How LinkedIn’s AI Hiring Assistant Is Changing Recruiting Forever
In this episode of the HR Leaders Podcast, we speak with Mark Lobosco, VP of Talent Solutions at LinkedIn, about the launch of LinkedIn’s new Hiring Assistant and how AI is transforming recruiting.
Mark reflects on his 17-year journey at LinkedIn, where he leads global client-facing teams and helps organizations hire faster and smarter. He breaks down how AI is reshaping recruiting workflows, freeing recruiters from administrative work, and helping them find hidden talent with unprecedented precision.
Mark also explains how LinkedIn built the tool responsibly, with transparency and trust at the core, and shares what’s next for recruiters as skills evolve faster than ever.
🎓 In this episode, Mark discusses:
Launching LinkedIn’s new AI-powered Hiring Assistant
Why AI fluency is the #1 skill for recruiters in 2025 and beyond
How trust, transparency, and change management drive adoption
How recruiters save 4 hours per role and get 69% better candidate responses
Why 70% of job skills will change by 2030 - and what HR leaders must do now
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Chris Rainey 0:00
Hey, Mark, welcome to the show, my friend. How are you? I am fantastic. It's good to meet you. Chris, thanks for having me on how's it taking so long for us to meet
Mark Lobosco 0:09
my I don't know. We made it happen, and I'm glad we've already started to plan the next time we can meet beyond this, yeah.
Chris Rainey 0:16
And also, I can see you're a fan of art, because I love the art behind you. That is super cool. Tell me about that. I don't think I know you. Wasn't expecting that question, but that is super cool.
Mark Lobosco 0:24
It's a little bit of a tree of life kind of vibe. It's actually a, like, a quilt early 70s. It was from my mother in law's like, mid century modern house, and had been kind of tucked away for a long time. Wow. I found it, and I said, I have a spot
Chris Rainey 0:41
for it. Oh, wow. I didn't even notice, because I'm looking through zoom, I didn't realize is a quilt that's That is incredible, yeah? Super deep, and it's all handmade. So, handmade, yeah, wow.
Mark Lobosco 0:52
Got my Rock and Roll Hall of Fame over here, and you can't see it here. I love it. I've got some Bruce Dylan, some prints, and then I got some Rolling Stones Led Zeppelin and Grateful Dead over here. Amazing.
Chris Rainey 1:05
This is why I love doing these things where you kind of get a look into people's lives, right? Because you kind of get to know stuff about people that you never would. And on that note, there are pictures of my family here, yeah, by the way, yeah, they're looking at you, right? That's what you want, looking at me, the reminders. Yeah, I love it. My wife's going to tell me off now and say you've just got gaming stuff on your walls and movie posters. There's not enough of me and Robin, but I do have them on the desk. Where they where they matter. Tell them a little bit about your background and the journey to where we are now and what you're doing.
Mark Lobosco 1:37
Yeah, great. So I joined LinkedIn in about 2008 so smaller company at the time, big vision, big aspirations. And I joined in a startup group at the time within LinkedIn, 300 people. We were looking for different ways in which we could grow the business, revenue wise, while we continue to expand the size of the network, creating quality for members. And over the past 17 years, I've had about 12 different jobs, starting as an individual contributor, never having led teams before, to today, where I co lead our talent solutions business and globally, responsible for all of our client facing teams. Been quite a journey, ton of fun. Learned a lot. It's been like four or five different companies though past seven years.
Chris Rainey 2:24
That's incredible. What would you say is, like, kept you engaged in the business for so long?
Mark Lobosco 2:29
Yeah, few things vision of the company, it is truly our true north create economic opportunity for every member of the global workforce. I believe it to my core, it's everything we do in the company kind of ladders up to it. Second is the people and the culture incredibly smart and also kind love coming to work. And the last one is just opportunity. I continue to see our best days are still ahead of us, and I see massive opportunity for us to continue to deliver values to members as well as our customers. And so when you get those three things, it's kind of hard to look for something else. And, you know, I've known that grass isn't always greener. And, you know, happiness, I think, is, you know, being happy both to go home at the end of the day and going to work the next day. And I feel like I've got
Chris Rainey 3:20
both of those? Yeah. I mean, that's really interesting, because that's that's part of also what you're providing for your customers and people that use the platform right, the opportunity to find that in their own job, their own career, and in their own lives as well, in a way,
Mark Lobosco 3:34
yeah, that's right. I mean, at the end of the day, LinkedIn is a platform where we're trying to help our members stay informed and connected to their network, their industry, to help them be able to not just do better in their current jobs, but also to, you know, find opportunities above and beyond that. And the talent solutions business of which I co lead, is all about helping people develop new skills and then helping people find their dream jobs.
