On this episode, Ryan Dull is joined by John Heyliger, Vice President of Global Talent Acquisition at Lockheed Martin. They discuss how one of the world’s largest defense organizations is modernizing talent acquisition, shifting toward skills-based hiring, embedding AI into recruiter workflows and tying TA outcomes directly to business performance. John shares practical insights on workforce planning, operational excellence, and what it takes to evolve from recruiter to strategic talent advisor.

00:00 Introduction.

01:00 John's journey to talent acquisition and the roles that shaped his path. 

03:00 Lockheed Martin’s scale, footprint and annual hiring volume.

04:00 The team modernizes HR and TA with a new ATS and HCM rollout, plus broader enterprise transformation and AI enablement.

05:00 TA success metrics go beyond time to fill, including candidate quality signals and funnel efficiency.

07:00 Tying recruiting speed to business outcomes — including faster hiring, enabling faster revenue recognition in some programs.

08:00 Short-term priorities include AI readiness, recruiter productivity gains, candidate experience and skills-based assessment pilots.

10:00 Candidate fraud and AI-generated résumés increase the need for stronger selection, detection and assessment practices.

12:00 Skills-based transformation requires “skills, roles and mobility.” 

14:00 AI skill matching introduces adoption risks on both ends: too much skepticism or too much trust in the matching output.

18:00 Workforce planning is a strategic advantage when the business owns demand and HR owns supply, reducing reactive TA.

John Heyliger

https://www.linkedin.com/in/stem-workforce-transformation-data/

Lockheed Martin

https://www.linkedin.com/company/lockheed-martin/

Josh Bersin

https://joshbersin.com/talent-acquisition-revolution/

This episode is brought to you by Sagemark HR.

Sagemark HR can help you:

✔ Improve your talent practices and make better, more informed people decisions.

After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.

✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.

We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.

✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.

We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.

If you’re interested in learning more, you can reach me at:

www.sagemarkhr.com

✉ [email protected]

#Talent #Recruiting #HRTech

Building talent at enterprise scale requires more than efficient hiring — it demands a long-term commitment to capability, culture and growth. On this episode, host Ryan Dull is joined by Astad Dhunjisha, Vice President Human Resources - Talent Acquisition and Learning & Development at AT&T. They dive into Astad’s career journey, how AT&T hires and develops tens of thousands of employees each year, and why shifting from process-driven recruiting to talent-driven TA is essential for building a future-ready workforce. The episode also explores how skills-based hiring, internal mobility and emerging AI capabilities are reshaping how large organizations think about talent.

Key Takeaways:



00:00 Introduction.

02:35 Astad shares how his broad HR background shapes his long-term focus on talent acquisition.

05:47 AT&T’s brand recognition streamlines candidate engagement across roles.

10:07 A leadership vision balances internal expertise with external perspectives.

12:19 A shift in TA to proactive talent hunting and future-facing employer-brand positioning.

15:10 Middle managers often grow internally through mobility and upskilling.

18:39 Skills-based hiring emerges as a key priority.

21:13 A university class dedicated to TA reflects its growing importance.

24:43 A strong eye for talent remains critical, despite AI-driven résumés.

Resources Mentioned:

Astad Dhunjisha

https://www.linkedin.com/in/astad-dhunjisha

AT&T | LinkedIn

https://www.linkedin.com/company/att/

AT&T | Website

https://www.att.com/

University of Texas at Dallas

https://www.utdallas.edu

This episode is brought to you by Sagemark HR.

Sagemark HR can help you:

✔ Improve your talent practices and make better, more informed people decisions.

After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.

✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.

We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.

✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.

We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.

If you’re interested in learning more, you can reach me at:

www.sagemarkhr.com

✉ [email protected]

#Talent #Recruiters #HRTech

The journey into talent acquisition is rarely linear, and this episode brings that to life as host Ryan Dull sits down with Stef Nikitas, Director of TA at Ace Hardware Corporation, to explore her global career path and the transformation of TA at one of the most recognized brands in retail. They discuss the unique recruiting challenges created by Ace Hardware’s cooperative store model, the evolution of TA operations over the past decade and how Stef has driven major initiatives in process design, technology, data and candidate experience. She also reflects on how COVID accelerated change, why quality must replace quantity in hiring and how AI and automation continue to reshape the TA landscape.

Key Takeaways:

00:00 Introduction.

02:34 Stef fell into TA after a three-year HR apprenticeship in Germany.

07:01 Ace Hardware stores are independently owned and operated.

