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Recruiting operations isn’t a tooling problem. It’s an operating system. In this episode of Building the Talent Machine, Brandon sits down with Michael Goldberg, who leads Global TA Ops and Sourcing at US Renal Care, to unpack how recruiting operations actually shows up inside high-volume, high-stakes healthcare hiring. They dig into why retention is a recruiting design problem, why the first 45 days matter more than most TA metrics, how onboarding becomes a real RecOps lever, and what it takes to explain the why to hiring managers and executives. They also cover what RecOps should truly own in 2026, how to use AI as a force multiplier (not a replacement), and how to turn recruiting data into stories leaders understand. If you care about post-hire outcomes, real retention, and building RecOps as an operating system, this conversation is for you. Chapters 00:00 Why retention is the real recruiting metric 02:00 Michael’s background in high-turnover environments 04:30 Unifying processes after acquisitions 06:45 Explaining the why to hiring managers 08:30 Onboarding as a retention lever 10:15 The first 45 days 12:30 What recruiters should own post-hire 14:45 Checking in through the first paycheck 17:00 RecOps and telling the right story to leadership 19:00 Building dashboards without engineering 21:00 AI as a force multiplier for RecOps 23:30 Learning the business to earn a seat at the table 26:00 Empathy and operations in practice 28:30 What great RecOps leaders do differently in 2026 Subscribe for more conversations with recruiters and operators building modern hiring teams. Shout out to our sponsor, Rooster. Rooster is a native interview scheduling platform built inside Workday Recruiting that eliminates back-and-forth and gives recruiters and candidates a clean self-scheduling experience. If you want fewer scheduling errors, faster coordination, and a smoother candidate experience, visit rooster.us to book a demo.