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RecruitCon 2020 - Denver | Your Pursuit of Top Talent Starts Here

RecruitCon 2020 - Denver | Your Pursuit of Top Talent Starts Here

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RecruitCon 2020 - Denver | Your Pursuit of Top Talent Starts Here

May 14-15, 2020 | Denver, CO

CONFERENCE SNAPSHOT: RecruitCon 2020 in Denver will feature 2 full days of learning across 2 tracks, an all-new agenda, an impressive line-up of top recruiting and hiring experts, and superior networking opportunities designed to enhance your professional development experience.

RecruitCon 2020 is the #1 place for learning the most effective strategies for sourcing, recruiting, and hiring talent in today's competitive market.

The economy remains in a bull market, as evidenced by the unemployment rate, which is still quite low at 3.7 percent as of August 2019, according to the Bureau of Labor Statistics. And, with organizations clamoring for new employees across four generations of talent, it's clear that HR and recruiting professionals need to be on top of their game to tailor searches and marketing pitches to find the most qualified candidates to fill their open requisitions.

Secure your seat early for RecruitCon 2020 where you'll learn how to apply the most effective recruiting, sourcing, and hiring strategies to build a pipeline of qualified candidates, reduce time to fill, and improve the quality of your hires. Our robust agenda will feature eye-opening keynotes, intensive breakouts, and recruiting hacks. Stay tuned for the full agenda, which will feature sessions like:

  • Use today’s hottest sourcing tools for attracting multi-gen active and passive jobseekers
  • Legally recruit and hire new employees
  • Effectively use AI, chatbots, and automation to reduce time-to-fill
  • Produce amazing videos for better storytelling
  • Onboard employees and minimize the risk of a “bad hire” situation
  • Design and communicate a successful employer branding strategy
  • Conduct soft skills assessments

Pre-conference Agenda

Wednesday, May 13, 2020

Pre-conference Workshop Registration and Continental Breakfast
7:30 a.m. – 8:30 a.m.

Half Day Pre-conference Workshops

(AM Only) Recruitment Marketing Strategy Design + Build: How to Think—and Act—like a Marketer to Attract Talent and Effectively Measure and Adapt to Achieve Success 
8:30 a.m. – 11:30 a.m.
Presented by: Emily Fritz, exaqueo and Adam Glassman, Cox
Recruiters are marketers, even though they might not think they are! Think about it: Your job is to convince passive jobseekers or active candidates why they want to work for your organization. And, you might have a great employment brand in the marketplace, but unless you can effectively and consistently market the message underlying that brand, you could be missing out on attracting and hiring the type of talent that will help the organization grow.

This Recruitment Marketing Strategy Build-Out preconference workshop is designed to teach you how to: 

  • Discover your audience
  • Uncover your company’s differentiators
  • Design talking points and your “sales” pitch
  • Address content (re)marketing through: 
    • Social media
    • Email marketing
    • Employee stories
    • Retargeting ads
    • Knowing how (and where) to repurpose content
  • Design effective branding campaigns
  • Leverage individual branding – yours, and your brand ambassadors
  • Manage job sponsorships
  • Use data to measure your success
  • And more! 

(PM Only) DIY Video Recruitment Success: How to Conceptualize, Create Story Boards, and Shoot and Edit High-Quality Video Content to Attract Candidates
1:30 p.m. – 4:30 p.m.
Presented by: Abby Cheesman, Skill Scout
If you had to boil down why someone would want to work for your company in just 30 seconds, could you do it? Let’s face it: Nowadays, video can be a powerful tool for connecting with prospective candidates, but you only get one chance to make a memorable first impression with video. During this intensive workshop, you’ll get hands-on tips from a professional video job ad producer on how to develop a storyline and “cut” your own recruitment videos. With the guidance of our video storytelling expert, you’ll take your video recruitment skills to a whole new level! And, you’ll leave this preconference workshop with a working video on a story angle of your choosing.

Main Conference Agenda

Day 1 — Thursday, May 14, 2020

Registration, Continental Breakfast, & Exhibits
7:00 a.m. – 7:55 a.m.

Welcome Remarks
7:55 a.m. – 8:00 a.m.

