How to Hire in Japan in 2026   Japan's talent landscape is shifting fast—and foreign employers are scrambling to catch up. With accelerating demographic decline, evolving work culture norms, and new government visa reforms, 2026 is shaping up to be a pivotal year for recruitment in the world's third-largest economy. The old playbook - post on Daijob, hire a bilingual coordinator, hope for the best - isn't just outdated. It's expensive. Whether you're scaling your Japan presence or hiring remotely from abroad, you need intel that matches the market's velocity.   In this essential briefing, we're covering: • Which visa categories are expanding (and which are tightening) in 2026 • The rise of "side job" culture: how moonlighting rules unlock hidden talent pools • Beyond Tokyo: where to find undervalued talent in Osaka, Fukuoka, and satellite cities • English-first hiring: realistic expectations vs. localization requirements • Employer branding that actually resonates with Gen Z Japanese professionals • Compensation benchmarks: when "competitive" means something different here • The remote work negotiation: what's legally possible vs. culturally acceptable • Partnering with Japanese staffing firms: red flags and power moves • Compliance landmines: labor law updates every foreign HR lead must know • Building retention in a market where lifetime employment is dead—but loyalty still matters This is ground-level intelligence from operators who've scaled teams across Tokyo, Kyoto, and beyond.   Global TA leaders, expansion strategists, and Japan-market entrants - register now. The window for building competitive advantage in Japan is narrowing as talent scarcity intensifies. This session gives you the 2026-specific playbook to hire smarter, faster, and more locally than your competitors. Don't enter this market blind.   Follow the channel here (recommended) and register for the show by clicking on the green button 'Save My Spot'

Automation is Eating Recruitment! 10 Tips for What Talent Acquisition & HR Should Be Doing NOW   The robots aren't coming - they're already here. AI sourcing, automated screening, chatbot scheduling, and predictive analytics are devouring the recruitment tasks we used to own.   So what should recruiters be doing now?   This isn't a eulogy for recruiting. It's a battle plan for the talent professionals ready to evolve.   In this high-energy session, we're breaking down: • Which recruitment tasks to automate immediately (and which to protect at all costs) • How to reposition yourself as a strategic advisor when AI handles the sourcing • The "automation audit" every TA team should run this quarter • Why candidate relationship building is your new competitive moat • How to upskill your team for a hybrid human-AI workflow • The metrics that matter when bots handle volume and you handle value • Red flags that your automation is alienating top talent • Building the business case for tech investment (with numbers executives actually care about) • Future-proofing your career: skills that w on't be automated by 2026 • The one automation mistake that's costing you your best candidates right now This is tactical, zero-fluff intel for TA leaders who refuse to be outpaced by their own tools.   TA leaders, HR directors, and recruitment innovators - register now. We're Friday 17th April, 2pm BST / 9am EST. Follow the channel here (recommended) and register by clicking on the green button 'Save My Spot'   Ep374 is supported by Maki   At Maki, we help organisations like BNP Paribas, PwC, Booking.com, Nestlé, and H&M transform hiring with AI agents for screening, interviewing, and assessment. By combining automation, behavioural science, and data, Maki enables talent teams to hire faster, fairer, and smarter.   Our global partnership with H&M saved 250 000 recruiter hours, cut time-to-hire by 4×, and reduced turnover by 22 %, delivering $85 M ROI. Beyond automation, we’re building a continuous reinforcement system where every recruiter judgment and employee outcome makes our AI agents smarter; creating a unique data moat in HR.   Learn more: makipeople.com

