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I’m a corporate recruiting leader (Amazon, Expedia) turned consultant. And I’ve been fortunate to partner with heads of recruitment from some amazing companies – from Nike to Hitachi, the World Bank to Electronic Arts, Edward Jones to Groupon. One of the things on many talent acquisition leaders’ priority lists – and they are LONG lists – is work focused on helping their recruiters become more strategic and consultative. These aren’t lofty “seat at the table” wishes…they are driven by real needs for their teams, who are often working too many open reqs or doing too much administrative or systems work, to get in the driver’s seat …they want them to be more strategic. And the recruiters are on board; they want it, too. So the issue isn’t convincing someone to be more strategic, it’s trying to figure out how to do that in the real world of competing priorities, limited resources, and not enough hours in the day.