Kula

Transform 2025 was one for the recordbooks. There was a palpable excitement in the air that this is the year things begin to turn for forward-thinking companies. Here were a few themes I saw: ?? More with less — teams are looking at how to make their processes more efficient as they get ready for the next phase of growth ?? People want best of breed but don't have huge budgets, so they're looking all-in-one solutions that are also still innovating ?? AI is finally mature enough to solve the real problems plaguing HR and talent teams ?? The VC community is ready to deploy funds again, but only the best are receiving widespread interest ?? Timbaland low key produced so many hits — great to hear him perform finally Were you at the show this year? Would love to hear your thoughts. Didn't get to go? What's top of mind for you? ?? Drop a comment below

We had a great Day 1 at Transform 2025 and can’t wait to keep the momentum going today! We’ll be back at booth #422 all day, so if we didn’t get a chance to meet yesterday, make sure to stop by and say hello. ?? Expo hours: 10:30AM – 5:00PM A huge thank you to everyone who joined us for the dinner we co-hosted with Kula last night—it was a pleasure to connect in a more intimate setting and share ideas, laughs, and a great meal. Let’s make Day 2 even better—see you soon! #Transform2025 #TeamOhana #HRTech #HeadcountPlanning #PeopleOps #EndtheHeadcountHeadache

Recruiting in 2025 is all about staying ahead with AI, innovation, and a platform that truly supports you. That is why DeepScribe switched from Greenhouse to Kula, and the difference is night and day. ??30% lower hiring costs ?Faster processes and better results with AI ?? One-click dashboards for easy reporting ?? Loved by hiring managers and interviewers As Samantha Stambaugh, Head of Talent at DeepScribe, puts it: "If you want to stay on the cutting edge and make recruiting more efficient, you can’t rely on outdated tools. I chose Kula to be at the forefront of AI in recruiting." DeepScribe’s journey proves what’s possible when you hire with the future in mind. Read the full story here: https://hubs.ly/Q03cs-9r0

Don't miss the legend Lou Adler at the Kula booth at 4:30pm this afternoon at Transform!

Come stop by the Kula booth today at #Transform2025 on your way to the puppy station!! We’re having the legend Lou Adler do an AMA today from 12:30pm-2pm & 4:30pm-5:30pm ?? for all your hiring and recruiting questions :) Featuring the squad: Charlie Liang Darren L. Connor Scott Arjun Ohri Achuthanand Ravi

An incredible dinner, even better conversations, and a chance to unwind with industry leaders! TeamOhana & Kula are hosting an exclusive Mediterranean dining experience at Transform 2025. Connect, share ideas, and enjoy great company at Estiatorio Milos, one of Vegas’ top spots. Seats are limited— RSVP now to secure your spot! ?? March 18, 2025 ?? 7:30 - 9:30 pm PDT ?? Estiatorio Milos, Las Vegas See you there! Link to register: https://lu.ma/f6qh2p6m

Last week's Talent Social in Mountain View was a blast! ?? Over 30 TA pros came together for real talk, great company, and a few well-earned drinks. A huge thank you to everyone who joined and made it such a success! We love bringing the recruiting community together— because hiring is tough, but you don’t have to do it alone. Where should we host the next one? Drop your suggestions! ??

Day 0 or past Series D— the hardest problem talent acquisition leaders or founders face remains the same. Hiring the right people. You need to hire the right people, fast. But the best candidates are gone in 10 days. That’s often less than the time companies take between interviews. I’ve seen this play out firsthand— at Stripe, Uber, and Freshworks. Founders invest weeks, sometimes months, into a hire, only to lose them to a competitor who moved faster. And it’s not just frustrating, it’s expensive. The data is clear: ? 50% of candidates drop off after 2 weeks. ? Top candidates are off the market in just 10 days. ? Every unfilled role costs companies $624 per day in lost productivity. The problem isn’t just a slow hiring process. It’s the outdated tools that slow it down. Traditional ATS platforms weren’t built to meet today’s hiring demands. They weren’t built for speed. At Kula, we are committed to fix it. We built an AI-native ATS designed to move as fast as top talent— cutting hiring time by more than half. Because hiring better starts with hiring faster!!

Most companies think AI will fix hiring. But making bad processes more efficient just speeds up bad decisions. Turnover isn’t just a hiring problem— it’s a direct hit to business performance and profitability. That’s why forward-thinking HR leaders are rethinking hiring from the ground up, not just automating what’s broken. This session, led by Lou Adler, Hilke Schellmann, and Roxanne Laczo, PhD breaks down: - The real cost of turnover and why CFOs care more about hiring than ever - How to use AI to raise your talent bar, not just optimize sourcing - The one pre-hire question that predicts long-term success - Why embedding post-hire success into hiring changes everything This is for HR leaders, hiring managers, and business executives who want to use AI and data to make hiring a strategic advantage, not just a process improvement. Register here: https://lnkd.in/dUeb3e-U The event goes live today at 8:50 am PT. See you there!

Regulations are cracking down on AI in hiring. Are your tools compliant? Hiring teams are using AI more than ever. Candidate sourcing, interviewing, analytics...you name it. It’s fast. It’s efficient. It takes the manual work out of recruiting. However, governments have started stepping in. 1/ NYC’s Local Law 144: If AI is making hiring decisions, companies must conduct bias audits every year. Skip it? Fines start at $1,500. 2/ The EU AI Act: AI in hiring is now considered “high-risk.” No transparency or human oversight? Companies could face fines of €35M or 7% of global revenue. 3/ Illinois, Colorado, Canada, India— New laws are rolling out everywhere, each with its own rules. If your hiring process relies on AI, you must know what’s under the hood. - Can you prove your system isn’t biased? - Do you know how it makes decisions? - Would it pass an audit today? You need to make sure AI doesn’t quietly shut the door on qualified talent. Here’s the full breakdown of AI hiring laws worldwide ?? https://lnkd.in/dRJmqrFW