Interviewing Top HR Professionals 

December 21, 2021


We are proud to kick off our new interviews series – THE MAGNET. Our purpose is to bring the Crème de la crème of the global HR pros and ask them the most burning questions.

Our first guest of the series is the incredible Efrat Dagan, former global staffing lead at Google, head of talent at Lyft, head of global talent acquisition at Next Insurance and advisory board member of Skillset.

From a hiring perspective, what’s keeping you up at night?

Currently hiring teams are under a lot of pressure to deliver, and a lot of teams are either understaffed or have new-ish teams with huge goals. It’s basically a race against the clock. 

If you had a magic wand, how would you fix hiring? And you can fix anything, candidates, hiring managers, technology, workflow, etc. 

Probably a few things:

Hiring processes are still quite wasteful and this fact has implications for all involved. Cutting through the noise with the right technologies is just a matter of time. It would allow us as recruiters to focus on the candidate and hiring manager and not searching endlessly for the right candidate.

Raising the standard on how hiring processes look and feel – it’s time to make them fun, interesting and compelling. Who said hiring processes should be excruciating?

Provide actionable insights that would allow hiring teams to fix hiring in real time – nothing is constant in our hiring process but having the right info while responding in real time is a game changer.

How many recruiting technologies do you (or your team) currently use? Overall, what’s your satisfaction with these recruiting technologies? 

Probably with 4-5 technologies, there’s a lot of fragmentation and we as hiring teams would probably use more if we could. If there was some consolidation on this front it would greatly help teams use more. Recruiting technologies should be seamless with our work as recruiters. There’s still some work to do around making those technologies work at scale and deliver on promise. 

As of today, what’s your favorite sourcing hack?

At the end of the day my network is still my secret to hacking sourcing more than any technology 🙂 I’m waiting for technology to catch up.

From a recruiting tech perspective, what innovation(s) are you hoping to see in 2022?

I would like to see recruiting tools that bring real, scalable and sustainable impact- meaning they have a real affect on the ability to deliver. They should be instrumental in making recruiting easier and more effective and better the quality of hire. They should solve the availability of talent and become our main source of hire.

If your recruiting technologies budget was slashed to (nearly) nothing, what would be the one technology that you fight for? Only one. And why? 

Probably we would still invest in a good ATS. It’s impossible to run hiring without a good system that can operate the whole process. It would be great if that ATS could be a much more sophisticated and help us find, focus and engage with the candidates leveraging the most advanced technologies.


Stay tuned for our next article with the glorious William Tincup, the president of RecruitingDaily  which is the top HR platform in the US.

So don’t forget to follow us on our Linkedin and Twitter for the latest updates.

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