Software Without Borders

In this episode of Software Without Borders, we sit down with Joe Forgét—founder of Igniting Momentum and a leader who has lived through mergers, global team integrations, and the uncomfortable-but-necessary transitions that define high-growth companies. Joe breaks down what really happens when organizations hit those inflection points: culture drift, misalignment, operational chaos, and the quiet pressure founders and leaders carry while trying to scale.
Guest Introduction:
Joe Forgét is the founder of Igniting Momentum, a leadership and operations coach who helps growing companies rebuild clarity, alignment, and execution discipline. With deep experience leading global teams through mergers, restructures, and rapid scale, Joe blends operating system rigor with human-centered leadership. His work centers on creating momentum through intentional rhythms, strategic alignment, and practical accountability structures.
Key Takeaways:
Companies often realize they need help when they hit the moment Joe calls: “The business owns me now.”
Momentum comes from structured operating rhythms — not heroic effort.
Frameworks like EOS, Pinnacle, and System & Soul provide scaffolding, but must be tailored to each organization.
Early-stage founders may not need full frameworks yet, but scale-ups absolutely do.
Mergers & acquisitions create cultural collisions; alignment must come before acceleration.
Empowerment only works when role clarity and accountability structures are in place.
Progress must be viewed through “the gap and the gain,” recognizing wins instead of only missing pieces.
Chapter Markers:
0:00 Welcome back to Software Without Borders
0:23 Introducing guest Joe Forgét
2:17 Joe’s discovery of coaching
4:11 The Ignition Framework (Align → Activate → Accelerate)
6:22 EOS, Pinnacle, System & Soul explained
8:04 Coaching in fast-growth organizations
9:47 The moment leaders realize the business owns them
11:35 Measuring early momentum
15:51 The Gap and the Gain mindset
17:02 People-first additions in newer operating frameworks
20:03 Why implementation must be customized
23:35 Cultural blending in mergers
26:58 Choosing between scale, exit, or reinvention
30:25 Post-inflection indicators that help is needed
33:12 Role clarity as empowerment
35:05 Why coaches need their own coaches
End: Closing insights and wrap-up
Keywords:
Software Without Borders, Andy Hilliard, Scott Pollov, Joe Forget, Igniting Momentum, leadership coaching, operating rhythms, EOS, System and Soul, business scaling, mergers and acquisitions, organizational alignment, executive coaching, leadership frameworks, global team leadership

In this episode of Software Without Borders, we sit down with Joe Forgét—founder of Igniting Momentum and a leader who has lived through mergers, global team integrations, and the uncomfortable-but-necessary transitions that define high-growth companies. Joe breaks down what really happens when organizations hit those inflection points: culture drift, misalignment, operational chaos, and the quiet pressure founders and leaders carry while trying to scale.
Guest Introduction:
Joe Forgét is the founder of Igniting Momentum, a leadership and operations coach who helps growing companies rebuild clarity, alignment, and execution discipline. With deep experience leading global teams through mergers, restructures, and rapid scale, Joe blends operating system rigor with human-centered leadership. His work centers on creating momentum through intentional rhythms, strategic alignment, and practical accountability structures.
Key Takeaways:
Companies often realize they need help when they hit the moment Joe calls: “The business owns me now.”
Momentum comes from structured operating rhythms — not heroic effort.
Frameworks like EOS, Pinnacle, and System & Soul provide scaffolding, but must be tailored to each organization.
Early-stage founders may not need full frameworks yet, but scale-ups absolutely do.
Mergers & acquisitions create cultural collisions; alignment must come before acceleration.
Empowerment only works when role clarity and accountability structures are in place.
Progress must be viewed through “the gap and the gain,” recognizing wins instead of only missing pieces.
Chapter Markers:
0:00 Welcome back to Software Without Borders
0:23 Introducing guest Joe Forgét
2:17 Joe’s discovery of coaching
4:11 The Ignition Framework (Align → Activate → Accelerate)
6:22 EOS, Pinnacle, System & Soul explained
8:04 Coaching in fast-growth organizations
9:47 The moment leaders realize the business owns them
11:35 Measuring early momentum
15:51 The Gap and the Gain mindset
17:02 People-first additions in newer operating frameworks
20:03 Why implementation must be customized
23:35 Cultural blending in mergers
26:58 Choosing between scale, exit, or reinvention
30:25 Post-inflection indicators that help is needed
33:12 Role clarity as empowerment
35:05 Why coaches need their own coaches
End: Closing insights and wrap-up
Keywords:
Software Without Borders, Andy Hilliard, Scott Pollov, Joe Forget, Igniting Momentum, leadership coaching, operating rhythms, EOS, System and Soul, business scaling, mergers and acquisitions, organizational alignment, executive coaching, leadership frameworks, global team leadership

