Reshmi Nair
Reshmi Nair
Head of Talent Acquisition- North America, LGC
Like many successful talent leaders, Reshmi Nair’s journey into recruiting wasn’t linear—it evolved from curiosity, reflection, and a desire to work closely with people.
After completing her undergraduate degree in psychology, Reshmi explored several paths related to her studies. She volunteered with distress centers, where the work focused on therapy and mental health support, and also spent time at the Centre for Addiction and Mental Health (CAMH), contributing to research-based projects.
While both experiences were meaningful, they also helped her realize what she wanted—and what she didn’t.
Research, she discovered, moved slower than she preferred. Therapy work, though impactful, began to take a toll emotionally. That moment of reflection pushed her to reconsider where her interests truly lay.
“One thing that hit me instantly,” she recalls, “was that I loved studying business.”
With a background in psychology and an interest in business, two potential directions emerged: marketing or human resources. Marketing didn’t feel like the right fit, but HR opened a door—particularly in talent acquisition, where human behavior, decision-making, and business outcomes intersect.
Her first break came through simple outreach.
Reshmi began messaging professionals on LinkedIn, asking for just ten minutes to learn about the field. One conversation turned into an unexpected opportunity when someone responded with a request for her resume. That connection ultimately became her first manager—and her entry point into recruiting.
Looking back, she calls it one of the best decisions she ever made.
“This field is tailor-made for someone like me,” she says. “I love working with people, and recruiting lets me do that every day.”
Leaders Who Shaped Her Approach
Throughout her career, three leaders have played an important role in shaping how Reshmi approaches recruiting and leadership.
Ian Kinsella (Morgan McKinley) taught her the value of prioritizing quality over quantity in recruiting. Instead of overwhelming hiring managers with large numbers of candidates, he emphasized focusing on a small group of highly qualified individuals who truly fit the role.
Josh Burkwist (Platform Venture Studio) demonstrated what supportive leadership looks like. Even after leaving the organization, he remained available to mentor and guide his team, reinforcing the importance of being accessible and invested in people’s growth.
Charlie (Current Manager) helped her recognize the importance of balance between professional performance and personal well-being. His leadership style—starting conversations by focusing on the person before the work—reshaped how she now supports her own team.
Recruiting in the Age of AI
Like many leaders in talent acquisition, Reshmi has witnessed the rapid rise of AI tools in recruiting.
Her perspective is balanced: AI brings real efficiency—but it also introduces new challenges.
On the positive side, AI can streamline tasks like note-taking, transcription, and interview preparation.
However, she has also noticed an unexpected shift: as technology increases, the value of human interaction has grown even more.
Candidates frequently express appreciation when recruiters take the time to call them personally instead of sending automated rejection emails.
“I’ve had candidates thank me just for picking up the phone,” she explains.
That reaction reinforces her belief that human connection remains essential.
There are also concerns. She has seen candidates rely on AI during interviews, raising questions about authenticity and trust.
Because of this, her team continues to emphasize manual resume screening and direct conversations with candidates.
For Reshmi, the goal is clear: use AI to support the process—not replace the people within it.
Advice for Talent Leaders Heading Into 2026
With recruiting evolving faster than ever—from job boards to LinkedIn, remote work, and now AI—Reshmi believes one factor remains critical: community.
Her advice to other talent leaders is simple but powerful.
“Hold on to your network.”
Recruiters across companies are often facing the same challenges at the same time. Open conversations within professional networks can provide clarity, reassurance, and shared solutions.
“We’re all navigating these changes together,” she says. “If we keep talking and learning from each other, we’ll figure out what comes next.”