How to Hire in Korea in 2026   Korea's talent market is at an inflection point. With the world's lowest birth rate, a fiercely competitive corporate culture, and a government aggressively courting foreign investment, 2026 presents both unprecedented hiring challenges and massive opportunities. The Seoul-centric, degree-obsessed, seniority-driven playbook is crumbling. A new generation of talent is rewriting the rules. Are your hiring strategies ready for the shift?   In this essential briefing, we're covering: • The "Great Resignation" Korean edition: why young professionals are job-hopping faster than ever • Visa evolution: the E-7, F-2, and digital nomad pathways reshaping eligibility • Beyond the SKY universities: where to find overlooked high-performers • English proficiency reality check: when it matters, when it doesn't, and how to test for it • Startup vs. chaebol talent psychology: two completely different candidate profiles • Remote work and hybrid models: legal frameworks vs. cultural resistance • Compensation structures: understanding the bonus culture and hidden expectations • Gender and diversity hiring: navigating Korea's evolving workplace dynamics • Local platform mastery: LinkedIn, JobKorea, Saramin, and the channels actually converting • Employer branding in a market where company reputation is everything This is boots-on-the-ground intelligence from recruiters who've placed talent from Gangnam to Pangyo to Busan.   Global TA leaders, Korea market entrants, and APAC expansion strategists—register now. Follow the channel here (recommended) and register for this show by clicking on the green button 'Save My Spot'

Candidates prefer AI Interviews? Candidate Experience for Different Demographic Cohorts   AI interviewing isn't the future - it's the now.   From one-way video screens to conversational chatbots, candidates are increasingly meeting algorithms before they meet humans. But here's what nobody's asking: does a Gen Z grad feel the same way about a bot interviewer as a mid-career professional?   Does a neurodivergent candidate experience relief or anxiety? Are underrepresented groups finding equity -or erasure - in automated screening?   We're diving deep into the demographic divide nobody's measuring.   In this session, we'll unpack: • Do younger candidates actually prefer AI screens, or is that a myth? • How do gender differences show up in AI interview comfort levels? • What do candidates with disabilities really think about voice-analysis tools? • Are multilingual candidates disadvantaged by English-first AI systems? • Does AI reduce bias for candidates of color—or encode new barriers? • How do socioeconomic backgrounds shape "digital interview readiness"? • What makes veterans trust (or distrust) algorithmic evaluation? • Are remote rural candidates leveling up or getting left behind? • How do parenting status and career gaps interact with AI screening? • Which demographics are quietly dropping out of your AI funnel?   Recruiters, HR leaders, TA innovators - this one's for you We're with Kevin Grossman, Oana Iordachescu, Yaz Dalal and friends, on Friday 10th April, 2pm GMT / 7 am PT / 3pm CET. Follow the channel here (recommended) and register on 'Save my Spot' for reserve your spot.   Episode 372 is sponsored by Joveo   As the global leader in AI-powered, high-performance recruitment marketing, Joveo is transforming talent attraction and recruitment media buying for the world’s largest employers, staffing firms, RPOs, and media agencies. The Joveo platform enables businesses to attract, source, engage, and hire the best candidates on time and within budget.   Powering millions of jobs every day, Joveo’s AI-led recruitment marketing platform uses advanced data science and machine learning to dynamically manage and optimize talent sourcing and applications across all online channels, while providing real-time insights at every step of the job seeker journey, from click to hire. For more information about Joveo’s award-winning platform and solutions, visit www.joveo.com.

Ep371 is sponsored by our friends Pin.   Join Pin and our recruiting industry experts for a live conversation on “How AI is Reshaping Sourcing in 2026.” We’ll explore how leading teams are moving beyond experimentation and turning AI into a true competitive advantage.   In this session, we’ll cover:   - How AI is changing the role of the sourcer - What automation should (and shouldn’t) replace - Emerging tools and workflows defining 2026 H- ow to balance efficiency with authenticity in candidate engagement   Whether you’re a people leader, recruiter, or TA innovator, you’ll walk away with practical insights you can apply immediately.   Save your spot and join us live to learn what the future of sourcing really looks like — and how to stay ahead of it.   We're on Weds 1st April, 10am PT / 1pm ET. Follow the channel here (recommended) and click on green button 'Save my Spot' to register for this show.

