Nerida Rooney
Nerida Rooney
Non Executive Director - Voyse
For Nerida Rooney, recruiting was never something she accidentally stumbled into later in life—it has been part of her journey from the very beginning of her career.
Growing up in Australia, Nerida knew early on that university wasn’t the path she wanted to pursue after finishing school. Instead, she wanted to start working immediately and begin building a career for herself.
Her first opportunity came through an Indigenous traineeship in the HR department at the University of Newcastle, where she was introduced to the world of human resources and recruiting for the very first time.
At the time, she had no real understanding of what HR or talent acquisition actually involved.
“I had no idea what HR was,” she recalled. “I just thought, I’ll give it a go.”
On her very first day, Nerida shadowed the HR director during candidate interviews. One moment from that interview process immediately sparked her curiosity: hearing candidates discuss salary expectations.
“I remember thinking, ‘I can’t believe you can ask that,’” she said with a laugh. “I’ve always been a bit nosy and curious about what people earn.”
What initially started as curiosity quickly evolved into a genuine passion for helping people grow their careers and watching professional journeys unfold over time.
One experience that stayed with her involved interviewing a candidate alongside the HR team, then later participating in that same individual’s promotion interview a year later.
“That was such a full-circle moment,” she explained. “From shadowing interviews on day one to then sitting on the panel—it really stuck with me.”
More than two decades later, Nerida has remained in talent acquisition throughout her entire career, witnessing firsthand how dramatically the industry has evolved—from paper CVs and spreadsheets to AI-powered recruiting technology and global talent strategies.
Throughout that evolution, her passion for people, curiosity, and relationship-building has remained constant.
What Shaped Her Leadership Philosophy
Nerida credits several influential leaders and mentors throughout her career for shaping the way she approaches leadership, people development, and talent strategy today.
One of the most impactful leaders she worked with was a Chief People Officer during her time in the construction industry. At the time, Nerida had recently become a mother for the second time and was balancing the demands of parenting with returning to work full-time.
Watching a senior female leader successfully navigate both career leadership and motherhood had a profound impact on her.
“She showed me that you can be at the top of your game and still be a really great mom,” Nerida shared.
That leader implemented a number of people-first initiatives that left a lasting impression on Nerida, including expanded maternity leave, increased paternity leave, and even baby loss policies designed to better support employees through major life moments.
For Nerida, it was a powerful example of how talent leaders can create policies that genuinely improve people’s lives while also strengthening organizational culture and retention.
She also reflects on leaders earlier in her career who believed in her before she fully believed in herself.
Like many professionals, Nerida experienced moments of imposter syndrome and uncertainty about whether she truly belonged “at the table.” But strong mentors encouraged her to push beyond those doubts and step confidently into leadership opportunities.
One former director frequently reminded her:
“Fake it till you make it. Nobody knows you’re faking it.”
That advice helped Nerida realize that confidence often develops through action and experience rather than waiting to feel fully ready beforehand.
Another defining moment in her career came when the team behind RecFest invited her to speak on stage for the first time.
The opportunity was intimidating—thousands of people were in attendance—but it ultimately transformed how she viewed herself as a leader and voice within the recruiting industry.
She spoke about attracting overlooked talent pools into construction industries, including helping former prisoners gain employment opportunities and reduce recidivism through meaningful work.
“That first stage changed everything,” she said.
Since then, Nerida has gone on to speak at conferences, podcasts, and industry roundtables across the talent acquisition space.
How AI Is Reshaping Recruiting
Nerida believes the recruiting landscape has changed dramatically over the past year due to the rapid acceleration of AI and recruiting technology.
According to her, talent leaders today are being introduced to more new platforms, products, and automation tools than ever before.
“I’ve been pitched more AI tools in the last year than at any point in my career,” she explained.
While she sees enormous potential in AI-powered recruiting solutions, she also believes the sheer volume of tools entering the market creates a major challenge for talent leaders trying to determine which technologies will truly deliver long-term value.
For Nerida, the concern isn’t whether AI is useful—it absolutely is. The challenge is identifying which solutions solve sustainable business problems rather than simply becoming short-term “shiny new toys.”
Implementing recruiting technology isn’t a quick plug-and-play process. It requires alignment across recruiting teams, stakeholders, executives, and broader business operations.
Because of that, Nerida believes organizations need to think strategically before committing to new tools.
“It’s not just about solving today’s problem,” she explained. “You need to think about whether that solution will still support your business three to five years from now.”
At the same time, she sees AI creating exciting opportunities for recruiting teams to scale impact, improve delivery, and strengthen relationships with internal stakeholders.
For Nerida, the future of recruiting will belong to leaders who balance innovation with thoughtful implementation.
Nerida’s Advice for Talent Leaders in 2026
As recruiting technology continues evolving rapidly, Nerida encourages talent leaders to lean heavily on their professional networks before making major technology decisions.
She believes one of the most valuable resources recruiters have is the ability to learn directly from peers who have already implemented and tested solutions themselves.
“Your network is basically like free Google reviews,” she said.
Rather than relying solely on vendor pitches, Nerida advises leaders to speak candidly with other talent professionals about what worked, what didn’t, and what challenges emerged during implementation.
That collaborative approach allows teams to make smarter decisions, avoid unnecessary mistakes, and better evaluate whether a product’s roadmap aligns with long-term business needs.
She also believes the right technology strategy depends heavily on organizational context. A scaling startup may require very different solutions than a large enterprise organization, making peer insight even more valuable.
Ultimately, Nerida believes successful talent leaders moving into the future will be the ones who stay curious, stay collaborative, and remain focused on solving real business problems rather than chasing every new trend.
That thoughtful, people-first approach to leadership is what makes Nerida Rooney a standout voice in modern talent acquisition—and a deserving member of the Talent 100.
