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Talk Talent To MeAuthor: Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert.
Starring recruiting leadership from everywhere under the talent acquisition sun, Talk Talent To Me is a fast-paced rough-and-tumble tour through the strategies, metrics, techniques, and trends shaping the recruitment industry. Brought to you by your pals at LHH. Language: en Genres: Business, Careers, Entrepreneurship Contact email: Get it Feed URL: Get it iTunes ID: Get it |
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PepsiCo VP Global TA Ilona Kremer
Friday, 27 February, 2026
Episode Summary Ilona explains what it takes to transform talent acquisition at a 300,000-person organization. From consolidating a sprawling, decentralized TA function into a unified operating model to simplifying a bloated tech stack and driving global process adoption, Ilona shares how her team moved from fragmentation to focus. The conversation explores the difference between operational busy-ness and strategic impact, why process discipline must come before innovation, and how talent leaders can elevate their influence with the C-suite by telling a smarter story with data. Ilona also reflects on career growth, embracing discomfort, and the power of saying yes to unexpected opportunities. Key Takeaways 1. Decentralization Creates Duplication PepsiCo's TA teams were spread across dozens of reporting lines globally, leading to inconsistent processes, unclear ownership, and change fatigue. Consolidation created clarity, agility, and shared priorities. 2. Process Before AI You can't layer automation or AI onto chaos. The team prioritized process adherence, data quality, and recruiter capability building before pursuing more advanced innovation. 3. Simplify the Tech Stack Replacing multiple point solutions with a unified ATS ecosystem reduced complexity and enabled cleaner reporting, better adoption, and stronger governance. 4. Operational Metrics Aren't Enough Time-to-fill and offer acceptance rates matter, but executives want insight. Strategic scorecards now combine performance data with external market intelligence and competitive context. 5. Capability Building Is Strategic Work Interviewing skills, recruitment strategy conversations, offer management, and stakeholder alignment are foundational competencies that elevate TA's business impact. 6. Change Management Requires Intentionality Regular pulse checks, global town halls, leadership alignment, and engagement committees helped stabilize morale and improve adoption during transformation. 7. Career Growth Requires Discomfort Ilona's advice: say yes to unclear opportunities, embrace uncertainty, and get comfortable being uncomfortable. Links Ilona Kremer on LinkedIn LHH Recruitment Solutions A Beautiful Working World A Soundbeam Studios Production