09:53 Hiring was siloed, driving the need to centralize TA.

11:56 Peak season becomes “speed dating” to hit staffing levels fast.

15:16 Grace, their chatbot, automates candidate care and keeps applicants engaged.

18:17 TA shifted from volume metrics to a deeper focus on quality of hire.

22:07 The career site was relaunched, and AI helped realign recruiter levels.

25:43 Be a sponge, say yes often and own your development.

Resources Mentioned:

Stef Nikitas

https://www.linkedin.com/in/snikitas/

Ace Hardware Corporation | LinkedIn

https://www.linkedin.com/company/acehardwarecorp/

Ace Hardware Corporation | Website

http://www.acehardware.com

This episode is brought to you by Sagemark HR.

Sagemark HR can help you:

✔ Improve your talent practices and make better, more informed people decisions.

After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.

✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.

We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.

✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.

We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.

If you’re interested in learning more, you can reach me at:

www.sagemarkhr.com

✉ [email protected]

#Talent #Recruiting #HRTech

The future of TA is changing quickly, and leaders who embrace adaptability, data and technology are setting the pace. Host Ryan Dull sits down with Daja Davis, Director of Talent Acquisition at Avis Budget Group, to explore her career journey, the transformation of Avis Budget Group’s hiring strategy, and the mindset required for long-term success in TA. They discuss Daja’s non-linear path from retail to admissions to automotive recruiting, how she leads high-volume hiring across the Northeast and Central regions, and the innovations shaping their TA function today.

Key Takeaways:

00:00 Introduction.

02:30 Daja describes her path from retail to TA and her passion for recruiting.

04:25 Avis Budget Group is a global mobility provider with a large regional TA structure.

05:54 TA transformation centered on process, people and technology.

08:06 This year’s TA priorities focus on consistency, fulfillment, experience and retention.

10:10 Technician hiring surged after strengthening organization and pipeline management.

12:06 A focus on urgency led to structured outreach and faster interview scheduling.

13:11 Growth isn’t always vertical — lateral moves can unlock bigger opportunities.

14:25 The future of recruiting focuses on adaptability and embracing change.

Resources Mentioned:

Daja Davis

https://www.linkedin.com/in/dajadavis

Avis Budget Group | LinkedIn

https://www.linkedin.com/company/avis-budget-group

Avis Budget Group | Website

https://www.avisbudgetgroup.com/

"Miles" - Avis Budget's AI chat tool

https://www.avisbudgetgroup.jobs/

This episode is brought to you by Sagemark HR.

Sagemark HR can help you:

✔ Improve your talent practices and make better, more informed people decisions.

After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.

✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.

We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.

✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.

We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.

If you’re interested in learning more, you can reach me at:

www.sagemarkhr.com

✉ [email protected]

#Talent #Recruiters #Recruiting

The pace of change in talent acquisition has never been faster, and leaders are being challenged to rethink how teams, tools and processes evolve. 

On this episode, Meg Struble, Senior Director of TA Transformation, Optimization, and Excellence at ServiceNow, joins host Ryan Dull to discuss Meg’s career path, her approach to leading transformation in TA and how her team is preparing for the future of recruiting in an AI-driven landscape. She also explains how ServiceNow’s rapid growth is reshaping TA priorities, why transparency and authenticity matter more than ever and how her team uses data and new models to guide smarter decisions. 

Key Takeaways:

00:00 Introduction.

02:38 Early work in university admissions sparks Meg’s path into TA.

04:35 ServiceNow streamlines work by unifying AI, data and workflows on one platform.

06:28 A role complexity model improves how recruiter capacity is measured.

08:44 Effective change hinges on clear communication and alignment.

10:40 Authentic, transparent leadership keeps teams aligned through complex change.

12:14 Admitting gaps in knowledge fosters stronger collaboration.

14:11 TA metrics guide performance today while AI enables more predictive insights.

18:10 TA leaders benefit from staying close to where real work and value are created.

Resources mentioned:

Meg Struble

https://www.linkedin.com/in/megstruble

ServiceNow | LinkedIn

https://www.linkedin.com/company/servicenow

ServiceNow | Website

https://www.servicenow.com/

Gemba (Six Sigma concept)

https://www.sixsigmadaily.com/what-is-a-gemba-walk/

This episode is brought to you by Sagemark HR.

Sagemark HR can help you:

✔ Improve your talent practices and make better, more informed people decisions.

After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.

✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.

We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.

✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.

We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.

