Dan Riccio
Dan Riccio
Director, Talent Acquisition, SingleStore
D. Riccio’s path into talent acquisition started at the intersection of people and systems — long before that combination became standard in HR.
He earned his MBA from SUNY Albany in a program that blended Human Resources and Information Systems, an uncommon pairing at the time. While many gravitated toward the technical side, Riccio found himself drawn to training, leadership, and the human impact of business decisions.
Early in his career, he worked in operational leadership roles across warehouse and distribution environments. There, he discovered a simple but powerful truth: hiring the right people changed everything. By standardizing hiring practices and aligning them with business needs, he quickly became a top-performing district manager.
That realization led him into HR full-time, with his first formal recruiting role at a major Northeastern supermarket chain, Price Chopper.
He never looked back.
Over the years, Riccio has stayed in touch with interns and early-career hires he supported decades ago — many of whom are now senior leaders themselves. Those long-term relationships remain one of the most meaningful parts of his career.
“We may not always get the credit in HR,” he says, “but we get the chance to truly impact people’s lives. That’s what keeps me in it.”
What Energizes Her Most
Riccio is motivated by the transformative power of the right hire.
He often joins organizations during periods of challenge or change, when teams aren’t yet operating at full strength. His focus is on aligning talent acquisition with business strategy and rebuilding positive momentum.
“If I bring in the wrong people, I can hurt a business,” he explains. “But if I bring in the right people with the right energy, we can transform an organization.”
For Riccio, recruiting sits at the center of a major life decision. Candidates are trusting recruiters with their careers, finances, families, and futures — while companies are trusting recruiters to shape culture, performance, and long-term success.
That responsibility, he says, is both humbling and motivating.
How Talent Acquisition Has Evolved
Having worked in recruiting since the days of paper resumes and newspaper job postings, Riccio has seen every stage of the profession’s evolution — from early job boards to LinkedIn, and now AI-powered tools.
While technology has dramatically increased speed and reach, he believes it has also introduced new challenges around authenticity.
“Today, resumes can be written by AI. Interview answers can be generated by AI,” he says. “It’s harder to know what’s truly coming from the person.”
As a result, he believes the human side of recruiting — conversation, intuition, and relationship-building — is more important than ever.
Riccio views AI as a tool, not a replacement. Efficiency matters, but genuine connection is still what leads to the best hiring decisions.
Riccio’s Advice for 2026
As the industry continues to evolve, Riccio encourages talent leaders to double down on transparency and authenticity.
His advice is simple but timely: be honest, set clear expectations, and focus on real conversations rather than perfectly polished ones.
In an era where technology can generate flawless responses, authenticity stands out.
“Go back to being real with people,” he says. “That’s what builds trust — and trust is what great hiring is built on.”
For Riccio, the future of talent acquisition isn’t about choosing between technology and people. It’s about using tools wisely while staying grounded in the human relationships that have always been at the heart of recruiting.
