ERE Webinar

Outbound is Back: How Lean Teams Win Without Burning Out

Discover how to build a repeatable, signal-driven recruiting outbound system that personalizes at scale, protects your employer brand, and lifts response rates with fewer resources.

This webinar is over.

Presented by:

John Fisher,

Seth Davis,

Kerri Lynn,

and Camille Schulz

Recruiting teams are being asked to attract more qualified talent with fewer resources. Without a clear system, outbound can quickly turn into inconsistent execution, generic messaging, and outreach fatigue that hurts response rates and candidate perception.

In this session, we will walk through repeatable recruiting outbound motions: building strong lists, using real signals to prioritize who to contact, writing relevant messaging, and running a cadence that stays consistent without being relentless.

Attendees Will Learn:

How to build a repeatable recruiting outbound workflow: lists → signals → messaging → cadence
How to prioritize outreach using signals and reduce wasted touches
How to personalize at scale without losing a human voice (light AI assist, heavy relevance)
Guardrails that protect your employer brand: deliverability basics and frequency caps
How to measure progress: reply rate, positive response rate, and time-to-first-slate

Sponsored by

Gem’s Talent Engagement Platform helps recruiting teams use data and automation to engage talent more deeply, build diverse, high-quality pipelines, and hire predictably at any scale.

Gem unifies data and context from the tools recruiters use daily to create a source of truth for all talent relationships. Armed with insights about the entire recruiting process, automation to reach out to talent at scale, and true cross-functional collaboration tools, TA teams can proactively and strategically plan for what’s ahead.

About the speakers

John Fisher

Solutions Consultant

Gem

John Fisher is a Solutions Consultant at Gem, where he works with prospective customers to ensure the product aligns with their business and technical needs. He transitioned into this role following successful tenures as an Enterprise Customer Success Manager and Implementation Manager at Gem. By leaning on his experience in onboarding and enablement, John helps new clients bridge the gap between initial interest and long-term success. His background also includes implementation and customer success roles at Triplebyte and Gusto.

Seth Davis

Senior Executive Talent Partner

Western Governors University

Seth Davis is a seasoned talent acquisition professional with over a decade of expertise. A winner of the SourceCon Hackathon, he consistently revolutionizes recruitment processes, integrating innovative strategies with a special emphasis on advancing Diversity, Equity, and Inclusion (DEI) in recruiting and interviewing. His journey, punctuated by a wealth of certifications and a rich educational backdrop, showcases his creative and forward-thinking approach.

Kerri Lynn

Executive Talent Advisor

Western Governors University

Kerri Lynn is an executive talent advisor and career coach with deep expertise in executive search, recruiting strategy, and talent enablement. At Western Governors University, she partners with senior leaders to hire mission-driven talent for critical roles. Her background spans leadership recruiting at AWS, InVision, Indeed, PayPal, and Terminal, where she improved hiring speed, candidate quality, and executive team diversity. Kerri is known for aligning values, building strong talent systems, and creating meaningful candidate experiences.

Camille Schulz

Sr. Manager, Recruiting Operations

Pendo.io

Camille Schulz is a Recruiting Operations leader with 10+ years of experience helping high-growth SaaS companies scale their hiring, including Pendo, MasterClass, and Looker (now part of Google). She focuses on building the systems, data infrastructure, and operating rhythms that help teams hire faster and more effectively. With a focus on AI-enabled recruiting, Camille designs equitable, efficient, and scalable hiring systems that support both candidate experience and long-term talent quality.