248: Tactical Tuesday - Avoid Getting Ghosted by Using This Formula

Thank you for tuning in for (gasp) 2.5 years! We can hardly believe it ourselves!Stay tuned for a better, bigger, stronger season 2. We'll be back soon, and you'll love it. Love, - Sam

The traditional headhunter is dying and if you’re still searching for talent based on job titles, you’re already being outpaced by the machines. In this episode, we break down why the old-school keyword match is now a liability and how to transform your sourcing strategy to find the hidden gems your competitors are completely missing.You will learn:The Title Obsession Trap: Why searching for candidates by their previous job title is a mathematical guarantee that you’ll miss the best talent in the market (and how to fix it).The Skills First Pivot: How to leverage AI to "decode" the DNA of an ideal candidate so you can identify high-performers hiding in adjacent industries.The Value Add Secret: Why the average recruiter is seen as a commodity and the specific, intelligence-backed approach that forces hiring managers to view you as a strategic partner.The Adaptive Advantage: The exact strategy for moving away from linear career paths to spot candidates with "transferable brilliance" that your competitors are blind to.P.S: if you want to modernize your sourcing strategy but lack the tools, go to loxo.co/products/source and book a demo today.

In this episode, Sam explains the playbook he's seen work a cross B2B SaaS, B2B hardware, services, and countless other models: Account Based Prospecting.In this episode, you'll learn:How to escape the feast or famine cycle so many firms find themselves inHow to stop relying on the 5% of companies hiring right now for revenue growth How to build and nurture client relationships long before you need them And so much more!P.S: if you want to learn more about ABP, grab a copy of our ABP playbook. No opt in required. Absolutely free.

In this episode, we'll discuss the critical yet often overlooked aspect of the interview process: the interview debrief. You will learn about:The "Politeness Paradox": Why your candidate thinks they nailed the interview (when they actually failed) and the one question you must ask to shatter this illusion before they lose interest.The 10-Minute Window: Why waiting until the next day to debrief is a death sentence for accuracy, and how to capture the "raw" impressions that candidates bury once the nerves settle.The "Pregnant Pause" Technique: Why the smartest recruiters ask one simple question and then go dead silent, and why this silence is the only way to uncover a candidate’s true, unfiltered perspective.The "Hiring Manager" Blind Spot: How to reconcile the massive gap between what the interviewer felt and what the candidate heard, so you don't end up losing your best talent to a misunderstanding.P.S: if you want to speed up your hiring workflows (interview debriefs included), head to loxo.co and book a demo today.

What do history's greatest entrepreneurs all have in common? Answer: they all know recruiting is their #1 job, and they're all excellent at it.In this episode, Sam breaks down:How Ernest Shackleton attracted over 5,000 applicants by telling them they could dieHow to build an organization full of A playersWhy inbound is not enough and why you must go hunt for talentWho should lead recruiting efforts at top companiesAnd so much more!P.S: If you want to hire top talent, check out Loxo's 1.2 billion candidate database and custom recruiting workflows at loxo.co

Wow. Today’s a big day at Becoming a Hiring Machine — it’s our 250th episode. Crazy to say, and even crazier to look back and realize we’ve been doing this for over two years! Thank you for listening — and if you’ve been here since the very beginning, thanks for being along for the ride with us. Today, as we go into reflection mode at the end of the year and at this milestone episode, we’re pulling together a compilation of some of our favorite nuggets of wisdom and mic drop moments from Loxo’s founder, Matt Chambers, that have been shared on the pod over the past few years.Each of the individual episodes those clips come from can be found here, so you can easily listen in full if something tickles your fancy: 025: The intangibles of a great hire 059: The year of the Full Stack recruiter 076: Why your ATS and your workflow need to evolve 111: Becoming the 50X recruiter133: The future of recruitment doesn’t include your ATS

If you audited your recruiting technology stack the same way you audit your P&L, many would be shocked by the grade.We tend to look at software as a line item expense. But in 2025, your platform is your operating system. If it’s broken, your business is bleeding revenue, even if the subscription cost seems “manageable.” To help you see whether your technology investment is helping or hurting you, we developed a 5-point framework to objectively grade your current setup. It’s a strategic audit to help you figure out exactly where your bottlenecks are.

No one likes getting ghosted. Not candidates, not recruiters. Luckily, there are easy ways, at least on the recruiter side, to minimize ghosting occurrences. In this episode, Vivien dives into the nuances of candidate motivation during the hiring process—particularly focusing on how responses to screening questions can indicate a candidate's level of commitment and genuine interest in job opportunities.

In this solo episode, Sam ties a bow on our ratios series — walking us through how to go from a rookie to an expert. Many recruiters are flying blind — not knowing what exactly is working, or why. Not knowing, definitively, what it takes to make a great placement. Sam breaks down the ratios of candidates needed for screening calls, interviews, and placements, contrasting the approaches of rookie and expert recruiters.Another takeaway? The importance of tracking recruitment metrics and creating a structured plan to achieve your goals effectively. You can't double-down on winning behaviors if you don't know what they are — so step one is to experiment, step two is to document, and step three is to create a feedback loop that ensures continued success. 

In the finale of our Recruitment Ratios series, Sam and Vivien tackle the Interview to Placement metric, defining the efficiency gap between the rookie standard (10:1) and the expert target (5:1).The discussion moves beyond simple numbers into the tactical "control" variables of the closing process, including how to preempt scheduling bottlenecks by requesting block availability upfront and how to navigate hiring slowdowns during the holiday season. Viv also reveals a crucial anti-ghosting formula: asking candidates what they love about their current job to predict—and prevent—last-minute withdrawals during the offer stage Explore all our episodes and catch the full video experience at loxo.co/podcastsBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co