Chris Rainey 4:00
Yeah, tell me what I mean. The talent solutions business has gone through such a transformation over the years. Obviously, I followed it, worked with the team as well. What's top of mind for you right now? What you most excited about?
Mark Lobosco 4:15
There's a number of things I'm very excited about. You know, I'm about to start year 17, and I'm as kind of excited, as engaged as I've been, you know, since I started the company, everything again, rooted in helping our customers develop their employees and then help them hire the best quality candidates as efficiently as possible. And so that's always been at the root of our product strategy. And the thing I'm most excited about right now is everything we're building right now related to AI within those products, and how we're going about building that, building the AI in a safe and trusted way, where members can trust how kind of data is being used, and then how it can help enable them to leverage AI. While continuing to use the products that they use today, like we've taken a very deliberate approach we have for over a decade of building AI directly into the products that users use every day and that our customers know to be able to accelerate the ability to make quality hires as efficiently as possible. And the thing I'm most excited about like right now is the launch of hiring assistant our new agentic products, which will be globally available at the end of September,
Chris Rainey 5:28
yeah, yeah. I'm looking forward to that. We're only well as a time of recording only a few weeks away from that. Walk us. Walk us through the why before behind this, of course, AI, we know this is an area that we know is going to be disrupted, but you obviously need to be intentional about how you apply it and what makes sense, because there's a number of use cases. Could you walk through where you're starting, in terms of some of the use cases and areas problems that you're solving? For recruiters?
Mark Lobosco 5:57
Sure, yeah. I mean, it's a great question, because that's where we always start. What's the what's the problem that we see kind of in the marketplace, marketplace being, you know, job seekers on one side, recruiters on the other, and then HR leaders, more generally, with what they're going through, you know, at any particular time, but this moment in particular, you know, some of the main things that we're seeing right now that has led us to kind of build the products we've built in the past and then launch hiring assistant. You know, the first is just the pace in which skills are changing. You know, 10% of the jobs hired today didn't exist. You know, 25 years ago. And with AI, if you look at, you know, how skills are going to change between now and 2030 we think about 70% of the skills for any given job are going to change. So even if you're not changing jobs, your job is going to change on you like, think about that as like, one area. And then when you think about how that relates to job seekers, you know, job seekers are feeling super frustrated right now. You know, we have a real time view of the LinkedIn network of what job seeker behavior looks like, what jobs are being posted, what applies look like. And it is a very competitive job market right now. You know, one of the most competitive we've seen in years. You know, 40% of the job seekers that you know we see on the platform are applying to 40% more jobs than they have in the past, and they're hearing back less, right? So job seekers are frustrated. Recruiters are struggling a lot as well. You know, recruiters got into the profession to work with candidates, spend time with people, help them think about a major career change. They also got into it because they love spending time with hiring managers to collaborate on what that search looks like. But the reality is, is recruiters spend, you know, up to half of their week today on very repetitive, manual administrative tasks. And so if you think about like how recruiters are feeling right now, they're not spending as much time on the things that they love, and is that the most valuable, they're overburdened by administrative tasks, so they're losing out on the ability to efficiently hire the right people. You know, when you think about like, ta leaders, they've got an HR leaders, more generally, they've got this, like, impossible mandate, do more with less, faster and with great quality.
