Kortney Harmon hosts Recruiting Evolution, a podcast featuring staffing and recruiting industry voices. Harmon’s posts highlight practical conversations about using AI in staffing sales, marketing, recruiting, and agency growth.
Kortney Harmon is most useful for podcast and co-marketing content about AI in staffing, recruiting, sales, marketing, and agency growth.
Best for
A staffing or recruiting software company seeking podcast or co-marketing collaboration with agency owners.
Not for
Enterprise HR tech vendors targeting CHROs with high-volume paid social and compliance messaging.
Key takeaways
AI helps selectively, not uniformly, in recruiting.
Buyers ask AI who to trust before talking to sales.
AI, not recession, will drive staffing consolidation.
Check first: Confirm audience survey or platform analytics by job title, company size, geography, and recent episode results.
Main ideas
AI helps selectively, not uniformly, in recruiting · Buyers ask AI who to trust before talking to sales · AI, not recession, will drive staffing consolidation
Kortney Harmon hosts Recruiting Evolution, formerly The Full Desk Experience, a podcast bringing staffing and recruiting voices into conversations about AI, agency growth, and the work of hiring.
Harmon’s posts connect those big subjects to practical choices: where AI helps, where human judgment matters, and how firms can build trust with candidates.
Follow for concise episode takeaways and a grounded view of how recruiting is changing.
Harmon makes AI’s impact on staffing concrete by framing it around decisions firms and recruiters face.
In a post about a guest’s agency-growth model, Harmon highlights the proposed combination of US-based rainmakers, international recruiting talent, and AI—and points to lessons from failed hires, not just the headline profit figures.
In another, Harmon argues that AI adoption could widen the gap between large and small firms, while noting that smaller firms can still compete through relationships and niche expertise.
The same practical lens runs through Harmon’s recruiting posts: use AI for tactical work, but keep recruiters involved in questioning job requirements and advising hiring managers.
Harmon also emphasizes the small acts—updates, follow-ups, and honest answers—that help candidates feel remembered.
The result is a mix of business perspective and people-centered advice, delivered through guest conversations, episode clips, and occasional personal commentary, such as a playful account of teaching an AI assistant to sound more like its user.
Kortney Harmon's posts argue that AI is reshaping staffing and recruiting unevenly.
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Harmon's recurring ideas include using AI selectively — where judgment adds value — while keeping predictable tasks consistent; recognizing that buyers now ask AI for recommendations before contacting sales; anticipating AI-driven consolidation among smaller staffing firms; and insisting that candidate experience and recruiter judgment remain central. Harmon also covers agency economics, responsible AI permissions, and the personal work of defining one's voice before automating it.
AI helps selectively, not uniformly, in recruiting
Harmon argues that AI's value depends on whether people rethink how work gets done, not just add AI to existing habits.
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Some team members become dramatically more effective; others see little lift. Predictable tasks should stay predictable to avoid extra cost and uncertainty.
A clip with Aaron Elder of Crelate describes what the company saw after deploying Claude internally: some people became dramatically more effective while others saw a much smaller lift, with the difference being willingness to rethink the work. Harmon asks recruiting leaders whether they are helping their team rethink how they work with AI.
Buyers ask AI who to trust before talking to sales
Harmon argues that staffing buyers now search for recommendations, shortlists, comparisons, pricing, and reviews before they ever reach a firm's website, so they may have already decided whether the firm belongs in the conversation.
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Showing up in Google is no longer enough; firms must build authority inside AI tools and Google's AI Overviews.
A clip from a conversation with Brad Smith, Chief Strategy Officer at Haley Marketing. Harmon quotes Smith: 'You're either being discovered or being overlooked.' The post asks whether firms think about how they appear when buyers ask AI for answers.
AI, not recession, will drive staffing consolidation
Harmon argues that the next wave of staffing consolidation will be caused by AI, not a recession.
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They cite industry data showing strong M&A activity, executives open to buying or selling, and a widening AI gap between small and large firms.
Small firms' historical advantages — relationships, niche expertise, speed — remain, but AI can erase the speed advantage.
Waiting is a risk.
