Opening - Good afternoon everyone. The aim today is to give you an important update on our talent sourcing strategy for the next quarter. One important development is the shift in candidate expectations, especially for senior engineering roles. Another important point is that our competitors are moving faster than we are in making offers, and this is becoming a real problem for us., Highlighting a key issue - What’s critical here is that recruitment timelines remain longer than the industry average. This problem makes it harder to secure top candidates, particularly in high-demand areas like cloud engineering and data science., Moving on to solutions - Let’s move to the next point, which is what we are doing to help resolve these problems. We have expanded relationships with two international agencies, and we are piloting a new referral program internally. Both of these initiatives should help us reach passive candidates faster., Decision point - Looking ahead, we also need to decide whether to allocate additional budget for Q4. If we decide to invest in specialized sourcing tools, this will help us reduce hiring cycles by at least two weeks., Acknowledging contributions - I also want to say that our HR team has been proactive in mapping out future skill requirements. I should also say that the employer branding campaign is already creating stronger candidate engagement., Summarizing/closing - So far, we’ve agreed on the urgency of addressing these important challenges and taking steps that will help us stay competitive.,

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