Using data to make talent acquisition your competitive edge

During Alla Mezhvinsky's journey from leading Talent Acquisition at Instacart to becoming VP of Talent at Glean, she’s witnessed firsthand how data transforms the recruiting function from a service provider to a strategic business partner. 

Alla sat down with Gem CEO, Steve Bartel, at Unleash earlier this month, to discuss how this data evolution isn't just about having better dashboards. It's about fundamentally shifting how recruiters approach talent acquisition.

The Journey: Beyond dashboards

When recruiters talk about data-driven recruiting, the conversation often starts and ends with metrics dashboards. However, true transformation happens when they use data to inform and influence decisions and partnerships across the organization. The right systems and insights don't just track progress. They enable entirely new working methods.

From service providers to strategic partners

What separates a transactional recruiter from a strategic talent partner? The difference is stark:

Transactional recruiters: 

• Hit goals but generate little feedback

• Focus on transactions and metrics only

• Resistant to new tools and methods

Strategic partners: 

• Receive glowing notes from candidates

• Hiring managers seek their advice

• Embrace tools that enhance their work

The strategic partner isn't just filling roles. They're shaping how the organization thinks about talent acquisition. They're trusted advisors who elevate the entire function.

Mindset shifts that matter

Understanding the "Why"

Tool adoption requires more than training. It needs purpose. When recruiters understand why a new system matters, they're more likely to embrace it as part of their workflow rather than seeing it as another administrative burden.

Breaking habits

Change is hard. Alla remembers introducing a self-scheduling pilot that was initially met with hesitation. Within weeks, the same recruiters said they "couldn't live without it." The key was creating space for that initial discomfort while demonstrating clear value.

Personal data ownership

Great talent partners understand their metrics, not because someone is watching, but because they aim to improve. When recruiters take ownership of their data, they become proactive problem-solvers rather than reactive task-completers.

Partner with your vendor

Key to your success are ongoing partnerships and regular training sessions on the tools you use. Your vendors should be strategic partners in your success.

Find your internal ambassadors

Who are the early adopters on your team? Have them share their experience, help others onboard, and be available for questions. Peer-to-peer learning often drives adoption more effectively than top-down mandates.

Building better habits

Using data tools like Gem, Alla transformed her quarterly reporting from a dreaded task to a strategic advantage. Leaders actually looked forward to these insights because they provided actionable intelligence:

• No more chasing status updates — data was at everyone's fingertips

• Identification of bottlenecks, like lengthy processes causing candidate drop-offs

• Clear visibility into what was working and what needed adjustment

QBRs That Matter

Alla’s quarterly business reviews evolved to include metrics that drove real decisions:

• Total hires and month-over-month growth

• Current pending offers by department

• Offer acceptance rate by department

• Hires by source type

• Average time to hire

These weren't just numbers. They were stories about her talent acquisition strategy that helped shape business decisions.

What “good” actually looks like

When your talent function operates as a strategic partner, you'll see:

• Proactive recruiters who anticipate needs before they arise

• Trust from hiring managers who view recruiters as advisors

• A focus on progress over perfection

• Confident, data-backed answers to challenging questions

Your challenge: Work smarter, not harder

Ask the question

What would you do differently if you trusted your numbers? How would your conversations with hiring managers change? What bold moves might you propose?

Start small

Choose one process to approach with better data. It might be interview scheduling, candidate sourcing, or offer management. Focus on making that one area exceptional.

Shift mindset

Embrace an "I'll give it a try" attitude versus resisting change. The most successful talent teams I've led have been those willing to experiment, learn, and iterate.

Miracles don’t happen overnight

The journey from transactional recruiting to strategic partnership isn't completed overnight. It happens one data point, insight, and mindset shift at a time. But when you arrive, when your talent function truly becomes a strategic driver of business outcomes, you'll wonder how you ever operated any other way.