Throw Out The Playbook

by Rhona Pierce

Sponsored by: Perceptible Studios

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Hey Reader!

In this email, I'm going to show you how to position yourself as a strategic business partner instead of "just another recruiter." If you haven't already, I highly recommend checking out one of my recent podcast episodes, Build Trust and Influence: PROVEN Internal Branding Tactics, where I discuss this topic in depth with Brooke Wheeler, a 25-year TA veteran known for building strong internal relationships.

By learning how to position yourself as a strategic partner, you'll gain the trust of even the most skeptical hiring managers, have a seat at the strategic planning table, and become an invaluable advisor in your organization's growth.

a man in a yellow shirt and blue apron is talking to a woman in a restaurant .

Today, I'm sharing 5 actionable steps you can take to become a strategic talent partner.

Let's dive in:

1. Build Trust Through Strategic Curiosity

Most recruiters limit their questions to job requirements and timelines. Instead, immerse yourself in the business. Attend team meetings, request to join lunch-and-learns, and learn about your hiring managers' challenges beyond just hiring. As Brooke shares, this approach helped her win over a skeptical CTO who initially dismissed her expertise. Within months, he became her biggest advocate.

2. Lead with Solutions, Not Questions

Too many recruiters approach hiring managers with endless questions about what they want. Instead, come prepared with market insights, alternative sourcing strategies, and data-driven recommendations. Present options before being asked. For example, when Brooke inherited a struggling customer service recruitment program, she didn't just ask what was wrong - she presented a complete turnaround plan based on analyzing successful hires.

3. Master Proactive Communication

The default recruiter pattern is to wait for problems to surface. Break this cycle by establishing regular check-ins, sharing market insights, and flagging potential challenges before they become a crisis. When Brooke noticed a hiring manager's reluctance to engage, she directly addressed it: "I don't feel like I'm getting a lot from you. Is there something I can do better?" This opened an honest dialogue that transformed their partnership.

4. Become the Department Champion

Many recruiters stay in their lane, focusing solely on filling roles. Instead, become an ambassador for your departments. Interview top performers to understand success profiles. Help hiring managers articulate their team's value proposition. One of Brooke's most successful strategies was showcasing her hiring managers' expertise to others in the organization, which naturally positioned her as a strategic connector.

5. Own Your Expertise

Imposter syndrome keeps many recruiters from speaking up. Remember Brooke's wisdom: "We could know 5% more than them, but we typically know more." You don't need to know how to do every job you recruit for - you're the expert in identifying, attracting, and evaluating talent. Own that expertise.

TL;DR

Your Strategic Partner Checklist:

✓ Get curious about the business beyond recruiting metrics

✓ Come to meetings with solutions, not just questions

✓ Establish proactive communication rhythms

✓ Champion your departments' successes

✓ Trust your recruiting expertise - you know more than you think

If you want to learn more about becoming a strategic partner to the business, check out this playlist I made for you featuring the advice of amazing TA leaders like Amy Miller, Katrina Kibben, Mary Kay Baldino, and Brooke Wheeler.

Talk to you next week!