Themes discussed:

1. Cross-cultural recruitment: How hiring in Sweden is shaped by informal networks, in contrast to more meritocratic systems in countries like the Netherlands.
2. TA as a frontline function: Why talent acquisition often feels the first impact of market shifts — and what that means for team resilience.
3. Scaling TA globally: Lessons from managing rapid international growth, acquisitions, and aligning processes across cultures.
4. Avoiding person-dependency: The challenge of building teams that don’t rely on a few key individuals to function.
5. AI and ethics: Navigating the delicate balance between efficiency and trust in recruitment — especially in high-integrity organizations like PwC.
6. TA as strategic advisor: Moving beyond administration to become a business-critical partner with real influence.

Key Takeaways:

• Networking plays an outsized role in Swedish hiring, often outweighing qualifications alone.
• TA must be flexible and forward-thinking — ready to scale up or down as the market demands.
• Global TA functions need local cultural understanding and shared frameworks to work effectively.
• Strategic use of AI can enhance candidate experience, but human oversight remains essential.
• The future of TA lies in advisory capabilities, empathy, and a deep understanding of business needs.

Shownotes:

[00:00] – Introduction and Susann’s career path

[05:30] – Differences in recruitment culture between Sweden and the Netherlands

[15:10] – TA as a signal for market changes

[22:40] – Building and scaling a TA team during global expansion

[34:20] – Managing internal resistance and changing hiring behaviors

[46:00] – AI, ethics, and the limits of automation in recruitment

[57:00] – Person-dependency and knowledge sharing in TA teams

[01:06:00] – What’s next: Strategic TA, trust, and the AI frontier

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