Tell us your career path before you were in TA
I began my career in a small IT company where I was introduced to HR. I quickly realised my strengths lay in the analytical and operational side of the function, which led me to specialise in compensation and benefits at a leading insurance services firm. From there, I progressed through roles in cosmetics, travel, energy, and programmatic advertising—each offering unique cultural insights and challenges. These experiences shaped my understanding of people strategy and organisational dynamics.
From your personal experience what's the best thing about being in talent acquisition?
The best thing about TA is the opportunity to shape the future of a business through its people. There’s something incredibly rewarding about identifying talent that not only fits the role but also aligns with the company’s values and growth ambitions. It’s a strategic function that goes far beyond hiring—it’s about building culture, capability, and momentum.
Since you've been in TA, how have you seen it change?
TA has evolved from a reactive hiring function to a proactive, strategic partner. The shift towards direct sourcing, employer branding, and data-driven decision-making has transformed how we attract and retain talent. At Crimtan, for example, we target 70% direct hires by embedding sourcing strategies and onboarding frameworks that support scale and engagement.
How do you see AI impacting the future of talent acquisition?
AI is already reshaping TA—from intelligent screening and matching to predictive analytics and candidate experience. While it brings efficiency, the human element remains critical. AI can support decision-making, but empathy, intuition, and cultural fit still require human judgement.
What advice would you give to job seekers today?
Be authentic and intentional. Know your strengths, values, and what you want from your next role. Tailor your CV and approach to reflect that. Also, don’t underestimate the power of networking—many opportunities come from conversations, not just applications. And finally, be curious—ask questions, seek feedback, and stay open to learning.
Tell us a little about the company you hire for and what makes it so great
I hire for Crimtan, a global ad-tech company with a strong growth trajectory. What makes Crimtan special is its commitment to people—when I joined, there was no formal HR function, and now we have a global team driving strategy, engagement, and transformation. The business recognises that its people are central to success, which is reflected in having a Chief People Officer on the C-suite.
Kate Styles, Chief People Officer at crimtan