Making Things Happen with Michael Nadeau

In this episode of Talent Talks Podcast, join host Jeff Crilley from ‘The Jeff Crilley Show’ as he sits down with serial entrepreneur Michael Nadeau the Founder, and CEO of Cnect. From the outset, Michael’s drive to make things happen shines through, setting the stage for an engaging conversation.

1:18 – Intro of Michael Nadeau: Jeff introduces Michael, highlighting his entrepreneurial journey and the impact he’s made as the CEO of Cnect.

7:01 – Success on College Campuses: Michael shares insights into Cnect’s success in engaging with college campuses, illustrating the effectiveness of their approach.

8:02 – Employer Experience: The discussion turns to the employer experience, shedding light on how Cnect is transforming the hiring process for businesses.

10:52 – Fear Factor: Michael delves into the challenges faced by entrepreneurs and how overcoming fear is essential for success.

13:02 – Feedback: Jeff and Michael explore the importance of feedback and its role in driving innovation and improvement.

13:43 – Rabbit Ears: Michael shares valuable insights on the importance of listening and staying attuned to market needs.

14:20 – Final Thoughts: Wrapping up, Michael leaves listeners with thought-provoking final insights and reflections.

15:44 – Outro: Jeff concludes the episode, thanking Michael for sharing his expertise and providing valuable insights into the world of entrepreneurship and innovation.

Tune in to Talent Talks Podcast for more inspiring conversations with industry leaders and innovators.

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3 Tips to Reduce New Hire Ghosting

I want to talk about a scary trend in strategic conversations I’ve had with global talent acquisition leaders. From Healthcare to Technology to Staffing, no industry seems safe from a term I thought was dead and buried: “new hire ghosting”.

Yes, like Michael Myers I’m hearing repeated stories of new hires, “ghosting” their employers (not showing up to start and in some cases completely disappearing) after accepting the full-time job offer.

Here are three proven tips as a talent acquisition, ‘ghostbuster” I’ve seen incorporated to reduce new hire ghosting.

1. Understand the financial impact

Just like the old adage, “The first step to solving a problem is acknowledging there is a problem” goes; the same goes for talent acquisition and onboarding. My first piece of advice for customers or friends facing this challenge is to take a step back to look at how much new hire ghosting is costing the organization.

  • For instance, one Healthcare Talent Acquisition leader shared they were losing 25% of new hires for a critical operational role which was costing their business over $100k a month
  • Another shared that every day a mission-critical role went unfilled it was costing the company $1,000+ per day per position

That’s the type of terrifying math that gives CEOs nightmares and shows the financial impact of human resources and talent acquisition working efficiently (or not).

PivotCX is on a mission to reduce new hire ghosting

2. Improve/Start Pre-Boarding Engagement

The days of getting the accepted offer letter and waiting until the new hire starts to pick up the conversation again are over. With a large remote workforce and a tectonic shift in the employee/company working relationship, it’s no longer safely assumed that once someone sends back their signed offer letter, they are going to start.

From building and running successful pre-boarding/onboarding programs myself and partnering to do the same with 100’s talent acquisition leaders the formula is simple

  • Ensure you currently have a pre-boarding plan (the phase between the accepted offer and the day one start date)
  • Incorporate a personal welcome message from their new hiring manager, teammate, or executive leader
  • Leverage multiple channels for engaging communication (email, SMS, and video)
  • Have a simple call to action that the new hire can respond easily to

For example, I’ve seen companies leverage a quick recording from the CEO or hiring manager welcoming them to the team via an SMS message with a quick ask to send back their favorite band or to connect with them on LinkedIn, etc.

The question isn’t nearly as important as the purpose: “You are an important new hire and we want to know more about you”. These are starting points to make sure you have an engaged new hire joining. Conversely, it provides an early warning sign if you don’t hear back from them ahead of their first day.

