{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"Hiring Happy Hour","title":"Google to Aerospace: Building Teams That Matter - Mike Moriarty - Hiring Happy Hour - Episode # 024","html":"","width":"100%","height":180,"duration":2915,"description":"What separates recruiters who thrive in an AI-driven world from those who get left behind, and what does it take to build a team that runs through walls? In this episode of Hiring Happy Hour, Nicole reconnects with a powerhouse in the talent world, Mike Moriarty, Founder and CEO of Arsenal Pulse, on what it really takes to build strong teams and talent functions that can keep up with ambitious companies and fuel real-world strategy. Mike rose through the ranks at Google, where he built a data-driven recruiting model from scratch, then went on to lead a 160-plus person recruiting org at Dropbox, consistently hitting headcount targets within 1%. Now, he's recruiting for hard tech, aerospace, and defense, the sectors where the talent bar isn't just high, it's mission-critical. Mike has spent his career proving that the fundamentals of great hiring doesn’t change, even when everything else does. In this conversation, he gets into what AI is actually disrupting (and what it isn't) and why the recruiters who invest in people over process are the ones who will always have a place in this industry.  Takeaways:Dig into a candidate's mental model, not just their metrics. Understanding what drives someone, where their motivation comes from and why, tells you far more about how they'll perform than any number on a scorecard.How a leader frames an offer tells you more than their job description ever will. The ones who treat hiring as a partnership rather than a transaction build teams that actually want to be there.AI isn't replacing recruiters, it's raising the bar for them. As more of the administrative work gets automated, the human conversation becomes the highest-value part of the process. Recruiters who double down on rapport, alignment, and candidate understanding will do the work of three.Start building with AI now, not later. The leaders who will pull ahead are the ones who learn it deeply, experiment early, and pair that curiosity with the systems and hiring tech...","thumbnail_url":"https://img.transistorcdn.com/X2tclXsBGyefoGfWmFcm1AQRnKihcM5GbOGHsC62R4w/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS8zZTAy/Y2U5NjUxNjAzNmEx/NDZkNDQ0NTI3ZGIx/N2EwMC5wbmc.webp","thumbnail_width":300,"thumbnail_height":300}