In this episode of Software Without Borders, Andy and Scott sit down with Kristina Crane, transformational executive, fractional COO/CSO, and CEO of The Canyons Group, to unpack what it really takes to lead organizations through AI-driven change. Kristina draws on 25+ years across SaaS, government tech, and operational transformation to explain how companies can embrace AI without losing their people, culture, or strategic focus. From building a “culture of curiosity” to using proven software-industry frameworks for prioritization, Kristina brings a grounded, practical perspective on how leaders can move fast and smart.
 
Guest Introduction:
Kristina Crane is a transformational executive and fractional COO/CSO with deep expertise in AI adoption, organizational change, and strategic operations. As CEO of The Canyons Group, she helps government agencies, enterprises, and growth-stage companies navigate complex transitions with a framework centered on “Navigate to Elevate.” Kristina spent 12+ years at STC Health leading a major shift from a dev-shop model to a scaled SaaS organization, driving 10x revenue and 60% efficiency gains through AI.
Key Takeaways:
AI transformation is a people problem first—tech only works when teams understand the “why” and feel empowered. episode-37
Companies must balance curiosity with prioritization to avoid shiny-object chaos.
The software industry provides proven frameworks (like RICE) that non-tech organizations can use to evaluate AI opportunities.
Old-school executive teams need a business-first, tech-translated approach to adopt AI successfully.
Strategic planning cycles must speed up—leaders should revisit their business model, ICP, and value proposition every 12–36 months.
Consultants accelerate outcomes not because of frameworks, but because of pattern recognition and objective accountability.
Chapter Markers:
0:00 Intro
1:07 Welcome to Software Without Borders
1:12 Introducing Guest — Kristina Crane
1:56 Kristina’s Background in Strategy, SaaS & GovTech
3:41 Teaching Roots → Consulting → SaaS Incubation
5:58 Transition to STC Health & Leading SaaS Transformation
6:34 Difference Between Kale Crane & The Canyons Group
8:08 AI FOMO, Human Intelligence & Organizational Change
9:03 Navigating Noise & Extremes Around AI
10:26 What AI Forces Every Organization to Learn
12:30 How Old-School Exec Teams Can Embrace AI
14:14 Culture of Curiosity & Empowering Teams
15:34 Guardrails, Governance & Safe Experimentation
16:57 When to Bring in Technologists
17:12 Prioritization Frameworks (RICE & ICE)
18:54 Governance Policies & Early-Stage Experimentation
19:29 Curiosity Champion Groups & Brown-Bag Cycles
22:22 Training Teams to Think Like Product Organizations
23:19 Overcoming Fear & Starting Small
23:46 Strategy vs. Operations — Big Picture Impacts
24:58 Business Model Iteration in the AI Era
26:51 The SaaS Business Model Shift as an Analogy
28:12 Professional Services & White-Collar AI Disruption
29:37 Innovating Without Breaking the Core Business
30:01 Leading Large-Scale Change Inside Mature Organizations
32:21 Why Consultants Matter in AI Transformation
33:15 Seeing Blind Spots & Reading Culture
34:10 Accountability, Execution & “Skinned Knees”
35:13 The Hardest Transformation Leaders Will Face
End Closing Thoughts
Keywords:
Software Without Borders, Andy Hilliard, Scott Pollov, Kristina Crane, The Canyons Group, AI transformation, organizational change, SaaS transformation, leadership, culture of curiosity, AI adoption, operational strategy, RICE prioritization, business model evolution, enterprise AI, government tech

