I'm building a community for TA leaders on AI discoverability. Here's what I'm thinking.

A few weeks ago I was on a call with a leader at a large healthcare staffing company. We pulled up their CollabWORK AI Employer Discoverability dashboard together which tracks candidates prompts across ChatGPT, Perplexity, Gemini, Google AI Overviews daily.

One of the top cited sources shaping their employer brand? A Reddit thread from 2022. Another? A LinkedIn article from 2020 about working at a hospital during the pandemic. That is not accurate to working conditions today.

I'm seeing this conversation about monitoring and optimizing for AI Discoverability go mainstream on LinkedIn right now. But most of what's circulating is observation: AI changed how candidates discover employers. AI is synthesizing your reputation whether you participate or not. AI is reading your receipts.

All true, and I've been saying this since the fall. What I'm not seeing is the next part. What do you actually do about it? What does the data actually look like when you pull it? What's working, what isn't, and who do you compare notes with when you're figuring this out in real time?

That's the conversation I want to have.

We've been working on this from three angles.

1. Distribution into trusted communities and newsletters. The Hidden Job Market where the best candidates already spend time. We're the exclusive job partner for Morning Brew, and we work with 6AM City across 400+ local newsletters in all 50 states. These placements don't just reach candidates directly. They show up in the sources LLMs actually cite.

2. Employer AI Discoverability monitoring. Daily tracking of how your employer brand appears across the major AI platforms, which sources are being cited about you, and how you benchmark against competitors. Most teams have never seen this data let alone know what do do with it.

3. CRM reactivation. Turn your existing candidate pipeline is one of the most underused assets in recruiting: a living, breathing talent community through AI-generated content. We help employers re-engage warm contacts through owned distribution before they start over from scratch. Bonus: not only does this reach potential applicants, but you can publish this as a rich content asset on your careers page to get cited and indexed by LLMs.

BTW: A published an article on LinkedIn last week about the 5 new layers of Hidden Job Market which shares more about how I’m thinking about this evolving space.

Every job I've ever had came through a community. A Google listserv for women journalists let me to Katie Couric. A Facebook group in media production got me hired at WPIX-TV in NYC. A Slack community at Columbia Business School alerted me to my role in product at Amazon Studios. That's not a marketing line; it's why CollabWORK exists.

Not only did these spaces open doors for me: they were places I grew. I was able to ask questions, connect with industry peers and see the latest tools and workflows that others were implementing in their everyday work.

I know how to build communities. And right now I want to build one specifically for TA leaders, employer brand practitioners, and recruitment marketers who are doing the actual work on AI discoverability.

I don’t want this to be a webinar or a panel. I want this to be a curated, real working group sharing what we're testing, what the data is showing, and what questions none of us have answers to yet.

If you want in, reply to this email. I'll follow up with details based on how many of us are ready to go deeper together.

More next week.

Best,
Summer Delaney
CollabWORK Founder and CEO

• The metric that lied to newsrooms — Major publishers lost up to 97% of organic search traffic as AI absorbed the clicks. The publishers who survived built direct audience relationships through newsletters instead of renting reach from platforms. The TA parallel is obvious and urgent.

• From rented audiences to engaged communities — Traffic is rented. Participation is owned. Digiday on why the publishers building first-party community relationships are pulling ahead. The framing maps directly onto how employers should be thinking about candidate relationships.

• Payrolls to Prompts — New academic research tracking firm-level spending shifts from contracted human labor to AI tools post-ChatGPT. Useful context for any TA leader trying to explain the talent market shift to leadership right now.

• How to write content that gets cited by LLMs — A practical breakdown from an AEO practitioner. The stat worth keeping: B2B queries get cited in AI responses 17% of the time. B2C is under 4%. Know which bucket your employer brand content falls into before you optimize.