Tell us your career path before you were in TA
I’m originally from Dublin, Ireland, and after finishing school, I jumped straight into agency recruiting and progressed within that side of the industry. Eventually, I made the move to the U.S. and naturally found myself back in recruitment—just on this side of the pond.
Before getting into TA, I worked a few part-time retail jobs in local stores while I was still in school. I really value that time—working with the public and navigating all kinds of situations was a great learning experience. Honestly, it’s not all that different from talent acquisition and definitely helped lay a solid foundation for my career.
From your personal experience what's the best thing about being in talent acquisition?
There’s truly no better feeling than being part of someone’s journey to their dream job or the next step in their career. Whether it's finding them on LinkedIn or connecting through an application, having that first conversation to understand what they’re looking for—and how our opportunity might align—is incredibly rewarding. And when it all comes together and I get to make that offer call? Every single one feels special.
A close second is the fact that no two days in TA or recruiting are ever the same. Things can shift on a dime, and that unpredictability keeps it exciting. It challenges us to stay sharp, adapt quickly, and think creatively—and I genuinely love that part of the job.
Since you've been in TA, how have you seen it change?
The shift since the pandemic has definitely re-aligned things, in my opinion. As we moved into 2021 and 2022, hiring was booming across the industry. Most companies were still operating remotely, and we saw major demographic shifts across the country. It was an exciting time to be in recruiting, and I think a lot of the workforce used that period to re-evaluate their priorities. Now, we’re seeing the ripple effects—candidates are far more cautious and taking fewer risks than they might have in the past.
In terms of our day-to-day: I believe the era of the “cookie-cutter recruiter” is over. The impact of COVID and the rapid pace of technological advancement means that if you’re not acting as a true strategic partner to your hiring teams (or clients), you’ll get left behind—quickly. The norms and expectations in this space have shifted dramatically.
Personally, I don’t think that’s a bad thing. It’s a push toward better, more thoughtful recruiting—and we should embrace that change.
How do you see AI impacting the future of talent acquisition?
I recently completed an online Prompt Engineering course, and it really opened my eyes to how AI is already starting to reshape TA and HR—and how much more it will in the near future. We’re heading toward a more automated landscape, where AI becomes increasingly capable of reading résumés, identifying patterns, and driving decision-making. It's an incredibly powerful tool we have at our fingertips.
If AI isn’t already making you a better recruiter, even at this stage, I’d strongly suggest upskilling—ASAP.
It’s totally understandable that some people are nervous about the change. The stories of AI replacing jobs are hard to ignore—and yes, that will likely become more common as the tech advances. But that’s exactly why now is the time to lean in. Learn how to use it properly. Understand the capabilities we now have—right there on the 6-inch screen we carry around every day.
What advice would you give to job seekers today?
Firstly, the tech job market is insane right now. Don’t be discouraged if you’re not hearing back from applications—the reality is, you’re likely one of thousands of applicants. Sometimes, recruiters don’t even get the chance to see your résumé, especially if there’s a referral or recommendation in play. The good recruiters are constantly networking too—don’t forget that.
Secondly, be strategic. Do your research, read job descriptions carefully, and network, network, network.
Blanket-applying for roles might land you something in the short term, but there’s a good chance it won’t be the right fit. That could mean missing out on better-suited opportunities in the meantime. Understand that recruiters are often managing hundreds—sometimes thousands—of applications in the current climate.
If you see a role you’re qualified for and genuinely think it’s a good fit, I always think it’s smart to reach out to the recruiter or TA professional directly. Let them know you’ve applied and that you're interested. At the very least, you’ll be on their radar.
Tell us a little about the company you hire for and what makes it so great?
I recruit for Comscore, a global leader in media measurement and analytics, known for being a trusted partner in helping brands, agencies, and media companies plan, transact, and evaluate media across platforms with confidence. Our hiring team is uniquely well-rounded—we support recruitment for roles at every level and across a wide range of functions.
I also lead recruitment efforts for Proximic by Comscore, a cutting-edge division specializing in programmatic targeting solutions. Proximic is widely recognized as an industry innovator in the AdTech space, helping brands reach audiences more effectively with privacy-forward technology.
What makes Comscore such a great company to hire for is the incredible talent and collaboration across the organization. It's a place where innovation thrives, driven by people who are passionate about shaping the future of media and advertising. Being part of the team that helps grow and strengthen that talent is awesome!
Dan Breslin, Senior Recruiter at comscore