Nicky Russell

Nicky Russell

VP, People and Talent, Advisor360°

Nicky Russell didn’t enter recruiting through a traditional HR path — she stepped into it after seeing a problem and deciding she wanted to fix it.

Early in her career, Nicky spent six years working in customer service. During that time, she noticed a pattern inside the organization: employees were constantly leaving.

“It felt like a revolving door,” she recalls.

Instead of accepting it as normal, she became curious. Why were so many people leaving? And more importantly, what could be done differently?

That curiosity led her to HR.

“I went to the HR team and asked how I could support the hiring process,” she says.

That moment marked the beginning of a career that has now spanned more than two decades in talent acquisition.

Once she stepped into recruiting, she found the work deeply aligned with her instincts.

“I fell in love with it,” she says. “And I’ve never left.”

Seeing Recruiting Through a Human Lens

From the very beginning, Nicky’s philosophy around recruiting has centered on one core idea: people are more than resumes.

While early recruiting conversations often focused on qualifications and skills, she quickly realized something deeper mattered.

“People work for a reason,” she explains. “You have to understand what someone actually wants — not just whether they check the boxes.”

That perspective reshaped how she approached hiring.

Instead of viewing recruiting as simply filling roles, Nicky began treating it as a journey she shares with candidates.

“I tell people all the time — I’m walking this journey with you,” she says.

For her, that means helping candidates evaluate whether a role truly fits their goals and supporting them throughout the entire process.

Leaders Who Shaped Her Approach

Throughout her career, several leaders helped shape how Nicky thinks about recruiting and leadership.

One of them is Chris Murdock of IQ Talent Partners, whose approach to candidate relationships left a lasting impression.

“What stood out about Chris was his genuineness,” Nicky says. “He truly believes in treating candidates the way you’d want to be treated.”

That philosophy mirrored her own values and reinforced the importance of empathy in recruiting.

Another key influence was Dave Quick, the first leader who gave her the opportunity to step into recruiting.

Looking back, she credits that moment as a pivotal turning point.

“I’ve thanked him many times,” she says. “Because he gave me the opportunity to learn and grow in this field.”

Nicky also points to Brian Fink, a close friend and respected voice in the recruiting industry.

What she admires most about him is his willingness to challenge conventional thinking.

“He doesn’t always go the traditional route when it comes to finding talent,” she explains. “He’s always thinking bigger and approaching recruiting from a different angle.”

Navigating the Rise of AI in Recruiting

Like many talent leaders, Nicky has watched the rapid rise of artificial intelligence tools reshape recruiting workflows.

But her approach remains grounded in practicality.

“Yes, there are a lot of tools,” she says. “But the question is always — does it actually work for your team?”

Rather than chasing every new technology, Nicky prefers a more thoughtful approach: test first, adopt second.

“I’m very much a ‘try before you buy’ type of person,” she explains.

With so many AI-powered tools emerging — from automated note-takers to sourcing platforms — she believes recruiting leaders must focus less on hype and more on real-world value.

“There are a lot of shiny objects,” she says. “You have to take the time to understand what actually helps your team.”

Leadership Advice for the Future of Talent Acquisition

After more than 20 years in the industry, Nicky believes that while technology will continue to evolve, one principle will never change.

Recruiting is still fundamentally about people.

“At the end of the day, we’re all human,” she says. “People power business.”

For talent leaders navigating the future of recruiting, her advice is straightforward: treat others the way you want to be treated.

That philosophy applies both to candidates and to the recruiting teams leaders manage.

“You have to take care of your people,” she says. “Listen to their challenges and take action to help them succeed.”

Because while hiring processes, tools, and technologies will inevitably shift, the human element will always remain central.

And for Nicky, that’s what makes recruiting meaningful.

“It’s always been about walking that journey with people,” she says.