S. Turner

🏎️ When recruiters shift from agency to corporate, the biggest change isn’t the tech, the titles, or the org charts — it’s the rhythm. Agency recruiting thrives on velocity. The work is fast, dynamic, and fueled by constant movement. You’re supporting multiple clients, responding quickly, and operating in an environment where momentum is everything. Corporate recruiting moves with a different kind of energy. Stakeholders are balancing broader priorities, collaborating across teams, and aligning on long‑term goals. Approvals involve more voices. Scheduling requires coordination across calendars. The pace reflects the complexity of the organization. Both environments demand skill, partnership, and adaptability — they just operate on distinct tempos. #CorporateRecruiting #RecruitingStrategies

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Most hiring delays start at the top of the funnel. 300 applications. One recruiter. Limited resume evaluation bandwidth. At an average of 3 minutes per resume, first-level screening alone can consume 15+ hours per role. Under time pressure, decisions default to surface signals like, brand names, job titles, keyword density. Context is lost. Strong candidates are often filtered out early. This is not a sourcing problem. It is an assessment scalability problem. Lemonvolt’s Resume Scoring introduces structured evaluation into high-volume screening. Each resume is parsed and matched contextually against the job description and recruiter notes. The system evaluates: - Role relevance across experience history - Applied skill depth mentioned within the experience - Responsibility alignment with expected outcomes Candidates receive a contextual fit score, generating a list of top candidates based on structured criteria that closely resembles manual intent. Book a Demo Now! https://lemonvolt.com/ #HiringOperations #RecruitmentEfficiency #HRTech #TalentLeadership

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The 80/10/10 Rule: Reimagining Recruitment with AI What if AI agents handled 80% of your talent sourcing – sifting through resumes, proactively engaging passive candidates, and scheduling initial screenings? That is the promise of AI in recruitment: freeing up humans to focus on the critical 10% that requires genuine human connection and nuanced decision-making. The other 10%? Strategic planning, process optimization, and continuous improvement – tasks that leverage human intellect to maximize the impact of AI. Think of it as the 80/10/10 rule. AI takes the heavy lifting; humans bring the strategic direction and empathy. Ready to explore how #ALICE, your global AI talent connector, can help you hire 10x faster by automating the 80%? Let's connect!

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A more human, more strategic TA function? 74% of talent professionals are optimistic about AI’s impact on recruitment, according to LinkedIn data. Exceptional TA professionals aren't replaced by AI; they're supercharged by it. In this blog, we share insights on: - AI literacy as a strategic skill - The AI Maturity Curve - Emerging skills for AI-enabled TA professionals - Actions talent leader should be taking - Procurement with purpose - Responsible AI: From Ethics to Governance Don’t miss these expert insights: https://lnkd.in/dKqz-gXM #Hiring #Recruitment #TalentAcquisition #Leadership #ArtificiaIIntelligence #Technology

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The top 10 Talent Acquisition plays of 2025 (based on conversations with 75 leading TA operators) Most of the gains this year didn’t come from shiny new tools. They came from executing fundamentals with real rigor. Here’s what moved the needle 👇 1. Persona-based candidate messaging Teams that interviewed real employees and built messaging around actual motivations consistently outperformed generic outreach. 2. Email sequencing (done properly) Not “send one nice message and hope.” Structured, multi-touch sequences that compound over time. 3. Firmographic market mapping Using tools like Dealroom or Crunchbase to understand who you’re really hiring from before sourcing even starts. 4. Centralised messaging + A/B testing High-performing team leads provided frameworks, tested messages, and scaled what worked. 5. Recruiter battle cards Prepared responses for common objections, grounded in real value propositions. 6. Candidate experience as a competitive advantage Forward-looking, thoughtful feedback that creates goodwill, even for candidates you reject. 7. AI as a multiplier, not a role replacer AI taking admin, triage, and prep work, recruiters focusing on judgment and relationships. 8. Systemised AI use across teams Not “everyone experimenting in isolation,” but shared workflows, prompts, and standards. 9. Sourcing as a strategic intelligence function. Top teams treat sourcing as a way to gather market data, signal shifts, and inform strategy. 10. Hiring like a GTM motion Clear ICPs. Tiered effort. Measurable funnels. TA borrowing discipline from sales and marketing. The pattern? Nothing here is magic. It’s about systems, clarity, and execution quality. 2026 won’t reward teams that do more. It’ll reward teams that do the right things, consistently. Which ones have you experimented with?

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As internal TA teams grow, where do executive search firms still add value?” It’s a fair question. And it’s one I get asked more and more by CHROs, Talent Directors, and even CEOs. With internal talent acquisition teams scaling, investing in AI tools, and building employer brand muscle—why bring in an external partner? Here’s my answer, shaped by over a decade of executive searches across global FMCG: 1. Internal teams find active candidates. Executive search finds the ones not looking. Top-tier commercial, marketing, and general management leaders—especially those delivering results—aren’t browsing job boards. They aren’t waiting for a recruiter to email them through LinkedIn. They’re heads-down, creating value. But… they’ll talk to someone they trust. Someone who understands the industry, the business model, and their personal career arc. That’s where an external search partner earns their keep. → We don’t just reach the market—we reach beyond it. 2. Internal teams know the business. We bring what they can’t see from the inside. Great TA leaders understand their company. But what about the competitor down the street? Or the breakout startup that just poached their VP of Sales? Or why a pricing leader from beauty might outperform in snacks? External firms bring… → Market mapping across industries → Competitive intel → Emerging talent pools → Compensation benchmarks → Cultural fit markers you won’t see on a CV We see how other companies are building. We see what “great” looks like in five different flavors. That perspective is hard to replicate internally. 3. When stakes are high, objectivity matters. Hiring a CCO, a CEO successor, or a transformative VP? That decision has a ripple effect across revenue, culture, and investor confidence. Internal teams can be too close to the brief—or too influenced by internal politics. External firms bring a layer of neutrality. → We don’t have legacy bias. → We’re not trying to fill a role. We’re trying to solve a business challenge. And that changes how you search—and who you hire. This isn’t about “external vs. internal.” It’s about knowing when to partner. Because the best internal TA teams I’ve worked with don’t see search firms as competition. They see us as an extension of their brand—when the search needs more reach, more rigor, and more ROI. So if your business is entering a new market, scaling globally, or redefining its leadership—don’t ask “Why use a search firm?” Ask: → Do we have access to the people who won’t apply? → Do we know what ‘top-tier’ looks like outside our walls? → Do we want more than just a placement—but a long-term partner who sees what’s next? That’s where the value lies. And that’s where we step in. #ExecutiveSearch #FMCG #TalentAcquisition #LeadershipHiring #ConsumerGoods #CHRO #TAstrategy #SearchFirmValue #HiringInsights #FutureOfWork

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