Topic hub
Talent acquisition is the end-to-end system that turns a business need into a hired person: workforce planning, job design and job descriptions, sourcing, assessment, interviewing, offer and onboarding: plus the technology and data threaded through all of it.
Most teams inherit that system rather than design it. Requisition rules, ATS configuration, screening questions, knockout criteria and interview loops accumulate over years, each added for a reason nobody now remembers. The result is a pipeline whose behaviour no single person can explain.
Treating TA as an architecture problem changes what you fix. Candidate experience stops being a communications project and becomes a question of how many steps, how much waiting, and how many silent rejections the system produces. Quality of hire stops being a survey and becomes a measurable property of the process that produced it.
Jackye's full background and credentials are on the about page. Current work on this topic is listed on Jackye Now, and the sourced record of talks, media and awards is on the recognition page.
Nobody rates a hiring process on the tone of the rejection email. They rate it on how long it took, how many hoops there were, and whether the job matched the posting. Fix the architecture and the experience follows.
A posting sets the sourcing pool, the screening criteria, the interview rubric and the comp band. Written vaguely, it makes every downstream step guess. Written honestly: including pay, process and expectations: it removes most of the friction later.
Employer transparency is not a branding exercise. Publishing real pay ranges, a real process timeline and honest expectations filters mismatches early and costs far less than a bad hire or a public complaint.
Time-to-fill flatters teams who reject fast. Look instead at where candidates drop, who gets screened out and why, how long each stage waits on a human, and how those patterns differ across groups.
Free tools for intake, sourcing, recruiter capacity and hiring-manager pushback.
A practical method for postings that hold up through the whole funnel.
A structured walkthrough for teams rewriting their req library.
Sourcing approaches that widen the pool without lowering the bar.
Evaluating recruiting and TA technology from the buyer’s side of the table.
What happens when automation replaces judgment in sourcing and screening.
Episodes Jackye hosts or appears on that cover Talent Acquisition. Each links to its original source.
UNLEASH America 2025 preview (HRchat, episode 808)
HR Gazette / HRchat Podcast
Jackye Clayton joined Bill Banham to preview UNLEASH America 2025 and the workplace challenges on the agenda.
ListenNavigating Trust in HR and Tech: live from UNLEASH 2025
The POZCAST
A live conversation from UNLEASH America 2025 on trust between HR buyers, vendors and candidates.
ListenEach entry links to its original third-party source.
Human Brand in an AI World (with John Baldino) and What Leaders Still Get Wrong
TalentNet Live Austin
SourceThe Future of Recruiting 2025
Top 100 HR Tech Influencers
HR Executive
SourceUNLEASH America 2025
UNLEASH
DetailsERE speaker profile
ERE Media
SourceTextio: VP of Talent Acquisition and DEI appointment
Textio
SourceRecruitingDaily author archive
RecruitingDaily
SourceWorkforce planning, job design and job descriptions, sourcing, assessment, interviewing, offer and onboarding: plus the ATS, CRM, assessment and scheduling technology and the data flowing between them.
Treat it as an architecture problem: reduce the number of steps, remove stages that add no signal, publish pay and process expectations up front, and shorten the time candidates spend waiting on a human decision.
Jackye Clayton speaks and hosts at recruiting and HR technology conferences on hiring systems, recruiting technology evaluation, candidate experience and employer transparency, drawing on more than 15 years in talent acquisition and recruiting leadership.
Talent acquisition systems advisor focused on recruiting operations, hiring technology, responsible AI and the decisions that make hiring easier to deliver.
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