For decades, executive search has been outsourced to an exclusive domain of external firms with deep networks and polished playbooks. But times are changing. As organisations mature in their Talent Acquisition (TA) capability, many are realising that building an internal executive search function isn’t just a cost-saving move; it’
It’s January 2026, and the saying “New Year, New Me” always makes me think bigger, not just about personal growth, but about what’s next for our industry. While most people are focused on the year ahead, I’m already looking toward 2030. For me, being ahead means thinking
Every HR or Talent leader dreams of that C-Suite seat, the chance to shape strategy, not just support it. But once you’re there, you realise something powerful: getting a seat is only half the battle. Keeping it, influencing from it, and driving measurable value from it, that’s the
From Order-Takers to Strategic Partners For years, recruiters have been seen primarily as service providers, tasked with filling roles rather than shaping business outcomes. But that model no longer fits the world we operate in. Today’s market moves too fast. Skills evolve overnight, hiring demands shift weekly, and business
The interview remains one of the most powerful and perilous moments in hiring. It’s where human judgment meets human potential. Done well, it uncovers the best talent. Done poorly, it reinforces bias, limits access, and undermines organisational credibility. We talk a lot about diversity, equity, and inclusion, but equity
Most talent acquisition teams are still built for reaction, opening requisitions, scrambling to source, and racing to fill. It’s exhausting, inefficient, and often too late to influence the business. To lead with impact, TA needs to operate proactively, predicting needs, nurturing talent, and driving workforce strategy before a vacancy
The Automation Tipping Point Talent acquisition leaders today are caught in a balancing act: the need to move faster while keeping hiring deeply human. Technology promises efficiency, but automation isn’t a magic wand; it’s a tool. Knowing when to automate is the real leadership advantage. In recruitment, timing
Because the biggest barrier to transformation isn’t technology.... It’s trust. Every leader says they want change. But when the moment arrives, new systems, new structures, new ways of working, resistance creeps in. Suddenly, the room that was full of nodding heads is full of crossed arms. The truth
Let’s start with a provocation: Talent Acquisition isn’t enough. For too long, organisations have obsessed over how to find talent but not how to enable it. They pour millions into sourcing tools, employer branding, and recruitment marketing… yet neglect what happens after the contract is signed. Here’s
Because if Talent Acquisition can’t prove its value, it will always be seen as a cost centre. Let’s be honest.... Talent Acquisition (TA) has a branding problem. Despite being responsible for hiring the very people who create business value, TA is still too often viewed as a transactional,
In today’s hyper-competitive talent landscape, Talent Acquisition (TA) is no longer a backend function; it’s a strategic differentiator. Yet, many organisations still rely on legacy systems and outdated practices that can no longer keep pace with evolving business needs. Transitioning from a legacy TA model to a leading-edge
Or are you just saying what you think people want to hear? Every organisation claims to have a compelling Employee Value Proposition (EVP). It’s on your website. It’s in your recruitment campaigns. It’s polished, approved, and perfectly branded. But here’s the uncomfortable truth: most EVPs don’