Tell us your career path before you were in TA
Before transitioning into Talent Acquisition, I spent seven years as an agency recruiter, specializing in hiring for IT infrastructure teams. I worked with multiple clients, helping them scale their teams and navigate their hiring needs. Wanting to gain in-house experience, I moved via an RPO model to a bank, where I focused on hiring across legal, regulatory, and fraud functions.
At the start of the pandemic, I faced an unexpected career pause. All that I had ligned up as the next career step froze. Assuming recruitment opportunities would be scarce, I decided to challenge myself by enrolling in a full-stack web development course. I had always admired software developers and never imagined it was something I could do, so I saw this as an opportunity to push my own boundaries. Then, in September 2020, RTB House reached out, asking if I would still be interested in joining (I was originally supposed to start in April). I was absolutely thrilled to accept the opportunity to be part of a growing adtech company while continuing my studies. I was a TA by day, full-stack development student by night!
Fast forward 4.5 years, and it has been an incredible journey. I’ve helped double the UK team’s size and supported hiring efforts across EMEA and MENA, including Africa. It’s been a rewarding adventure, and I continue to learn and grow every day.
From your personal experience what's the best thing about being in talent acquisition?
For me, the best thing about being in Talent Acquisition is the unique position of being an integral part of the team while also acting as the bridge between the business and the external talent market. I get to deeply understand the company, its business requirements, products, and the day-to-day roles of each of my colleague. This knowledge allows me to identify not just the technical skills needed but also the personalities that would complement and enhance the team as we grow.
I love going to market and sharing these insights with potential candidates, getting them as excited about the business, the role, and the team as I am. It’s incredibly rewarding to play a pivotal role in shaping careers and helping people find opportunities that align with their ambitions. In many ways, I feel like a walking knowledge hub for the business, able to answer a wide range of questions even though I’m not directly in those roles myself. It’s a bit magical, and I feel truly privileged to be in this position.
Since you've been in TA, how have you seen it change?
Personally, I haven’t noticed a fundamental shift in the role of a Talent Acquisition professional but that might be because of how I approach it day to day. I’ve always made it my mission to deeply understand the business, the product, and the evolving needs of each team. I actively join internal training sessions where existing team members are upskilled to ensure I’m not left behind in that core knowledge. I also stay engaged by reading our internal blog, tuning in to industry podcasts, following key blogs, and attending events to keep a pulse on what’s happening both inside and outside the company. By staying close to internal trends and external market shifts, I can proactively advise stakeholders on hiring strategies that align with the business’s direction.
That said, one major change I have seen is the adoption of AI in daily tasks. For example, I use it to automate interview and chat requests, which are then seamlessly pulled into my ATS for streamlined scheduling and reporting. AI has enhanced efficiency, allowing me to focus more on strategic talent acquisition rather than administrative tasks. Of course, I have a few other AI tricks up my sleeve but you’d need to sign an NDA before I reveal all my secrets! 😆
How do you see AI impacting the future of talent acquisition?
AI is here to stay, and Talent Acquisition is no exception. Like in every business area, AI can be a powerful tool but it needs to be used responsibly. In my view, AI should assist with the more repetitive or time-consuming tasks, such as interview scheduling, market mapping, or tracking the ever-evolving job titles across industries. These are areas where automation can add efficiency without compromising the human touch that is so crucial in recruitment.
However, when it comes to selecting which candidates to approach or progress, I firmly believe this should remain a human decision. Reviewing applications, assessing profiles, and making judgment calls require context, intuition, and an understanding of nuances that AI simply can’t replicate, at least not yet. While some may be comfortable delegating this to AI, I’m not there yet, but I am curious and open to be convinced otherwise.
That said, my two cents: research AI tools, understand what’s available, and check with your Legal HR teams on what can be tested or adopted. AI skills are becoming increasingly important, and staying ahead of the curve will likely be a must-have in future career moves. Adaptability is key, but so is using AI thoughtfully to enhance, not replace, the core elements of talent acquisition.
What advice would you give to job seekers today?
I have three key pieces of advice for job seekers today:
1) Make friends with Talent Acquisition. We want you to get hired! Help us help you by being responsive and engaged. The first step? Do yourself a favour and reply when a recruiter reaches out via LinkedIn InMail. Even if the role isn’t a fit right now, building a relationship can open doors down the line.
2) Do your research and come prepared. If you’ve been selected for an interview, take the time to learn about the company and the role. Use your conversation with the TA as an opportunity to ask insightful questions not just to impress but to genuinely understand whether this is the right fit for you.
3) Listen, take notes, and use the information wisely.Every interview is packed with valuable insights. Pay attention to what’s shared, jot down key details, and leverage that knowledge in your next rounds. You never know—something mentioned in passing could be your golden ticket to standing out and securing the offer.
Good luck, and remember: job searching is a two-way process. Stay proactive, stay engaged, and make the most of every interaction!
Neringa Bickmore, Talent Acquisition Team Lead, RTB House