In this episode, Amir sits down with Greg Russell, VP of Talent Acquisition at CoverGenius, to unpack why talent acquisition should be treated like project management. They explore how applying frameworks like the project management triangle (scope, cost, time) can elevate recruiting conversations, drive better alignment, and ultimately improve hiring outcomes. From setting expectations with hiring managers to negotiating trade-offs, this episode reframes TA as a strategic, structured discipline—not just a reactive function.
TA is not just sales—it’s strategic project management. Hiring is a major business investment and deserves the same rigor.
The PM Triangle applies directly to hiring. You can’t optimize for speed, cost, and quality all at once—there must be trade-offs.
TA professionals must own their expertise. Recruiters should feel empowered to push back, educate hiring managers, and protect process integrity.
Confidence and mindset matter. Viewing recruiting as a craft fosters pride, learning, and better long-term performance.
Borrowing language from other teams (like engineering) helps. Using PM frameworks and terminology earns credibility and promotes alignment.
00:59 – Introducing the idea: TA as project management.
02:41 – Why each hire is a high-cost, long-term business investment.
04:26 – The challenge of TA being undervalued or misunderstood.
08:09 – Project management triangle: budget, scope, time trade-offs in hiring.
11:39 – Lack of standardized PM methodology in TA—and why that should change.
12:34 – Teaching hiring managers the trade-offs and setting expectations.
14:38 – Using familiar frameworks (like Scrum) to align with engineers.
16:22 – Why order-taking kills TA’s credibility—and how to avoid it.
19:22 – TA is the expert in hiring—own that expertise in every room.
25:44 – The "order at a restaurant" fallacy in hiring expectations.
28:00 – Building recruiter confidence and pride in their craft.
30:47 – Treating recruiting as a craft versus a job—why it matters for growth.
“You are the expert in that room when it comes to hiring. Even if you’re sitting with the CTO—own your craft, set the expectations, and drive the project.”
