Rachel Allen
Rachel Allen
Head of Talent Acquisition, 7-Eleven
Rachel Allen’s journey into recruiting is anything but traditional—and that’s exactly what makes it so compelling.
With a degree in finance, Rachel initially had her career mapped out, even securing a role with the CIA straight out of college. But when that opportunity was unexpectedly rescinded during the dot-com downturn, she found herself navigating an uncertain job market. Leaning on her network, she landed a role in mortgage servicing—what she thought would be “finance-adjacent,” but quickly turned into something very different.
Working in a call center during a turbulent time in the housing market, Rachel found herself speaking daily with individuals facing difficult financial situations. It was a challenging environment, but one that became a defining experience. There, she developed a deep sense of empathy and a strong appreciation for the human side of work—skills that would later become central to her success in recruiting.
Looking to pivot back into finance, Rachel connected with a staffing agency—only to be told she was too far removed from her degree to re-enter the field. Instead, they offered her a different path: recruiting for finance and accounting roles. She took the opportunity, stepping into the agency world and discovering a profession she would ultimately never leave.
One of her early clients, 7-Eleven, recognized her potential and brought her in-house—marking the start of her corporate recruiting career. After five years, she expanded her experience at Schneider Electric, gaining exposure to global talent strategies and enterprise-level transformation. In 2021, she returned to 7-Eleven as a “boomerang,” bringing with her a broader perspective and a deeper understanding of how talent functions operate at scale.
Today, Rachel leads talent acquisition with a philosophy shaped by both her unconventional path and the leaders who guided her along the way—grounded in empathy, integrity, and a deep belief in the power of human connection.
What Energizes Her Most
For Rachel, energy comes from the unique blend that makes recruiting so dynamic: the intersection of people, strategy, and impact.
She sees talent acquisition as both an art and a science—a balance that has shifted over time but remains essential to the function. While data, tools, and processes play a critical role, it’s the human moments that truly define success.
Rachel is particularly energized by the opportunity to influence not just hiring outcomes, but broader organizational success. From shaping talent strategies to mentoring others in the field, she thrives in environments where she can make a meaningful difference—both for candidates and for the business.
Equally important is her commitment to developing others. Having benefited from strong mentors throughout her career, Rachel actively invests in guiding the next generation of talent leaders, emphasizing both professional growth and personal resilience.
How Recruiting Is Changing
Rachel views the current wave of AI innovation as a pivotal moment for talent acquisition—but one that requires thoughtful navigation.
In her perspective, the biggest shift isn’t just about new tools—it’s about how leaders approach them. With the rise of “agentic AI” and increasingly sophisticated automation, there’s a temptation to chase the latest innovation without fully understanding its purpose.
For Rachel, the key is clarity.
Rather than starting with technology, she believes organizations must first define the problems they’re trying to solve and the strategies they aim to achieve. Only then should they evaluate how AI can support those goals.
At the same time, she sees AI as an enabler—not a replacement. As technology takes on more of the operational and analytical workload, it creates space for recruiters to focus on what truly differentiates them: being human.
This shift, she believes, will rebalance the function. After years of leaning heavily into the “science” of recruiting, the future will require a renewed emphasis on the “art”—the intuition, connection, and empathy that technology cannot replicate.
Rachel’s Advice for 2026
Looking ahead, Rachel’s advice is both strategic and deeply human: don’t lose sight of what matters most.
As organizations continue to adopt new technologies, she urges talent leaders to resist the pull of “shiny objects.” Instead, stay grounded in business strategy and focus on solving real problems.
“Lead with the problem, not the tool,” she emphasizes.
She also believes that the future of recruiting will not be defined by job loss, but by job evolution. Roles will change, responsibilities will shift, but the core purpose of talent acquisition—connecting the right people to the right opportunities—will remain.
Most importantly, Rachel highlights the growing importance of human connection. In a world increasingly shaped by automation, the ability to build relationships, show empathy, and create meaningful candidate experiences will become even more valuable.
“Being human is going to be our superpower,” she notes.
For Rachel Allen, the future of recruiting isn’t about choosing between technology and people—it’s about using technology to amplify what people do best. And in that balance lies the true opportunity for talent leaders heading into 2026 and beyond.