In this episode of Software Without Borders, Andy and Scott sit down with Kristina Crane, transformational executive, fractional COO/CSO, and CEO of The Canyons Group, to unpack what it really takes to lead organizations through AI-driven change. Kristina draws on 25+ years across SaaS, government tech, and operational transformation to explain how companies can embrace AI without losing their people, culture, or strategic focus. From building a “culture of curiosity” to using proven software-industry frameworks for prioritization, Kristina brings a grounded, practical perspective on how leaders can move fast and smart.
 
Guest Introduction:
Kristina Crane is a transformational executive and fractional COO/CSO with deep expertise in AI adoption, organizational change, and strategic operations. As CEO of The Canyons Group, she helps government agencies, enterprises, and growth-stage companies navigate complex transitions with a framework centered on “Navigate to Elevate.” Kristina spent 12+ years at STC Health leading a major shift from a dev-shop model to a scaled SaaS organization, driving 10x revenue and 60% efficiency gains through AI.
Key Takeaways:
AI transformation is a people problem first—tech only works when teams understand the “why” and feel empowered. episode-37
Companies must balance curiosity with prioritization to avoid shiny-object chaos.
The software industry provides proven frameworks (like RICE) that non-tech organizations can use to evaluate AI opportunities.
Old-school executive teams need a business-first, tech-translated approach to adopt AI successfully.
Strategic planning cycles must speed up—leaders should revisit their business model, ICP, and value proposition every 12–36 months.
Consultants accelerate outcomes not because of frameworks, but because of pattern recognition and objective accountability.
Chapter Markers:
0:00 Intro
1:07 Welcome to Software Without Borders
1:12 Introducing Guest — Kristina Crane
1:56 Kristina’s Background in Strategy, SaaS & GovTech
3:41 Teaching Roots → Consulting → SaaS Incubation
5:58 Transition to STC Health & Leading SaaS Transformation
6:34 Difference Between Kale Crane & The Canyons Group
8:08 AI FOMO, Human Intelligence & Organizational Change
9:03 Navigating Noise & Extremes Around AI
10:26 What AI Forces Every Organization to Learn
12:30 How Old-School Exec Teams Can Embrace AI
14:14 Culture of Curiosity & Empowering Teams
15:34 Guardrails, Governance & Safe Experimentation
16:57 When to Bring in Technologists
17:12 Prioritization Frameworks (RICE & ICE)
18:54 Governance Policies & Early-Stage Experimentation
19:29 Curiosity Champion Groups & Brown-Bag Cycles
22:22 Training Teams to Think Like Product Organizations
23:19 Overcoming Fear & Starting Small
23:46 Strategy vs. Operations — Big Picture Impacts
24:58 Business Model Iteration in the AI Era
26:51 The SaaS Business Model Shift as an Analogy
28:12 Professional Services & White-Collar AI Disruption
29:37 Innovating Without Breaking the Core Business
30:01 Leading Large-Scale Change Inside Mature Organizations
32:21 Why Consultants Matter in AI Transformation
33:15 Seeing Blind Spots & Reading Culture
34:10 Accountability, Execution & “Skinned Knees”
35:13 The Hardest Transformation Leaders Will Face
End Closing Thoughts
Keywords:
Software Without Borders, Andy Hilliard, Scott Pollov, Kristina Crane, The Canyons Group, AI transformation, organizational change, SaaS transformation, leadership, culture of curiosity, AI adoption, operational strategy, RICE prioritization, business model evolution, enterprise AI, government tech

In this episode of Software Without Borders Podcast, Andy Hilliard sits down with Olivier Poulard, Accelerance’s Head of Global Software Engineering Strategies, to unpack one of the biggest myths in global software delivery: that adding more people solves delivery problems. Olivier shares what really drives predictability—clear alignment across people, process, technology, and data—and why so many organizations unknowingly “scale chaos.” Together, they dive into recurring SDLC pitfalls, hidden costs, and proven frameworks to turn fragmented delivery into a cohesive, measurable system. If you lead distributed teams or manage offshore partners, this conversation delivers a playbook for building sustainable, high-quality software outcomes.
 
