Huntlee Alderman
Huntlee Alderman
Group Head of Talent Acquisition, AXA
Huntlee Alderman’s path into recruiting began with timing, curiosity, and a willingness to follow opportunity.
After gaining early exposure to recruitment before university, Huntlee graduated into a slow job market—one where options were limited, but possibilities still existed. When an agency recruitment firm reached out, he was drawn not just to the role, but to the company’s story and direction. He took the leap, stepping into agency recruiting straight out of university and laying the foundation for what would become a global career in talent acquisition.
Over time, Huntlee’s career expanded across geographies and complexities—from the U.S. to the U.K., and from agency environments into large-scale, international organizations. Along the way, he developed a leadership style shaped by autonomy, cultural awareness, and operational transformation.
His journey eventually led him to AXA Partners, where he now serves as Global Head of Talent Acquisition. In this role, Huntlee has led talent efforts across a complex, multinational landscape—driving transformation initiatives, implementing new technologies, and building more effective, scalable recruiting functions. With a focus on improving hiring processes, strengthening collaboration between HR and the business, and enhancing visibility across recruitment workflows, his work reflects a balance of strategy and execution.
Throughout his career, Huntlee has been influenced by leaders who empowered him to grow while challenging him to think differently. From learning the value of autonomy and trust, to developing cultural competency in global environments, these experiences have shaped how he leads today—hands-on when needed, but always focused on enabling his teams to succeed.
What Energizes Him Most
For Huntlee, energy comes from building and evolving talent functions in complex, ever-changing environments.
He thrives in moments where there is opportunity to create—whether that’s implementing new systems, refining recruitment strategies, or improving how teams operate across regions. The challenge of navigating different markets, cultures, and expectations is not a barrier, but a motivator.
At the same time, he finds purpose in enabling his teams. Providing autonomy while offering the right level of support has become a defining part of his leadership approach. For Huntlee, success is not just about outcomes—it’s about building teams that are empowered to deliver those outcomes sustainably.
How Recruiting Is Changing
Huntlee sees the recruiting landscape evolving at an unprecedented pace, largely driven by AI and automation.
Operating within Europe, he has a front-row seat to both innovation and regulation—particularly with frameworks like the EU AI Act shaping how organizations adopt new technologies. For Huntlee, this creates both opportunity and responsibility. While automation can streamline workflows and give recruiters valuable time back, it also requires careful oversight to ensure fairness, transparency, and compliance.
He believes the role of the recruiter is fundamentally shifting. As AI takes on more of the sourcing and administrative workload, recruiters will need to develop sharper judgment and discernment. The question is no longer just about finding candidates—but about truly understanding them.
“Are we assessing the candidate,” he reflects, “or the best AI-assisted version of the candidate?”
In this new environment, skills like evaluation, behavioral assessment, and cultural alignment will become even more critical. At the same time, organizations must remain vigilant about bias—ensuring that the tools designed to improve hiring don’t unintentionally reinforce existing challenges.
For Huntlee, the future of recruiting isn’t just about adopting AI—it’s about using it responsibly while elevating the human expertise that sits alongside it.
Huntlee’s Advice for 2026
As recruiting continues to evolve, Huntlee’s advice is clear: embrace technology—but don’t lose sight of the candidate.
While AI and automation can create efficiency and scale, he warns against over-reliance. One of the biggest risks organizations face is optimizing so heavily for process and speed that they neglect the candidate experience.
“There’s nothing worse than applying for a role and hearing nothing back,” he notes—a reality that still exists despite advances in technology.
For Huntlee, the candidate experience must remain at the center of every strategy. This is especially true in industries where candidates may also be customers, making every interaction a reflection of the brand itself.
As talent leaders move into 2026, he encourages a balanced approach: leverage tools to enhance productivity, but remain deeply intentional about communication, engagement, and transparency.
Ultimately, the fundamentals haven’t changed. Recruiting is still about bringing the right people into the organization. The tools may evolve, the processes may shift, but the responsibility to deliver a thoughtful, human-centered experience remains constant.
That balance—between innovation and integrity—is what defies Huntlee Alderman’s approach to talent leadership and what positions him as a key voice in the future of recruiting.