Opening Keynote | Recruiting Trends and Industry Outlook
8:00 a.m. – 9:00 a.m.
Presented by: Joe Essenfeld, iCIMS

Technology isn’t just impacting our personal lives, it has and will continue to disrupt the professional space, too. RecruitCon 2020 kicks off with a look at emerging technological trends that are poised to influence and transform talent acquisition as we know it, uncovering what the potential impact will mean for forward-thinking organizations across the globe.  

Recruiting Hacks

Each Recruiting Hack is packed with actionable tips on how to make your life as a recruiter a whole lot easier. 
#1. Sourcing Beyond The Job Boards and LinkedIn
9:10 a.m. – 9:45 a.m.
Presented by: Mike “Batman” Cohen, Wayne Technologies 
According to a recent MRI Network Recruiter Sentiment Study, the top barriers to finding qualified talent are not having enough suitable candidates (63%), difficulty finding passive talent (34%), and too many unqualified junk resumes from job boards (23%). And, according to the JobVite Index, only 14% of candidates hired through job boards stay for 3 or more years. Recruiting agencies can be expensive and getting buy-in on the adoption of tools that could help you is tough—any yet Facebook has nearly 5 times as many users as LinkedIn (2.4B vs. 575M), Github has 37M profiles vs. LinkedIn has about 31M (equivalent), and Instagram has 1B users. You can see every single LinkedIn profile (regardless of connection level) doing a Google or Bing search. So, the question is: What are you doing to break down those barriers to recruitment, save money, find better candidates (with better retention), and stay ahead of the curve of your competitors? This Recruiting Hack will provide tips, tricks, tools, and strategies that could give your company its next big recruiting “a-ha” moment

#2. How to Turn Hiring Managers into All-Star TA Team Players
9:50 a.m. – 10:05 a.m.
Presented by: Katrina Kibben, Three Ears Media
If a hiring manager isn’t “playing nice” and isn’t acting like a member of your recruitment team, you’ve got a problem. But, fear not, this Recruiting Hack will teach you five ways to get your hiring managers to become all-star players on your talent acquisition team.

#3. Selling Candidates on Your Diversity and Inclusion (D&I) Pitch 
10:10 a.m. – 10:25 a.m. 
Presented by: Kate Johnson, Google

“We hire for diversity.” Oh really? What does that really mean to your organization? And how can you ensure that candidates you’re trying to reach believe what you say? Relying on some stock photos and statistics to illustrate the diversity of your workforce and how inclusive it really is won’t cut it. This Recruiting Hack will explain the cultural attributes truly diverse, inclusive workplaces share and give you tips on types of D&I-related initiatives to cultivate so you can make the strongest pitch possible to the candidates you want to reach. 


Networking, Refreshments, & Exhibits Break
10:25 a.m. – 10:40 a.m.

General Session Workshop | Evaluating the Strength of Your Employment Brand Against Competitors and Measuring the ROI of Branding Campaigns
10:45 a.m. – 12:45 p.m.
Presented by: James Ellis, Universum and The Talent Cast

Get ready to roll up your sleeves and get to work during this intensive workshop, wherein you’ll conduct research to evaluate the strength of your employment brand against your competitors.

Our expert presenter, an employment brand guru, will walk you through how to:

  • Set up your employment brand goals.
  • Evaluate your employer ranking.
  • Measure your brand awareness by practicing “social listening” to find out how current/former employees and customers may influence perceptions about your employment brand—i.e., what they are posting, tweeting, and otherwise saying on social media.
  • Evaluate the quality of hire your employer branding campaigns are attracting.
  • How to improve your employment branding strategy to support diversity and inclusion-based recruiting initiatives
  • And much more!

12:45 p.m. – 1:45 p.m.

Learning Labs (Choose from breakout session A or B) 
1:55 p.m. – 2:55 p.m.

Learning Lab Session A
Session A: Innovative Ways to Use Tech Tools to Reduce Time-to-Fill
Presented by: Mike “Batman” Cohen, Wayne Technologies 

This Learning Lab will provide actionable insight on technological advances, like chatbots and automation, that can decrease your time to fill and make your day-to-day life a whole lot easier. And, you’ll get tips on how to evaluate vendors and determine if what they’re promising will really boost your efficiency. 

