Discovering RecOps: From Global Marketing to Talent Operations by Desiree Goldey
How did I end up in talent operations? Honestly, the road was a little bumpy, but when I look back on it, it all seems to make a lot of sense.
Embarking on a career journey is often filled with twists and turns, unexpected detours, and valuable lessons learned along the way. My own career path took me through various industries, from global marketing to hospitality, sales, and eventually landing in recruiting and talent operations. Each transition brought its own set of challenges and opportunities, ultimately leading me to the perfect intersection where my skills and passions aligned. So let me share my personal journey and shed light on why recruiting operations became the best place for me and why I believe it is a rock-solid career choice for anyone.
Like many young professionals, I initially believed that global marketing was my true calling. I was captivated by the fast-paced nature of the industry, the prospect of working with international clients, and the creativity involved in crafting impactful marketing campaigns. However, as I delved deeper into the field, I began to question whether it truly aligned with my skills and long-term aspirations.
Seeking a change of pace and a new perspective, I made a bold move into the hospitality industry. This transition allowed me to hone my interpersonal and customer service skills while gaining valuable insights into the workings of a service-oriented sector. Additionally, I discovered an unexpected affinity for sales within the hospitality context. The ability to connect with people, understand their needs, and offer tailored solutions became second nature to me.
While excelling in sales, I gradually recognized a significant overlap between the skills required in recruiting and my own skill set. Both fields heavily rely on effective communication, relationship-building, and the ability to identify and leverage opportunities. This realization sparked my curiosity and prompted me to explore the world of recruiting.
Entering the recruiting field felt like a natural progression for me. The direct connection between sales and recruiting became evident as I leveraged my skills in establishing rapport with candidates, understanding their motivations, and ultimately "selling" them on opportunities that matched their aspirations. I quickly discovered that the transferable skills I had developed in marketing, hospitality, and sales played a vital role in my success as a recruiter.
As my experience in recruiting grew, I became increasingly fascinated by the operational aspect of the field. I noticed that a well-defined system and streamlined processes were crucial for maximizing efficiency and ensuring a seamless candidate experience. Recognizing the importance of this niche, I transitioned into talent operations, where I found my true passion.
Talent operations proved to be the ideal fit for my skills and interests. In this role, I thrived on designing and implementing effective systems and processes that optimized the entire recruiting lifecycle. From applicant tracking systems and interview scheduling to data analysis and reporting, I discovered the inherent satisfaction of creating efficient frameworks that enhanced productivity and improved outcomes.
My career journey from global marketing to hospitality, sales, recruiting, and finally settling in talent operations has been filled with valuable lessons and personal growth. Each transition provided me with unique perspectives and transferable skills that have proven invaluable in my current role. The link between sales and recruiting was a catalyst for my success, while the allure of streamlined systems and processes ultimately led me to talent operations—a place where I can combine my expertise, passion, and drive for continuous improvement. Embracing change and being open to new possibilities allowed me to find my true calling, demonstrating that a career transition can lead to unexpected yet fulfilling destinations.
Disclaimer: The views expressed and opinions expressed in this article are those of the author and they do not necessarily reflect the official policy or position of any other agency, organization, employer, or company. Assumptions made in the analysis are not reflective of the position of any entity other than the author. Since we are critically-thinking human beings, these views are always subject to change, revision, and rethinking at any time. Please do not hold them in perpetuity.
