Talent teams aren’t just filling roles anymore; they’re steering growth. We sit with Kyle Hurley, Senior Manager for Talent Acquisition at MedHealth, to explore how a 25‑brand portfolio builds a unified hiring engine without losing each brand’s edge. Kyle’s journey from coding classes and agency desks to enterprise TA leadership unlocks a playbook for moving beyond requisitions to true talent intelligence—where data, empathy, and clear operating rhythms translate into hiring quality, speed, and trust.

Kyle shares how his team returned to “brilliant basics,” then layered in the right tools to lift both experience and output. That foundation now shows up in real numbers: a 99% NPS from new starters and a 31% hiring increase year over year. We dig into where AI makes the biggest difference today—AI‑assisted video analysis, predictive analytics for attrition and mobility, and conversational agents that cut friction across the funnel—while unpacking why governance and bias monitoring must sit inside the TA function. Tech should accelerate judgment, not replace it.

We also get tactical about multi‑brand strategy in scarce‑talent markets like allied health. Kyle explains how to centralize ways of working while keeping local employer brands vibrant, how to swap leaky “talent pools” for continuous mapping and referrals, and how to balance BAU delivery with multi‑year “big rocks” that shift capability. Looking ahead, he sees a blended TA team—analysts, sourcers, brand pros, recruiters—augmented by AI and aligned to skills‑based hiring, internal pathways, and measurable impact on the business. Agencies still play a role for confidential searches, off‑market mapping, and areas in‑house teams can’t touch.

Curious how to future‑proof your hiring without losing the human edge? Press play, then tell us your boldest TA bet for the next 12 months. If you enjoyed the conversation, subscribe, leave a review, and share it with a TA leader who should be part of it.

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