Guest Introduction:
Olivier Poulard leads Global Software Engineering Strategies at Accelerance, bringing decades of experience on both sides of the delivery equation—as a global client managing teams of over 1,000 engineers and as a strategic partner architecting offshore and nearshore delivery systems. His practical, systems-level insights help clients design efficient, scalable, and high-performing software operations built on clarity and alignment rather than chaos.
 
Key Takeaways:
You can’t scale chaos—adding people only multiplies inefficiency without fixing underlying issues.
True delivery success requires alignment across people, process, technology, and data.
Clear, complete requirements (including transition and information requirements) prevent rework and estimation failures.
“Definition of Done” is critical for predictability—teams need shared clarity on what completion means.
Leaders must control scope and observe team dynamics to restore stability before scaling again.
Context switching, unclear requirements, and unmanaged change requests are among the costliest hidden inefficiencies.
Chapter Markers:
0:00 Intro
0:09 Guest Introduction: Olivier Poulard
1:16 Evolution of Accelerance’s Consulting Arm
3:03 The Myth of “Adding More People”
5:09 Aligning Clients and Partners for Real Outcomes
8:18 Why You Can’t Scale Chaos
10:46 The Two-to-Tango Rule in Global Delivery
12:28 Top SDLC Bottlenecks: Ambiguous Requirements & Bad Estimation
18:42 Building Predictable Estimation Models
21:19 The Power of a Strong Definition of Done
22:24 Using Checklists to Stabilize Teams
24:00 The Hidden Costs of Context Switching
27:13 Controlling Change Before It Controls You
29:11 Restoring Predictability Without Stalling Delivery
32:37 Measuring Team Health and Stress Indicators
34:03 Final Thoughts on Effective Partner Collaboration
 
Keywords:
Software Without Borders, Andy Hilliard, Olivier Poulard, Accelerance, software delivery, global engineering, software development lifecycle, SDLC bottlenecks, outsourcing strategy, agile transformation, software estimation, offshore teams, nearshore delivery, global software operations, leadership in tech

In this episode of Software Without Borders Podcast, Andy Hilliard sits down with Olivier Poulard, Accelerance’s Head of Global Software Engineering Strategies, to unpack one of the biggest myths in global software delivery: that adding more people solves delivery problems. Olivier shares what really drives predictability—clear alignment across people, process, technology, and data—and why so many organizations unknowingly “scale chaos.” Together, they dive into recurring SDLC pitfalls, hidden costs, and proven frameworks to turn fragmented delivery into a cohesive, measurable system. If you lead distributed teams or manage offshore partners, this conversation delivers a playbook for building sustainable, high-quality software outcomes.
Guest Introduction:
Olivier Poulard leads Global Software Engineering Strategies at Accelerance, bringing decades of experience on both sides of the delivery equation—as a global client managing teams of over 1,000 engineers and as a strategic partner architecting offshore and nearshore delivery systems. His practical, systems-level insights help clients design efficient, scalable, and high-performing software operations built on clarity and alignment rather than chaos.
 
Key Takeaways:
You can’t scale chaos—adding people only multiplies inefficiency without fixing underlying issues.
True delivery success requires alignment across people, process, technology, and data.
Clear, complete requirements (including transition and information requirements) prevent rework and estimation failures.
“Definition of Done” is critical for predictability—teams need shared clarity on what completion means.
Leaders must control scope and observe team dynamics to restore stability before scaling again.
Context switching, unclear requirements, and unmanaged change requests are among the costliest hidden inefficiencies.
Chapter Markers:
0:00 Intro
0:09 Guest Introduction: Olivier Poulard
1:16 Evolution of Accelerance’s Consulting Arm
3:03 The Myth of “Adding More People”
5:09 Aligning Clients and Partners for Real Outcomes
8:18 Why You Can’t Scale Chaos
10:46 The Two-to-Tango Rule in Global Delivery
12:28 Top SDLC Bottlenecks: Ambiguous Requirements & Bad Estimation
18:42 Building Predictable Estimation Models
21:19 The Power of a Strong Definition of Done
22:24 Using Checklists to Stabilize Teams
24:00 The Hidden Costs of Context Switching
27:13 Controlling Change Before It Controls You
29:11 Restoring Predictability Without Stalling Delivery
32:37 Measuring Team Health and Stress Indicators
34:03 Final Thoughts on Effective Partner Collaboration
 