Chris Rainey 8:17
Yeah, it's, like, incredibly it doesn't add up, it doesn't
Mark Lobosco 8:21
add up, right? And so, you know, if you, if you think about that as, like, current state, you know, a lot of the things we've built in the past, within recruiter, within our jobs marketplace, has always had embedded, you know, AI within it. You know, a couple years ago, building more generative AI features, but, you know, now we're about to launch hiring assistant, you know. And there's a couple of, like, major headlines I would call out with hiring assistant, you know. The first is that it's working. You know, there's a ton of AI tools, kind of, in the market right now. But I'll start with like, the headline, which is, you know, we have lots of customers on charter right now. We launched it last year at Talent Connect small group, we now have over about 500 customers, 8000 users. And what we're seeing across this customer base is users are spending saving four hours per role. So saving four hours per role when they use hiring assistant, they're reviewing 62% fewer profiles before they, you know, send out an InMail and get an accept rate, and they're seeing accept rates now up to 69% improvement. So like, the product is working with customers who have now deployed it across large percentage of their recruiting teams. So if you go into like, why they chose to kind of work with the products, you know, it kind of goes back to what I mentioned before, and kind of the main things that hiring assistant can deliver value to our customers with, you know, the first is on quality. You know, one of the things with skills changing a lot right now, if you do a traditional recruiter search, you're typically missing out on a lot of candidates because of the way, you know, a. Additional search would work. And so hiring assistant has been able to do is it can look across, you know, all of the data that is on LinkedIn today to be able to find, you know, a hidden gem. You know, I heard from a customer the other day that staffing firm, they were using it. They had a number of candidates that were surfaced by hiring a system, they wound up not taking action on one of them, and then the person wound up getting hired by another firm. And so it's like surfacing these unique candidates for the actual user that they weren't able to find before we have a great example internally at LinkedIn, where our recruiting team working on our Strategic Finance roles. So think about a combo of like deep finance experience, strategy and consulting. A role was open for more than six months, and within about a couple of weeks of using hiring assistant, they found the, like purple squirrel, if you will, hiring assistants. So this, like ability to find these, like hidden gems is a big one second big one is around efficiency. So, you know, being asked to do more with less. Same size recruiting team, RECs per recruiter increasing, and so the ability for hiring assistant to make users more efficient, to be able to make quality hires faster, another big area, and then the last one. It's like, ultimately, about spending more time with candidates, more time with hiring managers to close these hard to fill roles, and there's a bunch of great examples we can get into that I can share as well.
Chris Rainey 11:28
Yeah, it's so exciting. How do you think this is going to transform the role of a recruiter?
Mark Lobosco 11:36
Yeah, so, I mean, there's a few things that I think are going to happen, and we're already seeing this with regards to the role of a recruiter kind of evolving with the use products, you know. And so first, if you think about like, what hiring assistant does, like, let's start there, and then you can think about how the role of a recruiter will evolve. What hiring assistant does is, it's, you know, an agent that works alongside the recruiter product and the user of recruiter helps the hiring assistant understand the requirements, then does some sourcing on their behalf. It helps identify top applicants based upon the requirements that it was given. It can send out messaging, and then it can now do pre screening. So important piece here is recruiters hands are always at the wheel, so they're working kind of in concert with this hiring assistant to be able to take on some of these very important time consuming tasks. So if you think about how the recruiter's job is going to evolve, you know, there's a couple of things that, you know, I always speak with ta leaders about and recruiters themselves. You know, how is it going to evolve? Ai, fluency is going to be critically important, not just with using a tool like this, just more generally, like being very comfortable using this technology in your day to day. And if you think about being able to adopt, you know, a tool like hiring assistant, it is going to meaningfully increase the amount of time you can save per role, right? Four hours per role, of time savings. You know, 69% or 69% increase in response rates, 62% fewer profiles need to be viewed. So I think the role is going to evolve in a way that I think users are going to like more time with candidates, yeah, yeah. And so there's like a massive upside here with users adopting, you know, products like this. And, you know, there is a little bit of, I would say, urgency I think users should feel with using a product like this, because of the incredible impact one can have when using it,
Chris Rainey 13:40
yeah, now, when you're saying that I was thinking about the unlocked hours and time to spend with candidates being a big differentiator and moving to be more of a strategic role. Of course, like you said, these are very important tasks, but they take time. But they take time, and I think having a tool like that to create that personalized experience. Free up, unlock those hours, but also create a better candidate experience as well, right? Because it's going to be, I'm assuming it's going to help them draw, can you also help them draft offer letters and stuff like that? Is it there yet?
