The interview process started with an informative call with the hiring manager, which provided more insight into the business (past, present & future) as well as the scope of the position and roadmap for the team. I then spoke with a couple of stakeholders across the board at Zilch to dive deeper into ways of working, prior experience and uncovering their individual departments successes and pain points for talent. I then met with one of the VP's in the business, saw the office space and met some of the team on the ground. It was a very well rounded process, which moved swiftly and had expectations set throughout the entire time.

I had already been partnering with the business through an RPO when the opportunity to move in‑house was presented. I met with the then Head of Talent and the VP of People & Talent to explore the future direction of the function and assess whether it aligned with my aspirations. We discussed ideas, long‑term strategy/scaling, and best practices to ensure there was clear alignment between the organisation’s goals and my own