Link to the full data

3. Evolve from Email to Leverage SMS in Your New Hire Messaging

One of the most attended and engaging webinars I’ve led this year centered around attracting, engaging, and hiring the GenZ workforce. I was joined by Elaine Davidson (she/her/hers) and we covered a full range of solutions (link to download webinar and materials here). When we unpacked the data from the a powerful trend emerged: the workforce is at the same time eliminating an entire generation of workers while hiring another new generation of workers.

This seems like the perfect balance but the key here is communication. For one set of workers, email has remained the go-to method to communicate information. This has been the standard for the past 15 years but recently there’s been a shift. According to Fast Company (link to article here), Gen Z has three core communication channels with SMS being the runaway favorite. In fact:

  • SMS accounted for nearly 100% more than the second most used (email)
  • Not only Gen Z but Millennials and Gen X ALL preferred SMS to email

In closing, I’ve seen first-hand the financial impact new hire ghosting has on companies as well as the reverse for companies learning to reduce it. As the candy piles grow high tonight, I hope I’ve provided some serious food for thought for any talent acquisition leader looking to improve their new hire pre-boarding and put a stake in the heart of new hire ghosting once and for all.

Thanks for reading, liking, commenting on this post, and sharing with anyone in your network you think would enjoy starting their week with this quick read. The purpose of, “The Lighthouse” is to provide content to shine light on solutions to challenges facing all levels of professionals and I’m happy to keep this conversation going with anyone seeking to level up to the next stage in their career and please connect and follow me with the links below.

If you like what you’ve read today, please click here to subscribe to the newsletter.

You can also click here to connect on LinkedIn and here to follow.


Andre J. Boulais

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3 Tips for Thriving After a Layoff

Congratulations! If you are one of the quarter of a million professionals experience layoffs so far in 2024, you now have the opportunity to find the best job of your life. Sound crazy? Stick with me.

In the last year alone, I’ve worked with over 500+ recruiting and talent acquisition professionals at all levels who have experienced the dreaded layoff. While it hasn’t been easy (or quick in some cases), the majority of professionals I’ve worked with are thriving and have landed at an even better position than the role they lost. As someone who’s spent their entire career in talent acquisition and executive leadership, here are three tips to help guide anyone who’s experienced a layoff.

Take a breath – This may seem out of place to have as the first tip to experience the dreaded layoff but hear me out. It’s human nature to have the first reaction to sudden change be one of either panic or a manic need for activity. That being said, there’s power in stillness. Remember this is an opportunity for a new beginning. Often professionals immediately rush into taking another job out of fear without fully processing what has happened. I’ve seen it happen where the same person is looking for a new job a few months later. My advice is whether it’s a weekend or a week or a sabbatical, make sure you take time to process what’s happened. Use the time to reflect on what you love, your skills, and what you want to do next. You’ll find your clarity improved substantially a week later compared to a day later from being laid off.

Embrace Your Network (and Export your LinkedIn Connections)On a recent poll, over 70% of recruiters and recruiting leaders stated the most important factor in reviewing a potential candidate wasn’t their resume or LinkedIn profile; it was if they were referred from another employee. With that in mind, know that your professional network is your most powerful asset to finding your next company and role. The first step to your dream job is exporting your LinkedIn connections (request the full download of all info). It’s pretty painless and takes about 30 seconds to set up the initial download (link on how to do this here) into an Excel or Google Sheets file. I recommend sorting by company (target any companies on your wish list to work for and start with a common connection). and then creating filters by hiring managers and recruiters. For senior leadership roles, I recommend reaching out directly to any C-Suite contacts. You never know. A former boss, colleague, or college roommate could be your path to the career and company at the top of your list.

Great resource from the link provided about exporting your LinkedIn Connections

Have a (Project) Plan

The best way to handle uncertainty is to plan with certainty. I wrote briefly about the importance of having a project plan as an executive in my last article (link here) but this is even more important when finding (and landing) your dream job. The plan starts with a high-level focus on three stages.

  • Stabilize
  • Prepare
  • Execute

I’ve shared this plan with former colleagues, friends, and additional professionals who have been impacted, and feel free to use and make your own.

Sample project plan I recommend to professionals impacted by layoffs.

