Shibani Peterson

Shibani Peterson

Director, Global Talent Acquisition, Acquia

Shibani Peterson didn’t set out to build a career in recruiting. Like most talent leaders, she found her way into it by listening closely to what energized her — and having the courage to pivot when something didn’t feel right.

Peterson began her career after college in finance, majoring in economics and landing a role at an investment firm through a staffing agency. At the time, agencies still operated face-to-face, investing deeply in understanding candidates before making placements. That experience left a lasting impression.

“I really enjoyed the people side of it,” she says.

After a year in finance — and while studying for her Series 7 — Peterson realized the role wasn’t aligned with who she was. She was drawn to people, conversations, and impact. The clarity came quickly.

She returned to the agency that had placed her and pitched herself for a role.

“I had no recruiting experience,” she says. “I just said, ‘I want to work here. What do I need to do?’”

The agency had just launched a contract division, and Peterson joined as one of its first hires. It was there that her recruiting career truly began — and where she discovered her competitive drive and passion for the work.

Mentorship That Shaped Her Leadership

Throughout her career, Peterson has been guided by strong female leaders who pushed her beyond her comfort zone at pivotal moments.

Today, she credits her current leader, Denise Lam, as a key mentor — someone who consistently expands her scope, challenges her thinking, and demonstrates deep trust in her ability to lead.

“That belief is incredibly impactful,” Peterson says.

Earlier in her career, her first agency manager set the tone for what great leadership looks like: someone who teaches, challenges, and invests deeply in growth. Another leader later became instrumental in Peterson’s transition into formal talent leadership — promoting her into her first TA leadership role and advocating for her long-term development. Peterson followed her to another organization, a testament to the trust and respect they built together.

Across all of these relationships, one theme stands out: leadership that extends beyond the job.

“They got to know me as a person,” Peterson explains. “My values, my family, what mattered to me. That made all the difference.”

Leveraging AI to Elevate the Candidate Experience

At Acquia, Peterson leads talent with a mindset rooted in adaptability. Change, she believes, is table stakes in talent acquisition.

“If you don’t like change, this probably isn’t the field for you,” she says.

Over the past year, AI has become a powerful enabler for her team — not to replace recruiters, but to help them focus on what matters most.

Peterson’s team uses AI-powered tools like BrightHire to reduce administrative burden and elevate interviews. With automated note-taking and structured interview guidance, recruiters can focus fully on conversation, connection, and candidate engagement.

“We’re able to be more present,” she says. “Less focused on note-taking, more focused on really getting to know the person.”

AI also supports outreach, reference checks, interview design, and employment branding — helping the team reduce friction while improving consistency and personalization across the hiring journey.

For Peterson, the value of AI is clear: efficiency in service of humanity.

“AI should give us back time,” she explains. “Time to focus on candidate experience, employer brand, and meaningful relationships.”

Advice for Talent Leaders in 2026

As the talent landscape continues to evolve, Peterson believes the most important asset for any TA leader is their network.

“You’re only as good as your network,” she says.

Rather than gatekeeping tools or strategies, Peterson encourages open sharing — learning what’s working, what’s not, and why. With new platforms emerging constantly, no one can be an expert in everything.

“It’s changing hour to hour,” she explains. “What worked last month might already be outdated.”

Her advice: stay curious, stay connected, and stay comfortable with uncertainty.

“TA leaders are naturally good at pivoting,” Peterson says. “Lean into the discomfort. Be willing to learn as you go.”