Tell us your career path before you were in TA
Building high-performing teams has always been central to my role. I began my career in the coffee industry, working with Starbucks in various positions and also with independent coffee shops. In each of these roles, I was passionate about identifying team members who worked well together, helping them develop in the areas they were most passionate about, and striving to elevate the entire team's skill set. As I looked to transition beyond front-line operations, talent acquisition naturally became the next step in my career. While I do miss crafting the perfect latte, supporting people in advancing their careers is just as rewarding.
From your personal experience what's the best thing about being in talent acquisition?
For me, I think the most interesting part is how each person has unique talents and strengths that make them perfect for a role somewhere. No two roles are ever the same, since the candidate needs to have the technical knowledge for the role, there needs to be alignment with the company mission and values, and there needs to be a fit on how they compliment and elevate the team they will be joining.
It’s fun to approach each role and determine what combination of these elements will lead to long term success. I love getting to meet people from different backgrounds and levels of experience, and truly get to know such a wide range of people. My favorite part is knowing that each of these unique characters fit somewhere, and finding the magical combination of timing, skill alignment, value alignment, and team dynamics can be a really fun process.
Since you've been in TA, how have you seen it change?
Talent acquisition can be such a roller coaster ride. Sometimes there are no applicants and you need to reach out to candidates and get them interested in a role. Sometimes there are hundreds of candidates and you are wading through resumes to find the right fit. Sometimes there is a long negotiation process, and sometimes there is an easy fit. It seems whenever you think you know what to expect, the job market shifts and you’re in a new season.
I truly appreciate how opportunities have become more accessible overall. Many companies are now hiring fully remote workers, global team members, contractors, and those offering project-based support. The emphasis on specific qualifications, such as a degree from a particular university, has lessened. Companies are no longer limited to hiring local talent and are increasingly open to candidates from different geographical regions, cultures, and backgrounds, bringing a wide array of perspectives to the table. The expansion of opportunities, paired with the intentional focus on equitable processes has led to more dynamic and diverse workforces, while also providing candidates with the chance to find roles that align with their skills and lifestyle needs.
How do you see AI impacting the future of talent acquisition?
I think there are some universal truths about the hiring process that will stand the test of time and technology. Success for a company really comes down to two key elements:
1- hiring is a team sport and
2 - intentionality ensures long term success.
AI is such a hot topic right now, and there are definitely ways that some tools can be used to make processes more efficient (scheduling, for example, takes a ton of time and every recruiter at one point in time has thought to themselves, there has to be a better way.)
The things that really make a difference in the long term success of a hire, though, are the human things:
*A well crafted job description that attracts the right kind of candidate, accurately describes the role, and isn’t filled with BS fluff. The whole team has alignment around what this person will be doing and how it will provide impact.
*An actively involved and engaged hiring manager.
*A team that knows their role in the screening process and is dedicated to a positive candidate experience and extreme honesty in scorecards.
*Intentional work to to remove bias and question assumptions at each stage of the process. *Using data driven decision making to continually optimize.
*The intentionality to ensure that it is truly a fit on both sides.
*A bias for action and tendency to prioritize next steps and a short feedback loop.
*A strong onboarding plan to help the person continue to be welcomed and set up for success in the role.
I hear things in the market about how people are using AI to review resumes or to take notes on calls or to help with initial screening. Some of that is really interesting, such as the ability to be more efficient in repetitive tasks. If it’s mind numbing, low value work that a computer could do quickly and efficiently, I’m all for embracing that efficiency.
I will say on the flip side of that, though, I have serious hesitations around using AI for most of the parts of the end to end recruitment process. I have concerns about bias in the algorithms. I just don’t think AI has the capability (yet) to understand nuance or read between the lines on a resume or during a live conversation. An over reliance on ‘perfect fit’ or ‘data points’ can overlook a candidate who brings innovation, adaptability, or other key skills to the table. I hesitate to harm the candidate's experience by forcing them to interact with a computer instead of a human. I think the more people use AI to screen resumes, the more people will be hired who simply know how to use the right keywords and game the system, versus truly qualified candidates. Finally, every role I have ever helped with goes through an evolution as we optimize towards an ideal candidate. I worry about AI’s ability to keep up with the flexibility of each role and how it dynamically evolves.
Talent acquisition is, at its core, about people. Using AI to make decisions on its own can reduce people to just another data point rather than individuals with unique potential. There are definitely ways to exceed human potential and become more efficient by using AI the right way, while still being aware of its limitations and prioritizing the human element in the hiring process.
What advice would you give to job seekers today?
There is so much advice out there. Reddit and LinkedIn are overflowing with people who can help review resumes and ‘coach’ you on performing well in interviews. Honestly, so much of it comes down to timing, and it being the right time and opportunity for both the company and the candidate. There are a few things that in my role as a recruiter I have always valued, but each recruiter is unique, so try some of these and see what works for you:
1- Focus your resume on results. Showing "x% uplift" or "running a sales team with an annual target of xx ARR" help the recruiter more quickly understand your experience and how it aligns with the role. “I optimized processes” is great. “I implemented processes that made the team 22% more efficient in closing tickets in Q3 versus Q2” is better.
2- Network and reach out. If you know someone at the company, reach out and ask for a quick call to see if you align with the company's goals and working styles. Don’t be afraid to send the recruiter a quick email or LinkedIn message letting them know you are excited about the opportunity and have submitted your resume. While it often jams up my inbox, I appreciate the proactivity, and honestly even if it isn’t a fit, the fact that the person reaches out always makes me at least check their resume. This can get you to the top of a very large pile with how many applicants we get per role in this job market.
3- Prepare for interviews. Do your homework and learn something about the company. Check out the website, listen to a podcast, re-read the job description. A little preparation goes a long way towards articulating the value you can bring to a role.
4- Become a good storyteller. Lots of interviews use past performance as a predictor of future performance and ask behavioral questions such as “tell me about a time when…” Even if the question is not phrased in that specific format, your ability to discuss a time when you had direct experience with the skill or process they are asking for can help demonstrate why you are qualified to support this new company in this capacity. People prefer to hear real life examples and stories over intangible philosophies or general statements. Prepare a few good examples ahead of time of highlights in your career.
5- Be tactfully aggressive. Send a thank you note and follow up, but make sure to also give the hiring team the time and space to have the needed internal conversations. Waiting can be the hardest part, and it can be a tricky balance to strike, but find a way to be both persistent and patient in the process.
6- Stay positive and prioritize your mental health. Looking for a new role can be exhausting. Make sure you have a network that reminds you of your strengths, can help you practice sharing your stories of success, and can nudge you to go for a walk or enjoy a hobby when you become drained from applying all day. The right fit for your unique skill set is out there - it’s only a matter of time.
Amber Master, Director, People Operations at Freestar