Stephanie Holman
Stephanie Holman
Senior Technical Recruiter, Defense Unicorns
Steph Holman’s path into recruiting began in a place rooted deeply in guidance, growth, and human connection.
Before entering the world of talent acquisition, Steph started her career in education—working first as a K–12 school guidance counselor before transitioning into higher education. Throughout those years, she played a key role in helping students navigate their academic journeys, supporting them as they worked toward degrees and long-term goals.
But what fascinated her most happened after graduation.
She found herself continually drawn to the question of what came next for students—the careers they pursued, the opportunities they discovered, and the paths they built for themselves beyond the classroom.
That curiosity eventually led her into recruiting.
As her career evolved into the tech industry, Steph discovered that talent acquisition allowed her to continue supporting people during another pivotal chapter of their lives. Instead of guiding students toward degrees, she was now helping candidates navigate career opportunities and life-changing transitions.
For Steph, recruiting became more than filling roles.
It became an opportunity to serve as a meaningful first point of contact—someone who could help individuals feel seen, informed, and welcomed as they explored new possibilities.
Today, she brings that same people-first philosophy into the world of talent leadership, combining empathy, transparency, and authenticity in an industry that often moves at a rapid pace.
What Energizes Her Most
For Steph, recruiting is ultimately about people—not processes.
She is energized by the opportunity to positively impact someone’s career journey and believes the recruiting experience should feel human, respectful, and transparent from beginning to end.
Much of her philosophy centers around trust.
Whether she’s speaking with a software engineer, a military veteran transitioning into civilian work, or an early-career candidate exploring opportunities for the first time, Steph believes recruiters have a responsibility to create clarity and build confidence throughout the process.
That perspective has been heavily influenced by leaders she admires.
She credits recruiting leader Amy Miller for demonstrating the importance of sharing accurate, transparent information with both recruiters and job seekers. Steph also points to Andy Gill, a former manager, for shaping her approach to interpersonal communication and reinforcing the importance of treating every candidate with dignity and respect.
Another leader who left a lasting impression is recruiter and community builder Ben Mena, whose ability to connect professionals across recruiting disciplines highlighted the power of building meaningful networks within the industry.
For Steph, recruiting is at its best when it feels approachable, honest, and deeply human.
How Recruiting Is Changing
Steph believes AI is fundamentally reshaping recruiting—and she’s clear about one thing:
It isn’t going anywhere.
While initially resistant to AI-driven tools, she has since embraced the ways technology can improve efficiency, strengthen advocacy for candidates, and help recruiters better manage increasingly complex workflows.
One example that shifted her perspective was the use of AI-powered interview transcription and recording tools such as BrightHire.
At first, Steph worried these tools might reduce the authenticity of conversations or make candidates uncomfortable. But over time, she realized their value—particularly in helping recruiters remain fully present during interviews while ensuring important details are accurately captured.
In highly technical recruiting environments, where recruiters often balance active listening with detailed note-taking, AI tools can help prevent critical information from being lost in translation.
For Steph, that ultimately benefits both recruiters and candidates.
She also believes the role of recruiters is evolving beyond traditional sourcing and screening. In an era shaped by AI, automation, and rapidly changing technology, recruiters must become more adaptable, more informed, and more intentional about how they build relationships.
At the same time, she emphasizes that technology should never replace humanity.
Recruiting, in her view, still depends on empathy, communication, and trust—qualities that no automation tool can fully replicate.
Steph’s Advice for 2026
Looking ahead, Steph encourages talent leaders to approach AI with curiosity instead of fear.
Organizations that resist change entirely risk falling behind, while those willing to thoughtfully explore where AI fits into their workflows will be better positioned to scale effectively and improve candidate experiences.
But she also believes balance is essential.
Technology should be used to support recruiters—not remove the human connection that makes recruiting meaningful in the first place.
Steph also emphasizes the importance of self-awareness and integrity within talent acquisition. Recruiters hold significant influence over people’s careers, and she believes leaders must remain conscious of their own biases, communicate transparently, and approach hiring decisions with fairness and empathy.
She is particularly passionate about authenticity in recruiting and believes candidates remember how they were treated long after an interview process ends—regardless of whether they receive an offer.
For Steph, the future of recruiting belongs to leaders who can combine innovation with humanity.
That thoughtful balance of empathy, adaptability, and people-first leadership is what makes Steph Holman a standout voice in modern talent acquisition—and a deserving member of the Talent 100.