A post citing SIA data: staffing M&A posted its strongest opening quarter in three years in 2026; nearly half of staffing executives say they're open to buying or selling in the next 12 months; firms under $10M are less than half as likely to expand AI agents as firms over $150M. Harmon concludes: 'AI replaces firms that decide too late.'
Agency economics: lean teams, international talent, and AI
Harmon highlights examples of staffing agencies improving profitability by combining US-based rainmakers, international recruiting talent, and AI.
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The argument is about building leaner teams and avoiding common international hiring mistakes.
A preview of an episode with Greg Fischer, CPP, founder of Well Oiled Machine: a $3 million recruiting agency increased profit from $600,000 to $1.3 million using that model. The post also mentions lessons from four failed hires.
Harmon emphasizes that trust grows when candidates feel remembered rather than processed.
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Every update, follow-up, and honest answer — including a rejection — is a chance to show people they matter. Today's candidate could be a future hire, referral, or customer.
A post quoting Denise Chaffin: 'Trust grows when people feel remembered, not processed.' Harmon elaborates on candidates remembering waiting, resume black holes, and no one closing the loop. The post asks readers for one small thing that improves candidate experience.
Recruiter judgment still matters more than AI drafting
Harmon argues that AI can write job descriptions, help with outreach, and take interview notes, but it can't walk into a hiring manager meeting and ask whether a requirement is truly needed.
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Recruiters who thrive are those who help people make better decisions. Use AI for tactical work, then bring expertise to conversations that shape the search.
A clip with Denise Chaffin, who has seen recruiting tools change over nearly four decades.
Harmon's takeaway: recruiters who thrive help people make better decisions.
The post asks where readers see recruiters making the biggest difference.
Responsible AI implementation: permissions and predictability
Harmon shares guidance on connecting AI to core systems: check whose permissions a tool is using before connecting it.
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An agent with admin credentials may be able to do anything the admin can.
Give each agent its own credentials and only the access it needs, read-only when that's enough.
Also, not every task needs AI; predictable tasks should stay predictable.
A clip with Aaron Elder explaining the risk of giving an agent admin credentials and recommending least-privilege access. Another post argues predictable data moves should stay predictable to avoid extra cost or uncertainty.
Harmon argues that an AI assistant only sounds like you because you took time to figure out what you actually sound like — and that figuring-out is the hard part.
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The post is humorous but lands on a serious point about voice and adoption.
A Friday post about training an LLM named Walter to know Harmon's voice, stories, hot takes, and recurring phrases. The lesson: 'Walter only sounds like me because I took the time to figure out what I actually sound like.' Harmon ends by asking readers whether they named their AI.
Answers what Harmon's main platform is and when it changed.
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Start here to understand the current format before reading episode summaries.
Harmon announces that The Full Desk Experience has become Recruiting Evolution, keeping the interview format.
The first episode under the new name features Brad Smith, Chief Strategy Officer at Haley Marketing, on why most staffing firms use AI wrong in sales and marketing.
Harmon lists four takeaways: AI needs more than a basic prompt, buyers decide before they speak to sales, a campaign that reclaimed $1.1 million in revenue, and building AI into repeatable sales and marketing systems.
The post describes the episode; it does not quote it.
For brands planning a campaign
A brand pitching a podcast collaboration gets a visible template here: a named guest, a small set of numbered takeaways, and one claim carrying a number. The rebrand also means older episodes live under a different show name, worth knowing before proposing a series.
Answers what kind of business problems the show takes on.
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This is the clearest example of the show leading with money, not technology.
Harmon previews an episode with Greg Fischer, CPP, founder of Well Oiled Machine, framed around a $3 million recruiting agency raising profit from $600,000 to $1.3 million by combining US-based rainmakers, international recruiting talent, and AI.
The listed topics include where owners get international hiring wrong, why specialists outperform generalists, and what the guest learned from four failed hires.
The figures are presented as the guest's, with no methodology.
For brands planning a campaign
For an audience of agency owners, a profit figure and a staffing model will outperform a general AI topic. A co-marketing pitch could offer a customer with a comparable before-and-after and a practitioner willing to talk about failed hires, not just wins.
Answers what Harmon argues in their own voice, rather than only introducing guests.
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Useful for seeing how the host frames a thesis.
Harmon argues the next wave of staffing consolidation will be caused by AI rather than a recession.