Keywords:
Software Without Borders, Andy Hilliard, Olivier Poulard, Accelerance, software delivery, global engineering, software development lifecycle, SDLC bottlenecks, outsourcing strategy, agile transformation, software estimation, offshore teams, nearshore delivery, global software operations, leadership in tech

On today's episode, we sit down with Raja Musunuru, CPO at Tiffin and a seasoned leader with over 25 years across Fortune 500 companies and innovative startups. Raja shares how AI is transforming the way products are built—shortening cycles from months to days, empowering small but mighty teams, and reshaping the global talent model. From crisis leadership lessons at Gaylord Hotels to redefining donor-advised funds with AI-driven innovation, Raja brings a wealth of insight into what it means to lead in today’s era of rapid disruption.
If you’re a leader looking to understand how AI impacts product development, talent strategies, and business growth, this conversation is one you won’t want to miss.
 
Guest Introduction:
Raja Musunuru is the Chief Product Officer at Tiffin, with an impressive background spanning 25 years at organizations like Sony, AAA, Amicus, and Gaylord Entertainment. Today, Raja is at the forefront of AI-powered product innovation, blending technical depth with visionary leadership. He’s passionate about building lean teams that deliver with speed, excellence, and purpose—shaping the future of wealth management, investment intelligence, and beyond.
Key Takeaways:
True leadership shines in crisis: Raja’s experience during the 2010 Nashville flood taught him radical prioritization that still guides his approach.
AI isn’t just hype—it’s slashing product development cycles from months to days, enabling faster feedback and clarity between product and engineering teams.
Small, focused teams deliver better results than bloated headcount—especially when empowered by modern AI tools.
Senior engineers who adapt thrive with AI, while new grads must become “AI natives” to succeed in today’s market.
Success doesn’t come from selling AI—it comes from solving real problems better than anyone else.
The global outsourcing model is shifting from “more people” to “more excellence.”
 
Chapter Markers:
0:00 Intro
0:15 Guest Introduction – Raja Musunuru’s career highlights
3:00 Defining moments in leadership: lessons from the Nashville flood
7:00 Radical prioritization and the “tour of duty” mindset at Tiffin
10:00 Building lean product teams and rapid MVP cycles
12:00 Where AI creates true disruption in product development
17:30 Aligning stakeholders in a fast-moving AI environment
19:00 How AI is reshaping engineering talent and global delivery models
23:00 Senior vs. junior engineers in the age of AI
26:00 Lowering barriers: from AWS to AI-powered MVPs
29:00 Redefining donor-advised funds with AI and automation
31:00 Global teams: from volume outsourcing to excellence-driven delivery
35:00 What AI means for hiring and talent pipelines
40:00 Closing thoughts and key advice for leaders
Keywords:
Raja Musunuru, Rich Wanden, Tomas Hilliard, It Comes Down To This podcast, AI disruption, product development, lean teams, MVP cycles, global talent model, outsourcing, engineering productivity, donor-advised funds, wealth management innovation, Tiffin, product leadership

On today's episode, we sit down with Raja Musunuru, CPO at Tiffin and a seasoned leader with over 25 years across Fortune 500 companies and innovative startups. Raja shares how AI is transforming the way products are built—shortening cycles from months to days, empowering small but mighty teams, and reshaping the global talent model. From crisis leadership lessons at Gaylord Hotels to redefining donor-advised funds with AI-driven innovation, Raja brings a wealth of insight into what it means to lead in today’s era of rapid disruption.
If you’re a leader looking to understand how AI impacts product development, talent strategies, and business growth, this conversation is one you won’t want to miss.
 