If you’re interested in learning more, you can reach me at:

www.sagemarkhr.com

✉ [email protected]

#Talent #Recruiters #Recruiting #HRTech

Building a world-class recruiting function takes more than filling roles — it’s about strategy, technology and getting close to the work. On this episode, host Ryan Dull is joined by Cortney Grant, Director of Global Talent Acquisition of Johnson Controls. They discuss Cortney’s journey from agency recruiting to leading global TA functions, how specialization and automation transform hiring outcomes and why understanding operations on the ground drives better recruiting strategies. Cortney shares how strategic changes reduced time-to-fill by 40%, how AI is reshaping high-volume recruiting and why measuring quality of hire is just as critical as speed.

Key Takeaways:



00:00 Introduction.

02:35 Cortney shares how agency recruiting built her tenacity.

04:46 Leading high-volume recruiting at Amazon during the peak of COVID demand.

08:31 An opportunity to scale TA through RPO improved time-to-fill.

10:09 Two recruiter tracks built deeper subject expertise.

12:05 The two-track model isn’t one-size-fits-all and must align strategically.

14:00 AI dominates conversations, driving a shift in recruiter training.

18:14 Happy teams drive business success, and tenacity is key in today’s job market.

Resources Mentioned:

Cortney Grant

https://www.linkedin.com/in/cortneygrant/

Johnson Controls | LinkedIn

https://www.linkedin.com/company/johnson-controls

Johnson Controls | Website

https://www.johnsoncontrols.com/

This episode is brought to you by Sagemark HR.

Sagemark HR can help you:

✔ Improve your talent practices and make better, more informed people decisions.

After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.

✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.

We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.

✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.

We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.

If you’re interested in learning more, you can reach me at:

www.sagemarkhr.com

✉ [email protected]

#Talent #Recruiters #Recruiting #HRTech

Navigating talent acquisition at scale requires a balance of technology, candidate experience and recruiter-driven success metrics. On this episode, host Ryan Dull is joined by Carin House, Director and Talent Acquisition Partner at Grainger. They discuss her career journey, the scale of Grainger’s hiring operations, and how her team measures success in TA. Carin also shares initiatives that shape the candidate experience and her advice for those building careers in recruitment.

Key Takeaways:



00:00 Introduction.

02:31 Carin graduated from law school in 2008 and joined Grainger through a temp job.

03:57 Grainger is a global MRO distributor with a mission to keep the world working.

06:08 Carin’s team measures TA success with recruiter-driven metrics.

08:24 The future of TA lies in blending AI innovation with human connection.

10:05 Always ask the question in your mind — it can spark valuable insights.

10:39 Mistakes are opportunities to learn and move forward.

Resources Mentioned:

Carin House

https://www.linkedin.com/in/carin-house-7a7936b8

Grainger | LinkedIn

https://www.linkedin.com/company/w.w.-grainger/

Grainger | Website

https://www.grainger.com/

This episode is brought to you by Sagemark HR.

Sagemark HR can help you:

✔ Improve your talent practices and make better, more informed people decisions.

After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.

✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.

We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.

✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.

We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.

If you’re interested in learning more, you can reach me at:

www.sagemarkhr.com

✉ [email protected]

#Talent #Recruiters #Recruiting #HRTech

Balancing innovation with the human side of hiring is shaping the future of talent acquisition. On this episode, host Ryan Dull is joined by Jeff Ollinger, Director, Talent Acquisition – Corporate and Campus, of Sun Life. They discuss Jeff’s career journey, the evolution of his role and the strategies Sun Life is deploying to strengthen both campus and experienced hiring. Jeff shares how his background in athletics and early career experiences led him into HR and TA, eventually shaping his leadership approach. He highlights the scope of Sun Life’s hiring operations, the company’s student conversion strategy and its focus on inclusion through specialized programs.

Key Takeaways:

00:00 Introduction.

02:36 Jeff shares how he became an accidental HR professional.

05:07 Jeff’s journey from RBC to the tech sector to broaden his campus recruitment work.

10:07 Sun Life hires 500–700 students annually, with a focus on full-time conversion.

13:45 Student recruitment is balanced all-year-round, not just in the summer.

18:03 Sun Life prioritizes manager and new hire satisfaction with a seamless experience.

20:12 Internal hiring is a priority for developing talent and filling senior roles.

22:14 AI is used to boost efficiency and insights, while decisions remain human-led.

25:10 Be open to unexpected career paths and new ways of doing business.

