Hannah Rodriguez

Hannah Rodriguez

Head of Talent Acquisition, Canada & Americas - Zip Co

For Hannah Rodriguez, recruiting was a career she discovered by accident.

Raised in a family of entrepreneurs, Hannah grew up surrounded by family-owned businesses, sales, marketing, and the constant energy of building something from the ground up. Her early career began in marketing, where she worked as a regional marketing manager in Michigan.

Then, shortly after starting a new role, an unexpected car accident changed the direction of her career.

Unable to stand for an extended period, Hannah was asked by her employer to support several hiring projects while she recovered. What began as a temporary way to add value quickly became something much more meaningful.

“I ended up loving it,” Hannah recalls. “I realized I could be part of someone’s huge life experience change.”

Because she had been hiring and managing teams since she was 18, recruiting felt like a natural extension of skills she had already been developing for years. What surprised her was how deeply the work resonated with her personally.

As someone who describes herself as a nurturer, community builder, and bridge-builder, Hannah found purpose in helping people navigate career transitions and connect with opportunities that could meaningfully impact their lives.

Building Talent Functions From the Ground Up

Over the last seven to eight years, Hannah’s career has grown organically across tech, marketing, innovation, and fractional talent leadership.

She eventually moved into work with seed through Series D technology startups, often serving as a fractional head of talent responsible for building recruiting functions from the ground up.

That experience gave her a unique view into founder perspectives, emerging markets, different industries, and the technologies shaping the future of work.

“I got to see so many different founder viewpoints, markets, industries, technologies, and tools,” she says. “It’s been a whirlwind.”

For Hannah, one of the most meaningful parts of leadership is coaching and enabling others to do their best work. Having built much of her own career while “building the plane while flying it,” she deeply values leaders who create clarity, remove obstacles, and help others grow.

Now, she brings that same philosophy into the way she leads and develops talent teams.

A Human-First Approach to Recruiting

When reflecting on the people who shaped her career, Hannah points not only to recruiters but also to the founders, executives, and business leaders she has partnered with over the years.

Their perspectives on hiring, team culture, business growth, and high performance helped make her a stronger recruiter.

“The people who made me a better recruiter were often the C-suite leaders and founders I worked with,” she explains. “The way they thought about their business and their teams made me sharper.”

One talent leader who had a particularly meaningful impact was Ben Herenwix, founder of Union, where Hannah previously worked as a founding recruiter.

She describes him as a human-first, systems-oriented leader who pushed his team to combine quality, speed, rigor, agility, and empathy.

“He completely changed the way I look at recruiting,” Hannah says.

Through his leadership, Hannah learned the importance of operating like an executive search consultant regardless of the role being filled: partnering deeply with the business, bringing market insights, moving quickly, learning from mistakes, and understanding candidates beyond their résumés.

Using AI With Guardrails, Ownership, and Trust

As AI continues reshaping recruiting, Hannah believes its value depends heavily on how thoughtfully organizations implement it.

She sees AI as a powerful tool for reducing manual, repetitive, administrative work—especially the tasks that slow teams down without adding strategic value.

But she is equally clear that AI should never replace human judgment.

“It should make things simpler,” she says. “It should bring clarity, efficiency, and velocity without hindering the results.”

For Hannah, successful AI adoption requires clear guardrails, human ownership, transparency, and trust by design.

She believes AI can support interview design, asset creation, team preparedness, training, and data consistency. It can help recruiters move faster and become better prepared, especially when hiring for roles where they may not be subject matter experts.

However, the final decisions must remain in human hands.

“It’s not working when it replaces human judgment,” she explains.

Advice for Talent Leaders Heading into 2026

As the talent landscape continues evolving, Hannah believes the strongest recruiting teams will be built on exceptional foundations.

Before chasing new tools or complex strategies, she encourages talent leaders to focus on the fundamentals: clear roles, structured assessments, prepared interviews, strong processes, and consistent hiring practices.

“The strongest teams are going to start with a really strong foundation,” she says.

Once those fundamentals are in place, talent leaders can begin operating more strategically upstream—partnering closely with stakeholders, bringing market insights, building skill fluency, and becoming true business partners.

For Hannah, the future of recruiting belongs to teams that combine operational excellence with empathy, agility, and deep business partnership.

By blending human-first leadership, structured recruiting practices, and thoughtful technology adoption, Hannah Rodriguez represents the kind of talent leader prepared to help organizations navigate what comes next.