{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"HR Voices","title":"Kristin Gaarder, Chief People Officer at Perforce Software","html":"<iframe width=\"100%\" height=\"180\" frameborder=\"no\" scrolling=\"no\" seamless src=\"https://share.transistor.fm/e/5a3f6a52\"></iframe>","width":"100%","height":180,"duration":1080,"description":"Empathy at Scale: Perforce’s CPO on AI, Authentic Hiring, and Leading Individuals\n\nSummary\nWhen change is constant and AI is rewriting work, how do you create clarity, safety, and performance for a global workforce?\nKristin Gaarder, Chief People Officer at Perforce Software (2,000 employees across 30+ countries), shares how her team supports technologists navigating rapid transformation, geopolitical uncertainty, and change fatigue—without losing the human thread.\nShe unpacks the real risks AI introduces to talent acquisition (think synthetic candidates and system infiltration) and why Perforce is reintroducing in-person touchpoints to validate skills and character.\nKristin details a company-wide leadership learning journey: from building high-performing teams on trust and healthy conflict to leading each individual with empathy and precision.\nShe also breaks down Perforce’s listening architecture—small group sessions, town halls, pulse and engagement surveys, CEO surveys, and always-on feedback forms—to replace “hallway chatter” in distributed teams and rebuild trust through action.\nExpect practical ways to teach curiosity and critical thinking, normalize not having all the answers, and anchor change in empathy, stability, and clarity.\n\nTimestamps\n[00:45] – Guest intro: Perforce’s global footprint and technical workforce\n[01:37] – The pace and volume of change: AI’s impact, global uncertainty, and employee anxiety\n[04:10] – Skills for the next decade: curiosity, critical thinking, and discerning AI outputs\n[06:21] – Talent acquisition in an AI era: preventing “synthetic candidates” and bot infiltration\n[07:55] – Back to basics: why in-person interviews may return—and what to look for in humans\n[09:24] – Leading without all the answers: humility, listening widely, and pivoting fast\n[10:35] – Replacing hallway feedback: listening sessions, surveys, and building trust remotely\n[13:08] – Perforce’s leadership journey: high-performing teams to individualized...","thumbnail_url":"https://img.transistorcdn.com/ICj-SdAh1nzlUbpg9TUNmSjJhLHXAqS1LpGATLia9gE/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS8wNmVk/YTIzMTQ5Y2RkMjQx/ZWUwNTFhMTE1Y2Nl/NGI5Yi5qcGc.webp","thumbnail_width":300,"thumbnail_height":300}