself - they’re not charging you just to find out if it works, like a lot of point solutions. In this case, it really does - and it’s really free to get started. Check it out 👇 http://www.lavalier.ai #Sponsored #WouldEndorseAnyway

The AI conversation most engineering leaders are having internally deserves a real stage. I am excited to announce the speakers for SheTO's Seattle hub event: Your Career in the Age of AI. Joining us are Mykel Rangel, VP of Engineering at Textio, and Reena Agarwal, VP of Engineering at Atlassian. Two leaders who have been navigating this shift in real organizations, making real calls. If you are an engineering leader in Seattle trying to figure out what this moment actually means for your career and your team, join us tomorrow! Details and registration: https://lnkd.in/gv635MyU #SheTO #WomenInTech #EngineeringLeadership #WomenInAI #Seattle