Career Journeys in Talent Acquisition: Cheryl Gerber Harwell

Thanks for reading! This series is designed to shine a spotlight on Talent Acquisition professionals and highlight their career journeys and learnings so far. Today, we're joined by Career Journeys in Talent Acquisition: Cheryl Gerber Harwell. If you'd like to be next, please reach out to a TTC Community Manager.

Introduce yourself in one sentence:

Hi, I’m Cheryl Gerber Harwell, a global talent strategist and recruitment leader who’s built powerhouse teams and scaled and sold RPO hiring programs for Fortune 500 brands, bringing a creative, people-first approach to transforming big hiring goals into smart, scalable strategies.

Can you walk us through the key milestones in your career in the talent acquisition space? What were some pivotal moments or decisions that shaped your journey?

My career in talent acquisition has been a wild, rewarding ride - equal parts strategy, scrappiness, and serendipity. After a few junior recruitment roles, I got my real taste for recruitment at a startup pharma ad agency, where I helped scale the business through a blend of creativity and process-driven recruitment operations. That fast-paced environment sparked my passion for the art of storytelling and how it beautifully intersects with talent acquisition.

From there, I moved into Allegis, where I steadily grew and even boomeranged several times - starting as a Recruitment Coordinator and eventually becoming a Relationship Operations Leader. In that role, I led enterprise-scale recruitment delivery for Fortune 500 clients like American Express, HSBC, and Moody’s, sharpening my skills in scaling teams and streamlining complex RPO processes.

Along the way, I also dipped my toes into growth and business development roles at NextGen Global Resources and KellyOCG, where I drove new logo acquisitions and expansion of existing RPO and Staffing programs - combining recruitment expertise with commercial strategy to fuel revenue growth.

A major turning point came when I took on a leadership role at AMS, managing a 30+ person team across multiple regions, balancing budgets, and aligning talent strategies and technology with global business goals. That high-impact, hands-on experience cemented my passion for building scalable, strategic recruitment programs. I’ve partnered with powerhouse brands like Nike, Amazon, and Boeing - transforming ambitious hiring challenges into smart, creative solutions that consistently drive measurable results.

In this rapidly evolving industry, what strategies or practices have you adopted to continuously enhance your skills and stay ahead of the curve? Do you have any resources or learning methods you'd recommend to others?

This industry moves fast, and the only way to keep up, let alone lead - is to stay curious and connected. I’m constantly learning from the people around me; recruiters in the trenches, hiring managers on the ground, and peers across the industry and globe. I also make it a point to have conversations with people in roles I aspire to or want to better understand. Hearing how others are solving real-time challenges gives me fresh perspective and helps me spot trends before they go mainstream.

I carve out time weekly to read insights from thought leaders like Brian Heger, Justin Chia, Sam Straun and newsletters like Talent Operator, and Recruiting Brainfood. I also stay engaged through free online courses - Coursera, edX and HubSpot have been great for insights into leadership, trends and evolving tech in talent.

But honestly, I think the best learning comes through action. I like to pilot what I’m learning - whether it’s testing a new candidate experience, rethinking how we train and coach hiring managers, upskilling teams or optimizing workflows with tech stack. Mentorship is a big part of this too - both being mentored and mentoring others.

If I had to recommend anything, it’s this: stay close to the real work, ask good questions, talk to people doing what you want to be doing, and don’t be afraid to experiment. That’s how I stay sharp and keep evolving as a talent leader.

What has been the most challenging aspect of your career in talent acquisition, especially when you were actively seeking work? How did you overcome it, and what advice would you offer to others facing similar hurdles?

One of the most challenging aspects of being in talent acquisition, and now being on the market myself, is recognizing how often organizations aren’t entirely clear on what they actually need, or how to properly assess for it. There’s a disconnect between the job description, the interview process, and the actual expectations for the role. And layered on top of that is a lack of internal resources, especially within overstretched TA teams which often results in a poor candidate experience, even when the intent is good.

