Allyson Kelley

I had the opportunity to join a group of Chief HR leaders last week at the @Hansell Tierney Executive Dinner in Seattle—a roundtable of some of the most innovative HR colleagues across a range of industries. Our conversation was thoughtful and inspiring. It’s clear that the road ahead for HR will be complex: the nature of a post-pandemic workforce is still taking shape, and we’re all confronting the implications of AI in real time. I left the evening with fresh perspective and several insights I’m bringing back to my work at @Delta Dental of Washington—and wanted to share a few here:  🔹 AI is here to stay—and HR will shape its future.  HR leaders will be responsible for how AI is implemented, from ethics and transparency to impact on people and productivity. We’re not just adopters—we’re the architects of responsible integration.  🔹 Equity and inclusion still matter—deeply.  The conversation around representation, belonging, and mental health is evolving, but the need hasn’t gone away. If anything, it’s become more urgent. A supported, flexible, and healthy workforce is essential to long-term success.  🔹 Peer connection is more valuable than ever.  In today’s hybrid and remote environments, learning from others outside your organization is one of the most effective ways to stay sharp, solve challenges, and grow as a leader. I’m grateful to the Hansell Tierney team for creating space for these important conversations—and to the leaders in the room who brought such curiosity and candor. What are you seeing in your own organization when it comes to AI, inclusion, or connection across teams? Let’s keep the conversation going. 

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California’s approach to pay equity is evolving. With that comes new compliance challenges for employers. New legislation tightens employer obligations and reinforces the state’s commitment to eliminating pay disparities across gender, race, and ethnicity. Read more: https://lnkd.in/gptKiGR9

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🚨 Workforce reductions are never easy — and staying compliant during the process is critical. Our friends at Fisher Phillips continue to be a trusted resource in this space, and we want to give a special shoutout to Jason Geller, who consistently publishes insightful, practical guidance for California Employers. Jason’s content helps employers navigate the complexities of layoffs, Cal-WARN Act obligations, and best practices to minimize risk while treating employees with dignity and respect. If your organization is considering or planning a reduction in force, I highly recommend following Fisher Phillips and Jason for timely updates and expert perspective. 👉 link to article in comments #WorkforceStrategy #Compliance #EmploymentLaw #FisherPhillips #HRLeadership

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Last month, Brandon Jeffs hit the floor at HR Tech in Las Vegas to ask recruiting leaders how their process has evolved. Hear what metrics TA teams value in 2025, how they balance speed vs quality, and how Gem has helped cut the requisition process in half.

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I’ve been working on a talk for #Atlanta next week and it’s forced me to say something out loud that I think a lot of TA and HR leaders are quietly feeling. Talent Acquisition is shrinking. Influence is not. Permanent hiring volumes are down. That part isn’t controversial. What’s more interesting is how many of us are still trying to prove our value using a playbook that only really works when hiring is booming. What I’m seeing instead is this. The work hasn’t disappeared. It’s moved. Into workforce strategy, skills, internal mobility, redeployment, and capability decisions that are happening whether TA is in the room or not. The uncomfortable bit is that influence is no longer granted by role or remit. It’s earned by showing up with insight, naming risk, and being useful before decisions are made. This isn’t about rebranding TA or chasing the next shiny thing. It’s about doing work that actually helps organisations make better decisions in constrained environments. Still shaping the thinking, but it feels like an important conversation to have out loud. See you at Evolve TA & HR in Atlanta next week. cc: Anna Morgan #careerbff

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What does it really take to build a strategic Talent Acquisition function today? In this episode, Matt Staney sits down with Samantha Perlman, Head of People at OneSignal, to unpack what modern TA leadership looks like—from her early days at Airbnb to leading People Strategy and TA at scale. Sam shares practical, grounded insights on connecting talent to business impact—and what TA leaders need to focus on now to stay ahead. 🔍 What you'll learn: - How the definition of strategic TA is evolving - Why foundational systems and tech can make or break your hiring engine - How Sam is thinking about AI in TA -beyond the buzz - The leadership mindset shifts TA pros need heading into 2025 If you care about building a smarter, more future-ready talent function—this one’s a must-listen. 📺 YouTube: https://lnkd.in/e2EZ6Vnu 🎧 Spotify: https://lnkd.in/ecg4WaYe 🍎 Apple Podcasts: https://lnkd.in/ewAKe-Cu #TalentAcquisition #PeopleStrategy #HiringExcellence #TALeadership #FutureOfWork #OneSignal #HiringOnAllCylinders #AIinTA #RecruitingInsights