Guest Introduction:
Raja Musunuru is the Chief Product Officer at Tiffin, with an impressive background spanning 25 years at organizations like Sony, AAA, Amicus, and Gaylord Entertainment. Today, Raja is at the forefront of AI-powered product innovation, blending technical depth with visionary leadership. He’s passionate about building lean teams that deliver with speed, excellence, and purpose—shaping the future of wealth management, investment intelligence, and beyond.
Key Takeaways:
True leadership shines in crisis: Raja’s experience during the 2010 Nashville flood taught him radical prioritization that still guides his approach.
AI isn’t just hype—it’s slashing product development cycles from months to days, enabling faster feedback and clarity between product and engineering teams.
Small, focused teams deliver better results than bloated headcount—especially when empowered by modern AI tools.
Senior engineers who adapt thrive with AI, while new grads must become “AI natives” to succeed in today’s market.
Success doesn’t come from selling AI—it comes from solving real problems better than anyone else.
The global outsourcing model is shifting from “more people” to “more excellence.”
 
Chapter Markers:
0:00 Intro
0:15 Guest Introduction – Raja Musunuru’s career highlights
3:00 Defining moments in leadership: lessons from the Nashville flood
7:00 Radical prioritization and the “tour of duty” mindset at Tiffin
10:00 Building lean product teams and rapid MVP cycles
12:00 Where AI creates true disruption in product development
17:30 Aligning stakeholders in a fast-moving AI environment
19:00 How AI is reshaping engineering talent and global delivery models
23:00 Senior vs. junior engineers in the age of AI
26:00 Lowering barriers: from AWS to AI-powered MVPs
29:00 Redefining donor-advised funds with AI and automation
31:00 Global teams: from volume outsourcing to excellence-driven delivery
35:00 What AI means for hiring and talent pipelines
40:00 Closing thoughts and key advice for leaders
Keywords:
Raja Musunuru, Rich Wanden, Tomas Hilliard, It Comes Down To This podcast, AI disruption, product development, lean teams, MVP cycles, global talent model, outsourcing, engineering productivity, donor-advised funds, wealth management innovation, Tiffin, product leadership

Welcome back to Software Without Borders! I'm Andy Hilliard, and today I'm thrilled to dive into the world of hiring with John Collins, a leader who's shaped talent strategies at Microsoft, Apple, and scale-ups like Snapchat and Flixbus. As the founder of Yogan, John's tackling universal hiring headaches—like one-size-fits-all processes, AI biases, and lengthy interviews—that slow down growth and inflate costs. We explore how hiring has evolved over the last decade, the pitfalls of outsourcing and over-relying on AI, and Yogan's game-changing approach to faster, fairer, more cost-effective talent acquisition. John shares his vision for empowering recruiters, boosting offer acceptance rates, and using AI thoughtfully to transform hiring forever. If you're a business leader navigating global software teams and talent challenges, this episode is packed with actionable insights—subscribe now and join the conversation!
 
Guest Introduction:
I'm excited to have John Collins with us—a proven leader with over two decades at powerhouses like Microsoft and Apple, plus scale-ups such as Snapchat, Vinted, and Flixbus. Now, as founder of Yogan, John's on a mission to overhaul hiring, making it faster, fairer, and more strategic for growth. His global experience brings fresh perspectives on talent acquisition in today's evolving tech landscape.
 
Key Takeaways:
Hiring challenges are universal—whether at big corps or startups—often stemming from outdated, one-size-fits-all processes that introduce bias and inefficiency.
The last decade's shifts, like AI in resumes and interviews, can amplify biases if not handled right; human oversight remains key to fair evaluations.
Outsourcing recruitment might cut costs short-term, but it risks disconnects—internal recruiters as strategic partners yield better long-term results.
Yogan disrupts by auditing processes for free, quantifying risks like added stages costing $3,000 or dropping acceptance rates, and training interviewers for better experiences.
Focus on candidate experience boosts acceptance rates and retention; gamified AI training in Yogan makes interviewers prepared and engaging.
Communicating ROI to C-levels is tough but vital—highlight hidden costs in delays, turnover, and lost opportunities to show hiring's business impact.
 
