Advertise on podcast: Talent Acquisition Leaders Podcast - Recruiting, Staffing, Human Resources

Recruiting often gets treated like a service desk, and the people doing it get measured on how fast they fill the order. Alison Paris will tell you that is a choice, not a job description. As VP of Talent Acquisition at V2X, a $4.5 billion global services company with 16,000 employees, she leads a team hiring roughly 4,000 people a year across base operations, aerospace, and national security programs.  Listen in as she walks through the 9-month integration at Peraton that merged 3 recruiting teams and 3 applicant tracking systems while the team still delivered 3,500+ hires, the 6-month ATS consolidation she just finished at V2X, and why TA leaders should use data as a leader rather than a reporter.  If your team is stuck running process instead of shaping decisions, this is how the seat changes. Key Takeaways: [02:25] How a nonlinear path from admin assistant led to VP of TA.[04:49] What global TA looks like across 16,000 employees and 4,000 annual hires.[06:26] How 3 recruiting teams and 3 ATSs became one in 9 months.[08:27] How V2X went live in a single ATS in 6 months.[09:41] Why hires equal revenue in a services business.[10:08] Which team behaviors Alison weights equally with hiring output.[11:26] What 2 initiatives come next after an ATS consolidation.[13:44] How to use data as a leader instead of a reporter. Resources Mentioned: Alison Paris: LinkedInRyan Dull: LinkedIn | [email protected] Grumman Ideas Worth Sharing: "Approach your job and approach your craft as a strategic function versus a service desk." - Alison Paris"My advice for TA leaders would be to use data as a leader and not as a reporter." - Alison Paris"Our people are what generate our revenue. Hires equal revenue." - Alison Paris About Alison Paris: Alison Paris is the VP of Talent Acquisition at V2X, a $4.5 billion global services company where her team hires roughly 4,000 people a year and supports 16,000 employees across more than a dozen countries. She has spent nearly two decades in government contracting talent acquisition, including leadership roles at Northrop Grumman, TASC, CACI, Peraton, and Google's public sector business, where she built recruiting teams, TA operations functions, and bid and proposal recruiting from the ground up. At Peraton, she grew a 20-person team to roughly 130 over five years while the company scaled from 3,000 to 18,000 employees. This episode is brought to you by SageMark HR. SageMark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. ✔ Identify opportunities to improve your talent practices and deliver tangible business results. ✔ Bridge the gap from "traditional" to modern recruiting, without the painful learning curve. Learn more at www.sagemarkhr.com #Talent #Recruiting #HRTech

Most TA leaders are measuring the wrong things. Victor Gaines has spent 20 years fixing that. As AVP of Talent Acquisition at Wellstar Health Systems, where his team hires 14,000+ people annually, Victor has led recruiting innovations across healthcare, fintech, food service, and media. In this conversation, he shares the real work behind two of his proudest career wins: cutting turnover by 60% at Comcast using a validated assessment tool, and rebuilding clinical hiring at Aveanna from scratch during COVID by going fully digital and improving efficiency by 200%. But none of it works if you're solving the wrong problem. Listen in as Victor breaks down how to identify what your business actually needs, why most TA dashboards are "decoration," and how to build the credibility that earns you a seat at the table. Key Takeaways: [01:59] What shaped Victor's approach to solving TA problems at scale.[04:25] How a validated assessment at Comcast reduced turnover by 60%.[08:10] Building a fully digital hiring engine at Aveanna during COVID.[13:32] The framework Victor uses to identify business priorities.[18:51] The ‘5 Whys’ to identify the root cause of business pain.[20:40] How a phased adoption strategy is making Phenom CRM stick at Wellstar.[25:39] How to safeguard your priorities and say no without being seen as difficult.[29:00] ROI, sunk cost fallacy, and smarter HR tech decisions Resources Mentioned: Victor Gaines: LinkedInRyan Dull: LinkedIn | [email protected] Health SystemAveanna HealthcarePhenomICIMSHighMatchParadoxWorkday US Ideas Worth Sharing: "You can spend millions of dollars trying to solve the wrong problem. Once you understand the problem, your success becomes much easier." - Victor Graines“You also have to know where the real issues often are. And I think… 80+% of the time, it's something in the business. It might be comp. It might be hiring managers not doing the right thing…  And you find power in finding the truth and then speaking truth.” - Victor Graines“Having a meaningful strategy gives you leverage for saying yes where you need to say yes, and no where you need to say no.” - Victor Graines About Victor Gaines: Victor P. Gaines, II is the AVP of Talent Acquisition at Wellstar Health System, where his team manages over 14,000 hires annually. With nearly two decades of executive TA experience across healthcare, fintech, telecommunications, and consumer goods, he has led high-volume recruiting transformations at companies including Comcast, Fiserv, Cigna, Aveanna Healthcare, and Papa John's. He holds a B.S. in Psychology from the University of Kentucky and a Master's in Organizational Psychology from St. Joseph's University. This episode is brought to you by SageMark HR. SageMark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. ✔ Identify opportunities to improve your talent practices and deliver tangible business results. ✔ Bridge the gap from "traditional" to modern recruiting, without the painful learning curve. Learn more at www.sagemarkhr.com #Talent #Recruiting #HRTech