In closing, Mike Tyson’s famous quote: “everyone has a plan until they get punched in the face” comes to mind. Now, I’ve never been punched in the face by Iron Mike but I can tell you from talking to thousands of professionals experiencing the dreaded layoff unexpectedly is the closest professional equivalent to this.

That being said, what I love about this quote is the reality that life will take an amazing plan and throw it out the window. When that happens, it’s how you respond that will determine your future. I hope this article gives hope, guidance, and a plan for finding an even better career for the thousands around the world.

As always, thanks for reading, liking this post, and sharing with anyone in your network you think could help them during a tough time. The purpose of, “The Lighthouse” is to provide content to shine light on solutions to challenges facing all levels of professionals. I’m happy to keep this conversation going with anyone seeking to level up to the next stage in their career and please connect and follow me with the links below.

If you like what you’ve read today, please click here to subscribe to the newsletter.

You can also click here to connect on LinkedIn and here to follow.


Remember, you’re not alone. We are #inthistogether.

Andre J. Boulais

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Meet Cnect’s Inaugural Advisory Board Members

I am glad to work with an all-star Advisory Board Members at Cnect. Our team has diligently produced an excellent solution to hiring in 2024 and beyond with our advisory board, I’m confident we’ll surpass our expectations.

Thanks for joining the team!

🚀 William Tincup is one of the most recognized names in WorkTech with a career as an executive, influencer, podcaster, analyst, strategist, writer, speaker, consultant, advisor, investor, and journalist who has been featured or sourced as an HR, TA, future of work & career expert in the NYT, WSJ, HBR, HuffPost, Fortune, MSNBC, CNN, Business Insider, Yahoo Finance, Bloomberg News, Investor’s Business Daily, Information Week, Tech Target, Tech Republic, TechCrunch, Fast Company, WIRED, LinkedIn and other HR and TA publications. He’s guided over 25+ companies to successful exit.

🚀 Elaine Davidson (she/her/hers) is the founder and CEO of Beacon Lane Consulting, a firm dedicated to building scalable, sustainable recruiting solutions.  She’s one of the leading voices on candidate engagement and will be a featured speaker at SourceCon this April.  Before founding Beacon Lane, Elaine spent 20 years in global Talent Acquisition leadership roles at PWC, Blackrock, and others.

🚀 Kevin W. is one of the most recognized names in DEI, sourcing and talent acquisition success with a career in leadership at companies like Microsoft, Coca-Cola, Amazon, and Entelo/SilkRoad where he served as the Head of Diversity and Inclusion.  Kevin brings an incredible ability to assess a variety of ingredients at a company before building a recipe that leads to a proven formula for success.  He serves as a Forbes Council Member where he regularly reaches a large global audience and is a regular WorkTech and DEI conference speaker for ERE, SourceCon, Amazon REXPO and others.

🚀 Andrew Schafer has spent a career as a key technology leader with a vision for the future serving as CTO and senior technology leader for companies like Meta, Avanande, Macmillan and Take the Interview (acquired by Entelo).  His unique ability to inspire and lead concurrent teams on multiple continents gives him a unique global view on key trends such as AI and the ability to stay at the forefront of technology.  As CTO for Arteli. Inc his passions for AI and machine learning intersect for their platform for retail executives.

🚀 Toni L. R. is the founder and CEO of ConsortHR and has led the HR charge for multiple M&A transactions. Her distinguished record of accomplishments includes leading global employee effectiveness campaigns, organizational development, and leadership strategies for over 7,000 global employees.

🚀 Vincent Russo is the founder of Emerson United, a strategic search and recruitment firm aligned with dynamic technology and steady growth.  His experience leveraging cutting-edge technology along with best practices for candidate engagement to remote professionals is a driving force for good in our space.

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Meet Robin Claterbaugh, Cnect’s Chief Marketing Officer

I am thrilled to announce a significant addition to our Cnect family: Robin Claterbaugh, who will be joining us as our Chief Marketing Officer. With Robin’s extensive background in crafting innovative marketing strategies and her proven track record of driving results, her arrival marks an exciting new chapter for Cnect.