The post cites SIA for staffing M&A's strongest opening quarter in three years in 2026, for nearly half of staffing executives being open to buying or selling within the next 12 months, and for firms under $10M being less than half as likely to expand AI agents as firms over $150M, plus ASA/Prodoscore productivity figures showing small firms declining while larger firms hold steady.
The conclusion: relationships, niche expertise, and speed have always been small firms' advantages, AI does not remove the first two but can erase speed, and AI replaces firms that decide too late.
Statistics are attributed by name but not linked or dated.
For brands planning a campaign
Shows the host will stake out a position and put named-source numbers behind it. A brand's data could anchor an episode, but expect the host's own thesis to run through the conversation rather than only asking questions.
Answers what the show tells staffing and recruiting marketers about how buyers now find firms.
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Central to why AI visibility is on this audience's agenda.
A clip from the Brad Smith conversation.
Harmon's framing: buyers search for recommendations, shortlists, comparisons, pricing, and reviews before they reach a firm's website, so by then they may already have decided whether the firm belongs in the conversation.
Showing up in Google is no longer enough; authority inside AI tools and Google's AI Overviews matters too.
Harmon closes with "You're either being discovered or being overlooked" and asks whether the firm thinks about how it appears when buyers ask AI for answers.
As a clip, the argument is summarized rather than developed.
For brands planning a campaign
Applies directly to a company selling AI-era visibility or recruiting software. The clip format itself — one idea, a short setup, a closing question — is replicable as co-marketing collateral, and the discovery framing signals what this audience is currently being told to worry about.
Answers what the show says about how teams actually adopt AI day to day, as opposed to what vendors promise.
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Another clip, this one with Aaron Elder of Crelate, describing what the company saw after deploying Claude internally: some people became dramatically more effective while others saw a much smaller lift.
The difference, per the clip, was willingness to rethink how the work gets done instead of adding AI to existing habits.
Harmon turns it into a question for recruiting leaders about helping teams rethink their work, with no numbers or study cited.
Other clips from the same conversation cover giving each AI agent its own credentials and keeping predictable tasks predictable.
For brands planning a campaign
For a software vendor, "rethink the workflow" is a credible alternative to adoption-rate messaging. A collaboration could pair this interview with product data on who actually gains, but that claim needs evidence this post does not carry.
The clearest example of the show's human-side argument.
Harmon quotes Denise Chaffin: "Trust grows when people feel remembered, not processed."
The post then lists what candidates remember — waiting, a resume disappearing into a black hole, no one closing the loop — and argues that every update, follow-up, and honest answer, including a rejection, is a chance to show people they matter.
It ends by noting today's candidate could be a future hire, referral, or customer, and asks readers for one small thing that improves candidate experience.
The argument rests on the guest's line plus Harmon's elaboration, not on data.
For brands planning a campaign
Shows the softer half of the show's range. Candidate-experience, CRM, or scheduling tools can pitch episodes here; the practical hook for a sponsor is a workflow that closes the loop, not an AI claim.
Answers who Harmon is outside the interview format.
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The one post here written entirely as personal voice rather than guest commentary.
A Friday post about spending the day arguing with a personal LLM named Walter, which knows Harmon's voice, stories, hot takes, and recurring phrases.
The point: the assistant only sounds like them because Harmon first worked out what they actually sound like, and that figuring-out is the hard part.
The tone is humor-forward, hashtagged #AI and #FridayFeeling, and ends by asking readers whether they named their AI.
It is a personality post, not analysis.
For brands planning a campaign
Useful if a brand wants a creator who can carry a light, first-person AI story rather than a formal interview. It also shows the host is a hands-on daily user, which supports credibility in an AI-themed campaign.
Recruiting Evolution as a podcast platform and interview format3
Candidate experience, trust, and recruiter judgment3
AI and buyer discovery in staffing sales and marketing2
Agency economics, lean teams, and consolidation2
Responsible AI implementation and permissions2
Industry events and community presence1
Personal voice and AI-assisted writing1
Practical AI adoption in staffing and recruiting
Harmon returns repeatedly to a practical question: where does AI help, and where does consistency or human judgment matter more.