Learning Lab Session B
Session B: Transparent Recruiting: How to Avoid Bias and Discrimination Claims Stemming from Automated Screening Practices, Interview Questions, and More
Presented by: Phillip Maltin, Esq., Raines Feldman LLP

Some people claim that algorithms take the bias out of hiring.  However, experts have concluded that even the most elegant algorithm can fail to anticipate skewed outcomes causing an unfair impact on a group, or groups, of people.  Algorithms can, by design (though perhaps not by intent) weed out a class or classes of workers such as those protected under Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), or other federal laws.  The same is true of even the most well-intended job advertisements. This Learning Lab focuses on how to avoid lawsuits based on faulty algorithms, inelegant job advertisements, and unpolished job interviews.  You’ll learn how to:  

  • Minimize claims of illegal discrimination based on faulty automated applicant screening
  • Appropriately phrase job postings to minimize the risk of liability under Title VII, the ADEA, the ADA, and other federal laws 
  • Spot the ways in which  job interviews could create legal risks for your organization

Networking, Refreshments, & Exhibits Break
2:55 p.m. – 3:10 p.m.

Breakout Sessions (Concurrent Tracks)
3:10 p.m. – 4:10 p.m.

Learning Lab Session A
Presented by: Bryan Johanson, The Adler Group

‘Don’t Go Chasing Waterfalls’: Get Agile and Get Hiring!
You’ve written a job description and promoted the opportunity through what you believe are the appropriate advertising channels. You’ve gotten résumés, and you’ve screened those candidates accordingly. Then, you’ve invited the select few in for a round of tedious interviews and testing. Finally, when all is said and done, you’ve made an offer, and it’s been accepted. Sounds OK, right? Well, while this “waterfall” approach to hiring is the norm, it’s not the most effective way to hire. Think about it: You’re investing so much time and resources into a candidate you’ve likely spent a few hours with. There’s a better way, though, and this session is all about teaching you how to scrap the waterfall method of recruiting and dive into a more agile recruitment process.

You’ll learn step by step how agility differs from the waterfall approach to recruiting and how to:

    • Ask candidates the right questions to figure out who’s serious about working for your organization (and who’s applying without even reading the job description).
    • Set up a system to evaluate several applicants at the same time by assigning them microtasks.
    • Develop a seamless way to bring successful microtaskers on board as full-time hires.
    • Apply agile principles to develop an iterative process that will make your recruitment strategy easily adaptable to changing business needs.

Learning Lab Session B
Session B: Why Your Job Posts Aren’t Working and the 4-Step Formula for Changing That 
Presented by: Katrina Kibben, Three Ears Media 

Want to increase your job post engagement? Sure, who doesn’t. But how? This hands-on Learning Lab will provide examples of why many job posts fall flat and what recruiters can do to give them a facelift with the potential of doubling, or even tripling, engagement. You’ll learn how to:

  • Recognize what works and what doesn’t about your job posts and your competitors—including how to spot well-written skills-related bullets to attract the right candidates
  • Research job titles and improve hiring manager intake 
  • Apply a four-part structure to every job post—and replicate this formula for any other communications about the job—e.g., LinkedIn Inmail, e-mails, etc.) 
  • Hone your copywriting skills to improve response rates to your job posts, including responses for those hard-to-find candidates and passive jobseekers from diverse backgrounds 
  • Measure the impact of your job postings 

Day 1 Closing Keynote
Closing Day 1 Keynote: How to Turn Rejected Candidates into Allies   
4:20 p.m. – 5:20 p.m. 
Presented by: Chris Russell, RecTech Media

There is an art to rejecting candidates in a way that can make them an ally to your employment brand. Chris Russell of RecTech Media will detail the proper steps to take when rejecting your candidates. Even after being rejected for a role, a candidate can still impact your company, and this closing day 1 session will reveal 6 steps to turning them into allies by the way you reject them.

Networking Reception
5:20 p.m. – 6:20 p.m.

Day 2 — Friday, May 15, 2020

Continental Breakfast & Exhibits
7:00 a.m. – 8:00 a.m.

BLR Breakfast and Learn: Learn how can help you achieve recruiting success!
7:30 a.m. – 7:45 a.m.