Mark Lobosco 14:15
Not, not at offer letters? Like, if you think about like, the steps in the recruiting process,
Chris Rainey 14:19
yeah, the steps in the recruiting process, in mail, messaging, yeah, sure, yeah, yeah, okay. So messaging in there, it's gonna help draw that and I'm sure you can have tone right the right tone, the right messaging. Hopefully it can reduce some bias, maybe along the way, yeah, I can only imagine how quickly that's gonna I mean, it's not only just gonna transform recruiters themselves, but the entire team and how and how they approach this fundamentally moving forward
Mark Lobosco 14:49
100% you know, there's a couple of examples I'll share. So you know, one of our early charter customers will likely be a speaker at our Talent Connect conference in October. Uh, I was speaking to the head of talent acquisition there, probably in August, late July. It was late July. We caught up someone I've known for a number of years, and I was understanding what their experience has been using hiring assistant, and the things that she shared are aligned with the metrics that we've been seeing. So you know, the improvement in time savings, efficiency and mail response rates. And I asked, I said, What are you doing with all of this kind of free time? And the response was, I'm not making the team smaller. We're taking the same size team, and we're actually spending more time on things we haven't been able to spend time on in the past. And so they operate in a very competitive market, because construction engineering, massive projects, building Olympic stadiums, like big infrastructure projects in the Middle East, etc, requires them hiring a very high in demand candidate. And what they've been able to do is spend more time with those candidates, because the tool is helping them identify them. So it's like improving the close rates on these candidates. And it's like what all the recruiters want to do. It's what ta leaders want to have happen. So it's actually coming to life in a meaningful way. The one insight I've heard from that call and several others is around change management. So that actually is the real like unlock here, you know, building agentic technology that is built in a trusted way, where, you know, AI responsibility is kind of at the core, you know, we're aligned with Microsoft, with kind of, you know, our kind of AI principles like that takes time making sure the hiring assistant or agentic product works, takes time, right? We kind of CO created this with our users. Results we're seeing now are way different than what we saw initially, but change management is the thing that actually is the hardest part of this, and I'm happy to share a couple of examples, but I'm sure there's questions we can dig into. First,
Chris Rainey 17:05
no, I agree, because we've seen this time after time with technology. It's the actual transformation change, the cultural transformation, the mindset shift, that's the real work that has to be done. I feel like we probably where you have an advantage is that people already have that trust. They've been using the tool for so long, it's integrated into their flow of work already as well. So you kind of you know it's coming from a great place as well. You're a trusted partner for all these organizations, and you've just integrated it into their existing tools, I'm assuming. So it's in the flow of their existing workflow. Is that? Is that? Is that fair? I haven't seen it. So is that fair to say?
Mark Lobosco 17:44
Yeah, so it literally works alongside the recruiter products. So when you think about change management with regards to like, bringing in a new vendor, new tech, new product, it feels very familiar in many ways, hiring assistant is just using recruiter on your behalf. That's like another way to think about it. Yeah, it's all about how do you prompt it in a way to make sure it is getting the right requirements, that it takes those requirements and then helps do some sourcing, and then helps identify top applicants based upon the requirements you've put into the system, it then leverages the generative AI messaging features that are already part of recruiter. So it really doesn't feel like a new product, per se, because a lot of the functionality and the flows and the UX will feel very similar, but the change management is really around. You have a recruiter that has used our recruiter product for many years. They're very familiar with facets and doing a Boolean or however way they use the tool to get the candidates they want back. And this is a new way to do that. And so we've seen, like dozens of examples of customers starting using hiring assistant, and after a couple of weeks being like, I'm not sure this is going to work for us. And then we work with them. They stick with it. And then you see this curve and adoption to like, you know, KPIs or metrics that the customer, the decision maker, the HR leader. Can't believe and it is this change management on the user side that really takes a little bit of time. Now. We've taken all those insights. It's helped us with onboarding, to help guide both administrators and users on how best to use the product. But there's like this one great example of you know, consulting company in Australia called Oricon, where they had initially started using the product, and, you know, early meetings we had with them, value reviews were like, Yeah, we think we're going to shut it off. And we kind of worked with the team, we worked with the users, and what we saw was this. Gradual kind of uptick in usage. And we're now at the point where, you know, we've heard from them. I can't imagine doing my job without this. Please don't take it away. I actually love my job again. And so this, like change management thing, is a real thing, very top of mind for us to help, kind of advise customers and users on how to think about that journey.
