What does it take to thrive in talent—even when hiring freezes hit? In this episode, Amir talks with Frank Cebek about building a durable, impactful career in talent acquisition and people leadership. From surviving market downturns to translating business context into recruiting value, Frank shares his journey from consultant to senior people leader—and what skills made all the difference.
This one’s packed with practical advice for recruiters, HR leaders, and anyone in people ops navigating today’s volatile job market.
💡 Key Takeaways
Business fluency sets you apart. Understand the “why” behind hiring, not just the “what.”
Consulting habits stick. Structured thinking, stakeholder alignment, and data storytelling carry over.
Downturns are growth opportunities. Expand into comp, HR ops, or mobility when hiring slows.
Being technical earns trust. Know the frameworks and you’ll win over hiring managers.
Influence through storytelling. Great recruiters don’t just screen—they sell talent internally.
📌 Quote of the Episode
“If there’s a problem, go fix it. Senior leaders value people who push through and figure out how to get the job done.” – Frank Cebek
🕒 Timestamped Highlights
00:22 – Intro to Frank and the theme of long-term careers in talent
01:05 – What SeatGeek really does: primary SaaS + ticket marketplace
04:27 – Building adaptability by working with Bay Area startups
06:30 – Internal vs external recruiting: same values, different tempo
08:18 – Bringing consulting rigor into in-house roles
11:21 – Staying technically fluent to earn credibility with engineering
14:14 – Showing recruiter value even when you're not the final decision-maker
16:30 – Telling the story behind “unknown” developers in a .NET Core migration
18:45 – How to use downturns to upskill, not exit the industry
23:18 – Why business context fuels career longevity in TA
25:28 – Connect with Frank on LinkedIn for more TA and HR tech insights
