Jeff Greene

Jeff Greene

Vice President of National Talent Acquisition Strategies and Operations, Trinity Health (HQ Michigan)

For Jeff Greene, recruiting began through an early exposure to education and enrollment recruitment while he was still in college.

At first, Jeff thought he would follow a path connected to his education, specifically in public relations. But as he explored that direction, he found himself drawn less to organizations at large and more to people.

That realization pulled him back toward human resources and recruitment.

Since then, Jeff has built a career across big retail, healthcare, and nonprofit sectors.

“I really couldn’t imagine myself being anywhere else now,” he says.

Learning to Set His Own Pace

Looking back, one of the most meaningful influences on Jeff’s career came from his grandfather.

At one point, Jeff found himself moving quickly, saying yes to every opportunity, relocation, project, and stretch assignment in pursuit of growth.

His grandfather encouraged him to pause and ask an important question: What pace did he actually want to keep?

“Don’t let someone else pace you,” Jeff recalls.

That advice became a guiding principle throughout his career.

Jeff learned to ask whether his own pace matched the pace of the organization around him. Sometimes it did. Sometimes it did not.

That reflection helped him make more intentional career decisions and later became advice he shared with others he mentored.

Leading People as Individuals

Another leadership lesson came from a leader whose style helped Jeff understand the kind of leader he did not want to become.

This leader often expected others to adjust to their leadership style, saying, “That’s just who I am.”

For Jeff, that experience shaped an important belief: people are not fixed.

He believes people move through seasons in their lives and careers. Sometimes they want to feel challenged. Sometimes they want to feel successful and steady. Sometimes they want both.

That perspective shaped how Jeff leads.

Rather than expecting every person to adapt to one leadership style, he works to understand where each person is, what they need, and how to help them succeed.

That same mindset carries into recruiting.

Candidates may communicate differently, show up differently, or need different things from the process. That does not mean they cannot contribute, thrive, or succeed.

How AI Is Changing Recruiting

Jeff sees AI changing the recruiting landscape most clearly in the way candidates find jobs and express interest.

Recruiting has already evolved from traditional staffing to talent acquisition, and more recently toward talent attraction.

Now, AI is pushing the function into another phase.

Candidates are no longer only going directly to career sites or job boards. Many are using AI tools to search for opportunities, match their resumes to roles, and even apply at scale.

This changes the responsibility of recruiting teams.

It is no longer enough to write a job posting and wait.

Recruiters must think about how their roles show up in search results, how jobs are targeted, and how employment brand reaches the right people at the right time.

For Jeff, this shifts recruiting from a sales function to a consulting function—and now toward a marketing consulting function.

Advice for Talent Leaders Heading into 2026

Jeff’s advice for talent leaders is to focus on the moments that matter.

Not every role, candidate population, or organization needs the same solution.

Some hiring processes may benefit from speed, consistency, and automation. Others may require a more personalized, concierge-style candidate experience.

The key is understanding what matters most to the people being targeted.

Jeff also cautions leaders not to deploy AI simply because it is available.

Talent leaders need informed opinions about where technology belongs, what outcomes it should support, and how it will change the process around it.

“We can’t be too quick to deploy something into our existing process just because it seems like the cleanest solution,” he says.

At the same time, Jeff believes leaders cannot wait for the perfect solution.

The pace of change is too fast.

Instead, talent teams need to pilot, learn, adjust, and keep moving.

By combining thoughtful leadership, candidate empathy, strategic talent attraction, and a practical approach to AI, Jeff Greene represents the kind of talent leader helping recruiting teams adapt to the future while staying grounded in what people need most.