Chris Rainey 20:20
Yeah, you saw that early on, right with chat GBT, right? And now people can't live without it.
Mark Lobosco 20:26
Like, it's a great example around like, imagine you know, you or me and all the listeners thinking about they first time they use chat GBT, like the basic prompts you gave, and now learn how to prompt it and, like, have it do deep research and do reasoning, and you're like, Whoa. And so it's a very kind of similar kind of idea with regards to the change management,
Chris Rainey 20:50
yeah, just some a few random questions, like, does the assistant have a memory so he can remember previous questions that
Mark Lobosco 20:58
you've asked? The way to think about it is, you know, hiring assistant is connected to a recruiter seat, and within that recruiter seat a specific project. So as you're working within that project, it has all of the context, right?
Chris Rainey 21:14
Yeah, search is about that's exactly what I was going with it.
Mark Lobosco 21:17
Yeah, it basically starts to learn and understand, and I didn't call this out, but it's, it's worth calling out. It's learning the whole time you're, you're working with the product, so even when you're doing, like, the initial intake, so intake being, you know, you import a job description, you know, either from Word doc, Google Doc, or, literally, the job post. Or you can say, find me someone hiring an amazing podcast host. Find me someone that looks like Chris Rainey. So it'll just look through the profile to kind of build the requirements, or just a natural language you can say, I'm looking for Head of Sales for a mia that's led a team of 500 people has worked in SaaS. Here are the ideal five companies. Wow. And what it'll do is it'll turn back a set of requirements. It'll ask you some clarifying questions, and then you kind of work with it a little bit, and then it just goes to work on your behalf. It then comes back, and then you can start kind of calibrating with it with regards to final requirements. I like this, didn't like this for this reason. Then it gets to sourcing, brings back, you know, top applicants based upon the requirements that you gave it. And then you just keep calibrating along the
Chris Rainey 22:28
way. Wow, I need to try it out. So I've only got away a few more weeks.
Mark Lobosco 22:33
We'll take that as an action. We will make sure, yeah, it's really exciting. I'm using it like daily we
Chris Rainey 22:39
I can imagine, yeah, I mean, even for small businesses, and obviously you have very large enterprises, but even small businesses like me that I don't have a I'm time, I don't have a recruiting team, so the ability to have a tool like that, that I could instantly get answers to my questions to find talent would just be a game changer. I'm still managing all this stuff in Excel, yeah, but literally as well. So we've taken
Mark Lobosco 23:07
a lot of what we've built in the customer recruiter products, and have taken a lot of those elements to our online jobs product as well. So if you haven't used that product in a while, I would take a
Chris Rainey 23:19
look. No, I have used that. So I've used that, I've used that part, but I could just imagine, like, it's just going to be, it's going to it's going to empower so many people as well. You a big part of the success of the current solution and products is that you integrate very well with many of like the ATS systems. Is that part of the strategy for them to be, for them to be able to access this within other partners, products? Just that curiosity. I know it's really random. We plan on asking that I was really interested.
