Malak C.

Malak C.

Head of Talent Acquisition - Canada, Skip

Like many leaders in talent acquisition, Malak Chihab did not originally set out to build a career in recruiting.

Her path into talent acquisition began in a completely different space, starting in training and enablement rather than recruitment itself.

She first joined Skip as a training specialist after being approached on LinkedIn. Initially unsure about the role, she admits she even misunderstood the company’s business at first, assuming it was focused on food delivery operations rather than corporate talent and operations work.

However, after reviewing the role more closely, she saw an opportunity to work across languages, training restaurant partners, and leveraging her multilingual background.

Shortly after joining, her career trajectory shifted again when she was moved into talent acquisition after being identified for her potential in a bilingual recruiting role.

That transition marked the beginning of her journey into recruitment and people leadership.

At the time, the organization was still operating in a startup-like environment, with limited structure and rapidly evolving hiring needs.

She quickly found herself learning on the job and contributing to the development of more structured recruitment processes.

During the COVID-19 period, she experienced one of the most intense hiring environments of her career, supporting approximately 160 offers per week with a very small team.

That experience became a defining moment in her development as a talent leader.

It pushed her to rethink operational efficiency, candidate experience, and how structured hiring models could scale under pressure.

Today, she has grown into a leadership role overseeing talent acquisition across Canada, managing full-cycle recruitment across multiple levels and supporting both Canadian and European hiring needs.

From Training Specialist to Talent Acquisition Leader

Malak’s early career in training provided a foundation in communication, onboarding, and stakeholder management, but it was her rapid transition into recruitment that shaped her long-term career path.

Her experience during high-volume hiring periods, particularly during COVID-19, became a catalyst for developing scalable recruitment processes and structured hiring frameworks.

Working with a small team while managing large hiring demands forced her to think operationally and strategically at the same time.

This balance between execution and structure continues to define her leadership approach today.

The Leaders Who Shaped Her Development

Throughout her career, Malak credits several leaders who played a key role in her development.

One of the earliest influences was Arlen, a Director of Talent Acquisition who initially interviewed her and believed in her potential.

She describes him as both a mentor and a coach who gave her early confidence in the field.

Another key figure was Christina Irvine, who supported her transition and growth while challenging her to step out of her comfort zone.

Rather than solving problems for her, Christina encouraged her to take ownership and “fight her own battles,” helping her build independence and confidence in decision-making.

She also highlights Sean Clements, a Senior HR Business Partner, who taught her the importance of seeking truth before making decisions.

His influence helped her develop a more balanced and analytical approach to employee relations and hiring decisions.

Finally, she acknowledges Ryan, a former Head of HR, who shaped her thinking around fairness and values-driven decision-making.

His guidance reinforced her belief that decisions in HR and recruitment should always align with personal and organizational values.

Together, these leaders helped shape Malak’s leadership philosophy, particularly her focus on accountability, fairness, and structured growth.

Building Efficiency and Candidate Experience in High-Volume Hiring

Malak’s most formative professional experience came during the COVID-19 hiring surge, where demand increased dramatically and recruitment operations had to scale quickly.

Managing high-volume hiring with a small team required her to rethink traditional recruitment workflows and introduce more structured models to maintain efficiency.

This period strengthened her belief in balancing speed with candidate experience, ensuring that scale did not come at the expense of quality.

It also reinforced her ability to operate in fast-changing environments where agility and structure must coexist.

Her leadership today reflects this experience, with a strong emphasis on process improvement and operational clarity across talent acquisition functions.

AI, Efficiency, and the Future of Recruitment

Malak is a strong advocate for the use of AI in talent acquisition, particularly as a tool to improve efficiency and reduce administrative burden.

In her view, AI is not a replacement for recruiters but a productivity enhancer that allows professionals to focus on higher-value work.

She emphasizes that AI should be used to support decision-making, not replace human judgment in hiring processes.

One example she highlights is the use of AI-powered internal tools to support real-time compensation and benefits queries.

By using AI systems to quickly retrieve structured information, recruiters are able to provide faster and more accurate answers to candidates during live conversations.

This not only improves efficiency but also enhances the candidate experience by reducing delays and uncertainty.

However, she is clear that core recruitment decisions, such as resume review and candidate evaluation, should still be handled manually to ensure fairness and reduce bias.

For Malak, the value of AI lies in removing friction from administrative tasks, not in replacing human decision-making in hiring.

A Leadership Philosophy Built on Fairness and Growth

Throughout her career, Malak’s leadership philosophy has been shaped by mentors who encouraged independence, fairness, and critical thinking.

She emphasizes the importance of making decisions aligned with values, even when those decisions are difficult or unpopular.

Her approach to leadership is grounded in accountability, learning through experience, and continuous improvement.

She also believes that strong leadership involves giving others the space to grow, even if that means letting them struggle through challenges rather than solving problems for them.

Advice for Talent Leaders in a Rapidly Evolving Industry

As the talent landscape continues to evolve, Malak encourages leaders to embrace AI as a practical tool for efficiency rather than a source of fear.

She believes that organizations that fail to adopt new technologies risk falling behind in an increasingly competitive hiring market.

At the same time, she stresses that AI should be used responsibly, with clear boundaries around where automation is appropriate and where human judgment must remain central.

For Malak Chihab, the future of talent acquisition will be defined by how well organizations balance speed, efficiency, and fairness.

She believes the most effective talent leaders will be those who learn to use AI as an enabler while still preserving the human element at the core of recruitment.