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The posts argue that predictable data moves should stay predictable, that AI produces uneven gains depending on whether people rethink their work, and that recruiters still need to challenge hiring requirements even when AI can draft the job description. A separate post frames waiting on AI as a consolidation risk for smaller staffing firms.
Short LinkedIn posts built around a single question, often repurposing a podcast clip or adding a direct opinion over industry data.
One post turns the topic humorous with an LLM named Walter, but still lands on a serious point about voice and adoption; it could support a lighter content format.
For brands planning a campaign
A staffing software company can build co-marketing around decision guides and examples showing where AI judgment adds value versus where repeatable automation is the better choice. A podcast collaboration could pair product practitioners with Harmon to work through real recruiting workflows rather than general AI hype.
AI and buyer discovery in staffing sales and marketing
Harmon highlights the shift in how staffing buyers evaluate firms before contacting sales.
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The posts say buyers ask AI for recommendations, shortlists, comparisons, pricing, and reviews, and that showing up in Google is no longer enough. The recommended response is building authority and visibility inside AI tools and Google's AI Overviews, with the risk framed as being discovered or being overlooked.
Clip-led promotion of a podcast conversation with Brad Smith, using a single buyer-behavior observation per post.
The $1.1 million reclaimed-revenue campaign is described as a guest example in the episode; the posts do not independently verify the figure or the campaign details.
For brands planning a campaign
An SEO, AI-visibility, or staffing marketing platform can collaborate on content that explains how staffing firms appear in AI-generated answers, buyer shortlists, and comparison searches. A co-hosted episode or clip series could turn that topic into practical checks a firm can run before a campaign.
Recruiting Evolution as a podcast platform and interview format
Harmon hosts Recruiting Evolution, which the posts say evolved from The Full Desk Experience.
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Episodes feature staffing and recruiting leaders discussing AI in sales and marketing, talent advising, agency scaling, and recruiter judgment. The recurring drop-day format announces a guest, lists takeaways, and points listeners to the episode.
Recurring drop-day posts with bulleted takeaways, guest names, and a call to listen; clips are repackaged later as standalone LinkedIn posts.
The rebrand announcement is the only reviewed post naming the former show title; later posts use Recruiting Evolution consistently.
For brands planning a campaign
Podcast sponsorship, guest placement, or a co-branded episode is a concrete collaboration route. A brand can supply a guest with a practical staffing AI story and rely on Harmon's established interview format and episode promotion cycle.
Candidate experience, trust, and recruiter judgment
Harmon amplifies Denise Chaffin on candidate experience: trust grows when people feel remembered rather than processed, candidates remember being left waiting or disappearing into a black hole, and every update or honest answer is a chance to show people they matter.
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The same thread argues for defining role success before sourcing and for using AI on tactical work while keeping recruiter judgment in the conversations that shape a search.
Quote-and-clip posts centered on one guest's phrase or lesson, followed by a discussion question.
For brands planning a campaign
Candidate experience, CRM, or talent advising platforms can align with Harmon on follow-up, closing the loop, and the recruiters' decision-making role. A campaign could pair a practical candidate-experience audit with a podcast conversation about what firms should stop automating.
Harmon posts about how staffing agencies scale profitably and why smaller firms may face pressure.
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One post summarizes Greg Fischer's example of a $3 million agency increasing profit from $600,000 to $1.3 million by combining US-based rainmakers, international recruiting talent, and AI, with lessons on international hiring mistakes, specialist advantage, and failed hires. Another opinion post argues AI, not recession, will drive the next consolidation wave, citing M&A activity, executive buying and selling intentions, and an AI gap between small and large firms.
Case-example clip promotion paired with an opinion post built on cited industry statistics.
Profit, M&A, and productivity figures come from the posts and the sources they cite; the reviewed LinkedIn text does not include independent verification.
For brands planning a campaign
A staffing back-office, recruiting operations, or agency-growth platform can co-market around lean-team models, international recruiting talent, and AI readiness for smaller firms. The consolidation angle gives a brand a timely hook for content aimed at agency owners deciding whether to invest or wait.
Harmon shares Aaron Elder's guidance on connecting AI to core systems.
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The posts warn that an agent using admin credentials may be able to do anything the admin can, recommend separate credentials and least-privilege access, and advise read-only access when that is enough. A related post argues that not every task needs AI and that predictable tasks should stay predictable.
