Lauren Postlewait

Lauren Postlewait

Manager, People & Talent Operations - AllTrails

For Lauren Postlewait, recruiting began unexpectedly—but quickly became a career that combined psychology, people, problem-solving, and business impact.

While studying psychology at the University of Washington, Lauren was also part of a sorority and exploring different career paths. At the time, she was working with Red Bull and had considered moving into a sales role with the company.

Then a close friend, who had graduated a year ahead of her, introduced her to a boutique recruiting firm in Bellevue, Washington called New West Group.

After meeting the team and learning more about the work, Lauren was drawn in.

“I kind of got hooked,” she recalls.

What started as an unexpected opportunity became the beginning of a career in recruiting and HR that has now spanned more than a decade.

Learning Through Strong Leaders

Looking back, Lauren credits several leaders with shaping how she approaches talent work today.

One of the first was Katrina Leis, her manager at New West Group.

As Lauren’s first professional leader, Katrina helped her learn how to operate in a workplace, build confidence, and develop the ability to perform at a high level.

“She had a really good balance of coaching and pushing me,” Lauren says.

Another major influence was Katie Wilber, who led Lauren during her first corporate recruiting role at Smartsheet.

Katie stood out for the way she advocated for her team and made sure recruiters were set up for success.

“She made sure things weren’t just dumped on us,” Lauren says.

That lesson stayed with Lauren, especially in a field where recruiters can quickly become overwhelmed with requisitions and unclear priorities.

Lauren also points to Sean Chelly, whom she worked with at Amperity.

With decades of recruiting experience, including time at large companies like Apple, Sean helped Lauren think more broadly about talent acquisition and understand how to right-size processes for the company she was supporting.

“He helped me see the bigger picture,” she says.

Building Lean, Effective Talent Teams

Before joining AllTrails, Lauren worked at Vanilla, where she was essentially the founding recruiter.

As part of a small people team, she handled nearly everything related to recruiting.

That experience taught her the power of having the right tools in place.

With a lean team and a full requisition load, Lauren relied on thoughtful technology choices to reduce administrative work and make the recruiting process more efficient.

“If you have the right tooling in place, you can truly have a lean team,” she says.

That experience shaped how she thinks about talent acquisition today.

Lauren believes technology can change not only how recruiters work, but also how talent teams are structured.

Now at AllTrails, she leads recruiting and people operations, managing a small team while helping revamp processes, tools, and workflows.

The company has strong brand recognition, which creates a high volume of inbound applicants.

For Lauren, one of the key challenges is ensuring the team can evaluate that applicant pool fairly and effectively while also building a stronger outbound sourcing strategy.

“As recruiters, part of your job is to evaluate the entire candidate pool,” she says. “That’s not just inbound. We’ve got to go outbound too.”

Using AI and Technology with Intention

Lauren has seen AI and recruiting technology significantly reshape the talent landscape.

But she cautions against adopting tools simply because they are new or trending.

For her, the best technology decisions start with a clear understanding of the problem a team is trying to solve.

It is easy for companies to add too many tools, sign long contracts, or implement systems that are not fully used.

Lauren prefers a more intentional approach.

She encourages teams to trial tools when possible, avoid overcommitting too early, and build a tech stack that fits the company’s actual size, growth plans, and hiring challenges.

“Not every TA team needs the same set of tools,” she says.

At AllTrails, that means focusing on the tools and processes that support the company’s specific needs, including managing high inbound applicant volume and expanding outbound recruiting.

Advice for Talent Leaders Heading into 2026

As talent acquisition continues to evolve, Lauren’s advice is to stay lean, stay thoughtful, and avoid chasing every trend.

AI and automation can create real value, but only when they are tied to a clear business or recruiting need.

Her guidance for talent leaders is simple: start small, understand what part of the process needs improvement, and make sure the tools you adopt are right-sized for the organization.

“You can always add on later,” she says.

For Lauren, effective talent leadership is not about having the biggest tech stack. It is about building the right one.

By combining a practical approach to technology, strong process design, and a deep understanding of candidate experience, Lauren Postlewait represents the kind of talent leader helping organizations build smarter, leaner, and more effective recruiting teams.