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Adaptive Talent: Continuing the TA Evolution in 2026 As we look toward 2026, the Talent Acquisition landscape is shifting beneath our feet. We aren't just recruiters anymore; we are strategic architects of workforce sustainability. I’ve been reflecting on the latest trends (and thank you to WilsonHCG for the insights), and it’s clear: the "old way" of measuring success is being replaced by a more intentional, human-centered approach. Here are the 3 shifts I believe will define high-performing TA teams in 2026: 1. Measuring What Matters: Impact over Speed. "Time-to-hire" is an old-school metric. In 2026, the high-performers are looking at Quality-of-Impact. Are our hires thriving in their first 120 days? By shifting our focus, we move from a reactive posture to a Growth Mindset where we build for long-term organizational resiliency. 2. Skills-Based Hiring: The Ultimate "Atomic Habit" The most successful organizations are moving away from rigid resumes and toward potential. Skills-based hiring isn't a one-time switch—it’s an incremental system of re-evaluating potential over pedigree. As James Clear's Atomic Habits teaches us, the system is what creates the result. When we hire for the ability to learn and adapt, we make organizational success inevitable. 3. AI with a Human Heartbeat. The trend is clear: use AI to automate the "administrative heavy lifting" (screening, scheduling, data) so we can double down on what machines can't do—building real, empathetic human connections. 2026 is the year we use technology to empower people. The Bottom Line: To lead in 2026, we must take ownership of the data storytelling (the "So What?") and champion a culture of wellness, learning and internal mobility. Our role is no longer just to find talent, but to facilitate the self-discovery and growth of every person we connect with #TalentAcquisition #FutureOfWork #Leadership #TA2026 #GrowthMindset #RecruitmentStrategy Sylvia Schwenk Stuart Normington MCMI Gopinath Karunamoorthy Keith McClelland 😎☀️Louis Bardell Pearl Anklesaria Lauren Portner

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The "Talent Experience" as Our North Star Redefining success in TA by prioritizing the end-to-end talent experience, rather than just filling roles, especially for high-demand Tech, Product, and Design professionals. "We talk a lot about 'candidate experience,' but as TA leaders in Tech, Product, and Design, shouldn't our ambition be far greater? It's about the entire 'Talent Experience' – from that very first employer brand touchpoint to a candidate's first 90 days (and beyond) as an employee. For the top 0.5% of talent, their journey with us speaks volumes about our company culture and values. A clunky application process, unclear communication, or a disjointed onboarding doesn't just lose us a hire; it tarnishes our employer brand in a highly interconnected market. My conviction is that our competitive edge lies not just in who we hire, but how we hire them. This means: Seamless Digital Journeys: Leveraging intuitive tech that respects a candidate's time. Authentic Storytelling: Showcasing real people, real projects, and real impact. Personalized Engagement: Every interaction tailored, empathetic, and human-centric. Onboarding as an Extension of TA: Ensuring a smooth transition from candidate to contributor. When we prioritize the entire talent experience, we're not just filling requisitions; we're building advocates, fostering loyalty, and strengthening our capacity for innovation. It's the ultimate long-term play.

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If you're a recruiter or TA leader trying to help your team screen faster without compromising quality, I’d love to exchange notes. This week in my extended team 1:1s, a recurring theme came up: Time More specifically, the time the team is investing in screening large volumes of applications. We talked about a tension many are navigating right now: How do we screen faster? Without missing strong profiles? Without lowering the bar? Without burning out the team? Because the real cost isn’t just the hours spent reviewing CVs. It’s the opportunity cost. Every hour spent on manual tasks is an hour not spent: • Advising hiring managers • Strengthening pipelines • Improving assessment quality • Thinking strategically about how to drive the business forward Application volumes aren’t going down. Expectations aren’t lowering. So the real question becomes: are our methods evolving fast enough? There could be low entry-barrier ways to approach this, without massive tech overhauls or enterprise-level budgets. Curious how others are tackling it.

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There’s no one-size-fits-all CHRO—but the best ones lead with purpose, act with clarity, and tie everything back to impact. They drive positive business outcomes with measurable and impactful people strategy. I had the chance to contribute to this recent CHRO Daily piece on the values that define great HR leadership—and it reflects how we approach partnership with our clients. Here’s what I’m doubling down on: ✅ Culture is lived, not laminated. Leaders set the tone—every day. ✅ Clarity drives performance. People need to know where they’re going and how they’ll get there. ✅ Listening isn’t soft—it’s strategy. The best leaders tune in before they take action. ✅ HR should drive business results—not just engagement scores. Check out a deeper dive in the piece I contributed to → https://loom.ly/bPSKJnM What’s resonating for you right now in your people strategy? #PeopleFirst #HRLeadership #CHRO #BusinessStrategy #HazanConsulting #FractionalHR https://lnkd.in/eUPTTgis

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