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Human Resources



Recruiting Strategies for a Global Demand

James Ayres

James Ayres

31 minutes

May 26, 2024

Recruiting Strategies for a Global Demand
Interview Highlights

In the landscape of talent acquisition, James Ayres, Global Talent Acquisition Leader at ArchLynk, sheds light on the intricacies of devising effective global talent acquisition strategies.

With his extensive career spanning various organizations, Ayres brings forth invaluable insights into the challenges, strategies, and mindset necessary for successful recruitment across diverse cultures and markets.

Through our interview, Ayres shares his expertise, unraveling his unique approaches to navigating the intricacies of global talent acquisition.

The Challenge of Mindset Alignment:

Ayres emphasizes that the primary challenge in talent acquisition isn't merely finding talent but aligning the mindset within the recruitment team. He stresses the importance of leadership alignment regarding the purpose, criteria, and evaluation methods for hiring. Achieving consensus on what constitutes an ideal candidate and how to measure success is pivotal for effective recruitment.


Understanding Local Markets:

Drawing from his experience, Ayres highlights the significance of understanding the nuances of local markets while maintaining a global perspective. He underscores the universal nature of the candidate journey while acknowledging the regional differences in attraction factors. Whether it's through referrals, brand recognition, or cultural fit, tailoring recruitment strategies to resonate with local sensibilities is crucial.


Promoting Inclusivity in Hiring Practices:

Ayres advocates for inclusive hiring practices that go beyond evaluating individual skills to assess how candidates fit within diverse teams. He emphasizes the importance of having inclusive interview panels that reflect the organization's diversity. Ayres shares a transformative experience where feedback from candidates underscored the necessity of inclusivity within interview teams, leading to a significant shift in the recruitment approach.


Candidate Experience as a Priority:

Central to Ayres' approach is prioritizing the candidate experience. He compares the recruitment process to customer service, emphasizing the impact of positive experiences on candidate perceptions, even if they don't secure the position initially. Ayres underscores the need for recruiters to collect feedback and continuously improve the candidate journey to enhance the employer brand and attract top talent.


Localization of Job Descriptions:

Ayres stresses the importance of adapting job descriptions to resonate with local audiences. He shares anecdotes highlighting how subtle differences in language and cultural context can significantly impact candidate perceptions. By immersing themselves in the local environment, recruiters can gain valuable insights into the preferences and expectations of candidates in specific regions.

Overcoming Resistance through Data:

Addressing resistance from hiring managers, Ayres advocates for a data-driven approach to recruitment. By collecting both qualitative and quantitative data, recruiters can influence stakeholders and drive alignment toward more effective hiring practices. Ayres emphasizes the importance of showcasing the impact of recruitment strategies through tangible results and insights derived from data analysis.


The "Secret Sauce" of Effective Recruiting:

Ayres reveals his "secret sauce" for successful recruitment – embedding oneself within the environment of the role being recruited for. By immersing themselves in the day-to-day activities and challenges faced by employees, recruiters gain a deeper understanding of the role's requirements and can better evaluate candidate fit. This hands-on approach enables recruiters to pinpoint the right candidates who align with the organization's culture and objectives.



In conclusion, James Ayres provides a wealth of insights into the multifaceted world of global talent acquisition. Through a combination of mindset alignment, inclusivity, data-driven strategies, and hands-on immersion, recruiters can navigate the complexities of recruiting top talent across diverse markets and cultures with confidence and success.

Official Transcript

In 2024, geographical boundaries no longer confine your talent search ( With remote work breaking down barriers, you have access to a global talent pool.

Whether it's professionals enjoying coffee in Paris or brainstorming in a Swiss chalet top tier talent is within reach. Yet managing hiring across numerous countries with diverse leadership and cultures can be quite complex. How do we devise a top-notch global talent acquisition strategy that addresses the nuances of various cultures promotes talent diversity and adapts to differing candidate experiences from one country or team to another? It's tricky.

Today we have a remarkable guest who will guide us through the process. James Ayres serves as the global talent acquisition leader at ArchLynk with an extensive career journey that includes 12 years at Intuit, and several years at Okta plus starting off with his own recruitment company, black stone consultants in the early 2000s.

James, welcome to the show.


James Ayres: Well, thank you for having me.


Felicia Shakiba: I'm excited to chat with you today. We have already had some amazing chats, this is going to be no exception.

James, throughout your extensive career crafting global talent acquisition strategies across various organizations, what would you identify as the most significant challenges that you've encountered?

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