Tell us your career path before you were in TA
My journey into Talent Acquisition actually started quite organically. Back in college at the University of Southern California, I began as an Onboarding Intern. At the time, I didn’t know much about recruiting—or HR in general, to be honest. I was doing basic phone screens and helping new hires complete their onboarding paperwork (yes, actual paper forms back then!). But what stood out to me was the sense of connection and continuity—seeing someone go from that first phone call to walking in on day one was incredibly fulfilling. That’s when I realized I loved being a part of that journey.
As an immigrant, I remember how tough it was adjusting to life in the U.S. when we first moved here. That experience instilled in me a deep desire to support others through transitions, and recruiting felt like the perfect way to do that. After graduation, stepping into a full-time role in recruitment felt natural. At my first job, I had the opportunity to help place hundreds of new hires, and every single success felt personal. That early exposure laid the foundation for my passion in Talent Acquisition—and it’s only grown stronger since then.
From your personal experience what's the best thing about being in talent acquisition?
From my personal experience, the best thing about being in Talent Acquisition is the ability to truly change someone’s life. You are not just filling a role—you are opening a door to new opportunities, career growth, and sometimes even financial stability or relocation for someone. That impact is incredibly rewarding.
What I love most is being that first point of contact—the person who sets the tone for what could be someone’s next big chapter. Especially as someone who immigrated to the U.S. and understands how intimidating job searches and transitions can be, I have always approached TA with empathy. There is something powerful about matching people with roles where they can thrive and feel valued.
And beyond the individual level, I get to shape the culture and future of a company by bringing in the right talent. It’s the perfect blend of strategy, people, and purpose.
Since you've been in TA, how have you seen it change?
Honestly, it has changed a lot. When I first started, it was all about resumes, job boards, and in-person interviews—and yes, lots of paperwork. We weren’t thinking about things like employer branding, DEI strategies, or candidate experience in the same way we are now.
Now, TA is so much more strategic. It is not just about filling roles—it is about understanding the business, anticipating needs, building talent pipelines, and being a true partner to leadership. Tools have gotten smarter, candidates are savvier, and expectations are higher. And with remote work, we are now hiring across markets and time zones, which brings a whole new level of complexity (and opportunity).
I have also noticed a big shift in how we think about talent—there’s more emphasis on potential, culture fit, and values alignment, not just ticking off a list of qualifications. And that’s been one of my favorite parts—being part of the evolution and helping shape what great hiring looks like today.
How do you see AI impacting the future of talent acquisition?
AI is already making a big impact—and I think it’s only going to grow from here. It’s helping us streamline the repetitive parts of recruiting, like resume screening, scheduling, and initial outreach, which frees us up to focus on what really matters: the human side.
But I don’t think AI is here to replace recruiters—it’s here to enhance what we do. The best TA professionals will still be the ones who build relationships, understand team dynamics, and help leaders think long-term about talent. AI can suggest candidates, but it can’t replace that gut instinct you get when someone just clicks with the role or the culture.
What I’m most excited about is how AI can help us remove bias, improve equity, and make better, data-informed decisions—if we use it right. So the future of TA isn’t less human; it’s actually more human—with smarter tools behind the scenes helping us do our jobs better.
What advice would you give to job seekers today?
Don’t underestimate the power of networking. We have all heard the saying, “It’s not what you know, it’s who you know”—but I’d take it a step further: it’s who you know, and how much they know about what you bring to the table.
You could be the most qualified person for a role, but if no one knows your name or can vouch for you, it’s easy to get overlooked. Make time to build genuine connections. Reach out on LinkedIn, attend industry events, and have conversations with people in your field—not just when you need a job, but to stay curious, connected, and top of mind.
The job market has changed a lot. Applying on job boards alone isn’t always the most effective strategy anymore. A referral, a shared connection, or even a quick conversation can often move the needle way more than 100 online applications ever will.
Also, get clear about your strengths and what you are looking for. The more specific and confident you are, the easier it is for someone to help you. And don’t take rejection personally—it’s all part of the process. Every “no” gets you one step closer to the right “yes.”
Kiran Chaggan Sohani, Global People Director at Sabio Holdings
https://www.linkedin.com/in/kiran-chaggansohani/