On this episode, Ryan Dull is joined by John Heyliger, Vice President of Global Talent Acquisition at Lockheed Martin. They discuss how one of the world’s largest defense organizations is modernizing talent acquisition, shifting toward skills-based hiring, embedding AI into recruiter workflows and tying TA outcomes directly to business performance. John shares practical insights on workforce planning, operational excellence, and what it takes to evolve from recruiter to strategic talent advisor. Key Takeaways: 00:00 Introduction. 01:00 John's journey to talent acquisition and the roles that shaped his path.  03:00 Lockheed Martin’s scale, footprint and annual hiring volume. 04:00 The team modernizes HR and TA with a new ATS and HCM rollout, plus broader enterprise transformation and AI enablement. 05:00 TA success metrics go beyond time to fill, including candidate quality signals and funnel efficiency. 07:00 Tying recruiting speed to business outcomes — including faster hiring, enabling faster revenue recognition in some programs. 08:00 Short-term priorities include AI readiness, recruiter productivity gains, candidate experience and skills-based assessment pilots. 10:00 Candidate fraud and AI-generated résumés increase the need for stronger selection, detection and assessment practices. 12:00 Skills-based transformation requires “skills, roles and mobility.”  14:00 AI skill matching introduces adoption risks on both ends: too much skepticism or too much trust in the matching output. 18:00 Workforce planning is a strategic advantage when the business owns demand and HR owns supply, reducing reactive TA. Resources Mentioned: John Heyliger https://www.linkedin.com/in/stem-workforce-transformation-data/ Lockheed Martin https://www.linkedin.com/company/lockheed-martin/ Josh Bersin https://joshbersin.com/talent-acquisition-revolution/ This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiting #HRTech

Building talent at enterprise scale requires more than efficient hiring — it demands a long-term commitment to capability, culture and growth. On this episode, host Ryan Dull is joined by Astad Dhunjisha, Vice President Human Resources - Talent Acquisition and Learning & Development at AT&T. They dive into Astad’s career journey, how AT&T hires and develops tens of thousands of employees each year, and why shifting from process-driven recruiting to talent-driven TA is essential for building a future-ready workforce. The episode also explores how skills-based hiring, internal mobility and emerging AI capabilities are reshaping how large organizations think about talent. Key Takeaways:  00:00 Introduction. 02:35 Astad shares how his broad HR background shapes his long-term focus on talent acquisition. 05:47 AT&T’s brand recognition streamlines candidate engagement across roles. 10:07 A leadership vision balances internal expertise with external perspectives. 12:19 A shift in TA to proactive talent hunting and future-facing employer-brand positioning. 15:10 Middle managers often grow internally through mobility and upskilling. 18:39 Skills-based hiring emerges as a key priority. 21:13 A university class dedicated to TA reflects its growing importance. 24:43 A strong eye for talent remains critical, despite AI-driven résumés. Resources Mentioned: Astad Dhunjisha https://www.linkedin.com/in/astad-dhunjisha AT&T | LinkedIn https://www.linkedin.com/company/att/ AT&T | Website https://www.att.com/ University of Texas at Dallas https://www.utdallas.edu This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiters #HRTech

