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Revenue, Risk, and Remote Truth: Future-Proofing Talent Acquisition
About this episode
Transcript
About this episode
In this episode of the Future Proof HR podcast, Jim Kanichirayil, our podcast co-host and executive producer, sits down with Amanda Woodard, Senior Director of HR at Submittable, to unpack what changes when talent acquisition goes hybrid, candidate pools explode, and AI makes it easier than ever for bad actors to slip into your pipeline.
Amanda shares her unconventional path from customer success into TA and HR, and why that revenue-side experience helped her operationalize recruiting like a pipeline, not a reactive process. From there, the conversation zooms into the real-world tension HR teams are facing right now: opening up remote hiring to access better talent, while also tightening controls to prevent fraud, deepfakes, and identity mismatches that can put the business at risk, especially in highly regulated environments.
She breaks down the practical systems her team uses to protect candidate quality without killing candidate flow, including multi-step ID verification, digital footprint checks, geolocation signals, and reference validation that focuses less on “good feedback” and more on authenticity. Along the way, Amanda offers a clear-eyed take on the AI hype cycle, why most “AI” tools are actually automation, and what HR leaders can do today while major ATS and background check providers race to build native solutions.
Topics Discussed:
The shift from onsite recruiting to hybrid hiring, and why competition intensified
How revenue-side experience can transform TA into a more operational, pipeline-driven function
Navigating leadership resistance and trust issues during the move to remote work
Why candidate fraud is escalating, and what it means for HR and TA teams
Using automation vs. true AI to reduce application review time
Filtering and reverse-filtering candidates based on skills and signals
Multi-layer identity verification: digital footprint checks, photo ID gates, and reference validation
Balancing candidate experience with security and risk mitigation
Why transparency in the process reduces candidate drop-off
What TA leaders should implement now, regardless of industry, to reduce hiring risk
If you are an HR or Talent Acquisition leader trying to keep hiring quality high in a hybrid world where AI-driven fraud is becoming more common, this episode offers a practical look at how to build tighter safeguards without losing trust, speed, or the ability to compete for strong candidates.
Additional Resources:
*Note: Amanda was with Submittable at the time of this recording.
About this episode
Transcript
About this episode
In this episode of the Future Proof HR podcast, Jim Kanichirayil, our podcast co-host and executive producer, sits down with Amanda Woodard, Senior Director of HR at Submittable, to unpack what changes when talent acquisition goes hybrid, candidate pools explode, and AI makes it easier than ever for bad actors to slip into your pipeline.
Amanda shares her unconventional path from customer success into TA and HR, and why that revenue-side experience helped her operationalize recruiting like a pipeline, not a reactive process. From there, the conversation zooms into the real-world tension HR teams are facing right now: opening up remote hiring to access better talent, while also tightening controls to prevent fraud, deepfakes, and identity mismatches that can put the business at risk, especially in highly regulated environments.
She breaks down the practical systems her team uses to protect candidate quality without killing candidate flow, including multi-step ID verification, digital footprint checks, geolocation signals, and reference validation that focuses less on “good feedback” and more on authenticity. Along the way, Amanda offers a clear-eyed take on the AI hype cycle, why most “AI” tools are actually automation, and what HR leaders can do today while major ATS and background check providers race to build native solutions.
Topics Discussed:
The shift from onsite recruiting to hybrid hiring, and why competition intensified
How revenue-side experience can transform TA into a more operational, pipeline-driven function
Navigating leadership resistance and trust issues during the move to remote work
Why candidate fraud is escalating, and what it means for HR and TA teams
Using automation vs. true AI to reduce application review time
Filtering and reverse-filtering candidates based on skills and signals
Multi-layer identity verification: digital footprint checks, photo ID gates, and reference validation
Balancing candidate experience with security and risk mitigation
Why transparency in the process reduces candidate drop-off
What TA leaders should implement now, regardless of industry, to reduce hiring risk
If you are an HR or Talent Acquisition leader trying to keep hiring quality high in a hybrid world where AI-driven fraud is becoming more common, this episode offers a practical look at how to build tighter safeguards without losing trust, speed, or the ability to compete for strong candidates.
Additional Resources:
*Note: Amanda was with Submittable at the time of this recording.
About this episode
Transcript
About this episode
In this episode of the Future Proof HR podcast, Jim Kanichirayil, our podcast co-host and executive producer, sits down with Amanda Woodard, Senior Director of HR at Submittable, to unpack what changes when talent acquisition goes hybrid, candidate pools explode, and AI makes it easier than ever for bad actors to slip into your pipeline.
