With a background spanning education, consulting, and now health tech, Ben brings a thoughtful, structured approach to building high-performing TA teams—and he’s refreshingly candid about the mistakes and lessons along the way.
Ben admits that hiring recruiters can be deceptively difficult—precisely because we think it should be easy.
“We do this every day... and that’s why it’s harder—because expectations are higher, and you're talking with people who know the game.”
When it comes to criteria, Ben looks for three things:
He adds that conscientiousness is critical—especially for delivery-focused roles.
“One simple sourcing task can reveal so much. Some don’t follow instructions. Others can’t justify their rationale. That’s a red flag.”
Ben always checks LinkedIn before the CV.
“If a recruiter’s LinkedIn profile is sparse or outdated, it’s a red flag. That’s their front-facing brand—and there’s no excuse today not to put in some effort.”
Ben uses roleplays and discovery call simulations to go beyond surface-level polish.
“I’ll give them a job description ahead of time and run a 15-minute mock intake call. I want to see how they think, what they ask, and whether they’re genuinely curious—or just running through a script from their agency days.”
He also uses scenario-based assessments:
“I give them a tricky compensation scenario. How do they respond? Do they say ‘just find another candidate’ or do they explore other levers and stakeholders?”
This uncovers critical thinking, stakeholder management, and judgement—all core to recruiter success.
Ben’s approach to new leadership roles is methodical, human-first, and driven by listening.
“Then I explain my philosophy: we hold 49% of the decision. The hiring manager holds 51%.”
Ben’s number one tip for building leadership credibility?
“Close the loop. Tell them what you’re going to do, do it, and report back—every single time. Most people skip the last step. That’s how you build trust.”
Ben warns against rushing into changes just to make an early impression.
“Don’t assume what worked before will work here. For the first six months, I focused on small, measurable changes—like reducing the % of ageing requisitions.”
Start small. Show impact. Let credibility build through results.
Ben shares a powerful leadership lesson from his time as a teacher:
“You spend 80% of your time on the loudest, neediest students—and neglect your top performers. Don’t make that mistake in TA. Prioritise your A-players. They need nurturing too.”
“Perplexity is great—more multi-purpose than most tools out there.”
Ben notes signs of recovery in the TA market—especially in North America—but it’s mixed:
“We’re seeing more postings for senior TA roles. That’s a signal things are coming back—but layoffs haven’t disappeared.”
At Dialogue, his team does quarterly prioritisation with business leaders and uses external partners to flex capacity as needed.
Ben’s approach blends strategy and empathy, structure and curiosity. Whether you’re hiring recruiters, stepping into a new TA leadership role, or trying to build trust with stakeholders—his insights offer a clear roadmap.
“Your first 90 days are the best opportunity you have to learn, build trust, and set the tone. Don’t waste them.”
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