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Recruiters often don’t get the credit they deserve. Their impact is typically measured in hires, but their influence extends far beyond open reqs. Behind every great hire is a recruiter who aligned a business goal, partnered cross-functionally, told a compelling story, and created a meaningful experience.
And at Employ, our Talent Acquisition team sits at a unique intersection. Not only do they source, engage, and hire top talent—they also use the same tech we build for our customers. That gives them a real-time view into how modern recruiting is evolving, and how to make it better. They’re our matchmakers, advocates, product testers, and people-first champions all rolled into one.
To celebrate International Recruiters Day, we’re spotlighting three of our own: Kelly Shamlin, Gregory Self, and Ashik Naik. Through their stories, it’s clear that recruiting isn’t just about filling jobs—it’s about shaping strategy, building culture, and driving long-term success.
Meet the Team
Kelly Shamlin supports Employ’s go-to-market and customer experience teams. She brings a thoughtful, relationship-first approach to every interaction, combining empathy, strategy, and clear communication to deliver standout candidate experiences.
Gregory Self leads hiring for technical and G&A roles, including HR, finance, and legal. With a background in customer service and software sales, Greg brings a “white glove” approach that ensures every candidate feels seen and supported.
Ashik Naik brings six years of full-cycle recruiting experience to Employ. After focusing on the North American market, he now supports hiring in India—most recently leading the Jumpstart India initiative, where he helped grow our team by 30 hires in just two months.
A Q&A With Employ’s Talent Team
What called you to pursue a career in recruiting?
Very few people grow up thinking they’ll be a recruiter. And yet, for many, it turns out to be the role that they were meant for.
Greg started his career in customer service at Nordstrom before transitioning into software sales. “That’s when I realized I wanted something more relationship-oriented,” said Greg. “Recruiting gave me the best of both worlds: I could build connections and still engage in a strategic, sales-like process.”
Ashik was drawn to TA because of his love for connecting with people. “I’ve always enjoyed having conversations and understanding different perspectives,” he said. “Recruiting gives me the chance to help people find roles that match their skills and goals. It’s 50% communication and 50% finding that perfect fit.”
Kelly’s path was a little more unconventional. “I studied criminal justice and even considered becoming a medical examiner,” she said. “But my sister and cousin both work in HR and knew I was built for something more people focused. Once I saw what TA really looked like, I knew I’d found my place.”
No matter what brought them to the field, one thing is clear: successful recruiters share a deep passion for people—and a knack for making matches that benefit both the organization and the individual.
What do you love most about your role?
For Ashik, it’s about how one great match can have a lasting impact. “I love it when a candidate gets a job that truly fits,” he said. “Especially in high-volume hiring, every match has the potential to change someone’s life.”
Greg echoed how rewarding it is to connect people with opportunities, especially in a tough job market. “Many of the candidates I work with aren’t currently employed. Helping someone secure a role, get a paycheck, and regain stability is incredibly meaningful.”
Kelly takes pride in setting both hiring managers and candidates up for success. “Intake meetings are critical,” she said. “If I can help a hiring manager define what they need, I can set the candidate up for a great experience from the very first conversation.”
At their core, recruiters are driven by a deep passion for helping people find not just a job, but a place where they can thrive. It’s about changing lives through opportunity—connecting someone’s potential with a future they may not have imagined for themselves. That kind of impact is personal, powerful, and profoundly human.
What essential skills do recruiters need today?
Recruiting has evolved from tactical to transformational. It’s no longer just about time to fill—it’s about long-term alignment and business impact.
Greg emphasized the importance of cross-functional collaboration. “It’s not just reviewing resumes,” he said. “You have to understand company goals, long-term vision, team culture, and hiring manager expectations. You’re partnering across the business to find the right fit—not just any fit.”
Ashik agreed, noting that relationship building is just as important as strategy. “You have to invest time in truly understanding what a team needs. That takes strong partnerships, patience, and thoughtful planning.”
Kelly added that recruiters also act as marketers. “Candidates are evaluating us just as much as we’re evaluating them,” she said. “We need to understand industry shifts, economic changes, and candidate expectations—and then position the role and company accordingly.”
How have you made an impact beyond just filling roles?
The most impactful recruiters influence process, product and performance. At Employ, that impact is visible across the board.
Kelly recently collaborated with the sales team to revamp their interview structure. “We identified skill gaps, outlined key competencies, and built a more structured process,” she said. “Now every interviewer knows exactly what they’re assessing—and we’re making stronger, more confident hires.”
