Tell us your career path before you were in TA
I had a fairly short career before moving into talent acquisition. After university, I wasn’t entirely sure what direction I wanted to take, so I started in marketing. It quickly became clear that it wasn’t the right fit for me, and after a year, I found myself in a recruitment agency looking for a new role. Instead of placing me elsewhere, they suggested I join them as a recruiter—and I’ve never looked back since.
From your personal experience what's the best thing about being in talent acquisition?
The best thing about being in talent acquisition is the proximity to the business and the opportunity to truly influence its success. Understanding the company’s strategy, key drivers, and challenges allows us to shape a talent strategy that directly impacts growth and performance. The right hires don’t just fill roles—they drive innovation, strengthen culture, and give the business a competitive edge. Being in a position where you can align hiring with long-term business goals and see the tangible impact of those decisions is what makes TA so rewarding.
Since you've been in TA, how have you seen it change?
When I first started in TA, the landscape was already shifting. The rise of the internet and job boards provided a much more accessible and cost-effective way to attract candidates compared to traditional newspaper and magazine ads. Then came LinkedIn, which was a real game-changer. Instead of cold-calling companies and navigating gatekeepers, recruiters suddenly had direct access to talent at scale. LinkedIn is still a recruiter’s best friend today, but the next major shift is happening right now with AI. From sourcing and screening to automation and candidate engagement, AI is disrupting talent acquisition all over again—helping us move faster, make smarter decisions, and focus more on the human side of hiring. While tools and technology keep evolving, the core of TA remains the same: finding and engaging the right people to drive business success.
How do you see AI impacting the future of talent acquisition?
AI is already making a significant impact on talent acquisition, and while the landscape is cluttered with AI-driven solutions, we’ll likely see consolidation over time as the strongest and most effective tools emerge. Some of the more immediate and obvious use cases—such as AI-powered scheduling, automated note-taking, and CV ranking based on keywords—are already streamlining processes and saving recruiters valuable time.
But the future of AI in TA goes far beyond efficiency gains. We’re seeing advancements in predictive analytics that can help forecast hiring needs, sourcing tools that proactively match candidates to roles based on nuanced criteria, and chatbots that enhance candidate engagement at scale. AI is also playing a role in reducing bias (when used correctly), improving job descriptions through real-time optimizations, and even assessing soft skills through video analysis.
That said, AI won’t replace recruiters—it will empower them. The best TA functions will be those that leverage AI to handle the repetitive, time-consuming tasks, allowing recruiters to focus on what they do best: building relationships, understanding business needs, and making strategic hiring decisions. The key is ensuring that AI is used thoughtfully, with human oversight, to enhance the hiring experience rather than replace the human element that makes TA so impactful.
What advice would you give to job seekers today?
For job seekers today, preparation and proactivity are everything. Leverage your network—many opportunities come through connections rather than traditional applications, so don’t be afraid to reach out, ask for advice, or get referrals.
Thorough research is also critical. Understand the company’s mission, values, and recent developments, and take time to research the interviewer as well. Knowing their background can help you find common ground and make the conversation more engaging. Equally important is understanding the role itself—go beyond the job description and think about how your skills align with what the company truly needs.
During the interview, focus on storytelling. Employers want to hear real examples of your impact, so use structured responses to clearly articulate your experience. And don’t be afraid to ask thoughtful questions—it shows genuine interest and helps you assess whether the company is the right fit for you, too.
Finally, always follow up with a thank-you note. It’s a small gesture that leaves a lasting impression, reinforces your enthusiasm, and can help keep you top of mind during the decision-making process.
Job searching can be tough, but those who approach it strategically—with research, preparation, and persistence—put themselves in the best position for success.
Mark Ferris, Principal Recruiter at Index Exchange