Automation reshapes the role

The repetitive parts of recruitment are disappearing. Sourcing, screening, and scheduling will increasingly be handled by AI, which means TA will spend far less time “managing the process” and far more time advising the business. The role shifts from operational to strategic: aligning expectations, shaping decisions, and acting as a talent partner rather than a vacancy-filler.

Internal and external talent become one ecosystem

Several leaders described the same pattern. Companies can’t rely on external hiring alone. Skills move too fast. Internal mobility, succession planning, and real visibility into existing talent become just as important as external sourcing. TA evolves into a function that spans development, movement, and capability.

Human connection stays essential

Even in a future with more automation, the human moments matter more, not less. The next generation of recruiters will differentiate themselves through trust, clarity, and strong communication. Automation removes friction, but relationships drive decisions.

Better intelligence, fewer tools

Everyone expressed the same frustration: fragmented systems and scattered insights. Leaders want fewer tools that provide deeper intelligence, tighter integration, and faster decision support.

Why it matters

TA leaders know the next few years will reward teams that operate strategically and adopt intelligence early. Speed and alignment will define the function, and the teams stuck in manual workflows will feel it first.

Avery’s take

These conversations help shape Avery week by week. The future of hiring is intelligent, integrated, and more human at the right moments — exactly what we’re building toward.

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