Short clip posts that raise one operational risk or decision rule and close with a question to the audience.
For brands planning a campaign
A security, compliance, ATS, or CRM vendor can collaborate on practical AI governance content covering agent permissions, access reviews, and workflow fit. The narrow operational focus makes this a strong fit for a technical co-marketing piece or webinar.
Harmon announced speaking at NAPS Ignite 2026 in St.
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Pete Beach, Florida, November 1-3, and invited attendees to connect. The post positions the conference as a place to learn, share ideas, and discuss what is next for staffing and recruiting.
Conference announcement with location, dates, and a direct invitation to connect.
The post confirms Harmon was speaking but does not state the session topic, format, or audience size.
For brands planning a campaign
An event sponsorship, on-site interview, or live podcast recording could reach staffing and recruiting leaders around NAPS. A brand can propose a recorded conversation or a sponsored episode tied to conference themes rather than a generic booth presence.
Harmon describes spending a Friday training an LLM named Walter to know their voice, stories, hot takes, and verbal habits.
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The post's real lesson is that the model only sounds like Harmon because Harmon took time to figure out what they actually sound like.
First-person humorous anecdote with a practical takeaway and an audience question.
This is the only reviewed post in the set that uses an explicitly playful, non-industry framing.
For brands planning a campaign
A content, AI writing, or personal-branding tool can use a lighter, personality-led angle about defining voice before automating it. The format could work as a short co-branded piece or social series aimed at recruiters who write their own marketing.
Kortney Harmon's brand connections surface mainly through Recruiting Evolution, the podcast she hosts after it was rebranded from The Full Desk Experience.
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The businesses appearing in her posts are the employers of her guests: Haley Marketing, Well Oiled Machine, and Crelate, plus a speaking slot she announced with the National Association of Personnel Services. Her posts describe these as conversations and conference appearances; none states a sponsorship, affiliate, client, employment, or ownership arrangement, so none is claimed here.
Haley Marketing
Mention
Brad Smith, Haley Marketing's chief strategy officer, joined Harmon for the first episode under the Recruiting Evolution name to talk about how staffing firms use AI in sales and marketing, including a campaign credited with recovering $1.1 million in revenue.
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Harmon later shared a clip of Smith arguing that buyers ask AI tools who to trust before they ever contact a sales team.
Greg Fischer, founder of Well Oiled Machine, appeared on Recruiting Evolution to explain how agency owners can build leaner teams by combining US-based rainmakers, international recruiting talent, and AI, and what he learned from his first four failed hires.
In a clip Harmon posted, Crelate's Aaron Elder described what the company saw after deploying Claude internally: some people became dramatically more effective while others saw a much smaller lift, with the biggest gains going to staff willing to rethink how they worked rather than bolt AI onto existing habits.
Harmon announced she would speak at NAPS Ignite 2026, the National Association of Personnel Services conference in St.
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Pete Beach, Florida, November 1-3, 2026, and invited others attending to connect. The post describes a speaking engagement; no commercial terms are stated.
Kortney Harmon's work is easiest to follow through Recruiting Evolution, the podcast Harmon hosts and promotes on LinkedIn.
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Start with the drop-day posts that announce each episode, name the guest, and list the takeaways; the most useful episodes so far cover AI in staffing sales and marketing with Brad Smith, candidate experience and recruiter judgment with Denise Chaffin, and agency scaling with Greg Fischer and Aaron Elder.
Short clips reposted after each episode carry the sharpest single ideas: buyers asking AI for recommendations before they talk to sales, least-privilege access for AI agents, and why some people gain far more from AI than others.
For a wider view, read the opinion posts built on staffing industry data, such as the argument that AI, not a recession, will drive the next consolidation wave, and the lighter first-person post about training an AI assistant to match Harmon's own voice.
The through-line across all of it is a practical question about where AI helps and where human judgment or consistency matters more.
Writes for the same audience of staffing and recruiting agencies about content and marketing, and worked on The Full Desk Experience podcast alongside Kortney Harmon, producing episodes and podcast assets.
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Both treat content as a way to reach buyers who research before they call.