Mark Lobosco 23:56
Yeah, yeah. I mean, the way we think about products we build, and value we want to deliver to our customers is we want to work where our customers work. And without a doubt, customers Applicant Tracking System is a critical part of the workflow. And so over the past several years, we've built a number of integrations with all of the leading ATS players. So today we have an integration called recruiter system connect, where recruiter and the ATS can be in sync. So when you're in the recruiter product, you can see if someone's already in the ATS, when you're in the ATS, you can see, you know, some LinkedIn profile information. It's all about improving recruiter productivity, so you don't have to, like, swivel kind of seats, what's in the ATS, what's in recruiter? We wanted to kind of bring that to life, because that's what our customers were asking for, yeah. And so we have lots of great partnerships with all of the big players in the ATS space, and we want to build a similar type of integration for hiring assistant so the. Way to think about that would be, today, the product that our 500 charter customers are using, all the value that they're seeing is primarily looking across sourcing LinkedIn members. There are a number of customers in charter that are starting to now be able to use hiring assistant across not just LinkedIn data, but people that have applied to their jobs that we're collecting on LinkedIn, the vision, and we already have a handful of, you know, some of the bigger ATS players signed up to do this is hiring assistant, the approach and the kind of workflow that I mentioned will now be able to work across not just LinkedIn data, all of your ATS data, wow, earn applicants, past applicants. And so it's really going to be a unique spot. Because if you think about the you know, market right now is a lot of, you know, recruiting agents, sourcing agents that have been launched or are being launched. And you know, when this integration is available, when our customers are gonna be able to, you know, use this hiring assistant will be the only recruiting agent that can have full access to LinkedIn, all of the data, unstructured data, as well as our customers ATS data. Ultimately, to go back to like, what are we solving for? We're solving for the biggest challenges our customers have, which is, you know, finding the best people could be on LinkedIn, could have applied, could have not doing it as efficiently as possible, and ultimately, kind of driving business results. And so we believe this is will be a critical integration. We're excited to work with our ATS partners on
Chris Rainey 26:37
it. Yeah, I think that'll be a game changer, if you can integrate that into one cohesive experience for for the user, that'll be unbelievable. I can also imagine, at some point, integrating talent marketplaces into that exist internally in organizations, into the tool as well. That would bringing the ATS, the talent marketplace and and your tool ticket and LinkedIn together, it'd be a game changer.
Mark Lobosco 27:05
Yeah, on that front, I mean, just as another example of your so align visions on, like the opportunity ahead, with regards to, how do you use this kind of best in class agentic product across, you know, our customers, data sets, and obviously LinkedIn is we have integrations today between the recruiter product and our customers, CRMs. So there's an integration called CRM connect, and so our first focus today is on the ATS integrations, but you can imagine CRM integrations would be up next.
Chris Rainey 27:40
Yeah, wow, I know Andrea is so excited. What is the future? I mean, what we're talking about now are great use cases. But what does the future look like? You know, because I feel like we're just getting started. What are you What are you excited about?
Mark Lobosco 27:56
I mean, we are locked in right now on launching and having hiring assistant be the most effective and trusted recruiting agent in the market. So we are, like, locked in on that right now. If you think about though the the whole process of recruiting from intake all the way to, you know, candidate interviews, there are a number of different steps along that way. And right now primary focus is, you know, intake, sourcing, messaging and pre screening. So that's like the the next step we're working on right now, and so that is live with about a dozen customers.
Chris Rainey 28:37
Like, what is that? Sorry, what's that look like? Yeah, yeah. So
Mark Lobosco 28:41
you can imagine there's messaging that happens between a user and the candidate, pardon me, between the candidate and the recruiter. User and the candidate, and there's a back and forth. And once the candidate says, Yes, I'm interested, the recruiter or hiring assistant, user can then say, great, my agent is going to ask a few more questions, and then we'll kind of come back and it says the more thing about more knockout questions, sure, are you legally able to work in the US, like, etc,
Chris Rainey 29:09
so you have a drive in license if they need that for the role, like some simple, yeah,
Mark Lobosco 29:14
