Kevin Womack
Kevin Womack
Global Talent Acquisition Leader, Thomson Reuters
Kevin Womack’s path into talent started the way many of the strongest recruiting careers do: by solving a real business problem and realizing the hardest part was finding the right people to execute it.
Early in his career, Kevin worked as a business analyst at a small company trying to automate the handoff between inside sales and outside sales. He designed the solution, but quickly ran into a new challenge. He needed capable technical talent, and the work was not full time. A friend in staffing introduced him to contract recruiting, billing mechanics, and the realization that helping companies hire was itself a scalable business. That moment became his entry point into recruiting.
Building as an Entrepreneur
From there, Kevin built an uncommon foundation as a staffing entrepreneur. He helped start and scale multiple staffing firms, building full desk recruiting teams, placing technical talent, and creating real revenue engines from scratch. Across three separate ventures, he learned what it means to build without a safety net: win clients, fill roles, hire recruiters, build systems, and repeat.
Over time, each company was successfully sold, giving Kevin firsthand experience in scaling, operating, and exiting recruiting businesses. Those years shaped his bias toward speed, iteration, and practical execution.
Transitioning In-House at Indeed
That entrepreneurial background eventually brought Kevin to one of his largest clients: Indeed.
When Indeed interviewed him, they initially considered him for a senior leadership role. Kevin took a different approach. He asked to join as an individual contributor recruiter instead. Less title, less pay, more proximity to the work. He wanted to understand the corporate environment from the ground up, feel the friction himself, and earn leadership organically.
The decision paid off quickly. Kevin joined Indeed at roughly 1,500 employees and stayed through massive growth to nearly 15,000. During that time, he progressed from recruiter to global delivery leader, helping build sourcing, coordination, programs, analytics, DEI, and the infrastructure required to hire at scale. It was also where he met Everett Chaffin, who later nominated him for Talent 100.
Scaling Global Talent Functions
After Indeed, Kevin took on a global leadership role at Opendoor, overseeing nearly every part of talent acquisition and operations. Recruiting, sourcing, coordination, programs, employer branding, DEI, and operations all sat under his remit. The role reinforced a consistent theme in his career: build systems that make teams faster without losing the human center of recruiting.
Leading at Thomson Reuters
Today, Kevin leads talent acquisition at Thomson Reuters, based in the Dallas Fort Worth area. The scope is large, but what excites him most is the ability to build.
Despite being a 27,000 person organization, Thomson Reuters embraces a zero to one mindset. Teams are encouraged to experiment, iterate, and move quickly. Kevin is especially energized by the intersection of talent and AI. With access to a broad internal AI ecosystem and third party tools, he has helped build recruiter summaries, resume analysis workflows, and pilot programs like BrightHire that reduce administrative work and improve hiring quality.
His philosophy is simple: AI should remove clicks, not judgment. The goal is faster processes and better decisions, not replacing the recruiter.
How Kevin Sees the Industry Changing
Kevin has seen rapid adoption of AI across recruiting, particularly in resume evaluation, summarization, and scheduling. These tools save time and remove administrative drag, but they do not replace the most important part of the role.
As automation increases, recruiting becomes more advisory. Less order taking. More strategy. More time partnering with hiring managers, shaping talent plans, and building trust with candidates.
Kevin’s Advice for 2026
Experiment often, fail fast, iterate faster
Progress belongs to leaders who test tools, run pilots, learn quickly, and improve continuously. Do not wait for perfect conditions to move forward.
Use AI to remove friction, not replace judgment
AI should handle repetitive work like summarizing, evaluating, and scheduling so recruiters can focus on higher impact decisions.
Protect relationships at all costs
Technology should never come at the expense of trust. Relationships with candidates and stakeholders remain the foundation of great recruiting.
Kevin’s career blends entrepreneurship, hypergrowth scaling, and modern talent innovation. Across every chapter, one theme holds steady: build systems that help people do their best work, move quickly, learn constantly, and never forget that recruiting is still a relationship business at its core.