Opening Day 2 Keynote | Rocking the Pitch—Storytelling for Maximum Impact
Presented by: Abby Cheesman, Skill Scout
8:00 a.m. – 9:00 a.m.

You don’t get a lot of time to make that ever-important first impression, and you’d better have something really impactful to say in such a short amount of time. Otherwise you’ll miss the opportunity to make an important connection with a candidate. Day 2 of RecruitCon 2020 kicks off with an inspiring look at how to use storytelling concepts to develop—and rock—your recruitment pitch with a succinct, simple, and relatable story to draw in the target audience(s) you want to reach most, regardless of the method you’re using to communicate (e-mail, social media, face-to-face, etc.).

Recruiting Hacks
9:10 a.m. – 10:25 a.m.
Presented by: Heather Khoury, The New York Times Company

In just 15 minutes, each Recruiting Hack provides actionable tips on how to make your life as a recruiter a whole lot easier.

  1. The Art of Salary Negotiation and Decision-Making
    Presented by: Heather Khoury, The New York Times Company
    Day 2’s Recruiting Hacks kick off with a look at how to make your discussions about salary and other terms and conditions of employment go the way you want them to. You’ll learn simple techniques for drilling down what’s most important to each particular candidate so you can devise a plan for effectively selling your offer.
  2.  How to Increase ROI with Passive Jobseekers
    Presented by: Eric Edelsberg, Culture Fit
    Straight-up passive jobseekers are a thing of the past. Today’s jobseekers can be divided up into 3 categories: the “non-starters” who 100% aren’t leaving their current employer; the “I am not looking, but I am listening” bunch; and the “I will tell you I am passive, but I am active.” This Recruiting Hack will shed valuable light on how to ask questions, listen, and find the pain points for the “looking/listening” and “passive but really active” jobseekers. 

  3. Elevating the Candidate Experience Through Genuine Connection
    Presented by: Ella Arroyo, Target
    You want to attract the highest caliber of candidates. But, there are many hidden landmines in the candidate experience lifecycle that could be turning those candidates off so they don’t want to consider working for your company. This Recruiting Hack will shed light on the most common candidate experience gaffes of today to avoid at all costs. 
  4. Gen Z Is Fully Digital, But Should Your Recruitment Strategy Be? 
    Presented by: Nikao Hill, Wayne Technologies 
    Gen Z represents the first fully digital group of employees in the workforce. And, with an estimated 61 million Gen-Zers entering the workforce, now is the time to figure out what they want from you, as a recruiter—and how to give it to them. This no-nonsense Recruiting Hack will bring you up to speed on how to a strike the optimal tech-human balance to connect with and foster relationships with Gen Z candidates from a recruiter who will share preferences on how to approach Gen Z, their preferred mode of tech interaction, and what type of language and communication styles are most effective.


Networking, Refreshments, & Exhibits Break
10:25 a.m. – 10:40 a.m.

Breakout Sessions (Concurrent Tracks)
Presented by: Eric Frazer, Psy.D.., Top Talent Psychology
10:40 a.m. – 11:40 a.m.

Learning Lab Session A
Presented by: Andrew Gadomski, Aspen Analytics

Soft Skills Assessments and Hiring for Growth and Leadership Potential
If you’re like most recruiters, you can often find yourself stuck with having to fill a specific job or jobs without having the qualified candidates you need to meet your goals. It’s time to stop thinking about hiring those who traditionally “fit the bill” for an open requisition and time to start approaching recruiting from a different perspective: one that focuses on a candidate’s potential for growth and his or her ability to be trained and pivot as needed to adapt to today’s agile workplace.

This Learning Lab will deliver:

    • The latest—and greatest—ways to identify candidates who can adapt easily to your organization’s changing needs
    • Examples of soft skills questions and assessments that can help you identify who’s a good long-term match for your business, regardless of the role he or she has applied for
    • Which “transferable skills” matter most and how to evaluate where each candidate falls on the rating scale for dependability, communication, organization, leadership, adaptability, and more
    • The emotional intelligence markers “star” candidates possess—and how to tell which candidates have that special something
    • Insights on how to identify uncommon—but highly sought-after—candidate strengths
    • And more!

Learning Lab Session B

E-Mail Drip Campaigns: How to Draft Compelling, Personalized, and Sincere Communications to Build Interest and Trust
This Learning Lab will walk you through the steps of developing an effective e-mail drip campaign to attract talent.