Robin brings over 30 years of invaluable experience to our team, having navigated the marketing landscapes of both high-growth startups and Fortune 100 companies. Her expertise in developing and implementing integrated marketing, business development, and account management programs for SaaS organizations is unparalleled. With a keen eye for business opportunities and a passion for fostering collaborative team environments, Robin is poised to lead our marketing efforts to new heights.

When asked about her decision to join Cnect, Robin emphasized the importance of humanizing the talent acquisition process. She expressed her excitement about the opportunity to empower candidates to showcase their authentic selves while helping employers streamline their hiring processes and enhance their company’s brand through meaningful engagement.

At Cnect, we believe that the future of talent acquisition lies in creating platforms that enable genuine connections between candidates and employers. With Robin at the helm of our marketing strategy, we are confident that we will continue to revolutionize the way companies approach sourcing, engaging, and hiring top talent.

Please join me in warmly welcoming Robin as she embarks on this exciting journey with us. Together, we are committed to driving innovation, fostering meaningful connections, and shaping the future of talent acquisition.

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Meet Vincent Russo: Cnect’s Advisory Board Member

Check out the latest interview from our Advisory Board Member, Vincent Russo.

What’s one key lesson you’ve learned in your time in talent acquisition? 

Keep nurturing existing relationships and continue building new ones. The requisite for this is communication. 

For 2024, what positive trends are you seeing in talent acquisition/hiring?

Companies are continuing to embrace remote work opportunities. The continued adaptation of remote work has expanded the pool of talent available to employers and agencies. Companies are increasingly open to hiring remote workers, which allows them to access a broader talent pool and offers more flexibility to candidates. This also has added a positive impact on time to hire – going from months to weeks to complete the hiring cycle.

What are some of the challenges you see in the market? 

With the recent downturn in hiring / limited opportunities, many active candidates are applying for jobs that they are not a fit- increasing the volume of applicants. Many job posting/applicant tracking systems have a one-touch apply feature- giving candidates the ability to apply to jobs without doing their vetting. This is causing Talent Acquisition professionals and Agency Recruiters to be overwhelmed by the volume of applicants for positions that still need to be filled. 

What do you love about Cnect as a solution?

Cnect has the ideal mix of Automation, AI, and Human Touch to bring everyone together in the hiring process and provides a seamless/authentic experience. Cnect’s ability to provide efficiency for communication is exceptional. It keeps relationships credible for Talent Acquisition Professionals and Active Job Seekers.

Any hot jobs you’re trying to fill now?

Check out all the open jobs at Cnected Jobs and visit Vincent Russo’s website

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Unleash Your Potential: How Cnect Transforms Job Searching

Are you tired of sending out countless resumes and never hearing back? Do you feel like your personality gets lost in the pages of your application? Meet Meghan, who faced these challenges until she discovered Cnect, the game-changer in the job searching journey.

Meghan applied to over a hundred jobs in just a few months but received responses from only a handful. Frustrated and stressed, she knew there had to be a better way. That’s when she found Cnect.

With Cnect’s innovative features, Meghan could showcase her true self beyond a traditional resume. She created a first impression video and a digital profile that captured her vibrant personality, allowing potential employers to see her smile and hear her voice.

The results were astounding. Within just two days of creating her profile, the owner of a company reached out to Meghan, impressed by what he saw. Soon after, Meghan found herself in a seamless interview process, from speaking with her direct supervisor to the director of operations and ultimately landing the job.

Cnect transformed Meghan’s job search journey, offering a personalized touch that resonated with employers. No longer just a piece of paper, Meghan’s profile showcased her as a whole person, leading to genuine connections and meaningful opportunities.

If you’re still relying on traditional job search methods, you’re missing out on top talent like Meghan. With Cnect, businesses can tap into a pool of qualified candidates who may otherwise go unnoticed. By embracing technology that goes beyond qualifications to showcase personality and fit, companies can build stronger, more cohesive teams that thrive in any workplace culture.

