Andy Karuza: Good morning, everybody, and good afternoon to those on the East Coast. My name is Andy Karuza with NachoNacho. Today we have Elise here from Indeed. Without further ado, Elise, we would love for you to introduce yourself and your company—which I think everyone knows—and tell us a bit more about your background.

Elise Marcotte: Hi everyone! My name is Elise Marcotte, and I am the Global Lead for Enterprise Marketing Talent Intelligence at Indeed. You’ve likely seen Indeed at some point; it’s the world's leading job site, helping people get jobs by connecting talent and employers through search, matching, and hiring solutions. Our mission is to help people get jobs, and that is what gets me up in the morning. I’m very excited to be joining this webinar with you, Andy, today.

My background is very much aligned with what we’re going to talk about. I am a two-time Olympian in the sport of synchronized swimming. I’m long retired now, but I later studied marketing and dove into it professionally. I can really see how important transferable skills are when coming out of sports and how those skills carry through your career, regardless of your background.

Andy Karuza: Any ambitions to get back into it?

Elise Marcotte: Not in the pool! I also coach as a "hobby job," as I call it, so I’m still very deeply involved in the sport to help the next generation.

Andy Karuza: Nice. So you’re in the "wise woman" phase, imparting knowledge to the next generation.

Hiring Trends and Skills-First Adoption

Andy Karuza: What kind of hiring trends are you seeing today that business leaders should be aware of?

Elise Marcotte: One thing that comes out in many conversations with leaders globally—not just in Canada or the US—is that skills-first adoption is accelerating. We can see a disconnect where employers are looking for specific capacities, while on the other side, job seekers are looking for roles and there is a bit of a mismatch. A skills-first approach is really how we can bridge that gap.

We also see demand volatility and internal mobility moving quite a bit. Many companies are looking at how they can help the people they currently have in the business progress to the next stage. Additionally, it would be hard not to talk about AI. We are focusing on how to reskill and upskill alongside AI to make teams more productive.

Andy Karuza: What kind of AI skills do you see being particularly helpful for companies?

Elise Marcotte: I think it’s more about AI literacy. This means being able to know when to use various tools, but also having the curiosity to try new things or implement them within the process. Often, processes have stayed the same for five or ten years. People ask, "Why change it if it’s working?" It’s about taking the time to pause and see which automations can be made and which teams need to be engaged. It takes more time upfront, but you’ll save much more in the end.

Andy Karuza: Right, being open to trying the latest and greatest tools as they come out.

Elise Marcotte: Yes, there is no lack of tools out there, that’s for sure.

Andy Karuza: Also, more importantly, knowing when not to use AI. Sometimes you see people over-relying on it, especially in cold email marketing. I get automated emails that I definitely do not respond to.

Elise Marcotte: Authenticity definitely remains important, as does the human touch when it's needed. We see that throughout the recruiting process. We want to create efficiency with AI, but you also want to make sure you showcase your company as you want it to be showcased. You want the candidate to feel good about the experience whether they get the job or not, because employer branding will kick in. Just like you mentioned with those emails, a bad experience leaves a candidate feeling like, "I don't like that company as much because it was just a robot."

Defining Skills-First vs. Traditional Hiring

Andy Karuza: Earlier you mentioned "skills-first" hiring. Could you dive into what that really means and how it differs from traditional role-based or degree-based hiring? It used to be that if you were from Harvard, people wanted to hire you immediately, but now that seems to be shifting toward specific skills.

Elise Marcotte: That’s such a good question. It does require a minute to think about how it applies, because we don't want to discredit people who worked hard for those degrees. However, we want to allow for different backgrounds and make sure everyone has a chance to move forward.

It means defining roles by tangible skills and proficiencies rather than just titles or degrees. For example, in a job description for an accountant, you might see a requirement for retail experience. But for an accounting job, is it okay if they come from oil and gas? Probably, right?

I might be a decent example of that. I competed in two Olympics and was the team captain. When it was time for me to find my first job, I would make it to the last interview and they’d say, "Well, it’s your first job. You’ve never sat in a 9-to-5 before." But that sports experience involves crisis management, thinking on your feet, and creativity. It’s about thinking beyond typical experience and recognizing the skills a person developed in their previous roles.

Andy Karuza: Right. An Olympian like yourself clearly has a work ethic and discipline. You don't get to that level without a lot of work. Those are skills you could look at right away. Even if they aren't directly related to the job, you can say, "This person is going to work hard and they are reliable."

Elise Marcotte: Exactly. Hire for capability and grow for context. In the current workforce, we need to be creative. Learning is so democratized right now; it is easy to learn if you have someone who is curious and keen.

Future-Proofing for 2026

Andy Karuza: How do you define what a future-proof hiring strategy will look like in 2026 and beyond?

Elise Marcotte: I've seen organizations already starting this work. One thing I’d recommend is finding that durable core. Start working on a skills taxonomy: what specific skills does a person need to be successful in the role? Then, check what assessment methods you can use to prove they have those skills. Look at the skill set instead of just past experience. Instead of requiring 10 years of project management, ask if they can lead cross-functional teams in a global context.

Andy Karuza: How should job seekers tailor their resumes to speak to their actual results?

Elise Marcotte: Most people procrastinate on redoing their resumes, but AI helps a lot to get ideas going. You can have a conversation with AI: "Here is my experience—for example, as a babysitter—planning activities and managing crises. Help me find what the skills are." This helps you build your resume and prepares you for the first interview.

Andy Karuza: What are the limitations of a resume-driven or credential-driven approach?

Elise Marcotte: It can penalize non-linear careers. Andy, you're a good example—your career has been everything except linear. Rare is the person who has a straight line from study to coordinator to manager to VP. It might be about grabbing experiences from different spheres or changing industries.

Andy Karuza: That's true. I had an event company in college, then started an agency, then did web development, mobile apps, and even IoT products. Now I'm at NachoNacho working with leaders in the industry. It's my story arc.

Elise Marcotte: And you're a webinar host! Who knows what's next—you might end up on TV, Andy.

Andy Karuza: I’ve done that a few times, but not as well as others!

Interview Tips

Andy Karuza: What tips would you recommend for job seekers to get ready for their interviews?

Elise Marcotte: Practice. An interview is a performance in so many ways. We have tools available now to simulate interviews. Practice, because your first one is never going to be as good as your fifth or tenth. Get those stories ready: What skills did you demonstrate? Who was involved? What was the outcome?

As an athlete, we did tons of PR training. That skill is so transferable to job interviews because it’s about being ready for any question and being quick on your feet, but also taking a moment to think before you answer.

Andy Karuza: That's a great point. A lot of people talk about what they do, but not the why or the story of who they are. If you tell a story about your unique capabilities, it resonates much better.