Jones approaches the subject from the fractional content-strategy side, selling retainer work and citing marketing results such as lower acquisition cost and higher contract value, while Harmon hosts the conversations and comments on AI adoption, buyer discovery, and candidate experience.
Posts about the business choices facing staffing and recruiting agency owners, including whether recruiters should work the full desk or split roles, and compares the economics of direct-hire clients against contract staffing clients.
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Like Harmon, Prince works through practical agency decisions in plain language.
Prince's material is closer to agency economics and operating models, using AI to compare revenue and gross-profit figures per account, while Harmon's focus is buyer discovery, AI implementation rules, and how candidates should be treated.
Hosts Enabling Buying Podcast, interviewing guests about AI in B2B sales and buying, and publishes the conversation as posts and video clips.
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That is the same interview-and-clip format Harmon uses on Recruiting Evolution, and both frame AI as a way to free up time for human conversations.
Kirch's subject is B2B sales, buying, and customer success across industries, with an emphasis on becoming better at human selling; Harmon stays inside staffing and recruiting and ties AI to hiring, candidate experience, and agency growth.
For a staffing and recruiting software company targeting agency owners with AI-driven growth content, Kortney Harmon is topically aligned.
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Selected examples include the Recruiting Evolution rebrand and episodes on AI in staffing sales and marketing, AI-driven agency scaling, AI and consolidation, and how buyers use AI before talking to sales.
The supplied evidence shows a LinkedIn following of 13,706 (observed 2026-10-08), but it does not document the audience composition a buyer needs: how many followers are agency owners, their company size, or their job seniority.
Treat this as a plausible podcast or co-marketing collaboration on topic fit, not as verified access to the buyer’s exact segment.
Before committing, request an audience survey or platform analytics for the Recruiting Evolution podcast and LinkedIn audience, broken out by job title, company size, and geography, plus recent episode/download or engagement results for AI, growth, and agency-owner topics.
No video performance summary was supplied, so accumulated views cannot be compared across formats or topics.
Kortney Harmon's reviewed posts contain no published sponsorship policy, rate card, media kit, or partnership inquiry page, so a brand cannot yet plan against documented terms.
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The collaboration pattern that is visible runs through the Recruiting Evolution podcast, where Harmon interviews executives from staffing and recruiting software and services companies: Brad Smith of Haley Marketing on why staffing firms misuse AI in sales and marketing, Aaron Elder of Crelate on why AI produced uneven gains across a team and on giving each agent its own limited credentials, Greg Fischer of Well Oiled Machine on scaling an agency with US-based rainmakers, international recruiters, and AI, and Denise Chaffin on defining role success before sourcing.
Those guest episodes are the clearest evidence of how a vendor company currently reaches Harmon's audience.
A guest appearance is documented as an appearance only; it is not evidence of payment, sponsorship terms, or an open intake process.
Brief: a staffing and recruiting software company wants agency owners as customers and needs content about AI-driven growth, and it proposes a co-marketing or podcast collaboration.
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Harmon is a strong topic and format fit, and the collaboration route is already demonstrated.
The reviewed posts are built around exactly this brief's subject: where AI adds judgment and where consistency matters more, how AI rather than a recession will drive the next staffing consolidation wave with M&A and productivity figures attached, and how buyers use AI to assemble shortlists, comparisons, and pricing before they ever contact a sales team.
The guest pattern is the concrete commercial opening.
Guests on Recruiting Evolution come from staffing and recruiting software and services companies: Brad Smith, Chief Strategy Officer at Haley Marketing, on why staffing firms misuse AI in sales and marketing; Aaron Elder of Crelate on uneven AI gains across a team and on giving each AI agent its own limited credentials; and Greg Fischer of Well Oiled Machine on scaling a $3 million agency from $600,000 to $1.3 million in profit with US-based rainmakers, international recruiters, and AI.
A software vendor executive appearing on the show, or a co-branded episode, is the documented pattern rather than a speculative ask.
The agency-owner audience shows up in the subject matter: the Fischer episode is about profit and team structure, not tooling, and the consolidation post is written for owners deciding whether to invest in AI or wait.
The format is repeatable and easy for a sponsor to plug into — a drop-day announcement naming the guest with a short bulleted takeaway list and one claim carrying a number, then clips repackaged as single-idea posts with a closing question.
