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Elaine is a pioneer in talent acquisition strategy and recruiting technology. She has been designing and implementing global Talent Acquisition and Recruiting solutions as a practitioner and a consultant for more than 25 years. [more]

Orler’s hands-on approach has enabled multi-national organizations to transform and optimize complex recruiting strategies and processes through contemporary technology-driven talent acquisition practices.

Having presented her vision for the future of talent acquisition in the U.S. at SHRM Annual, the HR Tech Conference, the Talent Acquisition Technology Conference, and HRO Today Forum. She has been asked to present at major HR conferences in the U.K., Netherlands, Turkey, New Zealand, and Australia. Her expertise has been cited frequently in Wall Street Journal, Human Resource Executive magazine, Workforce magazine, Talent Management magazine and HR Magazine.

As an entrepreneur, Elaine founded Talent Function in 2009 which has become a successful talent acquisition consulting firm that transforms and optimizes recruiting outcomes for companies of all sizes. Employing the best and brightest in the talent acquisition industry, under her guidance, Talent Function is known for its commitment to the highest levels of customer satisfaction. The company’s service offerings draw directly from Orler’s deep expertise in competitive talent strategy models, process consulting and HR data and analytics.

Having participated in the vast growth of the talent acquisition industry and being passionate about its impact on job candidates, she co-founded The Talent Board in 2011. The Talent Board is a non-profit organization focused on illuminating and promoting a quality candidate experience. The organization, its research, and its awards program have forever changed the conversation about how job candidates are treated, becoming the gold-standard followed by many organizations as they define their employer brands.

Expanding on the business needs to ensure the best candidates are considered, she purchased the software assets of a leading diversity and inclusion decision support solution and launched TalVista in 2018, in order to deliver a cost-effective Conscious Inclusion solution for Talent Acquisition.

It’s always been about people for me. That, and the knowledge that true inclusivity starts with inclusive hiring, has guided my career as an advocate for DEI in the workplace. Most recently, it’s brought me to Clovers as SVP of Inclusion & Growth, where I’m on a mission to connect our people-first hiring intelligence with talent acquisition teams for more informed, objective, and equitable hiring.

Before Clovers, I was co-founder and CEO of TalVista, the premier SaaS for inclusive hiring. There, we provided a view beyond the noise of unconscious and conscious bias to ensure a more diverse talent pool and workforce. TalVista has since merged with Clovers, where, together, we continue to pursue equitable hiring.

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If someone else were to describe William, they’d use words like; influencer, podcaster, analyst, strategist, writer, speaker, consultant, advisor, investor, & journalist & they’d be right on some level. At his core, William is a “thought provocateur” in that he evaluates what is & questions why. He’s studied all aspects of HR & TA (recruiting) for 20+ years. This includes both practitioners of HR & TA as well as the tech that serve these practitioners.

William is a prolific speaker on all things HR & TA – in-person, domestically, globally & virtually. He’s a dynamic keynote, panelist, facilitator, & moderator. He also enjoys being a judge & emcee for startup competitions. He has been featured or sourced as an HR, TA, future of work & career expert in the NYT, WSJ, HBR, HuffPost, Fortune, MSNBC, CNN, Business Insider, Yahoo Finance, Bloomberg News, Investor’s Business Daily, Information Week, Tech Target, Tech Republic, TechCrunch, Fast Company, WIRED, LinkedIn & other HR & TA publications.

He is the President & Editor-at-Large of RecruitingDaily. At RecruitingDaily, he acts as a spokesman, speaks at conferences & webinars, attends analyst meetings, programs training events (HRTX) & prolifically podcasts. William has two different podcasts (1) The RecruitingDaily Podcast & (2) The Use Case Podcast. Fun fact, William has podcasted more about HR & TA than anyone in the world. The irony of that statement is that he hates the sound of his voice.

William is also a venture partner at Evergreen Mountain Equity Partners & Future Wrk Ventures. He serves on the Board of Advisors for 25+ HR & TA tech companies. As an advisor, he supports entrepreneurs & investors with strategic advice regarding market positioning, GTM, messaging, pricing, competition, partnerships, product roadmap & strategy, influencer & analyst relations, corporate development, & M&A.

He graduated from the University of Alabama of Birmingham with a BA in Art History. He also earned an MA in American Indian Studies from the University of Arizona & an MBA from Case Western Reserve University. William holds six distinct certifications: “Trustee Management & Development” from United Way Blueprint for Board Service, “Leadership Development” from Leadership Fort Worth, “Certificate in Nonprofit Management” from The Mandel Center for Nonprofit Organizations, “Trustee Management & Development” from Business Volunteers Unlimited, “SHRM – SCP Certification (Senior Certified Professional)” from SHRM &, “Senior Professional in Human Resources (SPHR)” from the HR Certification Institute.

Molly Weaver is an innovative talent acquisition strategist with more than 20 years of experience helping organizations design and implement candidate-focused experiences that attract top talent. With a specialty in the healthcare industry earned during her tenure as the Senior Director of Talent Acquisition at Children’s Mercy in Kansas City, Weaver launched Sunflower Talent Strategies to help organizations navigate the new world of work by enhancing their recruiting processes and creating a pipeline to produce the talent they need for the future. more

Title: In her own words:
My secrets behind recruiting the best talent? People over paper. Fresh ideas over process for process’s sake. As attitudes about work change and jobs evolve, helping people find the right opportunities and organizations find the right person continues to be my passion. I help organizations achieve people goals in three essential ways.

1. Recruiting isn’t just filling a position, checking the box, and moving on to the next. It’s about building relationships to truly understand how work fits in a person’s life. And it’s about finding talent in unexpected places and cultivating the skills the organization needs.

• I created our Introduce Yourself program so candidates can record a video describing what they want to do vs. searching a career site. Recruiters spot the potential and match the person to a position.

• I believe the best candidates come from inspiring current employees to dream big and then supporting those dreams through targeted tuition assistance, up-skilling, and certifications. It’s also vital to flex when you can regarding locations or schedules, so you meet employees where they are and find the very best fit.

• Community outreach is crucial for creating a diverse pipeline, and it’s one of the most important parts of a talent acquisition leader’s role. For me, this includes serving on boards and committees, collaborating with local high schools and programs, and establishing a Community Outreach recruiter role.

2. When talent acquisition is backed by a people-centric culture, organizations succeed. People perform at their highest levels, and organizational efficiencies are optimized because work gets done by the right people in the right roles.

• I work with leaders to examine team structure, workloads, and people to identify needed resources and align skill sets. I recommend an exercise called “cards,” where work is grouped by what needs to continue and what can be stopped. Then, we place the cards at the appropriate skill levels. Light bulb moments are guaranteed.

• Onboarding is critical to a new hire’s success. I reimagined our program to create a welcoming experience that reinforces why people join the organization while seamlessly completing all the paperwork.

3. Yesterday’s strategies may not work tomorrow. Whether it’s making minor tweaks or adapting to a global pandemic, I’ve learned creative thinking and being open to new approaches pay off. Right now, recruiting top talent takes an experience-first focus emphasizing speed and flexibility, along with outside-the-box programs like returnships and re-recruiting.