The function we come from
HR & Talent Acquisition
We hire the people who do what we do. HR leadership, TA leadership, rewards and people analytics — assessed by someone who has actually run a 20-person TA organisation against a 2,…
We hire the people who do what we do. HR leadership, TA leadership, rewards and people analytics — assessed by someone who has actually run a 20-person TA organisation against a 2,700-hire target, not by a generalist reading a competency grid.
Hired by people who have done the job
This practice is run by someone who has led enterprise TA for a 10,000-employee multinational across four countries and carried a €30M P&L. That matters here more than in any other discipline, because HR leadership interviews are unusually easy to pass with the right vocabulary and no substance behind it.
What we test
Whether someone has actually built a function or inherited one. Whether their analytics were used by the business or produced for HR. Whether they have run a restructuring, and what they would do differently. And whether they can hold a line with a CEO who wants a hire they should not make.
Related
If the function needs capability rather than a leader, see AI-Native TA Advisory and the eight-hour training programme.