Chapter Markers:
0:00 Intro
0:04 Welcome and Host Introductions
0:21 Guest Welcome and Background
1:06 Universal Hiring Challenges
3:38 Changes in Hiring Over the Decade
7:36 Yogan's Disruption and Vision
10:02 Risk Assessment in Hiring Processes
10:46 Interviewer Training and Preparation
15:45 Impact on Candidate Experience
19:20 Global Hiring and Cultural Alignment
26:28 AI's Role in Yogan
41:22 Gamified Training with AI
43:10 Communicating ROI to C-Level
48:55 Wrapping Up and Final Insights
51:43 Closing and Call to Action
 
 
Keywords:
Andy Hilliard, John Collins, Software Without Borders, hiring challenges, AI in hiring, talent acquisition, Yogan startup, global software teams, recruiter empowerment, interview processes, hiring ROI, candidate experience, tech hiring evolution, outsourcing recruitment, bias in AI

Welcome back to Software Without Borders! I'm Andy Hilliard, and today I'm thrilled to dive into the world of hiring with John Collins, a leader who's shaped talent strategies at Microsoft, Apple, and scale-ups like Snapchat and Flixbus. As the founder of Yogan, John's tackling universal hiring headaches—like one-size-fits-all processes, AI biases, and lengthy interviews—that slow down growth and inflate costs. We explore how hiring has evolved over the last decade, the pitfalls of outsourcing and over-relying on AI, and Yogan's game-changing approach to faster, fairer, more cost-effective talent acquisition. John shares his vision for empowering recruiters, boosting offer acceptance rates, and using AI thoughtfully to transform hiring forever. If you're a business leader navigating global software teams and talent challenges, this episode is packed with actionable insights—subscribe now and join the conversation!
 
Guest Introduction:
I'm excited to have John Collins with us—a proven leader with over two decades at powerhouses like Microsoft and Apple, plus scale-ups such as Snapchat, Vinted, and Flixbus. Now, as founder of Yogan, John's on a mission to overhaul hiring, making it faster, fairer, and more strategic for growth. His global experience brings fresh perspectives on talent acquisition in today's evolving tech landscape.
 
Key Takeaways:
Hiring challenges are universal—whether at big corps or startups—often stemming from outdated, one-size-fits-all processes that introduce bias and inefficiency.
The last decade's shifts, like AI in resumes and interviews, can amplify biases if not handled right; human oversight remains key to fair evaluations.
Outsourcing recruitment might cut costs short-term, but it risks disconnects—internal recruiters as strategic partners yield better long-term results.
Yogan disrupts by auditing processes for free, quantifying risks like added stages costing $3,000 or dropping acceptance rates, and training interviewers for better experiences.
Focus on candidate experience boosts acceptance rates and retention; gamified AI training in Yogan makes interviewers prepared and engaging.
Communicating ROI to C-levels is tough but vital—highlight hidden costs in delays, turnover, and lost opportunities to show hiring's business impact.
 
Chapter Markers:
0:00 Intro
0:04 Welcome and Host Introductions
0:21 Guest Welcome and Background
1:06 Universal Hiring Challenges
3:38 Changes in Hiring Over the Decade
7:36 Yogan's Disruption and Vision
10:02 Risk Assessment in Hiring Processes
10:46 Interviewer Training and Preparation
15:45 Impact on Candidate Experience
19:20 Global Hiring and Cultural Alignment
26:28 AI's Role in Yogan
41:22 Gamified Training with AI
43:10 Communicating ROI to C-Level
48:55 Wrapping Up and Final Insights
51:43 Closing and Call to Action
 
 
Keywords:
Andy Hilliard, John Collins, Software Without Borders, hiring challenges, AI in hiring, talent acquisition, Yogan startup, global software teams, recruiter empowerment, interview processes, hiring ROI, candidate experience, tech hiring evolution, outsourcing recruitment, bias in AI