{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"The Talent Bar","title":"Going Slow to Go Fast with Jennifer Paxton","html":"","width":"100%","height":180,"duration":2664,"description":"Jen Paxton just got promoted to SVP of People and Talent at Roofr, and she's earned it: an opera degree, three startup acquisitions, and a co-founded company (also acquired) later, she's built a people function that runs on urgency without sacrificing quality. In this episode, she talks with Colleen about why speed and momentum are everything once a candidate is in process, how \"going slow to go fast\" with hiring managers at the intake stage actually shortens time to hire, and why quality of hire is never one single metric. Jen also opens up about what it took to earn a seat at the leadership table as a people leader, and how her opera background sneaks its way into her day job more than she'd like to admit. Takeaways:Momentum is everything once a candidate is in process. The high they feel after a great interview fades fast, and any lull in communication opens the door to doubt, so recruiters need to keep things moving instead of letting a hiring manager sit on a decision.If a hiring manager is on the fence about a candidate, that's usually a no. Jen coaches managers to move on rather than let decision paralysis drag out a process and risk keeping a good candidate warm for too long.Slowing down at the very start of a search saves time later. A real intake conversation, or even having a hiring manager source three LinkedIn profiles themselves, forces them to name what they're actually looking for instead of defaulting to \"I'll know it when I see it.\"Quality of hire isn't one number. Jen looks at ramp-up time, first-year turnover, nine-box placement after the first review cycle, and a simple gut check she asks every manager at 60 days: would you rehire this person?Knowing the business, not just headcount, is what earns people leaders real influence. Jen credits understanding company strategy and speaking the language of the leadership team with the trust that helped land her promotion to SVP.\n\nQuote of the Show:\"Not every culture is for a person, not every company...","thumbnail_url":"https://img.transistorcdn.com/F2yVdKrkCUZrR-ybGSBeUdjaba8Kts3CZlzRLXc46Qw/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS8wYTY3/NjAwYTNiNzNjMzdj/ZDdmNTZiYThiZGI5/ZjFkOS5wbmc.webp","thumbnail_width":300,"thumbnail_height":300}