Don’t let your dream candidates slip through the cracks. Join Meghan and countless others who have unlocked new career opportunities with Cnect. Schedule your demo today and experience the future of job searching!

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The Power of Remote Jobs: Boosting Productivity and Profits

In today’s fast-paced business landscape, the concept of remote jobs has gained significant traction. With advancements in technology and changing workplace dynamics, more companies are embracing remote work as a viable option for their workforce. But what exactly makes remote jobs so appealing, and how do they contribute to increased productivity and profits?

Remote jobs, also known as telecommuting or telework, refer to positions that allow employees to work from locations outside of the traditional office setting. Whether it’s from the comfort of their homes, co-working spaces, or coffee shops, remote workers leverage digital tools and communication platforms to carry out their tasks and collaborate with team members.

One of the key benefits of remote jobs is the reduction in interruptions to focused work. According to a study by, remote workers experience 18% fewer interruptions compared to their office-based counterparts. This statistic underscores the importance of creating a conducive work environment where employees can concentrate on their tasks without constant disruptions.

So, how does this decrease in interruptions translate into enhanced productivity and ultimately, higher profits for businesses? Let’s delve deeper into the factors driving this phenomenon:

Flexibility and Autonomy:
  • Remote jobs offer employees greater flexibility and autonomy over their work schedules. Without the constraints of rigid office hours, remote workers can tailor their workdays to align with their peak productivity hours. 
  • Whether it’s starting early in the morning or burning the midnight oil, remote employees have the freedom to choose when and where they work best.
Reduced Commute Time:
  • By eliminating the need to commute to a physical office, remote workers save valuable time that would otherwise be spent stuck in traffic or waiting for public transportation. This time-saving benefit not only reduces stress and fatigue but also allows employees to allocate more time to work-related tasks or personal pursuits. 
  • With fewer hours wasted on commuting, remote workers can channel their energy into productive endeavors, ultimately driving efficiency and output.
Enhanced Focus and Concentration:
  • Working in a quiet and familiar environment free from office chatter and interruptions enables remote employees to maintain better focus and concentration on their work. With fewer distractions vying for their attention, remote workers can dive deep into complex tasks, problem-solving, or creative endeavors without interruptions. 
  • This heightened focus translates into higher-quality work and faster task completion, contributing to overall productivity gains.
Improved Work-Life Balance:
  • Remote jobs offer employees the opportunity to achieve a healthier work-life balance by allowing them to integrate work seamlessly into their personal lives. 
  • With the flexibility to attend to family commitments, pursue hobbies, or engage in leisure activities, remote workers experience reduced stress and burnout, leading to greater job satisfaction and retention. A workforce that feels fulfilled and balanced is more likely to be engaged and productive, driving positive outcomes for the business.

In conclusion, remote jobs have emerged as a powerful tool for enhancing productivity and driving profits in today’s dynamic business environment. By reducing interruptions to focused work, offering flexibility and autonomy, eliminating commute time, and promoting work-life balance, remote jobs empower employees to perform at their best while delivering tangible benefits to organizations. 

As businesses continue to embrace remote work as a strategic imperative, they stand to reap the rewards of a more productive, engaged, and profitable workforce. So, if you’re a CEO, executive, or hiring director looking to unlock the potential of remote jobs for your organization, consider the transformative impact they can have on your bottom line. Embrace the future of work with remote jobs and position your company for success in the digital age.

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Revolutionizing Hiring: A Glimpse into Cnect Direct

Embark on a hiring journey like never before with Cnect Direct, the futuristic solution reshaping how businesses discover top talents. Let’s dive into the saga of TechVista and Widgetify, two fictional enterprises illustrating the undeniable advantages of embracing Cnect. 

The Old Way: TechVista’s Hiring Odyssey 

TechVista, a traditional tech giant, clung to outdated hiring practices. Their process was a labyrinth of paperwork, confused communication, and missed opportunities. Can you relate? 

