Building a Strategic TA Function While Merging Three Recruiting Systems
Recruiting often gets treated like a service desk, and the people doing it get measured on how fast they fill the order. Alison Paris will tell you that is a choice, not a job description.
As VP of Talent Acquisition at V2X, a $4.5 billion global services company with 16,000 employees, she leads a team hiring roughly 4,000 people a year across base operations, aerospace, and national security programs.
Listen in as she walks through the 9-month integration at Peraton that merged 3 recruiting teams and 3 applicant tracking systems while the team still delivered 3,500+ hires, the 6-month ATS consolidation she just finished at V2X, and why TA leaders should use data as a leader rather than a reporter.
If your team is stuck running process instead of shaping decisions, this is how the seat changes.
Key Takeaways:
[02:25] How a nonlinear path from admin assistant led to VP of TA.
[04:49] What global TA looks like across 16,000 employees and 4,000 annual hires.
[06:26] How 3 recruiting teams and 3 ATSs became one in 9 months.
[08:27] How V2X went live in a single ATS in 6 months.
[09:41] Why hires equal revenue in a services business.
[10:08] Which team behaviors Alison weights equally with hiring output.
[11:26] What 2 initiatives come next after an ATS consolidation.
[13:44] How to use data as a leader instead of a reporter.
Ideas Worth Sharing:
"Approach your job and approach your craft as a strategic function versus a service desk." - Alison Paris
"My advice for TA leaders would be to use data as a leader and not as a reporter." - Alison Paris
"Our people are what generate our revenue. Hires equal revenue." - Alison Paris
Resources Mentioned:
Alison Paris: LinkedIn
Ryan Dull: LinkedIn | ryan.dull@sagemarkhr.com
About Alison Paris:
Alison Paris is the VP of Talent Acquisition at V2X, a $4.5 billion global services company where her team hires roughly 4,000 people a year and supports 16,000 employees across more than a dozen countries. She has spent nearly two decades in government contracting talent acquisition, including leadership roles at Northrop Grumman, TASC, CACI, Peraton, and Google's public sector business, where she built recruiting teams, TA operations functions, and bid and proposal recruiting from the ground up. At Peraton, she grew a 20-person team to roughly 130 over five years while the company scaled from 3,000 to 18,000 employees.
This episode is brought to you by Sagemark HR.
Sagemark HR can help you:
✔ Improve your talent practices and make better, more informed people decisions.
After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.
✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.
We understand every organization is different, and there’s no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.
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We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.
If you’re interested in learning more, you can reach me at:
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