AI Sourcing Agents in the Enterprise: Live demo!   Following on from Archer's phenomenal success, it's time to catch up with CEO Mark Chaffey on what happens when a feature becomes a product, and that product turns into the main thing. Archer is the AI sourcing agent which has not only enabled hackajob to expand beyond the talent market place model but also expand scope beyond tech domain also.   The stats are staggering:   In its first 90 days:   🏹 35,000 double opt-in introductions between jobseekers and employers   🏹 15% of these connections are for non-tech roles in areas such as Sales & Finance   🏹 20:1 first-stage-to-hire conversion — 15x better than the industry average   🏹 1,500+ fraudulent candidates blocked before reaching hiring processes   🏹 60% are first-time applicants you’d never have found through active channels   Let's hear from Mark on what the future of recruitment technology looks like when enterprise customers have an always on 24/7, multi-domain, multi-lingual recruiter working for them, within existing workflow. In fact, why don't we live demo and see Archer in action as enterprise customers would see it?   We're on Tuesday 31st March, 4pm BST / 11am ET / 8am PT.   Register by clicking on the green button (save my spot) and follow the channel here (recommended)       Ep370 is sponsored by our friends hackajob   AI agents for job seekers and employers—making hiring easier, faster and fairer.

OPTIMISING YOUR RECRUITER WORKFLOW WITH AI - EXAMPLES!   AI is transforming recruitment at lightning speed. Recruiters who embrace it are filling roles faster, delivering better candidate experiences, and outperforming competitors stuck in manual processes. Yet many professionals hesitate - not because they doubt AI's potential, but because they lack concrete, real-world examples of how to implement it effectively. This livestream bridges that gap with actionable demonstrations you can apply immediately!   What You'll Learn:   - Getting started with Workflow automations - Finding a single manual process is currently repeats - Asking AI to help you identify those instances! - Real live demo from experts!   Mastering techniques isn't going to happen in one episode of Brainfood Live, but getting people started isn't beyond us. This isn't just about working smarter - it's about future-proofing your career. Recruiters who integrate AI into their workflow consistently exceed KPIs, become indispensable strategic partners to hiring managers, and command higher salaries in an increasingly competitive market. Meanwhile, those who delay risk being outpaced by tech-savvy colleagues and automated alternatives. Join us to transform your daily workflow, elevate your professional value, and secure your position at the forefront of modern recruitment.   We're on Friday 27th March, 2pm GMT. Register by clicking on the green button (save my spot) and follow the channel here (recommended)     Episode 369 is sponsored by Juicebox   PeopleGPT is the leading outbound recruiting platform built on Generative AI. Find talent across 30+ data sources, get interactive Talent Insights, and reach out with personalized AI email campaigns.   Key features include:

• PeopleGPT (Search): the world’s first people search engine that uses natural language. Describe who you’re searching for and find the perfect match from over 30 data sources.
• Talent Insights: Visualize your talent pool with 15+ interactive charts. Refine your search and dive deep into stats based on location, employers, job titles, skills, and more.
• Email Outreach: Maximize candidate engagement with AI-powered email campaigns. Personalize messaging at scale using AI commands, and boost response rates by 40%.

Get 15% off your Juicebox subscription with code: BRAINFOOD15   Trusted by 5000+ companies including Scale AI, Mindbloom, and Patreon. Free trial available. Try Juicebox today

LINKEDIN CONTENT INTELLIGENCE REPORT Q1 2026   The LinkedIn newsfeed has completely changed how professional content gets seen and shared — and old posting playbooks are now obsolete. In “LinkedIn Content Intelligence Report Q1 2026”, we’ll break down how LinkedIn’s evolving algorithm prioritises relevance, meaning, and audience interest — not just likes and vanity metrics — and what this means for creators and marketers focused on real visibility and real engagement. Real data, real trends, real tactical takeaways.   What we’ll cover:  

• The New Distribution Logic: LinkedIn now prioritises deep, meaningful engagement and professional relevance over broad viral reach, reshaping who sees your posts and why.
• Interest-Based Feed Signals: The feed is increasingly driven by topical relevance and user interest, not just network connections or follower count.
• Engagement Quality Over Quantity: Simple likes matter far less than sustained conversations and comments that signal real value.
• Post Formats That Win Now: Text, thought leadership, and content sparking discussion are outperforming generic posts — and tactics like saves and comments now carry disproportionate weight.
• Semantic Content Signals: LinkedIn’s new 360Brew AI reads meaning and topical authority, rewarding posts that speak clearly to a defined audience.
• Saturation and Signal Noise: More posts and noise mean generic content gets buried — creators must craft specificity and relevance to break through.
• Profile + Content Alignment: Your profile and the themes you post about now act together as signals to the algorithm — misalignment can suppress reach.