The journey into talent acquisition is rarely linear, and this episode brings that to life as host Ryan Dull sits down with Stef Nikitas, Director of TA at Ace Hardware Corporation, to explore her global career path and the transformation of TA at one of the most recognized brands in retail. They discuss the unique recruiting challenges created by Ace Hardware’s cooperative store model, the evolution of TA operations over the past decade and how Stef has driven major initiatives in process design, technology, data and candidate experience. She also reflects on how COVID accelerated change, why quality must replace quantity in hiring and how AI and automation continue to reshape the TA landscape. Key Takeaways: 00:00 Introduction. 02:34 Stef fell into TA after a three-year HR apprenticeship in Germany. 07:01 Ace Hardware stores are independently owned and operated. 09:53 Hiring was siloed, driving the need to centralize TA. 11:56 Peak season becomes “speed dating” to hit staffing levels fast. 15:16 Grace, their chatbot, automates candidate care and keeps applicants engaged. 18:17 TA shifted from volume metrics to a deeper focus on quality of hire. 22:07 The career site was relaunched, and AI helped realign recruiter levels. 25:43 Be a sponge, say yes often and own your development. Resources Mentioned: Stef Nikitas https://www.linkedin.com/in/snikitas/ Ace Hardware Corporation | LinkedIn https://www.linkedin.com/company/acehardwarecorp/ Ace Hardware Corporation | Website http://www.acehardware.com This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiting #HRTech

The future of TA is changing quickly, and leaders who embrace adaptability, data and technology are setting the pace. Host Ryan Dull sits down with Daja Davis, Director of Talent Acquisition at Avis Budget Group, to explore her career journey, the transformation of Avis Budget Group’s hiring strategy, and the mindset required for long-term success in TA. They discuss Daja’s non-linear path from retail to admissions to automotive recruiting, how she leads high-volume hiring across the Northeast and Central regions, and the innovations shaping their TA function today. Key Takeaways: 00:00 Introduction. 02:30 Daja describes her path from retail to TA and her passion for recruiting. 04:25 Avis Budget Group is a global mobility provider with a large regional TA structure. 05:54 TA transformation centered on process, people and technology. 08:06 This year’s TA priorities focus on consistency, fulfillment, experience and retention. 10:10 Technician hiring surged after strengthening organization and pipeline management. 12:06 A focus on urgency led to structured outreach and faster interview scheduling. 13:11 Growth isn’t always vertical — lateral moves can unlock bigger opportunities. 14:25 The future of recruiting focuses on adaptability and embracing change. Resources Mentioned: Daja Davis https://www.linkedin.com/in/dajadavis Avis Budget Group | LinkedIn https://www.linkedin.com/company/avis-budget-group Avis Budget Group | Website https://www.avisbudgetgroup.com/ "Miles" - Avis Budget's AI chat tool https://www.avisbudgetgroup.jobs/ This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiters #Recruiting

The pace of change in talent acquisition has never been faster, and leaders are being challenged to rethink how teams, tools and processes evolve.  On this episode, Meg Struble, Senior Director of TA Transformation, Optimization, and Excellence at ServiceNow, joins host Ryan Dull to discuss Meg’s career path, her approach to leading transformation in TA and how her team is preparing for the future of recruiting in an AI-driven landscape. She also explains how ServiceNow’s rapid growth is reshaping TA priorities, why transparency and authenticity matter more than ever and how her team uses data and new models to guide smarter decisions.  Key Takeaways: 00:00 Introduction. 02:38 Early work in university admissions sparks Meg’s path into TA. 04:35 ServiceNow streamlines work by unifying AI, data and workflows on one platform. 06:28 A role complexity model improves how recruiter capacity is measured. 08:44 Effective change hinges on clear communication and alignment. 10:40 Authentic, transparent leadership keeps teams aligned through complex change. 12:14 Admitting gaps in knowledge fosters stronger collaboration. 14:11 TA metrics guide performance today while AI enables more predictive insights. 18:10 TA leaders benefit from staying close to where real work and value are created. Resources mentioned: Meg Struble https://www.linkedin.com/in/megstruble ServiceNow | LinkedIn https://www.linkedin.com/company/servicenow ServiceNow | Website https://www.servicenow.com/ Gemba (Six Sigma concept) https://www.sixsigmadaily.com/what-is-a-gemba-walk/ This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiters #Recruiting #HRTech

