Career Journeys in Talent Acquisition: Keri Schoeman

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 Keri Schoeman. If you'd like to be next, please reach out to a TTC Community Manager.

Introduce yourself in one sentence.

I'm a strategic People Partner and Talent Specialist with over a decade of global experience helping fast-paced start-ups and scale-ups build high-performing, inclusive teams through data-driven HR practices, coaching, and operational excellence.

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?

I began my career in 360-recruitment, which gave me a solid foundation in end-to-end hiring, client partnership, and market mapping. One of the key milestones was moving from agency into embedded talent roles, particularly at Cuvva, where I scaled Product, Engineering, and Design teams during a high-growth phase and implemented structured hiring frameworks, KPIs, and diversity-focused initiatives.

A pivotal moment was co-founding Hookitup Services, where I combined entrepreneurship with consulting, this allowed me to develop scalable hiring solutions for global clients and work closely with leadership on strategic resourcing for the times where I was in between roles - although Hookitup Services is now primarily used for partnerships. While I shifted away from hands-on recruiting when I moved into People Partnering at Omnipresent, I began re-engaging with talent strategy at RetailNext, advising on headcount planning, supporting executive hiring processes, and aligning people strategy with business growth goals. That blend of operational execution and strategic input has really shaped my career direction.

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?

Continuous learning is key. I make time to upskill each quarter, I’m pursuing NLP Practitioner certification which I hope to complete this year. I also regularly complete micro-courses on platforms like LinkedIn Learning. For staying updated on industry trends, I follow newsletters like Recruiting Brainfood and community-driven Slack groups. I’d recommend setting a learning goal every quarter and surrounding yourself with thought leaders, even on social media.

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 periods was during COVID, when roles became scarce and I had to pivot quickly. I focused on networking authentically and leaned into freelance and consulting work to stay active in the industry. That experience taught me that visibility is key - keep your personal brand strong, share your expertise openly, and be proactive about upskilling. For those seeking work today, I’d advise treating the job search like a project: define your goals, build a target list, track applications, and stay open to contract or freelance roles as a bridge.

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?

Maintaining balance is really important to me, especially in a fast-paced, remote work environment. I’ve learned to be intentional about how I manage my energy, calendar blocking helps me stay on top of priorities and avoid context switching. I also make it a point to step away from my desk during the day to spend time outside with my dogs as it gives me a mental reset and helps me stay present.

Outside of work, I invest in passions like animal rescue and studying coaching, where I am fortunate to have two coaches at the moment. I’ve found that building small moments of mindfulness and routine into my day helps me avoid burnout and maintain a sustainable rhythm.

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?

The shift to remote-first hiring and the adoption of AI in sourcing and screening have been transformative. Tools like Greenhouse, Lattice, and AI-assisted platforms have enhanced efficiency but also increased the need for thoughtful human engagement. The rise of employer branding and data-driven recruitment has changed how we attract and retain talent. I’ve integrated these trends into my strategy by using people analytics to inform hiring plans, and focusing on candidate experience as a competitive advantage.

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?

Start by getting clear on your value proposition by understanding what makes you unique, and how can you support business outcomes? Then, tailor your outreach accordingly. Whether you're breaking in or pivoting, don’t underestimate the power of storytelling: showcase your impact with metrics, projects, or case studies. Also, build relationships before you need them, connect with recruiters, hiring managers, and peers genuinely. And finally, stay curious - TA and HR is evolving fast, so flexibility and a growth mindset are essential.