  Every creator has wondered, why isn’t this getting seen anymore? The answer isn’t a mystery - the algorithm has shifted fundamentally. This livestream will turn complex technical changes into actionable strategy, outlining where visibility is going, what LinkedIn actually rewards, and how you can reclaim reach and influence on the platform. Whether you’re a content creator, marketer, or brand strategist, this session will give you the context and tactics to adapt and win in 2026.     We're on Friday 20th March, 2pm GMT. Register by clicking on the green button (save my spot) and follow the channel here (recommended)       Episode 368 is sponsored by Maki   At Maki, we help organisations like BNP Paribas, PwC, Booking.com, Nestlé, and H&M transform hiring with AI agents for screening, interviewing, and assessment.   By combining automation, behavioural science, and data, Maki enables talent teams to hire faster, fairer, and smarter.   Our global partnership with H&M saved 250 000 recruiter hours, cut time-to-hire by 4×, and reduced turnover by 22 %, delivering $85 M ROI.   Beyond automation, we’re building a continuous reinforcement system where every recruiter judgment and employee outcome makes our AI agents smarter; creating a unique data moat in HR.   Learn more: makipeople.com

HUMAN JUDGEMENT VS AI RECOMMENDATION: WHAT 'HUMAN-IN-THE-LOOP' ACTUALLY MEAN?   AI is now embedded across sourcing, screening, matching, and interview scheduling. Yet one phrase keeps appearing in every vendor pitch and compliance policy: human-in-the-loop. But what does that actually mean in practice? In this livestream, “Human Judgement vs AI Recommendation – What does it really mean to say ‘human-in-the-loop’?”, we’ll examine how decisions are truly being made inside AI-enabled hiring workflows. When the algorithm scores, ranks, and recommends, where does human authority begin — and end?   This debate goes beyond tooling. It cuts to accountability, fairness, performance, and power.   What we’ll explore:  

• The Meaning of “Human-in-the-Loop”: Is it oversight, veto power, rubber-stamping, or genuine decision control?
• Right of Veto: Should recruiters and hiring managers override AI recommendations — and under what conditions?
• The Return of Gut Feel: If humans retain final say, do bias and intuition simply re-enter through the back door? Would it be more honest to say it never left?
• The Comeback of Cultural Fit?
• Aggregate Fairness vs Individual Judgment: If machines outperform humans statistically, should we defer to them — even when a single case feels wrong?
• Liability and Accountability: When a hiring decision is challenged, who owns it — the recruiter, the hiring manager, or the model?
• Designing Decision Architecture: How to structure workflows where AI augments cognition without replacing responsibility.

  The future of hiring will not be AI-only or human-only. It will be a system of delegated judgment. Recruiters, TA leaders, HR executives, and HR tech builders need clarity on how authority, bias, and performance interact inside that system. If you care about fairness, effectiveness, and control in AI-enabled hiring, this session will challenge assumptions and force sharper thinking about what “human-in-the-loop” truly requires.   We're on Friday 13th March, 2pm GMT. Register by clicking on the green button (save my spot) and follow the channel here (recommended)       Episode 367 is sponsored by Metaview     Are you ready to supercharge your recruiting teams performance?   Metaview’s AI Sourcing will feel like a cheat code. It’s the first autonomous AI coworker that goes off and does the search for you and brings back spot-on candidates based on your exact brief.   Here’s what recruiters have been saying about it:   “I don’t know how you did it, but Metaview’s AI Sourcing is absurdly good.”   Michael, Partner @ Super Recruiter   “Metaview’s AI Sourcing really helps with niche roles. It surfaces profiles I wouldn’t have found.”   Dea, TA Manager @ Miro   “So impressed by how Metaview’s AI Sourcing turns a natural language prompt into great profiles.”   Leslie, Recruiter @ Cockroach Labs   Metaview gives high-performance teams a genuine unfair advantage in hiring. Join teams like ElevenLabs, Deel, and Pleo — along with 4,000+ others — and try it for free today.

