Landing that next TA gig: how data tells your hiring story

If you're a talent acquisition lead preparing for an interview, you need to do more than just talk about your experience—you need to back it up with data.

If you can’t confidently reference specific metrics, you’ll lose. Simple as that.

The power of data in TA

Recruiting is one of the most measurable functions in a business, yet too many TA professionals rely on vague descriptions of their work instead of hard numbers. A strong hiring story isn’t just a collection of anecdotes—it’s a pattern of impact supported by evidence.

Your ability to tie your experience to trends over time—especially in volatile hiring markets—separates you from the competition. Hiring managers, executives, and founders don’t just want to hear that you’re good at your job. They want proof.

The guiding principle: trends over time

Isolated wins are great, but trends tell the real story. If you can show that you’ve consistently driven hiring success despite changing market conditions, that’s what sets you apart.

Here are two ways to frame your impact with data:

Example 1: build your baseline with key metrics

Start by compiling key recruitment metrics from each of your previous roles. Focus on:

• Cost-per-hire
• Time-to-fill
• Offer acceptance rates
• Pipeline conversion rates

Then, zoom out. Calculate the averages over a longer timeframe—say five years.For example:➡ If your five-year average shows you reduced cost-per-hire by 40%, that’s a compelling narrative.➡ If you can demonstrate that you’ve consistently maintained a 90%+ offer acceptance rate, you’re showing hiring managers that you not only source great talent but also create a strong candidate experience.

‍Example 2: own your retention story

‍Recruiters often move on from roles before they see the long-term success of their hires—but that doesn’t mean you can’t track it. A quick LinkedIn search and some spreadsheet magic can give you the data you need.Here’s what to do:

• Search for previous hires you made, note their start dates, and track how long they stayed.
• If 90% of your hires stayed at least 12 months (or are still in their roles), that’s a powerful indicator of quality hiring.
• Even better—if you see a trend where your hires are progressing within the company, you’re proving long-term impact beyond just filling seats.

Of course, retention is a shared metric, but if you’re the one surfacing that data in an interview, you’ve already won half the battle.

‍Take it further: competitive benchmarking

‍If you want to go beyond just reporting your numbers, compare them to industry benchmarks. How do your cost-per-hire and retention rates compare to industry averages? Are your time-to-fill numbers ahead of competitors in the same market?If you can show that your performance is ahead of the curve, you’re not just proving you can do the job—you’re proving that you do it better than most.

‍The takeaway: data = differentiation

‍Hiring managers expect candidates to be prepared with data. If you’re walking into an interview with vague statements about “scaling teams” or “driving hiring success” without numbers to back them up, you’ll blend in with the crowd.Instead, pinpoint the trends in your career that tell the story of your impact. Use data to back it up. Doing so won’t just help you stand out—it’ll position you as an outlier in the market, the kind of recruiter every company wants on their team.