The NAPS Ignite 2026 speaking appearance gives an additional event-hook option for a live recording or conference co-marketing.
What the evidence does not establish is access to the buyer's exact segment.
The account shows 13,706 LinkedIn followers as of 8 October 2026, with no breakdown by job title, company size, or geography, and no episode download, view, or engagement numbers.
Before committing budget, request a podcast and LinkedIn audience survey covering title, company size, and geography, plus recent performance for AI and agency-owner episodes.
No sponsor policy, rate card, media kit, or partnership inquiry page appeared in the reviewed posts, so terms would have to be negotiated directly.
Treat this as a qualified topic fit, not verified reach into agency owners.
When to choose a specialist
Brief: a large enterprise HR technology vendor selling to corporate talent acquisition leaders and CHROs at Fortune 500 employers.
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It wants a high-volume paid social campaign with third-party-verified performance benchmarks, security and compliance messaging, and proof of reach into enterprise buying committees.
This is a bad use of Harmon's evidence base.
Almost nothing in the reviewed material speaks to that buyer.
The content is written for staffing and recruiting agency owners and industry practitioners, not corporate TA departments: the agency-economics post is about small firms under $10M versus firms over $150M, and the guest roster is staffing and recruiting software and services companies — Haley Marketing, Crelate, Well Oiled Machine.
Those are not enterprise HR suite vendors, and the show's framing assumes the audience sells or delivers recruiting services rather than buys it in-house.
The requested proof does not exist in the evidence.
There are no audience demographics, no company-size or seniority breakdown, and no download, view, or engagement figures for any episode.
There is nothing to support a verified benchmark claim, and nothing that documents performance on paid distribution — the reviewed posts are organic LinkedIn posts and clip reposts, not campaign creative with measured results.
A compliance or security message has one thin hook: a clip advising that each AI agent get its own credentials and least-privilege access.
One clip is not a security content franchise.
Scale and format also cut against the brief.
The channel shown is LinkedIn text and short clips, plus an audio podcast; nothing in the reviewed posts demonstrates short-form video production volume or consumer-scale reach.
A high-volume paid conversion campaign would be asking for a capability the evidence does not show.
There is no published rate card, sponsorship policy, or partnership intake to work from, so even a small test would require a direct negotiation with no terms to plan against.
Manager takeaway: skip this brief unless the vendor is willing to reframe around staffing agency owners as the audience, or unless an audience survey and past episode performance data show meaningful corporate TA presence.
Reframing toward a podcast guest placement on AI adoption in recruiting operations would move it back toward the brief above.
A worked campaign example
Worked angle for the staffing software brief: "The AI Gap" — a three-part co-branded series on why smaller staffing firms fall behind on AI and what to do in the next quarter.
Why this angle: the strongest original opinion in the reviewed material is that AI, not a recession, will drive staffing consolidation, with firms under $10M less than half as likely to expand AI agents as firms over $150M and small firms' productivity declining while larger firms hold steady. That thesis is specific, arguable, and aimed directly at agency owners — the buyer in this brief.
Episode one, "Where judgment beats automation."
Pair a vendor practitioner with the theme Harmon already runs: AI produces uneven gains because some people rethink the workflow and others just add AI to existing habits, while predictable data moves should stay predictable.
Vendor supplies an implementation story with before-and-after detail, not a product demo.
Episode two, "The permissions conversation owners skip."
Build on the clip about giving each agent its own credentials and read-only access where that is enough.
This is the practical, non-promotional half of the series and gives the vendor credibility on governance rather than features.
Episode three, "Being discovered or being overlooked."
Use the Brad Smith argument that buyers ask AI for recommendations, shortlists, and reviews before contacting sales, so appearing in Google is no longer sufficient.
The vendor connects that to how its own customers get found.
Title it around the owner's decision: invest now or become an acquisition target, echoing the consolidation thesis.
Production and distribution: follow the existing drop-day pattern — announce each guest with the name, three or four bullets, and one number-carrying claim — then cut two clip posts per episode in the Harmon format: one idea, a short setup, a closing question to the audience. Add a live or recorded session around NAPS Ignite 2026, where Harmon is already speaking, to give the series an event anchor.