Building a world-class recruiting function takes more than filling roles — it’s about strategy, technology and getting close to the work. On this episode, host Ryan Dull is joined by Cortney Grant, Director of Global Talent Acquisition of Johnson Controls. They discuss Cortney’s journey from agency recruiting to leading global TA functions, how specialization and automation transform hiring outcomes and why understanding operations on the ground drives better recruiting strategies. Cortney shares how strategic changes reduced time-to-fill by 40%, how AI is reshaping high-volume recruiting and why measuring quality of hire is just as critical as speed. Key Takeaways:  00:00 Introduction. 02:35 Cortney shares how agency recruiting built her tenacity. 04:46 Leading high-volume recruiting at Amazon during the peak of COVID demand. 08:31 An opportunity to scale TA through RPO improved time-to-fill. 10:09 Two recruiter tracks built deeper subject expertise. 12:05 The two-track model isn’t one-size-fits-all and must align strategically. 14:00 AI dominates conversations, driving a shift in recruiter training. 18:14 Happy teams drive business success, and tenacity is key in today’s job market. Resources Mentioned: Cortney Grant https://www.linkedin.com/in/cortneygrant/ Johnson Controls | LinkedIn https://www.linkedin.com/company/johnson-controls Johnson Controls | Website https://www.johnsoncontrols.com/ This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiters #Recruiting #HRTech

Navigating talent acquisition at scale requires a balance of technology, candidate experience and recruiter-driven success metrics. On this episode, host Ryan Dull is joined by Carin House, Director and Talent Acquisition Partner at Grainger. They discuss her career journey, the scale of Grainger’s hiring operations, and how her team measures success in TA. Carin also shares initiatives that shape the candidate experience and her advice for those building careers in recruitment. Key Takeaways:  00:00 Introduction. 02:31 Carin graduated from law school in 2008 and joined Grainger through a temp job. 03:57 Grainger is a global MRO distributor with a mission to keep the world working. 06:08 Carin’s team measures TA success with recruiter-driven metrics. 08:24 The future of TA lies in blending AI innovation with human connection. 10:05 Always ask the question in your mind — it can spark valuable insights. 10:39 Mistakes are opportunities to learn and move forward. Resources Mentioned: Carin House https://www.linkedin.com/in/carin-house-7a7936b8 Grainger | LinkedIn https://www.linkedin.com/company/w.w.-grainger/ Grainger | Website https://www.grainger.com/ This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiters #Recruiting #HRTech

Balancing innovation with the human side of hiring is shaping the future of talent acquisition. On this episode, host Ryan Dull is joined by Jeff Ollinger, Director, Talent Acquisition – Corporate and Campus, of Sun Life. They discuss Jeff’s career journey, the evolution of his role and the strategies Sun Life is deploying to strengthen both campus and experienced hiring. Jeff shares how his background in athletics and early career experiences led him into HR and TA, eventually shaping his leadership approach. He highlights the scope of Sun Life’s hiring operations, the company’s student conversion strategy and its focus on inclusion through specialized programs. Key Takeaways: 00:00 Introduction. 02:36 Jeff shares how he became an accidental HR professional. 05:07 Jeff’s journey from RBC to the tech sector to broaden his campus recruitment work. 10:07 Sun Life hires 500–700 students annually, with a focus on full-time conversion. 13:45 Student recruitment is balanced all-year-round, not just in the summer. 18:03 Sun Life prioritizes manager and new hire satisfaction with a seamless experience. 20:12 Internal hiring is a priority for developing talent and filling senior roles. 22:14 AI is used to boost efficiency and insights, while decisions remain human-led. 25:10 Be open to unexpected career paths and new ways of doing business. Resources Mentioned: Jeff Ollinger https://www.linkedin.com/in/jeffollinger Sun Life | LinkedIn https://www.linkedin.com/company/sun-life-financial Sun Life | Website https://www.sunlife.com/en/ Dean Connor Inclusion Scholarship https://www.sunlife.ca/en/careers/student-and-new-graduate-programs/scholarship-guidelines/ This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiters #Recruiting #HRTech