You’ll learn how to:

    • Apply various types of outreach—from initial through final contact—and what you should be focused on at each stage of outreach (and why).
    • Evaluate whether what you’re doing for an e-mail drip campaign is working and how to tweak your messaging if you’re not getting the results you want.
    • Include key players on the e-mail chain (and when) and why this could make or break the connection you’re trying to establish with a candidate. 
    • Follow the do’s and don’ts of e-mail drip campaigns—from naming your subject lines to writing the call to action and everything in between! 

Networking Lunch & Exhibits
11:40 a.m. – 12:40 p.m.

Breakout Sessions (Concurrent Tracks)
12:50 p.m. – 1:50 p.m. 

Learning Lab Session A

Path-to-Hire Candidate Experience Data Sets: Ensuring an Accurate Depiction of What’s Driving Quality Applicants to Your Company
This session will provide a road map for establishing a system for measuring your candidates’ path to hiring so you can better evaluate what’s driving them to apply and accept your offers. Plus, you’ll get insight into whether your recruiting efforts have yielded better candidates in less time.

Learning Lab Session B

Tales from the Onboarding Crypt: Nightmares to Avoid and How to Build Dreamy Experiences to Inspire and Engage New Hires 
You’ve closed the deal and the new hire starts on Monday. Fast forward to 2 months from now, and you’re back in the same position, with a hiring manager breathing down your neck about the open slot you’ve got to fill. “What happened?” you ask. We’ll tell you what happened! That new hire’s onboarding experience was horrible, and she disengaged essentially right away and jumped ship the first chance she got. This scenario can play out many times over if your onboarding strategy isn’t pristinely crafted and executed to foster engagement from day 1. This session has many tales from the hiring crypt to tell—with actionable points on what not to do if you want your new hires to succeed and thrive as valuable contributors at your organization.


Closing Keynote – Recruiting in Plain Sight: New Strategies for Making Up for Social Recruiting’s Diminishing Returns 
2:00 p.m. – 3:00 p.m.
Presented by: Brian Fink, RentPath 

Over time, a large share of users on Facebook, Instagram, LinkedIn, and Twitter have stopped creating new content and updating profiles. Many of these users are also gradually shifting their content consumption from immediate friends to professional authors. That’s a challenge all recruiters must now face. But, where there’s challenge lies opportunity! This session will provide expert insight into how to overcome the challenge of changes in users’ social recruiting behaviors and how to tap into hidden (in plain sight) resources your competition likely doesn’t know about by leveraging sites like Instagram, Amazon, and AirBnB. You’ll learn how to: 

Identify alternative uses and resources available at scale to change your sourcing and social recruiting strategy

Master finding candidates who once were super accessible on social media but seem to have “gone dark”—or have they?
Scan the most trafficked websites to find talent hiding in plain sight 

Effectively use Tribe chats to reach the candidates you want to connect with
Evaluate the impact the “mediafication” of social networks has on your long-term recruiting strategy
Understand and take advantage of the explosion in podcasting services and video voice messaging that is filling more off-screen time

Wrap-up Announcements & Conference Adjourns
3:00 p.m.

Agenda Subject to Change
Sessions less than 1 hour in length are not eligible for HRCI/SHRM credit.

Your Conference Presenters

Pre-conference Presenters

Emily Fritz

Emily Fritz
Employer Brand Strategist

Emily Fritz is an employer brand strategist with over a decade of talent acquisition, marketing, and communications experience. At exaqueo, she works with her clients to build employer brands from the data gleaned through the authentic stories of employees. She’s led the employer brand engagements for global enterprises like MicroStrategy and GDIT as well as regional organizations like Swedish Health and a grocery retail chain, among others. Her thoughtfulness, planful attention to detail, and dependable partnership are just a few of the reasons why exaquoe clients and team appreciate Fritz.

Adam Glassman

Adam Glassman
Senior Manager, Employment Branding

As a jack-of-all-trades, Adam Glassman loves using his diverse skillset to help companies improve their talent acquisition efforts. With a deep expertise in marketing, employment branding and talent attraction, his secret weapon is his journalistic mind, which allows him to uncover the hidden story that’s just beyond reach. As an early pioneer in the employment branding and recruitment marketing space, he also enjoys sharing his experience with others in the hopes of lifting up the entire industry, while improving the overall candidate and recruiting experience. 