THE STATE OF THE TALENT ACQUISITION & HR JOB MARKET Q 2026   The talent acquisition and HR profession is facing its own reckoning. After years of contraction, cautious hiring, automation investment, and cost discipline, the very functions built to fuel growth are now navigating scarcity themselves. In this livestream, The State of the Talent Acquisition & HR Job Market Q1 2026, we’ll unpack exclusive data from AspenTech Labs to examine what is really happening inside the TA and HR labor market. How deep are the cuts? Which roles are stabilising? Where is AI augmenting versus replacing? And what does this mean for practitioners planning their next move?   What we’ll cover:  

• Three Years of Contraction
• The AI Effect
• Shrinking Teams, Expanding Scope:
• Which Roles Are Resilient:
• The Geography Shift
• Compensation Trends
• What Employers Want Now

  TA and HR functions traditionally scale with expansion. In a prolonged slowdown, they are forced to justify value in sharper, more measurable terms. This session will translate AspenTech Labs’ data into practical insight: whether you’re a TA leader defending budget, an HR executive redesigning structure, or a practitioner navigating career risk. If you want clarity on where opportunity remains—and how to future-proof yourself in a leaner market—this conversation will provide the signal you need.   We're on Wednesday 11th March, 2pm GMT. Register by clicking on the green button (save my spot) and follow the channel here (recommended)       Episode 366 is sponsored by Oleo   AI is now used by 62% of companies for hiring, but rapid efficiency shouldn't come at the expense of fairness. Oleeo and Aptitude Research’s new report highlights a major gap: only 20% of employers have fully established AI governance frameworks, which can lead to unintended bias. To keep things fair and compliant, 85% of recruiters demand final decision-making authority.   Download 'Setting the Standard for Responsible AI: A Guide For Modern Recruiters' today to build a transparent, human-led strategy that uses AI responsibly.

THE RECRUITMENT ADVERTISING BENCHMARK REPORT 2026   The labor market story of 2026 cannot be told through a single headline. Behind the macro narrative of cooling growth lies a structural split that is reshaping how recruiting actually works. In this livestream, we’ll break down Joveo’s Recruiting Benchmarks Report 2026 and discuss 9x surge in applicant volume for some roles to the persistent drought in others, this session will translate benchmark data into practical strategy.   What we’ll cover:  

• The 9x Applicant Avalanche
• Why More Applicants Doesn’t Mean Easier Hiring:
• The Occupational Split:
• Demand Intensity in Healthcare and Skilled Trades:
• Two Markets, Two Strategies:
• The Experience Cliff:
• Capability Over Credentials

Recruiters and recruitment marketers who continue to run one hiring process across two fundamentally different markets risk underperforming in both. This session will equip you with the insight to recalibrate metrics, rethink CPA obsession, and align strategy to the actual hiring environment you’re operating in. If you want to move from reactive benchmarking to intentional advantage in 2026, this is a conversation you cannot afford to miss.   We're on Friday 6th March, 2pm GMT. Register by clicking on the green button (save my spot) and follow the channel here (recommended)     Episode 365 is sponsored by Joveo   As the global leader in AI-powered, high-performance recruitment marketing, Joveo is transforming talent attraction and recruitment media buying for the world’s largest employers, staffing firms, RPOs, and media agencies. The Joveo platform enables businesses to attract, source, engage, and hire the best candidates on time and within budget.   Powering millions of jobs every day, Joveo’s AI-led recruitment marketing platform uses advanced data science and machine learning to dynamically manage and optimize talent sourcing and applications across all online channels, while providing real-time insights at every step of the job seeker journey, from click to hire.   For more information about Joveo’s award-winning platform and solutions, visit www.joveo.com.