I’ve seen this from both sides: as someone who's led global RPO talent teams and client-facing hiring programs, and now as a candidate myself. When companies don’t have aligned stakeholders, clear success metrics, or the bandwidth to engage candidates meaningfully, it shows. For me, the way through has been staying grounded in what I know works by asking deeper questions, identifying where there's misalignment, and determining whether the organization is actually ready to support the role they’re hiring for.

My advice for others is whether you're hiring or job seeking is to look beneath the surface. If you’re a candidate, don’t be afraid to ask about internal alignment, interview calibration, or how they define success in the role. If you’re a leader hiring, invest the time upfront to clarify your goals and give your TA team the resources they need to deliver a strong candidate experience. Because at the end of the day, great talent can’t thrive in environments that aren’t clear or ready for them.

The recruiting world can be fast-paced and demanding. How do you strike a balance between your professional commitments and personal life? Are there specific routines or rituals you follow?

I learned the hard way what burnout can do to a person. For me, balance comes from making time for the things that truly recharge me. My husband and I love taking little adventures - whether it’s exploring the mountains, hitting new trails, or just walking our rescue dog together. Cooking is another way I unwind and allows for more creativity. Nature and the kitchen is where I reset and find my energy again.

I also stay active with strength training at the gym, trail running, yoga to keep my mind and body connected, and walking dogs through Rover, which has surprisingly become a calming, grounding rhythm in my day.

On the work side, I’ve learned to be intentional with my calendar - blocking time for focused, “head down” work, breaks, and personal priorities. This helps me stay present and effective in both worlds. Balance isn’t about perfection; it’s about building rhythms that sustain you. For me, those little rituals make all the difference. And one non-negotiable for me,  I 100% delete work apps from my phone when I’m on vacation - seriously, take that time off!

As someone involved in talent acquisition, you've likely witnessed various technology and trend shifts. Which technologies or trends do you believe have had the most significant impact on the industry, and how have they influenced your role?

Recruitment is moving fast, and with all the tech and trends coming at us, it can definitely get overwhelming if you don’t stay focused on what really works. For me, AI and automation have been real game-changers - especially when it comes to cutting through the noise of high-volume sourcing and automating time-consuming tasks like scheduling. That lets recruiters get back to what they do best: building relationships and partnering strategically.

Data has also become a huge part of the game. I use analytics to track things like diversity, pipeline health, talent communities, and candidate experience. That helps me go beyond just filling seats and really focus on quality and long-term fit. I make it a point to work closely with hiring managers so those numbers actually translate into better hiring decisions, not just reports on a dashboard.

Employer branding and candidate experience are more important than ever. Technology gives us tools like video interviews and personalized outreach, but at the end of the day, it’s the human connection that makes those tools work.

For me, it’s all about blending smart tech with hands-on partnership and keeping the candidate and client experience front and center. Technology is powerful, but how we use it is what really counts.

For those entering the talent acquisition space or those looking to pivot within it, what's the one piece of practical advice you'd give to help them thrive, especially if they are actively job-seeking?

I love this question - it’s one I get a lot. Here’s what I’d say: if you’re new to talent acquisition or thinking about pivoting into it, the biggest advice I have is to get comfortable with ambiguity and stay relentlessly curious. The market is always shifting - roles change, technology evolves, and hiring needs can be all over the place. You’ve got to be flexible and ready to learn on the fly.

At the same time, don’t wait around for someone to hand you the ‘perfect’ roadmap. Be proactive: talk to people in the roles or companies you’re interested in, volunteer for projects that stretch your skills, and keep building your network. If you’re actively job-seeking, be honest about what you know and what you’re ready to learn because employers really value that kind of transparency and growth mindset.

Recruitment and talent isn’t just transactional -  it’s about relationships. Show up with empathy, listen well, and be the connector who helps others solve problems. That mix of curiosity, adaptability, and emotional intelligence is what will help you stand out and thrive.