Abby Cheesman

Abby Cheesman
Skill Scout

Workplace storyteller, ethnographic researcher and IO Psychologist, Abby Cheesman is co-founder of Skill Scout. She spends her days bringing jobs to life on video and geeks out on new media techniques like 360 Video, Virtual Reality, Point-of-View Video, Silent Storytelling and Employee-Generated Video. She's been featured in Crain's Chicago Business, SHRM, and WBEZ Radio. She lives in Chicago with her husband and two kids. She holds a BA in Sociology & Psychology from the University of Northern Iowa and MA in Industrial Organizational Psychology from The Chicago School of Professional Psychology.

Main Conference Presenters

Ella Arroyo

Ella Arroyo
Lead Executive Recruiter

Ella Arroyo is a lead executive recruiter with Target focused on recruiting for Store Director positions across the Southern United States.  She has been with Target for 14 years and in addition to store leadership she has recruited pharmacy and clinic leaders in both a campus and professional capacity across the country.  Arroyo has a reputation for providing a world-class recruitment experience and a passion for mentoring recruiters new to the industry.  She is part of the leadership team at Target that focuses on creating on-going training and development to ensure the entire talent acquisition team is able to effectively meet the ever-changing needs of the business. She holds a BA in Organizational Studies and Spanish from the University of Michigan and a MA in Industrial Relations from Wayne State University.



Abby Cheesman 

Abby Cheesman
Skill Scout

Workplace storyteller, ethnographic researcher and IO Psychologist, Abby Cheesman is co-founder of Skill Scout. She spends her days bringing jobs to life on video and geeks out on new media techniques like 360 Video, Virtual Reality, Point-of-View Video, Silent Storytelling and Employee-Generated Video. She's been featured in Crain's Chicago Business, SHRM, and WBEZ Radio. She lives in Chicago with her husband and two kids. She holds a BA in Sociology & Psychology from the University of Northern Iowa and MA in Industrial Organizational Psychology from The Chicago School of Professional Psychology.


Michael Cohen

Michael Cohen
Wayne Technologies

Mike “Batman” Cohen is the founder of Wayne Technologies, a contract sourcing and recruitment training organization. Batman is considered an industry thought leader in the areas of emotionally intelligent recruiting, recruitment workflow best practices, process automation, and tooling, and regularly speaks at recruiting industry events.

Eric Edelsberg

Eric Edelsberg
VP and Partner

Eric Edelsberg is the Vice President of CultureFit Technology Staffing.  CultureFit is a boutique, recruiting firm that specializes in technology and marketing roles from Chicago to Milwaukee.  He has partnered with upwards of 400 organizations and has placed 1,000 candidates successfully.He and his team were mentioned as one of the best recruiting firms by Expertise in 2019 with their standards of practice and market knowledge being their differentiating factors.  CultureFit staffs a breadth of mid to senior level jobs in technology and marketing ranging from data scientists to user experience designers, from cloud specialists to project managers and the list goes on. With Edelsberg at the helm, CultureFit is becoming synonymous with technology, success and Chicago. Edelsberg has been with CultureFit for over seven years during which he has spearheaded incredible year over year growth through ambitious and aggressive business solutions.  

James Ellis

James Ellis
Director of Employer Brand

James Ellis is the Chicago-based Director of Employer Brand for Universum. With more than 20 years’ experience as a digital marketer in virtually every aspect of marketing, James has spent the last six as an employer brand practitioner. He has consulted startups and Fortune 100 companies, developed employer brand activation teams, and ran the global employer brand for a Fortune 1000 company. He has become a noted voice and champion of doing employer brand better. Author of The Employer Brand Manifesto and the Recruiting Content Funnel, his writing has been published by Recruiting Daily, ERE, Indeed, Recruitment Marketing Magazine and many others. His podcast The Talent Cast is entering its fourth year of production, he is regularly invited to speak around the world on how employer brand can be used to reinvent companies, and his first employer brand book is expected to arrive in 2020.

