What TA Leaders Are Really Saying
Over the past few months, we’ve been running our “An Interview With…” series at JobsInAdtech — chatting with some brilliant people and talent leaders across adtech, martech and digital media.
The questions have been the same each time, but the answers? Not even close.
After looking back across every interview, some clear patterns emerged. Not polished corporate lines — just real insights from people who spend their days hiring, supporting, and building teams in one of the fastest-moving industries around.
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Nobody planned to end up in TA — and that’s the beauty of it
Almost everyone admitted they “fell into” recruitment or people work. Sales, teaching, hospitality, marketing — the routes were different, but the thread was the same: people skills, empathy, curiosity.
TA isn’t a job you plan for, it’s one you grow into. And that’s part of why the community is so strong.
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Talent has moved from admin to strategy
There’s a definite shift in how these leaders see their roles. It’s no longer about just filling seats — it’s about helping shape business growth, culture, and direction.
Talent teams today are partners in strategy, not support acts. They influence how businesses scale, diversify, and stay competitive.
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People still matter most
When asked what they love about their job, nearly everyone said the same thing: helping someone succeed.
That moment when a candidate they placed is thriving months later — that’s what sticks. Tech and tools help, sure, but the best TA leaders keep humanity at the centre of everything.
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Culture is the differentiator
Everyone talks about culture, but these interviews showed it’s more than words on a website.
Flexibility, belonging, growth, collaboration — it’s what keeps people motivated and what defines great employers in our space. TA teams are often the guardians of that culture, not just its recruiters.
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Authenticity over perfection
The advice to job seekers was consistent: be yourself.
No one said “use more buzzwords.” They said: know your strengths, do your homework, network meaningfully, and stay resilient. The people who thrive in adtech are the ones who show up as themselves — not a version of what they think the market wants.
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Change is constant — embrace it
Hybrid work, AI, shifting candidate expectations… the landscape’s always moving.
But rather than fearing change, most of these leaders welcome it. Adaptability, curiosity and a growth mindset are what separate good talent professionals from great ones.
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In short: these interviews reveal what really drives the best people teams in adtech — empathy, strategy, purpose and adaptability.
Recruitment isn’t just about finding talent anymore. It’s about creating environments where people can do their best work — and thrive while doing it.
And if there’s one message that threads through every conversation, it’s this:
The future of talent isn’t powered by AI — it’s powered by people who care.
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If you haven’t already, explore our “An Interview With…” series on JobsInAdtech.com/blog.
It’s a brilliant reminder that behind every great hire, there’s someone who genuinely loves helping others succeed.
Jon Walsh, Co-Founder of JobsInAdtech.com