Time to Hire
Welcome to "Time to Hire," a dynamic and insightful podcast created by the Recruitment Process Outsourcing Association (RPOA) specifically for talent acquisition professionals to keep them well-informed about the latest industry trends and best practices.
In each episode, RPOA Executive Director, Lamees Abourahma, hosts prodigious talent leaders to share talent market intelligence and innovative recruitment approaches. Tune in to the podcast to help you enhance your hiring processes, strengthen your employer brand, and innovate your talent strategy.
Whether you're a seasoned talent acquisition professional or just starting in the field, "Time to Hire" provides an invaluable platform to expand your knowledge, learn from industry leaders, and stay up-to-date with the rapidly changing world of recruitment.
Time to Hire
Navigating Skills Gaps, Passive Talent, and Embedded Recruiting Strategy with Lori Prehar
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Hiring demand is no longer linear—it’s uneven, unpredictable, and increasingly skills-driven. While some roles stall, others remain critically hard to fill, forcing talent leaders to rethink traditional hiring strategies. According to LinkedIn’s Global Talent Trends, 76% of talent professionals say skills-first hiring is a priority, yet many organizations still rely on outdated pedigree models. This tension is reshaping how RPO providers deliver value, requiring more flexible, human-centered, and data-informed approaches to workforce planning and execution.
So how can talent leaders balance shifting demand, evolving skill requirements, and candidate expectations in a cautious market? In this episode, host Lamees Abourahma speaks with Lori Prehar, Managing Director of ZRG Embedded Recruiting, to explore embedded recruiting models, passive talent strategies, and the shift toward skills-based hiring. Together, they unpack how RPO leaders can stay agile, deepen client partnerships, and build resilient talent strategies in today’s dynamic labor market.
Follow Lori Prehar on LinkedIn.
Go here for the ZRG Embedded Recruiting website. ZRG has been a Gold Member of the Recruitment Process Outsourcing Association since 2025.
About the Podcast
Time to Hire is produced by the Recruitment Process Outsourcing Association (RPOA), the leading authority on recruitment process outsourcing (RPO) foresight and innovation, and the trusted convener for the global RPO community. Through conversations with industry leaders, the podcast explores the trends, insights, and innovations shaping the future of talent acquisition.
Learn more about RPOA and join the community at: https://www.rpoassociation.org.
Follow the host, Lamees Abourahma, on LinkedIn.
Opening & Market Context
Lamees Abourahma: [00:09]
When clients are freezing some roles while urgently trying to fill niche ones, even the best RPO playbooks get stress-tested. Navigating that tension while still delivering value and margin is exactly where this conversation leans in.
Welcome to Time to Hire, the podcast from the Recruitment Process Outsourcing Association. I’m your host, Lamees Abourahma.
Today, I’m joined by Lori Prehar, Managing Director of Embedded Recruiting at ZRG, a global talent advisory firm. Lori shares how she’s navigating uneven demand, positioning embedded recruiting, and rethinking skills, pedigree, and passive talent in today’s cautious market.
About ZRG & Role Overview
Lamees Abourahma: [01:20]
Can you tell us about your company and role?
Lori Prehar: [01:27]
ZRG is a global talent advisory firm operating in over 30 countries. We have four divisions: executive search, interim solutions, consulting, and embedded recruiting—my focus.
As Managing Director of Embedded Recruiting, I partner with organizations to augment their talent acquisition teams. My goal is zero redundancy—understanding what clients already have in place and enhancing it temporarily to help them reach their hiring goals.
Labor Market Trends & Demand Shifts
Lamees Abourahma: [02:15]
What are you seeing in today’s labor market?
Lori Prehar: [02:47]
We’re seeing more strong candidates but fewer senior leadership roles. At the same time, demand is uneven—some organizations need full team buildouts, while others need help filling highly specialized roles.
We often act as an extension of internal teams, stepping in where they’re hitting limits. Think of it as an accordion—expanding capability when needed, then scaling back once goals are achieved.
Skills Gaps & Creative Talent Strategies
Lamees Abourahma: [04:23]
What about the skills gap and high-demand roles?
Lori Prehar: [04:59]
The market isn’t cooling evenly—it’s zigzagging. Some roles remain critical, like healthcare positions.
Organizations that are winning are getting creative. For example, companies are training internal employees to fill high-demand roles. We did something similar by creating a “tech sourcer bootcamp,” training candidates with strong fundamentals instead of waiting for perfect resumes.
The key is investing in people who have the right traits and building the skills around them.
Passive Talent & Candidate Engagement
Lamees Abourahma: [07:23]
How are you approaching passive talent?
Lori Prehar: [08:49]
Candidates are more cautious in uncertain markets. That means recruiters need to be more thoughtful and personalized.
Generic outreach doesn’t work. You need to sell the impact of the role—what the candidate will gain beyond compensation.
Relationships are critical. AI can help with administrative tasks, but it cannot replace trust. Candidates still value human connection, especially in first interactions.
AI in Recruiting: Tool, Not Replacement
Lamees Abourahma: [12:49]
What role does AI play?
Lori Prehar: [13:10]
AI is powerful, but it should support—not replace—human interaction. First impressions matter. Starting a candidate relationship with automation can undermine trust.
Use AI to remove administrative burden, but keep human engagement at the center of recruiting.
Skills vs. Pedigree Hiring Debate
Lamees Abourahma: [14:57]
Are you seeing a shift toward skills-first hiring?
Lori Prehar: [15:10]
It depends on the client. Some remain committed to pedigree hiring, while others are embracing skills-based approaches.
The market is signaling that skills-first hiring is increasingly effective, especially as roles evolve faster than traditional credentials can keep up.
The key is understanding your audience and tailoring your approach accordingly.
The Role of Embedded Recruiting
Lamees Abourahma: [21:32]
How does embedded recruiting help in this market?
Lori Prehar: [21:52]
The most effective strategy is a multi-pronged approach. Internal teams, supplemented by embedded recruiters, provide flexibility and consistency.
We step in where it hurts most—whether that’s sourcing, coordination, or full-cycle recruiting. Embedded recruiting offers a tailored, scalable solution without the long-term cost of permanent hires.
The Rise of Project-Based Recruiting Talent
Lamees Abourahma: [26:29]
Anything else to add?
Lori Prehar: [26:45]
We’re seeing more recruiters open to project-based work. With job security less predictable, many are embracing a “gig economy” model.
This approach allows recruiters to build diverse experience across organizations, making them more marketable and resilient.
Closing
Lamees Abourahma: [29:55]
Thank you for joining us on Time to Hire. Stay connected, stay informed, and join us again for more insights shaping the future of talent acquisition.