Predictable hiring isn’t just possible —it’s essential. On this episode, host Ryan Dull is joined by Michael Peterson, Sr. Director of Global Talent Acquisition – Talent Sourcing, Intelligence and Innovation at Edwards Lifesciences, to explore how strategic planning, data-driven practices and a consumer-minded approach are shaping modern TA functions in highly regulated industries. Michael walks through his path from aspiring pilot to TA leadership, sharing lessons from roles across healthcare, tech and international organizations. From building teams from scratch to redefining success metrics, Michael also offers practical insights into the evolving TA landscape. Key Takeaways: (00.00) Introduction. (02:35) Michael pivoted from aviation to a career in TA leadership. (04:48) Edwards Lifesciences leads in heart valves, with 17 on Michael’s TA team. (05:59) Intelligence and innovation functions are early, with one analytics role in place. (07:58) The Valencia plant proves the strategy works and uncovers key process gaps. (10:11) TA taught the business the market’s tough — now it’s about how to act on it. (12:52) Quality of hire is the top priority, even if measurement still needs work. (15:12) TA priorities include field roles, tech optimization and guiding AI innovation. (17:01) Focus on doing the right thing, not on being liked. Resources Mentioned: Michael Peterson https://www.linkedin.com/in/taleadermichaelkpeterson/ Edwards Lifesciences | LinkedIn https://www.linkedin.com/company/edwards-lifesciences/ Edwards Lifesciences | Website https://www.edwards.com/ This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiters #Recruiting #HRTech

A career shaped by competition and strategy is now fueling transformation in talent acquisition. On this episode, host Ryan Dull is joined by Chris Ross, Head of TA of North American Packaging at International Paper. Chris shares insights from nearly 25 years in TA, including agency work, leadership roles at Johnson & Johnson, and now guiding strategic transformation at International Paper. They discuss his unique path from Division I college hockey player to recruiter, and how his hands-on agency experience shaped his leadership approach.  Key Takeaways: (02:32) Transitioning from hockey to headhunting in medical sales. (05:10) Early corporate TA experience begins at Monster during its startup heyday. (10:00) Strategic TA work unfolds, backed by strong leadership and a 19-person team. (13:18) DS Smith deal grows IP to 60,000 and expands EMEA reach. (14:55) A focus on listening and observation reveals early opportunities in team structure. (18:12) Recruiting efficiency becomes priority, with Gem and Beamery aiding speed to fill. (20:21) TA metrics shaped by J&J experience guide internal and executive priorities. (24:09) Growth comes from stretching beyond your comfort zone and taking the leap. Resources Mentioned: Chris Ross https://www.linkedin.com/in/chrisrossrecruiter/ International Paper | LinkedIn https://www.linkedin.com/company/international-paper/ International Paper | Website https://www.internationalpaper.com/ Monster.com https://monster.com MathWorks https://www.mathworks.com/ Johnson & Johnson https://www.jnj.com/ DS Smith https://www.dssmith.com/ Beamery https://beamery.com/ Gem https://www.gem.com/ This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com. ✉ [email protected] #Talent #Recruiters #Recruiting #HRTech