Kathi Enderes

Kathi Enderes, Ph.D.
VP Talent and Workforce Research Leader
Deloitte Consulting LLP 

As the VP of Talent and the Workforce Research Leaders for Bersin, Deloitte Consulting LLP, Kathi Enderes, Ph.D. focuses on enabling organizations to transform work and the worker experience for increased organizational performance. With more than 20 years global human capital experience from management consulting with IBM, PwC and EY and as a talent management leader in large complex organizations, she specializes talent strategies, talent development and management, performance management, and change management. Enderes is passionate about helping organizations transition to the future of work. She holds a doctoral degree in mathematics and a master’s degree in mathematics from the University of Vienna, Austria.



Joe Essenfeld

Joe Essenfeld
Vice President of Strategy 

As Vice President of Strategy, Joe Essenfeld is focused on building partnerships with strategic companies to help shape iCIMS’ product strategy. He plays a vital role in helping the company to scale, as he identifies and builds relationships with market-leading companies to build differentiated products and distribution channels. He previously served as VP and General Manager at iCIMS, overseeing the integration of Jibe into iCIMS, following the 2019 acquisition. He founded Jibe in 2009 to solve the hiring challenges that he encountered while building young companies throughout his early career. 

As Jibe’s CEO, Essenfeld spent a decade helping some of the world’s largest employers tackle their hiring challenges through his company’s state-of-the-art cloud-based recruitment software. Jibe, which is backed by venture capital firms such as DFJ Gotham Ventures and Sapphire Ventures, has notable clients such as Comcast, FedEx and Johnson & Johnson. 

Prior to Jibe, Essenfeld worked as the chief operating officer at Insomnia Cookies, a private equity backed cookie delivery company. He led operations, achieved triple-digit revenue growth, quadrupled the number of locations and grew the employee base to more than 150 full-time staffers. 

Essenfeld launched his career at Dartcor Food Services, a corporate dining services company in the tri-state area, serving as a vice president after graduating Cornell University. While still a student at Cornell, he joined the executive team of Nightfunk, a venture capital-backed national network of online entertainment guides for college students. He helped to expand it to more than 120 campuses throughout North America.


Brian Fink

Brian Fink
Senior Technical Recruiter

As a Senior Technical Recruiter with RentPath, Brian Fink focuses on driving talent towards opportunity. Eager to help stretch the professional capabilities of everyone he works with, he's helping startups and enterprises transform their IT, Recruiting, Big Data, Product, and Executive Leadership teams. An active keynote speaker and commentator, Fink, thrives on discovery and building a better recruiting mousetrap.   
Eric Frazier

Eric Frazer, Psy.D.
Consulting Psychologist
Top Talent Psychology

Eric Frazer, Psy.D., a consulting psychologist with Top Talent Psychology, is a leading psychologist and author of The Psychology Of Top Talent. He has more than 20 years of expertise in psychological assessment. His experience includes helping businesses identify, hire and retain top talent by leveraging a unique blend of clinical psychology, positive psychology research, and proven, step-by-step systems and strategies.

Andrew Gadomski

Andrew Gadomski
Aspen Analytics

Andrew Gadomski, the founder of Aspen Analytics (formerly Aspen Advisors), specializes in big data and human capital consulting. He started his company after a successful career in staffing and corporate HR, and he regularly peaks at talent-related conferences on human capital analytics, social data, and using data as evidence for process design. 

Nikao Hill

Nikao Hill
Junior Recruiter
Wayne Technologies 

Nikao Hill is new to the recruiting industry, and is a sourcer with Wayne Technologies.  He is working across two dozen different recruiting tools to deliver a diverse candidate pool to global clients across all industries. Wayne Technologies does contract sourcing but is all deliverables-based which enables Hill to use his research, analysis, and creative skills to come up with unique ways to find top talent.He is also a new Program Committee member with the Association of Talent Acquisition Professionals. When he is not clicking away at his computer, you will find him making friends everywhere he goes, learning new guitar riffs, or burying his nose in a fantasy novel. He may be new to the scene, but hey, every hero has an origin story.

