Live from Transform 2025
At Transform 2025 in Las Vegas, our founder and CEO, Mike Stafiej, joined Denise Chaffin on the Talking TA podcast to discuss the trends shaping the future of hiring—from AI disruption to employee-powered recruiting. Here’s what stood out from their conversation.
A Platform That Powers People, Not Just Processes
ERIN is more than just an employee referral tool—we automate every step of the referral process, from submission to payment, while handling everything in between: eligibility rules, reward tracking, and real-time updates. As Mike put it:
“Think of us as a workflow management system for employee referrals.”
Our mission is to empower companies to build better teams through the people who know them best—their current employees.
On AI’s Growing Role in HR
It’s no surprise that AI was one of the buzziest topics at the conference. Denise asked how ERIN sees AI impacting HR and TA shortly.
Mike shared a twofold perspective:
-
Compliance Simplification: Tools like ChatGPT are helping HR teams navigate complex state-by-state labor laws and policy questions faster and more accurately.
-
Recruiting Disruption: AI is already screening resumes, matching candidates, and managing parts of the hiring process. That’s creating a shift in recruiters’ roles toward more systems-focused or analytical functions.
“It’s not about what AI will do anymore. It’s what it is doing. Companies are investing in tech and funding it by reducing headcount.”
While that shift may be difficult, Mike sees an opportunity:
“Where AI pushes people out of the process, referrals keep people in.”
Reimagining the Candidate Experience
When candidates are ghosted, everyone loses—including the employees who referred them.
Mike noted that referred candidates often rely on their contacts for updates. ERIN’s platform closes that loop. Employees can see exactly where their referrals stand in the hiring process and keep them informed, even when the company hasn’t reached out directly.
“Referrals improve the candidate experience by adding a human layer of transparency and trust. It’s instant validation from someone you know.”
Even if a candidate doesn’t get the job, ERIN ensures the referring employee sees the outcome, mapped to simple, friendly statuses like “Interviewing” or “Not Hired.” That clarity helps employees stay engaged in the process, and candidates feel seen.
Return-to-Office: A Talent Opportunity for Smaller Companies
The return-to-office debate continues—and while corporate giants may push for in-person policies, Mike sees a silver lining for smaller, scrappier employers.
“When big companies mandate office time, remote flexibility becomes a recruiting advantage for startups and growing businesses. It’s a differentiator.”
Companies that can’t match FAANG-level salaries can still compete for top talent by offering what big tech may be taking away: autonomy and flexibility.
Referrals: A Flywheel That Keeps Spinning
Mike wrapped the conversation by highlighting the compounding power of referrals. When great employees refer great people who become great employees themselves, the hiring flywheel spins faster and stronger.
“Referral hires create more referral hires. That’s where real momentum starts.”
Final Thought:
From Las Vegas to your office—remote or in-person—ERIN is helping companies scale hiring through the most trusted channel in talent: the people already on your team.
Want to see how ERIN can help you build a better referral program and create a candidate experience that doesn’t ghost anyone?
Book a Demo.