exactly, but, but it's a, it's a, we took a very deliberate approach. Hari Sreenivasan, my product partner, recently did a LinkedIn post about this, just to share like how this flow works. But the approach we're taking here is just to make it super clear and explicit to the candidate when they're speaking to an agent versus when they're speaking to the recruiter. Great choice. Great choice. Yeah, transparent. And then there we want the recruiter user to be able to step in when the candidate says, I'd like to speak back to the recruiter. But you know, we want to make everything super transparent for all of our kind of job seekers and members, and then help the recruiter bring in, like AI in a way that makes them more efficient and can be more effective. Yeah, so that's the. Next thing that we're working on not available for GA yet, but the plan is to be able to launch that very quickly after we go into general availability. And then I mentioned the ATS integration, so that's kind of the next big thing that we're working on right now that'll be available to customers based upon when an ATS signs up. And then another thing I'm really excited about, there's a lot of really nice ways in which hiring assistant is going to be able to help recruiters collaborate more effectively with hiring managers. And so one of the ways, like I've been using it with my TA partner and our product team that's building this is a teams integration. So you can imagine a hiring manager looking at candidates in the flow of their work, once again, through teams. That's a game changer. So that's like another kind of area we're really excited about. And so we're just going to look step by step. If you think about all of the, you know, 20 out of 40 hours a week recruiters spend time on more repetitive administrative tasks. Yeah, ultimately, AI is very well suited to help with to give them more time to spend with candidates and hiring managers. We're just going to go kind of step by step, and we're not going to get ahead of ourselves. We want to make sure we walk out and over deliver on each one of these. But there's a lot more we can do here, and we're really excited
Chris Rainey 31:22
about it. Yeah, that last one was, I was thinking about that earlier. The teams integration is huge, because that's where those leaders already exist, those hiring managers, right? If you're asking them to come outside the ecosystem, have creating in the future that frictionless wherever you could kind of message directly within teams. And that would be huge. I can see, already see in the flow, in the flow of work, you know, as well. But before I let you go, what message would you give to people that already using the current platform and thinking about, okay, how do I justify the ROI of this, and what, how should they be approaching this?
Mark Lobosco 32:03
There's a couple of things I would think about. The number one would be going back to the productivity and impact that we're already seeing from our charter customers, with regards to the improvement that users are seeing with saving four hours per role, being able to view fewer candidates before sending an in mail message. So you know, at 62% and then 69% improvement in the mail response rate. So if you think about that on a per user basis, you apply it to all of the users that are using it, you quickly see the type of impact that it can have. Now, different customers are thinking about impact in different ways, and so a lot of that will go back to how they think about productivity overall. But the real thing that I think has been most impactful, and you know, we spoke with one of our recent charter customers about this is, you know, in staffing is like one example. So, you know, we have a customer called Insight group. They've been using the product during charter for several months, and what they've seen in using it, they saw 20% increase in revenue directly tied to placements from hiring assistant. Half those placements were previously unknown candidates. So going back to hiring assistant, finding new people, and then efficiency, they see they've seen similar levels of efficiency as well. So having to view fewer profiles, and then also material improvement in response rates. Yeah. So think about like, the impact it can have based upon efficiency. But ultimately, it's about, Are you hiring higher quality candidates that ultimately are going to impact the business in a more meaningful way? Yeah, can hiring assistant give your recruiters more time to spend with hiring managers and those candidates to close them?
Chris Rainey 33:55
Yeah, I'd be interested to see in the future as well that they are around retention of those hires given the improved experience they've gone through, because there's a lot of data around, you know, depending on how the first three months go and the onboarding experience, the impacts on retention and then, and then also time to productivity as well. So it's exciting times ahead. Where can people learn more? Where's the best way to learn to go? Mark like if they want to learn more, Where's, where's the best place that we should be sending everyone?
Mark Lobosco 34:29
Yeah, the blessed place to go. Now, you know, I'm assuming majority of you know the listeners are already LinkedIn customers. Is to see your account team. So our account team has been fully enabled product experts excited to speak with customers about hiring assistant, if you have not already heard about it already. So the account teams are the best place to go to learn more about hiring assistant. So. The product again will be globally available at the end of September,
Chris Rainey 35:04
amazing. Well, listen, first and foremost, appreciate you coming on. It's been a pleasure, and congratulations to you and the team. I know it's just the beginning, but how exciting. And looking forward to seeing how it evolves, and I appreciate you taking the time to come on the
Mark Lobosco 35:19
show. Yeah, thanks, Chris. Appreciate you having me. Yes, we're very excited. We are heads down on again, making sure the product gets better and better, and that our teams are ready to work with our customers to help them learn more
Chris Rainey 35:31
about it. Yeah, I wish you all the best. Until next week. Thanks so much same
Mark Lobosco 35:35
Chris and kudos on the podcast. You.
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Mark Lobosco, VP of Talent Solutions at LinkedIn.