I help TA leaders transform their teams from order takers to talent makers, enabling them to hire the best people faster
?? The Head of Talent Acquisition: The Most Unicorn of Unicorn Roles The "Unicorn" candidate - a mythical being sought for impossible roles due to unrealistic expectations. Sound familiar? It’s not just candidates; the Head of TA role is a unicorn in itself. But they aren't in the room to guide that search and push back on what's reasonable. But let’s get real… this role is set up for failure. Let’s break it down: ?? Team Builder: You’re tasked with building and leading a team ?? Recruiter: Carrying your own req load, often for executive searches ?? Stakeholder Manager: Keeping everyone happy is a full-time job ??? Process Architect: Creating and enforcing a fair recruiting process ?? System Admin: Handling everything from system vetting to troubleshooting ?? Employer Marketer: Crafting a brand to attract the right candidates and repel the rest ?? Trainer: Ensuring everyone knows how to assess candidates and create a great experience ?? Data Analyst: Be a data guru with performance stats top of mind (“I’ll get that info to you by EOD"… "I hate my ATS”) If you’re still with me, you feel my pain. I’ve been in that same boat ?? (with a hole in it and nothing but a bucket ??) The expectations on us are unrealistic and unsustainable. It’s time we advocate for ourselves and the function - make the case for the resources, support, and team structure we need to succeed. This is why Robert Correia and I created our Talent Ops 180 service. We take the Ops load off your shoulders. We manage: ??? Process Architecture & Documentation ?? System Optimization and Management ?? Employer Branding ?? Enablement ?? Data Analytics So you can focus on: ?? Building your team ?? Recruiting like a boss ?? Managing stakeholders up/down/sideways Many Heads of TA excel at several of these roles - They might be the best recruiter, leader, team builder, but that doesn't always equate to the best when it comes to systems, data, documentation, branding training, etc. - even the best can't be savants at all of it, let alone have the time to do it all. But the Head of TA should be a superstar at the core recruiting functions and let us handle the rest. We’re not unicorns; we’re professionals who deserve to be set up for success. What’s been your experience as a Head of TA? Have you found ways to make it work without burning out (besides your nights and weekends)? Let’s start a conversation about reshaping the industry to better support TA leaders. Drop your thoughts in the comments or reach out if you’re ready to take control of your Talent Ops. #TalentOperations #RecruitingOperations #RecruitingLeadership #HRLeadership #TalentStrategy
Eric Guidice
3 个月
This is a great advertisement ;) https://www.unicorntalent.com/talent-leader-interview-rubric
Jack Shahin
3 个月
???? Couldn’t agree more! As a Head of Talent myself, I’ve definitely felt the weight of wearing all those hats and more. This role demands both strategic vision and hands-on execution in so many areas. Your service is exactly the kind of support the TA function needs to stay focused on what truly drives success—building stellar teams. Thanks for sparking this conversation, Brandon. It's long overdue. Let’s keep this momentum going! ??
James Reynolds
3 个月
It's alot of fun though, and for a career most people "fall into" and get almost 0 training to do. It's amazing the impact you can have on the success of an organisation.
Chris Middlemass
3 个月
The biggest challenge for me, personally, is being able to simultaneously switch from being a recruiter and being a strategic leader. The priority is always around execution, but I'm always thinking about future strategic growth and how to plan systems and processes around that so that I'm not in reactive mode all of the time.
Rik Avalos
3 个月
Well, done! I definitely concur with your insight! You’re team’s ability to plug and play recruitment analytics, strategic expertise, a dynamic and cohesive team, processes, - all within vulnerable areas that are often overlooked in corporate environments - will give you a very strategic advantage over your competitors! Plus you're a leader and a person of integrity! I wish you the very best of luck, my friend.
Melissa Willis
3 个月
?? I read this and immediately thought — this is why the TA Ops function is so imperative. Then I kept reading — same page! Brandon: you’ve been an incredible help on the data front. Thank you! ????
Robert Correia
3 个月
Brandon, your ability to juggle so many roles while bringing out the best in others is truly inspiring. You've nailed the complexities of the Head of TA role, and I'm grateful to support our clients alongside you. P.S. Here's a fun throwback from Zoom —proof that you are a real live uni! ??
Jonah Manning
3 个月
I have worked with Brandon Wadley several times over the years, and I would recommend him without hesitation. This is a huge value to organizations who want to build to last.
Arun Jolly
3 个月
Hit the nail on the head. The above reasons were what made me not want to work in corporate anymore.
Tech Startup HR & Talent Leader; Avid Utah Jazz Fan ?? ??
3 个月Hahaha looking at this list I had to take a step back and say "Wow, Colton. Look at everything you have to do as a Head of TA" ?? So true though -- there is so much that goes into leading a talent function. You yourself have to be an expert, and a lot of your time and attention often goes into the recruiting itself (because, as we all know, recruiting is a full time job alone). Add in everything else and you are swimming in the deep end of a swimming pool! Great insights and great model for supporting TA leaders!