Amanda shares her unconventional path from customer success into TA and HR, and why that revenue-side experience helped her operationalize recruiting like a pipeline, not a reactive process. From there, the conversation zooms into the real-world tension HR teams are facing right now: opening up remote hiring to access better talent, while also tightening controls to prevent fraud, deepfakes, and identity mismatches that can put the business at risk, especially in highly regulated environments.
She breaks down the practical systems her team uses to protect candidate quality without killing candidate flow, including multi-step ID verification, digital footprint checks, geolocation signals, and reference validation that focuses less on “good feedback” and more on authenticity. Along the way, Amanda offers a clear-eyed take on the AI hype cycle, why most “AI” tools are actually automation, and what HR leaders can do today while major ATS and background check providers race to build native solutions.
Topics Discussed:
The shift from onsite recruiting to hybrid hiring, and why competition intensified
How revenue-side experience can transform TA into a more operational, pipeline-driven function
Navigating leadership resistance and trust issues during the move to remote work
Why candidate fraud is escalating, and what it means for HR and TA teams
Using automation vs. true AI to reduce application review time
Filtering and reverse-filtering candidates based on skills and signals
Multi-layer identity verification: digital footprint checks, photo ID gates, and reference validation
Balancing candidate experience with security and risk mitigation
Why transparency in the process reduces candidate drop-off
What TA leaders should implement now, regardless of industry, to reduce hiring risk
If you are an HR or Talent Acquisition leader trying to keep hiring quality high in a hybrid world where AI-driven fraud is becoming more common, this episode offers a practical look at how to build tighter safeguards without losing trust, speed, or the ability to compete for strong candidates.
Additional Resources:
*Note: Amanda was with Submittable at the time of this recording.
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About the guest
About the guest
Amanda Woodard
Amanda Woodard is a senior HR and People Operations leader with extensive experience aligning people strategy with business objectives. She specializes in organizational design, workforce planning, compensation strategy, and talent programs that support growth, retention, and operational efficiency.
Amanda has partnered with executive teams to lead leadership development initiatives, job architecture and leveling efforts, and enterprise-wide people transformations, including mergers and workforce transitions. Her background spans SaaS, fintech-adjacent platforms, IT services, and AdTech, with experience supporting global teams across the US, UK, and India.
She brings a pragmatic, data-informed approach to HR, focused on building scalable systems and enabling leaders to operate more effectively in complex, fast-changing environments.
Amanda Woodard is a senior HR and People Operations leader with extensive experience aligning people strategy with business objectives. She specializes in organizational design, workforce planning, compensation strategy, and talent programs that support growth, retention, and operational efficiency.
Amanda has partnered with executive teams to lead leadership development initiatives, job architecture and leveling efforts, and enterprise-wide people transformations, including mergers and workforce transitions. Her background spans SaaS, fintech-adjacent platforms, IT services, and AdTech, with experience supporting global teams across the US, UK, and India.
She brings a pragmatic, data-informed approach to HR, focused on building scalable systems and enabling leaders to operate more effectively in complex, fast-changing environments.
Amanda Woodard is a senior HR and People Operations leader with extensive experience aligning people strategy with business objectives. She specializes in organizational design, workforce planning, compensation strategy, and talent programs that support growth, retention, and operational efficiency.
Amanda has partnered with executive teams to lead leadership development initiatives, job architecture and leveling efforts, and enterprise-wide people transformations, including mergers and workforce transitions. Her background spans SaaS, fintech-adjacent platforms, IT services, and AdTech, with experience supporting global teams across the US, UK, and India.
She brings a pragmatic, data-informed approach to HR, focused on building scalable systems and enabling leaders to operate more effectively in complex, fast-changing environments.
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The leading podcast for the future of HR
The leading podcast for the future of HR
The future of HR is being shaped by real operators doing the work.
If you’ve led change, navigated challenges, or learned valuable lessons in people operations, we’d love to hear your perspective.
Apply below to be considered as a guest on the show.
The future of HR is being shaped by real operators doing the work.
If you’ve led change, navigated challenges, or learned valuable lessons in people operations, we’d love to hear your perspective.
Apply below to be considered as a guest on the show.
The future of HR is being shaped by real operators doing the work.
If you’ve led change, navigated challenges, or learned valuable lessons in people operations, we’d love to hear your perspective.
Apply below to be considered as a guest on the show.