Resources Mentioned:

Jeff Ollinger

https://www.linkedin.com/in/jeffollinger

Sun Life | LinkedIn

https://www.linkedin.com/company/sun-life-financial

Sun Life | Website

https://www.sunlife.com/en/

Dean Connor Inclusion Scholarship

https://www.sunlife.ca/en/careers/student-and-new-graduate-programs/scholarship-guidelines/

This episode is brought to you by Sagemark HR.

Sagemark HR can help you:

✔ Improve your talent practices and make better, more informed people decisions.

After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.

✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.

We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.

✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.

We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.

If you’re interested in learning more, you can reach me at:

www.sagemarkhr.com

✉ [email protected]

#Talent #Recruiters #Recruiting #HRTech

Predictable hiring isn’t just possible —it’s essential. On this episode, host Ryan Dull is joined by Michael Peterson, Sr. Director of Global Talent Acquisition – Talent Sourcing, Intelligence and Innovation at Edwards Lifesciences, to explore how strategic planning, data-driven practices and a consumer-minded approach are shaping modern TA functions in highly regulated industries. Michael walks through his path from aspiring pilot to TA leadership, sharing lessons from roles across healthcare, tech and international organizations. From building teams from scratch to redefining success metrics, Michael also offers practical insights into the evolving TA landscape.

Key Takeaways:

(00.00) Introduction.

(02:35) Michael pivoted from aviation to a career in TA leadership.

(04:48) Edwards Lifesciences leads in heart valves, with 17 on Michael’s TA team.

(05:59) Intelligence and innovation functions are early, with one analytics role in place.

(07:58) The Valencia plant proves the strategy works and uncovers key process gaps.

(10:11) TA taught the business the market’s tough — now it’s about how to act on it.

(12:52) Quality of hire is the top priority, even if measurement still needs work.

(15:12) TA priorities include field roles, tech optimization and guiding AI innovation.

(17:01) Focus on doing the right thing, not on being liked.

Resources Mentioned:

Michael Peterson

https://www.linkedin.com/in/taleadermichaelkpeterson/

Edwards Lifesciences | LinkedIn

https://www.linkedin.com/company/edwards-lifesciences/

Edwards Lifesciences | Website

https://www.edwards.com/

This episode is brought to you by Sagemark HR.

Sagemark HR can help you:

✔ Improve your talent practices and make better, more informed people decisions.

After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.

✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.

We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.

✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.

We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.

If you’re interested in learning more, you can reach me at:

www.sagemarkhr.com

✉ [email protected]

#Talent #Recruiters #Recruiting #HRTech

A career shaped by competition and strategy is now fueling transformation in talent acquisition. On this episode, host Ryan Dull is joined by Chris Ross, Head of TA of North American Packaging at International Paper. Chris shares insights from nearly 25 years in TA, including agency work, leadership roles at Johnson & Johnson, and now guiding strategic transformation at International Paper. They discuss his unique path from Division I college hockey player to recruiter, and how his hands-on agency experience shaped his leadership approach. 

Key Takeaways:

(02:32) Transitioning from hockey to headhunting in medical sales.

(05:10) Early corporate TA experience begins at Monster during its startup heyday.

(10:00) Strategic TA work unfolds, backed by strong leadership and a 19-person team.

(13:18) DS Smith deal grows IP to 60,000 and expands EMEA reach.

(14:55) A focus on listening and observation reveals early opportunities in team structure.

(18:12) Recruiting efficiency becomes priority, with Gem and Beamery aiding speed to fill.

(20:21) TA metrics shaped by J&J experience guide internal and executive priorities.

(24:09) Growth comes from stretching beyond your comfort zone and taking the leap.

Resources Mentioned:

Chris Ross

https://www.linkedin.com/in/chrisrossrecruiter/

International Paper | LinkedIn

https://www.linkedin.com/company/international-paper/

International Paper | Website

https://www.internationalpaper.com/

Monster.com

https://monster.com

MathWorks

https://www.mathworks.com/

Johnson & Johnson

https://www.jnj.com/

DS Smith

https://www.dssmith.com/

Beamery

https://beamery.com/

Gem

https://www.gem.com/

This episode is brought to you by Sagemark HR.

Sagemark HR can help you:

✔ Improve your talent practices and make better, more informed people decisions.

After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.

✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.

We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.

✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.

We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.

If you’re interested in learning more, you can reach me at:

www.sagemarkhr.com.

✉ [email protected]

#Talent #Recruiters #Recruiting #HRTech