Anthony Mosley
Anthony Mosley
Chief Recruitment Officer - Kentucky I Southern Indiana, Northwestern Mutual
For Anthony Mosley, talent acquisition has always been about creating opportunities that strengthen communities.
His passion for recruiting began while studying Community Leadership and Development at the University of Kentucky. Throughout his education, Anthony became increasingly interested in the role businesses and career opportunities play in shaping the health and success of local communities.
“I always thought the most impactful way to develop a community was through the career opportunities available to the people who lived there,” Anthony explains.
With that mindset, he entered the recruiting profession shortly after graduation, joining Aerotek Staffing and beginning what would become a career dedicated to connecting people with meaningful opportunities.
For nearly nine years, Anthony worked in staffing and recruitment, helping candidates discover career paths they may never have known existed.
His mission was simple: advocate for people, introduce them to new possibilities, and help them unlock opportunities that could positively change the trajectory of their lives.
Connecting People to Opportunity
While Anthony has built expertise across talent acquisition and leadership, the aspect of recruiting that continues to energize him most remains unchanged.
For him, recruiting is fundamentally about helping people realize their potential.
“Being able to connect folks with great opportunities is what I love most,” he says.
Anthony often compares career development to buying a home. It is one of the most important decisions people make, but it is not something they do every day.
Because interviewing and career transitions happen infrequently, many candidates enter the process without confidence or recent experience navigating the job market.
Anthony sees his role as helping bridge that gap.
Whether coaching candidates through the hiring process, helping them understand their strengths, or advocating for them with hiring managers, he believes recruiters have a responsibility to make the experience more accessible and empowering.
“I want candidates to get the full value out of their careers and find organizations that can truly utilize their skills,” he explains.
The Leaders Who Shaped His Career
When reflecting on the people who had the greatest influence on his professional journey, Anthony points to several leaders who helped shape both his career and leadership philosophy.
The first is Greg Bayland, a Director of Business Operations at Aerotek who first met Anthony at a career fair while he was still a student at the University of Kentucky.
Greg maintained contact with Anthony throughout his academic journey and ultimately played a pivotal role in bringing him into the organization.
“He gave me a wonderful candidate experience,” Anthony recalls. “And ultimately got me to say yes to working for him.”
The relationship proved meaningful, as Anthony would spend nearly nine years with the company.
Another influential leader was Stephanie Miller Sloan, who served as one of Anthony’s directors during the latter part of his time at Aerotek.
Anthony credits Stephanie with demonstrating the power of intentional advocacy.
By giving him autonomy, involving him in leadership conversations, and providing opportunities to learn beyond his immediate responsibilities, she helped accelerate both his confidence and professional growth.
“She brought me into leadership meetings, introduced me to the right people, and gave me opportunities to lean into the job I wanted,” he says.
Most recently, Anthony highlights Ali Weber, his director at Congo Brands.
Under her leadership, Anthony was entrusted with building and leading the organization’s Talent Acquisition Center of Excellence.
Together, they scaled the talent acquisition function from a single recruiter to a team of approximately 18 professionals while supporting a period of extraordinary business growth.
During that time, Congo Brands grew from roughly $400 million in revenue to more than $1.3 billion while expanding from approximately 500–600 employees to more than 1,000 globally.
Anthony credits Ali’s trust, autonomy, and leadership for enabling that success.
“She gave me the opportunity to build a team, deploy systems globally, and create programs that could scale with the business,” he says.
Keeping Humanity at the Center of Talent Acquisition
As talent acquisition continues evolving through new technologies, changing workforce expectations, and increased automation, Anthony believes one principle must remain constant.
People come first.
His advice for talent leaders heading into 2026 is rooted in empathy and perspective.
“I would advise talent leaders to remember their own experience when they were interviewing on the other side of the table,” he says.
For Anthony, every candidate interaction represents much more than a hiring decision.
Behind every interview is a person with ambitions, responsibilities, families, and dreams that may be tied to the outcome of that conversation.
“It’s not just an interview,” he explains. “There are families, children, mothers, fathers, and dreams connected to that opportunity.”
Whether a candidate ultimately receives an offer or not, Anthony believes recruiters have a responsibility to treat every interaction with care, respect, and compassion.
In a world increasingly shaped by technology and efficiency, he sees empathy as one of the most important qualities a talent leader can bring to the profession.
“Compassion is the core element of our jobs.”
By combining community-minded leadership, candidate advocacy, and a deep commitment to the human side of recruiting, Anthony Mosley continues to demonstrate the lasting impact that great talent leaders can have on both individuals and organizations.
