What separates a good recruiter from a truly great one? In the very first episode of Recruiters on the Rise, Natalie Fink, Head of Global Recruiting at LiveRamp, breaks it down simply: curiosity and business acumen. Drawing on more than 15 years of experience, Natalie shares how the best recruiters go beyond filling roles—they deeply understand the business, the challenges teams are solving, and how talent drives outcomes. This shift from transactional recruiting to strategic partnership is what defines recruiters who are truly “on the rise.”
The conversation dives into what it takes to succeed in today’s hiring environment—from managing high application volume and leveraging AI tools to creating meaningful candidate experiences that strengthen employer brand. Natalie also shares practical insights on scaling teams, influencing hiring managers, and evaluating talent in an AI-driven world. Whether you're early in your recruiting career or leading a talent function, this episode lays the foundation for becoming a more thoughtful, effective, and impactful recruiter.
Takeaways:
- Develop both curiosity and business acumen: The best recruiters understand not just the role, but the business behind it. This means learning how the company makes money, who its customers are, and what problems it’s trying to solve so you can better assess candidate fit.
- Don’t treat recruiting like a funnel-only process: Focusing only on top-of-funnel or bottom-of-funnel metrics can limit your effectiveness. Strong recruiters think holistically about outcomes—how each candidate moves through the process and what success looks like long-term.
- Prioritize candidate experience at every stage: Simple practices like timely communication and thoughtful preparation go a long way. Natalie emphasizes quick turnaround times, meaningful prep for interviews, and consistent follow-up to build trust and engagement.
- Use tools and systems to improve consistency—not replace judgment: Technology can help manage volume, but it should enhance, not replace, human decision-making. Features like delayed feedback and AI-assisted ranking can streamline workflows while still allowing recruiters to stay thoughtful and intentional.
- Build strong partnerships with hiring managers: Alignment, early and ongoing coaching are critical to avoiding delays and poor candidate experiences. Helping hiring managers make timely, informed decisions improves both hiring outcomes and overall process efficiency.
- Leverage networks to scale hiring effectively: Especially at senior levels, referrals and networks can accelerate hiring momentum. Each strong hire can unlock additional talent, creating a compounding effect that helps teams scale faster.
- Hire for adaptability and real-world AI usage: In today’s environment, it’s not just about technical skills—it’s about how candidates use tools and think through problems. Evaluating how candidates interact with AI and navigate ambiguity can reveal critical strengths in judgment and resilience.
Quote of the Show:
- “The best recruiters don't just understand hiring, but they understand the business that they're hiring for.”
Links:
- LinkedIn: https://www.linkedin.com/in/thinkfink/
- Website: https://liveramp.com/