5 Lessons TA Leaders Wish They’d Learned Earlier
Stepping into a senior talent acquisition role is exciting — and daunting. Suddenly, you’re not just filling requisitions, you’re shaping how your organization competes, grows, and wins. The leaders who’ve been in your shoes all agree: your first moves set the tone for long-term credibility and impact.
We asked seasoned TA leaders to share what they wish they’d known when they first stepped into leadership. Their answers reveal five powerful lessons for new TA leaders:
Lesson 1: Don’t try to do it all alone
“Don’t panic — and don’t suffer in silence.”
– Pete Webster, Principal, Webster Search & Consulting
New TA leaders often feel pressure to solve every hiring challenge single-handedly. But the smartest move is to share the load. Involve business leaders, lean on external partners, and set realistic expectations with executives. As Pete reminds us, collaboration isn’t a weakness — it’s the foundation for sustainable solutions and a safeguard against burnout.
Hear more from Pete in his episode of the Advancing Talent Acquisition podcast.
Lesson 2: Build executive allies early
“Your network is your biggest asset.”
– Tony Panaiia, Director of Talent Acquisition, Eat’n Park Hospitality Group
For new leaders, that network starts inside the organization. Build relationships quickly with peers in finance, operations, and HR. These allies offer insights into priorities and help secure support for the resources and changes needed to elevate TA.
Hear more from Tony in his episode of the Advancing Talent Acquisition podcast.
Lesson 3: Earn trust with early wins
“Every interaction is a bridge.”
– Amanda Brooks, Head of HR, McDonald’s
For new leaders, that network starts inside the organization. Build relationships quickly with peers in finance, operations, and HR. These allies offer insights into priorities and help secure support for the resources and changes needed to elevate TA.
In the first months, credibility is built through results. Identify opportunities for quick, meaningful wins — whether it’s solving a hiring bottleneck, improving the candidate experience, or speeding up time-to-fill. Those quick wins create momentum and position TA as a business partner, not just a service function.
Hear more from Amanda in her episode of the Advancing Talent Acquisition podcast.
Lesson 4: Stay curious about the business
“Stay curious.”
– Megan Taylor, Talent Director at Mill Rock Packaging
Curiosity fuels credibility. Ask the right questions: What’s driving revenue? Where is the business growing? What talent gaps are slowing us down? The more you understand the business model, the better equipped you’ll be to design a TA strategy that solves real problems and earns executive trust.
Hear more from Megan in her episode of the Advancing Talent Acquisition podcast.
Lesson 5: Lead with intention
“Be intentional — in how you apply, how you connect, and how you lead.”
– Katie Leonard, Head of Talent Acquisition, Bristol Myers Squibb
Whether it’s tailoring a resume, reaching out thoughtfully on LinkedIn, or making the most of professional development while in a role, intentionality separates great leaders from average ones. Approach each conversation, hire, and initiative with purpose. Intentional leaders inspire confidence, attract stronger talent, and build lasting business impact.
Hear more from Katie in her episode of the Advancing Talent Acquisition podcast.
The bottom line for new TA leaders
The common thread across these insights? Don’t wait for alignment to happen — create it. Define your vision, build relationships, deliver early wins, stay curious, and lead with intention.
Want more insights like these? Subscribe to the Advancing Talent Acquisition podcast or connect with us to explore how Advanced RPO can help you build momentum in your first 90 days.