In this episode of the Future Proof HR podcast, Jim Kanichirayil sits down with Kiley Ewing, Chief People Officer at McGuire Sponsel, a specialty tax consulting firm based out of Indianapolis, Indiana, to explore what it really takes to build an HR function from the ground up while staring down two of the most aggressive goals an organization can set: doubling headcount and tripling revenue by 2030.

Six months into her role, Kiley isn't just reacting to growth, she's engineering it. With a background in high-performance coaching, neuroscience, and consultative selling, she brings a uniquely systems-oriented and mindset-forward approach to people operations. She shares how she came in and immediately focused on fixing processes before adding people, why she chose Predictive Index as her first tool, and how data-driven hiring helped her build a complementary team rather than a collection of people doing jobs they don't enjoy.

Together, they dig into how Kiley thinks about the intersection of AI and human judgment in hiring, what it means to evaluate HR technology with the end in mind, and why thinking like a business owner rather than an employee is the single biggest unlock for HR leaders trying to earn credibility and drive real outcomes.

Kiley also shares how she's already saved the organization $400,000 in her first six months, why she's building for 200 people now while still at 100, and what it means to balance strategic thinking with a collaborative culture that actually wants to slow you down.

Topics Discussed:

1. Why Kiley started with process before people and what that unlocked for hiring
2. How Predictive Index works as a complement to human judgment, not a replacement
3. The right way to evaluate and select HR technology for where you're going, not where you are
4. Using AI tools like ChatGPT to shortcut vendor research and find the right feature set
5. Why delegation and complementary strengths are the foundation of a lean, strategic HR team
6. The role competency vs. company competency framework in hiring and performance management
7. How to avoid the "guess and check" model in talent acquisition with predictive data
8. Workforce planning for 200 people when you're still at 100 and why it matters now
9. Thinking like a business owner: how Kiley saved $400K in her first six months
10. Why you can't fix a bad process by throwing AI or technology at it

If you're an HR leader navigating aggressive growth goals, building out your tech stack, or trying to stay strategic without losing sight of execution, this episode is a practical and energizing look at what future-ready HR actually looks like in the field.

Additional Resources:

1. Cleary's AI-powered HR Chatbot
2. Future Proof HR Community
3. Connect with Kiley Ewing on LinkedIn