Alina owsianik
Alina owsianik
Director, Executive Talent Management - CIBC
For many talent acquisition leaders, recruiting is a career they discover by accident. For Alina Owsianik, it was a profession she gradually grew into—before ultimately realizing it was the space where she could create the most meaningful impact.
Originally aspiring to become a human rights lawyer, Alina’s path took a pivotal turn when she was introduced to a recruitment agency during her studies. There, she found herself working at the intersection of advocacy and opportunity—helping connect candidates with roles while navigating a critical talent shortage in Canada’s tech sector.
That experience reframed her understanding of impact in a professional context.
“I found myself as an advocate for their talent.”
From that moment, recruiting became more than a job. It became a way to advocate for individuals, particularly those whose skills were sometimes overlooked due to language barriers or communication differences. Helping these candidates secure opportunities became a defining motivation early in her career, eventually evolving into a long-term commitment to talent acquisition.
Learning from Every Leader and Every Experience
Throughout her career, Alina has been shaped by a wide range of influences—mentors, sponsors, and leaders who each contributed different lessons that continue to guide her leadership style today.
Rather than pointing to a single defining figure, she reflects on the collective impact of many individuals across her professional journey. One of the most formative influences was Bob Lewis, a mentor who invested heavily in helping her understand both the technical and human sides of recruiting.
He emphasized the importance of seeing beyond the transaction of hiring and recognizing the broader human impact behind every decision.
Even difficult moments, such as candidate rejections, were reframed through a more empathetic lens—understanding that fit and timing matter just as much as opportunity.
Beyond formal mentors, Alina also credits corporate leaders who modeled resilience, consistency, and leadership by example. Others served as sponsors—advocating for her work, amplifying her contributions, and helping her progress in her career. She also acknowledges the candidates she placed, many of whom advanced in their careers and continued to recognize her role in their journey.
These collective experiences shaped her understanding of leadership as something deeply relational and impact-driven.
AI as an Opportunity, Not a Disruption
Like much of the talent industry, Alina sees artificial intelligence as a major force reshaping recruiting—but one that is still in its early stages of adoption.
In her view, the industry is still “scratching the surface” of what AI can do.
Rather than replacing recruiters, she believes AI should be seen as an enabler—helping talent teams become more efficient, more precise, and more strategic in how they identify and engage talent.
“I feel that when we utilize AI properly… we’re going to be able to truly find the best talent for the roles.”
However, she emphasizes that technology alone is not enough. AI must always be balanced with human judgment, empathy, and decision-making. While tools can support sourcing, screening, and market analysis, the human element remains essential in understanding nuance, fit, and potential.
In her perspective, AI is only as effective as the people using it—and the organizations willing to adapt.
Advice for Talent Leaders Navigating Change
For fellow talent leaders, Alina’s advice centers on adaptability and mindset.
She believes success in the evolving world of recruiting will depend on three key traits: curiosity, openness to learning, and resilience in the face of ongoing change.
As the industry continues to evolve rapidly, she highlights the importance of change management skills and the ability to remain flexible in dynamic environments.
She also encourages leaders to prioritize hiring individuals who demonstrate these same traits—people who are comfortable with ambiguity, willing to learn, and capable of adapting quickly.
In a rapidly shifting landscape, she sees these qualities as essential not only for recruiters but for entire talent organizations.
A Leadership Philosophy Rooted in Growth and Adaptability
Across her career, Alina Owsianik has built a leadership approach grounded in advocacy, adaptability, and continuous learning.
From her early beginnings as a candidate advocate in agency recruiting to her current perspective on AI-driven transformation, her journey reflects a consistent theme: helping people grow while evolving alongside the industry.
As talent acquisition continues to change, her emphasis on human connection, openness to innovation, and commitment to development positions her as a thoughtful and forward-looking voice in the Talent 100 community.