Greg shared how the team’s feedback directly shapes Employ’s product roadmap. “We meet with the product team monthly to share updates on our experience using Jobvite. As customer zero, we’re in a rare position to help shape the product in real time.”
Ashik led strategy and cross-functional coordination for the Jumpstart India project, which brought in nearly 30 new hires in just two months. “It was a massive effort across teams and time zones,” he said. “With tight timelines, high applicant volume, and a brand-new operating model, staying aligned at every step was essential to making it work.”
What’s the biggest challenge you’re facing in today’s hiring landscape?
Recruiting today is more demanding than ever. With high application volume, fast-moving candidates, and evolving expectations, recruiters must move quickly, think strategically, and lead with empathy—all at once.
“We get hundreds of applicants in just 24 hours,” said Greg. “We want to give every candidate the attention and experience they deserve, so we often close roles early to manage the application volume.”
Ashik added that in India, long notice periods and unqualified applicants are additional hurdles. “We get hundreds of unqualified candidates,” he explained. “And even after we find the right person, they might need 60 days to start. That makes speed and alignment even more important.”
Kelly noted that specialized roles are still highly competitive, “The best candidates usually have multiple offers and move fast,” she said. “That’s why transparency is so important. When we’re open and communicative early, candidates usually return that honesty—and that leads to better outcomes for everyone.”
In a landscape this complex, small shifts can make a big difference. Whether it’s investing in the right technology or building thoughtful, people-first processes, the teams that succeed are the ones who focus on creating great experiences—for candidates, recruiters, and hiring managers alike.
How does tech help you work more efficiently?
With complex, high-volume hiring demands, Employ’s TA team relies on Jobvite to stay efficient, organized, and people focused.
“Jobvite is our source of truth,” said Kelly. “It’s packed with features, but you have to be curious. When you take time to learn the ins and outs, you can automate repetitive tasks and free up more time for people-focused work.”
Greg highlighted one time-saving favorite: automated scheduling. “Candidates pick a time, and it sends invites, Teams links—everything. It cuts out so much back and forth and keeps the process moving.”
Ashik praised Jobvite’s features for streamlining high-volume hiring. “I’ve used a lot of ATS platforms, and Jobvite stands out,” he said. “Interview scheduling is smooth, and the integration with DocuSign makes the offer process incredibly efficient.”
What excites or concerns you about the future of AI in recruiting?
AI is here—and it can be a powerful partner. But the human element has to stay.
Kelly is excited about the time-saving potential. “Automation can help eliminate busy work and give us more time to focus on relationships,” she said. “But we can’t lose the empathy and intuition candidates need throughout the process.”
Greg agreed, adding, “My background in customer service taught me the value of a white-glove experience. If AI helps us be more present with candidates, that’s a win—but trust and connection still have to lead the way.”
Ashik sees AI as a way to work smarter. “It can improve candidate matching, streamline tasks, and support better decisions,” he said. “But empathy, judgment, and relationship building can’t be automated—and shouldn’t be.”
AI is rapidly changing how recruiters work, but it’s not replacing them. If anything, it’s freeing them up to focus more on what matters: candidate matching, relationship building, and human connection.
What does people-first recruiting mean to you?
Great recruiters don’t just fill roles—they act as strategic partners. They take a consultative approach to understand the needs behind the req, asking the right questions, challenging assumptions, and clarifying what success in the role truly looks like. That discovery work lets them match candidates with roles where they will truly thrive.
“Whether or not someone gets the job, they should leave the process feeling valued,” said Greg. “That’s where tech like Jobvite makes a difference. When we’re not bogged down by admin work, we can spend more time making real connections.”
Kelly added, “It’s about helping people make big life decisions with clarity and confidence. When we lead with transparency and empathy, candidates trust us—and that’s what creates a standout candidate experience.”
Ashik brings a people-first mindset to every part of his job. “Whether I’m speaking with a candidate, a hiring manager, or a teammate, it’s about understanding their perspective and creating a positive experience.”
When we equip recruiters with tools and technology that enhance their capabilities, we empower them to make more intentional, high-impact hires. It’s not about casting the widest net. It’s about making every hire count.
Why It All Matters
Recruiters aren’t just talent finders. They’re brand builders, culture shapers, and strategic business partners. At Employ, our TA team proves that every day.
By combining empathy with strategy, curiosity with process, and people-first values with cutting-edge tools, they’re helping shape the future—not just of our company, but of the industry.
Today, we celebrate Kelly, Greg, Ashik, and recruiting teams everywhere. Thank you for being the heartbeat of every hire and the strategy behind every success.
Happy International Recruiters Day!