Enter Cnect Direct: The Widgetify Experience 

Now, envision Widgetify, an innovative startup that welcomed Cnect Direct with open arms. From the first interaction, they sensed a game-changing paradigm shift. Here’s how Cnect redefined their hiring narrative: 

Streamlined Job Postings 

With Cnect Direct, crafting job posts is a walk in the park. No more drowning in convoluted descriptions. The AI-supported job descriptions feature ensures each posting is crisp, attractive, and tailored to draw in the perfect candidates. 

Digital Profiles: Resumes Unleashed 

Say farewell to the monotony of resumes. Cnect Direct introduces Digital Profiles, offering a holistic view of each candidate. Widgetify found this feature particularly instrumental in understanding the person behind the qualifications. 

Centralized Communication Hub 

Ever felt lost in endless email threads while trying to assemble the hiring puzzle? Widgetify bid farewell to the confusion with Cnect. The platform acts as a central hub for all hiring-related discussions, making collaboration among team members seamless. In the centralized communication hub, the job seeker and employer can use video and text to communicate with each to humanize the interaction.  

Interview Mastery with Question Library 

The inconsistency in interviews became a distant memory for Widgetify. Cnect Direct’s Question Library ensured that every interview was standardized, creating an equitable evaluation process and saving invaluable time. 

Candidate Pool: An End to Talent Search Restart 

Remember that exceptional candidate who applied last year? Widgetify didn’t have to start from scratch. Cnect’s Candidate Pool feature allowed them to access previous applicants swiftly. A click revealed the applicant’s Digital Profile, past conversations, and interview sessions. 

Easy Integration, Powerful Results With Cnect Direct

Unlike cumbersome hiring software of the past, Cnect Direct seamlessly integrated into Widgetify’s existing processes. It wasn’t a disruption; it was a transformation. The learning curve was gentle, and soon, every team member was a hiring pro. 

Cnect Direct, Your Hiring Alchemist 

The Widgetify saga demonstrates how Cnect isn’t just a tool; it’s a hiring partner. From attracting top talent with compelling job postings to efficiently organizing the entire process, Cnect empowers businesses to master hiring. 

Ready to Transform Your Hiring? 

Business owners, picture a hiring process that’s not just efficient but enjoyable. Cnect Direct is not a luxury; it’s a necessity in the evolving world of recruitment. Schedule your demo today and experience the future of hiring – hassle-free. 

Elevate your hiring game. Choose Cnect Direct. 

Meet Michael De Los Reyes: Cnect’s New VP of Customer Success

We are thrilled to announce the addition of Michael de los Reyes to the Cnect family: Michael joins us as our new Vice President of Customer Success. With an extensive background in driving customer success, talent acquisition, and recruiting SaaS (Software as a Service), Michael brings a wealth of expertise and a passion for empowering recruitment teams to excel.  

Throughout his career, Michael has demonstrated an innate ability to understand the unique needs of customers and devise tailored strategies to address them effectively. His collaborative approach, coupled with a keen understanding of industry trends, has enabled him to steer teams towards achieving remarkable outcomes. 

In addition to his prowess in customer success, Michael brings valuable experience in the realm of recruitment and SaaS solutions. His understanding of the intricacies of talent acquisition, coupled with his expertise in leveraging technology to streamline processes, positions him as a valuable asset in driving holistic success for both our partners and our organization. 

When asked about his decision to join Cnect, Michael expressed strong enthusiasm: “Cnect’s platform is set to revolutionize the market. Its innovative double-sided talent ecosystem fosters unparalleled communication and engagement, setting it apart from any other platforms in the market space. Moreover, the opportunity for candidates to vividly showcase their resumes and craft dynamic digital profiles for future matching addresses a significant gap that I’ve keenly observed in the market.” 

At Cnect, Michael’s role as VP of Customer Success will be instrumental in driving our commitment to delivering unparalleled value to our customers. With his leadership, we are confident in our ability to elevate the customer experience to new heights, ensuring that each interaction with Cnect leaves a lasting impression of excellence. 

Please join us in congratulating Michael on his new role and let us collectively embrace the exciting opportunities for our customers as we continue to modernize the candidate engagement and hiring process at Cnect. 

Warm regards, 

Michael Nadeau 



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