Call to action: a single resource the vendor and Harmon co-brand, such as a short AI-readiness checklist for agencies under $10M, delivered through the episode page rather than a gated form on the vendor site.
What to confirm first: audience composition by job title and company size, recent download and engagement numbers for AI- and agency-owner-themed episodes, and whether there is a published way to propose a collaboration or negotiate terms — none of that appeared in the reviewed posts. If the audience skews toward corporate in-house recruiting rather than agency owners, this angle needs to be rewritten before any spend.
Jones is the stronger choice when the software company's bottleneck is production, not a host voice.
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Jones describes three and a half years heading content at a recruiting software company, worked as co-creator and producer of The Full Desk Experience podcast with Kortney Harmon, and cites a 50% cut in customer acquisition cost and a 400% increase in average contract value from a content engine built from scratch.
For a buyer that needs a co-branded series actually built and operated, Jones is closer to the work than Harmon, who is the on-air host and editorial voice.
Jones also states availability for fractional content work on a retainer, which matches a test-and-learn collaboration better than a single guest placement.
Jones does not bring an existing host platform or a named audience to plug into.
The reviewed material shows production and content strategy behind the same show, not a front-facing interview role, and it states no audience size, download figures, or rate card.
A buyer who wants to reach agency owners through an established show keeps Harmon; a buyer who wants the show built hires Jones and supplies the distribution.
Prince is the better alternative when the campaign needs an operator who has scaled and sold a staffing agency and can speak to agency economics and desk structure instead of AI adoption.
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The reviewed posts show Prince answering a full-desk versus 180 question from an agency owner, arguing that recruiters should sell and salespeople should recruit according to individual strengths, and laying out annual revenue per account and gross profit for direct-hire versus contract staffing with fee and markup math attached. For a software company selling to agency owners, that operator-level credibility on what an account is worth and how a desk should be organized can carry a benchmarking asset or a sales enablement piece.
The evidence is text-based analytical posts and recruiting Q&A, not a recurring show or a co-marketing format.
The buyer asked for a podcast or co-marketing collaboration, and there is no documented podcast, branded media channel, audience count, or partnership route for Prince in the reviewed material.
Choosing Prince means building a format around them rather than joining one that already runs.
Kirch is the better choice when the buyer wants an established podcast host and a B2B sales and revenue audience, and when the growth problem is sales and go-to-market rather than recruiting operations.
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Kirch hosts Enabling Buying, brought to you by Collavia, has interviewed an AI author about where AI helps sales and where the human side matters, and has run episodes with customer success and leadership guests.
The show already uses the format the brief proposes: a named guest, a topic, and a clip plus a full conversation link.
For a software company whose buyers are revenue leaders who influence tool purchases, that is a closer audience match than Harmon's staffing and recruiting owners.
The audience is B2B sales and revenue, not staffing and recruiting agency owners, and the reviewed episodes do not show recruiting-industry content or agency-owner economics.
Harmon's show is the more targeted venue for a staffing-vertical software company; Kirch is a broader adjacency.
The same missing data applies: no audience demographics, download or engagement figures, or co-marketing terms appear in the reviewed posts.
This profile draws on 12 LinkedIn posts published from Kortney Harmon's account, read in full in the October 2026 review.
They include episode announcements and clip posts for Recruiting Evolution, opinion posts citing named staffing-industry data (SIA, ASA/Prodoscore), a conference speaking announcement, and one first-person post about training an AI assistant.
Those posts are what establish the topics, formats, named guests, and figures shown on this page.
The podcast episodes themselves were not available as audio or transcripts, so guest views appear only as Harmon's own on-post summaries and clip captions; nothing is attributed to a guest beyond what those summaries state.
Followers (13,706) come from account metadata observed 8 October 2026.
No breakdown by job title, company size, or geography and no download, view, or engagement figures were available, so the page does not estimate reach into any particular buyer segment.
No sponsor policy, rate card, or partnership inquiry channel appeared in the reviewed posts.
Similar-creator comparisons rest on two posts each from Katie Jones, Diane Prince, and Paul Kirch, reviewed alongside this account.
Recent engagement
Across their last 8 LinkedIn posts, the median post got 2 reactions and 0 comments. Checked 2026-11-02.
