Leadership runs on trust, not likability

Meghan learned early that good leadership isn’t about being liked. It’s about being respected, communicating clearly, and giving honest feedback in a way that helps people grow. Coaching beats managing. Clarity beats approval.

Hire for potential, not perfection

Roles evolve fast. What a team needs today will look different six months from now. The recruiters who succeed focus less on “perfect answers” and more on how candidates think, solve problems, and adapt. Potential outperforms experience when everything is shifting.

AI helps, but people still make the decisions

Meghan sees AI as an essential support layer. Summarizing inputs, reducing admin, and speeding up workflows. But judgment, context, and development remain human responsibilities. Technology lifts the noise so TA can spend more time where expertise actually matters.

TA expands into a broader talent function

Meghan expects TA to merge more closely with internal mobility, leadership development, and talent readiness. The job becomes about understanding the entire talent landscape, not just the external pipeline.

Why it matters

Expectations for people teams are rising fast. Curiosity, adaptability, and cross-functional thinking will define the next wave of TA and people leaders.

Avery’s take

Meghan’s perspective reinforces why Avery focuses on intelligence: helping teams understand talent more deeply, make better decisions, and operate with greater clarity.