Kate Johnson

Kate Johnson
Employer Relations Lead, Grow with Google

Kate Johnson currently works with over 40 national employers hiring diverse IT talent from Google’s IT Support Professional Certificate program, including Walmart, Bank of America, and Best Buy. These companies have prioritized giving nontraditional talent opportunities in entry-level IT roles and Kate helps them connect with and hire candidates. Formerly, she was an HR management consultant and helped organizations improve their strategies to attract, retain, and compensate talent. Her clients included major tech companies, massive healthcare providers, and the nation’s foremost homebuilders. She has deep experience in emerging markets -- both in HR consulting, as well as in her role leading a client services team for a financial technology startup which implemented the core product in fourteen different countries across Africa, Asia, and Latin America.

Adriana Kevill

Adriana Kevill
SVP of Marketing

Adriana Kevill has more than 20 years of experience working in marketing and digital strategies. She has also been part of the localization industry—giving her a unique insight of different cultures and international business. The “why not?” attitude that stems from her fiery personality combined with her passion for never being satisfied with the status quo, enabled her to build the search marketing and social media departments from the ground up. By immersing herself in the work of a wide variety of clients from several industries (financial technology, engineering, healthcare and more), Kevill is equipped with a distinctive vantage point on processes, challenges and opportunities when launching or expanding social media programs and recruitment marketing campaigns.

Heather Khoury

Heather Khoury
Head of Tech Recruiting 
The New York Times Company

Heather Khoury (she/her) is the Head of Tech Recruiting at The New York Times Company.  She manages a team of 12 tech recruiters and coordinators. She partners closely with tech leadership to build and continuously improve hiring processes and candidate experiences that champion fairness and consistency. Before joining the New York Times in 2017, she was the Associate Director of Human Resources at the Council of Foreign Relations, where she focused on hiring, employee relations, and employee engagement. 


Katrina Kibben

Katrina Kibben
CEO & Principal Consultant
Three Ears Media

Katrina Kibben is the Founder and Principal Consultant of Three Ears Media, a research-based recruitment marketing consultancy. For most of her career, she has been a marketer living in a recruiter's world - listening to both sides of the talent equation to understand the real issues and find solutions. Today, she uses her technical marketing know-how and way with words to help both established and emerging brands develop and deliver smart recruitment marketing that makes the right people apply. She has also spoken at events around the world and written for HRTech Blog,, RecruitingDaily and many other digital publications.

Phillip Maltin

Phillip R. Maltin, Esq. 
Raines Feldman LLP 

Phillip Maltin, a veteran litigator and trial lawyer, is a member of both the Labor and Employment and Business Litigation practice groups of Raines Feldman LLP. He has a reputation as a preeminent litigator and exceptional questioner, with nuanced tactical and technical skills at trial. He has mastered the strategy of reverse engineering the outcome: he determines the result his client wishes and develops the approach and case staffing to achieve it. 

Maltin defends employers both in single plaintiff and multi-plaintiff litigation and class actions concerning a wide range of matters, including wage and hour, discrimination, harassment, retaliation, wrongful termination and misappropriation of trade secrets. He also has managed and conducted numerous internal investigations for companies in a variety of work-place issues, from claims of discrimination and harassment to inquiries into violence and embezzlement. He is an expert speaker on the topics of investigation and questioning techniques, with a focus on uncovering dishonesty. His presentations have garnered media interest, with frequent invitations to deliver keynote addresses at conferences and conventions across North America and, most recently, in Europe.  

He is a Southern California Super Lawyer (every year 2010 to 2018), an elite distinction given to no more than five percent of the Southern California Bar. 

Chris Russell

Chris Russell
Managing Director and Lead Consultant
RecTech Media

Chris Russell is the Managing Director of RecTech Media a company that helps inform the modern recruiter through news, podcasts and timely webinars. A former job board owner and corporate recruiter, Russell has been experimenting with digital recruiting tactics since 1999, earning him the nickname 'mad scientist of online recruiting.” Learn more about him and his company at

Emily Tanner

Emily Tanner
VP of Marketing 

With more than eight years of industry experience, Emily Tanner has worked on both the client side and the business side of marketing, partnering with top enterprise customers on their talent acquisition and recruitment marketing strategies as well as developing inbound content marketing plans, paid advertising campaigns, lead generation initiatives for Recruitics.  A true data nerd at heart, she finds joy in analyzing deep performance metrics and finding the story in the numbers. 


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