Talent acquisition in healthcare demands a unique blend of strategy, adaptability and human-centered leadership. In this episode, host Ryan Dull speaks with Josh Dudzik, Associate Vice President of Talent Acquisition at Inova Health, about transforming TA practices to support a growing health system. Josh shares how his team revamped Inova’s talent acquisition structure by introducing a dedicated sourcing function that has already delivered significant ROI. He also dives into the importance of balancing AI with human touchpoints, optimizing referral programs and engaging early-in-career talent through proactive workforce development.   Key Takeaways: (02:30) Josh starts in agency recruiting and grows into system-level TA leadership. (04:46) Inova averages 6,000–7,000 hires annually, supported by low turnover. (09:38) Recruiters turn survey feedback into action plans that drive progress. (12:29) TA teams must balance tech adoption with maintaining human connection. (15:31) Early outreach and military transition programs expand future talent pipelines. (17:59) Referral sourcing shows strong results and is being scaled with the right tech. (21:01) Don’t overlook small wins — celebrating success boosts team morale. (22:55) Own your data and use it to tell a clear, consistent TA story. Resources Mentioned: Josh Dudzik https://www.linkedin.com/in/joshdudzik/ Inova Health | LinkedIn https://www.linkedin.com/company/inovahealth/ Inova Health | Website https://www.inova.org/ This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiters #Recruiting #HRTech

Stepping outside your comfort zone can shape your career in unexpected and rewarding ways. That’s exactly what Jenny Hofler, Director, Early Career Recruiting, Global Talent Acquisition at Labcorp has done — and now she’s building opportunities for early career talent at a global scale. On this episode, she joins host Ryan Dull, and they discuss how Jenny’s journey from a communications graduate to a TA leader has informed her passion for early talent and inclusive hiring. Key Takeaways: (02:33) Jenny’s non-traditional entry into talent acquisition. (04:20) Her transitions across Fidelity, MetLife, AWS and eventually to Labcorp. (06:37) An overview of Labcorp’s global presence and mission. (07:59) Internships across the globe — from the US to Singapore and Bulgaria. (10:00) Enhancing internal and external communications around early talent. (13:34) Leveraging data to improve conversion, diversity and retention. (15:40) Taking ownership of the internship experience beyond recruitment. (16:51) What’s next: evolving internship programming and university outreach. (18:34) Advice for job seekers and those transitioning into TA. (20:05) TA professionals inspire creativity, perseverance, and growth. Resources Mentioned: Jenny Hofler https://www.linkedin.com/in/jennyhoflerlovestalent/ Labcorp | LinkedIn https://www.linkedin.com/company/labcorp/ Labcorp | Website https://www.labcorp.com/ This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiters #Recruiting #HRTech

Navigating global hiring challenges takes more than process — it takes strategy, relationships and relentless curiosity. In this episode, host Ryan Dull is joined by Ryan Alexander, VP of Global Talent Acquisition at Flowserve. They discuss Ryan’s experiences at Flowserve, a global leader in flow control solutions with over 18,000 employees across 52 countries. Ryan also breaks down the company’s hiring model, explains the challenges of operating in diverse geographies and outlines his strategic approach to transforming TA delivery and aligning it with business needs.   Key Takeaways: (02:42) Ryan started his career in retail, becoming the top salesperson in his company at 18 years old. (07:14) Flowserve builds critical pumps and valves for fluid systems. (10:06) Flowserve outsources 90% of hiring to a global RPO team. (13:32) Ryan outlines four TA pillars: delivery, search, operations and talent intelligence. (16:03) TA success is measured through KPIs, retention, diversity, and audits. (18:48) Strategic workforce planning is a top HR priority linked to TA. (21:40) TA success depends on treating everyone as a customer. Resources Mentioned: Ryan Alexander https://www.linkedin.com/in/ryanalexandersphr/ Flowserve | LinkedIn https://www.linkedin.com/company/flowserve/ Flowserve | Website https://www.flowserve.com/en/ Workday https://www.workday.com/ SAP IBP https://www.sap.com/sea/products/scm/integrated-business-planning.html This episode is brought to you by Sagemark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results. We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you’re interested in learning more, you can reach me at: www.sagemarkhr.com ✉ [email protected] #Talent #Recruiters #Recruiting #HRTech