How do recruiters actually become strategic instead of just being told to “be more strategic”? In this episode live from TalentSphere, we talk with Preston Sharpston to break down what recruiter enablement really looks like, how talent acquisition leaders can level up their teams in 60 to 90 days, and how to use data before recruiting even starts. You’ll learn practical ways to run better intake meetings, prioritize roles using data, identify bottlenecks, and push back on unrealistic hiring expectations with confidence.

Follow Preston on LinkedIn: https://www.linkedin.com/in/prestonsharpston/

Key Takeaways:

Recruiters are often told to be strategic but rarely trained how to do it.

Strategic recruiting starts with better intake meetings, reframed as strategy sessions.

Data should guide prioritization, not hiring manager opinions.

Time-to-submit can reveal more than time-to-fill.

Move beyond surface metrics to identify real bottlenecks.

Use total addressable market data before opening a search.

Compensation conversations should be backed by market data upfront.

TA leaders must level-set recruiters at different skill levels.

Structured coaching can elevate recruiter performance in 60–90 days.

Recruiter enablement is about practical, step-by-step execution.

Timestamps:
00:00 Speaking at Talent Sphere 2026
01:16 Recruiter enablement and practical strategy
01:47 Leading recruiting for a growing franchise
02:16 Coaching recruiters and TA managers
02:41 Why recruiters struggle with “being strategic”
03:11 Scaling recruiter capability in 60–90 days
03:58 Using data to prioritize roles
05:00 Rethinking recruiting metrics
05:31 Finding bottlenecks with better data
06:24 Using market data before recruiting starts

Keywords:
recruiter enablement, strategic recruiting, talent acquisition leadership, recruiting metrics, time to submit metric, data-driven hiring, intake meeting strategy, hiring manager alignment, TA team development, recruiter coaching