Bringing Humanity Back to Recruiting
How I Learned to Bridge the Gap Between People and Opportunity in Recruiting
I didn’t plan to become a recruiter.
Like a lot of people early in their careers, I was figuring things out as I went. After graduating in New York City with degrees in International Studies and Asian Studies, I moved to Florida without a clear path forward. I landed a role at a staffing firm as a marketing coordinator, and within six months, I was given the opportunity to step into recruiting.
That “accident” ended up shaping my entire career.
What I quickly realized is that recruiting isn’t just about filling roles. It’s about people. It’s about understanding someone’s story, what drives them, and where they want to go, then helping connect that to the right opportunity in a way that actually makes sense.
Somewhere along the way, though, the industry lost a bit of that.
Right now, it’s clearly an employer-driven market, and with that shift, I’ve seen a growing lack of human connection in the process. Candidates aren’t getting follow-ups, feedback is rare, and communication often feels transactional. On the other side, candidates sometimes forget there’s a real person behind the recruiter as well, balancing priorities and expectations.
That disconnect creates frustration on both sides, and over time, it erodes trust in the entire process.
One of the things that has always drawn me to this field is my curiosity about people. I genuinely enjoy learning about different backgrounds, cultures, and life experiences. Funny enough, I wasn’t always a “people person.” That’s something I grew into. But through recruiting, I realized that those conversations matter more than we think. They help people understand each other better, and they close gaps that might not have been obvious at first.
That’s when I started to see my role differently. I’m not just a recruiter. I’m a bridge.
· A bridge between candidates and companies.
· Between different perspectives.
· Between what someone has done and what they’re capable of becoming.
Over the years, I’ve worked in both staffing and corporate environments. Staffing taught me how to move fast, adapt, and manage full-cycle recruiting across different industries. When I transitioned into corporate recruiting, I realized I preferred being closer to the business and having a more direct impact on long-term growth.
Today, I’m a Corporate HR Recruiter for a global industrial 3D printing company, leading recruiting efforts across North America. I hire across all levels and departments, from entry-level roles to executive leadership, mainly supporting the defense and aerospace space. I also support HR initiatives, collaborate with our global teams, and help improve internal processes.
But what I care about most hasn’t changed.
People remember how you treat them.
They might not remember every detail of the job description, but they’ll remember if you followed up, if you were honest with them, and if you treated them with respect. Being direct, being transparent, and communicating clearly shouldn’t be extra effort. It should be the baseline.
What started as an unexpected career path turned into something I genuinely care about. I didn’t just find a job, I found a way to make an impact.
If there’s one thing I hope to contribute to this field, it’s bringing that human element back into recruiting—just being real, communicating better, and remembering that there’s a person on the other side of every conversation.
Because at the end of the day, that’s what this work is really about.
