Kara Somsen

Kara Somsen Diem is an accomplished marketing strategist with a strong focus on data-centric recruitment advertising. With extensive experience in account management and digital marketing, she has successfully led marketing strategies for various corporate clients, including Fortune 500 companies.

Her career spans over a decade, showcasing her expertise in media buying, event planning, and social media marketing. 

Kara’s RECex presentation at TAtech North America 2025 was delivered without slides, so we are delighted to share the audio recording with you.

Key Themes

• Crisis of Clarity: Employers and candidates alike are overwhelmed by noise—reviews, job posts, automation—and struggling to find truth and trust.
• Trust in Tech: AI and automation are everywhere, but employers fear losing human connection and breaking candidate trust.
• Signal vs. Noise: Visibility is no longer about volume; it’s about resonance. Employers want to stand out, not shout louder.
• Retention as Reputation: EVP and employer brand must align with lived experience—or risk becoming marketing spin.
• Future-Proofing Talent: The real fear isn’t just filling roles today—it’s whether the talent needed tomorrow even exists.

Practical Insights

• AI Isn’t the Enemy—Misuse Is: Employers want help navigating ethical AI, not more chatbots. They need a “compass,” not just tools.
• Quality Over Quantity: Mass applications are burying great candidates. Smarter filtering and signals of intent are essential.
• Job Posts Need a Makeover: Traditional formats are stale. Creative, human-centric storytelling can cut through the clutter.
• Retention Strategies Matter: Post-hire engagement, alumni reactivation, and honest feedback loops can turn churn into brand equity.
• Be a Workforce Architect: Vendors who help build talent pipelines—through education, mobility, and community—will shape the future of work.

Aha Moments

• “We’ve never seen a bigger drop-off between offer acceptance and day one shows.”
  → Efficiency without connection leads to ghosting.
• “What if we’re rejecting great candidates because we’re overwhelmed by the wrong ones?”
  → The real cost of poor filtering isn’t just bad hires—it’s missed brilliance.
• “Job boards haven’t broken—they’ve just gotten crowded.”
  → Visibility isn’t about more platforms; it’s about distinctiveness.
• “Your employer brand is not what you post. It’s what people say after they leave.”
  → Reputation is shaped by alumni, not just applicants.
• “It’s not talent acquisition—it’s talent architecture.”
  → The future belongs to those who build, not just compete.