Business Cost of TA and HR Misalignment

Chris Hoyt: Well, as you already know, I’m just outside of Austin, Texas, and we love it. But funny enough, it’s a snow day today, Rebecca, if you can believe it. There’s just a dusting of snow—you can still see the grass—and yet they closed the schools. Blows my mind.

Rebecca Warren: Yeah, snow days are very different in the Midwest than anywhere else. I spent a little time in Tennessee, and everything shut down the day before. I was like, “This doesn’t count for anything!” Growing up outside of Chicago—very different. You went to school no matter what.

Chris Hoyt: Oh my god, I know. I have this distinct memory from fifth or sixth grade—snowing hard, the wind is blowing, and I’m taking out the trash, getting pushed down the street by the wind. Ice everywhere, two feet of snow. And I’m still headed to the school bus. That’s just what you did.

Rebecca Warren: We lived about half a mile from the main road where the bus picked us up, but it was a straight shot. If you came around the corner and saw the bus—you had three minutes. And if you didn’t make it, your mom would have your head! So there we were, running in moon boots and snow gear.

Chris Hoyt: Boots! Did you have one of those puffy jackets that zipped up the front in that weird profile?

Rebecca Warren: Yes! I’m not sure we didn’t all sweat to death in those. You get on the bus and then to school—all those layers. A hot mess. That’s why I moved. I told my husband, “We’re moving to Arizona.”

Chris Hoyt: I don’t blame you. I’ll never live somewhere with cold year-round. Snow’s great for vacation. That’s it.

Rebecca Warren: Totally agree.

Chris Hoyt: Alright, you ready to jump in?

Rebecca Warren: Let’s do it.

Announcer: Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging, and retaining the best talent. We’re glad you’re here.

Chris Hoyt: Welcome back to the Recruiting Community Podcast! We’re bringing industry insights and updates in the form of a conversation—all brought to you by the CXR CareerXroads community.

Joining me today is Rebecca Warren from Eightfold. We’re going to talk about some recent findings on the misalignment between HR leaders and business strategies, and what that means for talent leaders. There’s a great report we’ll reference, and we’ll tell you where to download it.

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And a reminder: this show is an ad-free labor of love. Nobody pays or is incentivized to be on the show. We invite folks doing interesting work who have valuable perspectives to share.

Now, let’s bring in Rebecca. How are you?

Rebecca Warren: Hello! I’m doing well—definitely enjoying warmer weather than you right now. I’m outside of Phoenix.

Chris Hoyt: It’s 31 degrees here. Not terrible, but I still can’t believe schools are closed.

Rebecca Warren: Lots of parents scrambling now, trying to figure out what to do with the kids!

Chris Hoyt: Do you think they’re better at handling it now? After the pandemic, maybe they’ve got routines in place for when the kids are suddenly home?

Rebecca Warren: Yeah, I think so. People learned that closed-door means “do not disturb.” But still, it throws off your plans. Just that little disruption.

Chris Hoyt: Yeah, it’s different. I worked from home when my girls were little—24 and 27 now—and they learned quickly: don’t come into the office before 5 p.m.

Rebecca Warren: Same here. I think it’s the pets that are more disruptive now. My cat loves to sit on my shoulders during meetings. He’s not allowed in here right now, but you get to see people’s real lives now, not just a sterile desk.

Chris Hoyt: I used to think that was so unprofessional—seeing someone’s messy home or kids walk in. Now it’s like, “Hey, show me your dog!”

Rebecca Warren: Exactly. “What’s that on your mantle?” It’s much more casual.

Chris Hoyt: Okay, let’s shift gears. Rebecca, you’ve been at Eightfold about four years. Former Senior Director at Cracker Barrel and Director of TA at PF Chang’s. Give us the elevator pitch—who’s Rebecca Warren and why should we pay attention today?

Rebecca Warren: Sure! I’ve been in TA for a long time. Started in Minneapolis, worked my way through sourcing, recruiting, and leadership roles. My undergrad is in Youth and Family Ministry, my master’s in Organizational Leadership—I always knew I wanted to be around people.

I joined Eightfold because of a former vendor I worked with. She moved into tech and said, “You should come here.” I told her, “I don’t know tech or customer success.” But she said, “You know people—and that’s what matters.” I helped build out the Customer Success department, then moved into leadership, and now I’m in marketing.

My new role focuses on talent-centered transformation: helping companies shift toward skill-based hiring and organizational design. It’s all about people, skills, and potential.

Chris Hoyt: I love it. Quick side note—when I went to grab your LinkedIn profile, I found your murder mystery side hustle!

Rebecca Warren: Ha! Yes—Mysterious Murder Mysteries. I write and facilitate murder mystery parties. It was my creative outlet for stress at work. I’ve written some really fun ones—there’s even one themed entirely around John Cusack movies!

Chris Hoyt: I love that. So fun. Alright—let’s get serious. You all did a report recently—partnered with 360 Insights. What was the goal, and how’d you approach the research?

Rebecca Warren: We surveyed 500 HR leaders—VP level and above—at companies with over 5,000 employees, across six countries. We wanted to understand where HR is falling short in aligning with overall business strategies. The report highlights that misalignment and the implications.

Chris Hoyt: Let’s dive into that. From a TA perspective, what can leaders do to close that alignment gap? How do they show their value to the broader org strategy?

Rebecca Warren: One key finding: only 53% of HR departments are fully involved in shaping the org’s overall business strategy. That’s not great. We think it’s more than just a communication issue—it’s a question of trust, visibility, and whether HR is seen as valuable.

Even when HR is “at the table,” do they have a voice? Or are they still viewed as admin or compliance?

Chris Hoyt: That reminds me of something Eric Winegardner once said—“A seat at the table is just furniture.” If no one’s listening, what good is it?

Rebecca Warren: Exactly. It’s not just about being present—it’s about asking the right questions, being curious, and demonstrating value. TA is critical to business success, but if they don’t understand the business, they’ll keep hiring for the wrong needs.

Chris Hoyt: Right. And data is a key part of making those smarter decisions. What does your research say about data and insight?

Rebecca Warren: Only 44% of respondents believe their talent strategies are aligned with business goals. That’s a huge gap.

Years ago, we had to rely on gut instinct—“trust me” pitches to hiring managers. Now, AI-powered platforms like Eightfold let you show the data: where people are located, skill overlaps, market availability. You can back your recommendations with insight, not just opinion.

Chris Hoyt: That data makes recruiters better advisors. It builds trust with hiring managers.

Rebecca Warren: Exactly. It also helps break down hiring silos. If a hiring manager wants a unicorn, you can show that there are only six people in the world with that skillset—and none are relocating. That forces a better, more strategic conversation.

Chris Hoyt: The report also says many organizations are underutilizing HR tech. Are there examples of innovative ways TA leaders are integrating tech into their process?

Rebecca Warren: Definitely. Even small changes—like updating job descriptions to include first-year KPIs or OKRs—can make a big difference. That gives candidates a better sense of what’s expected and whether they’re a fit.

I got the PF Chang’s job because I could do the KPIs listed—even though I didn’t have restaurant experience. That shift toward skills-based evaluation opens up talent.

Chris Hoyt: I love that. And your mention of internal mobility earlier—so many TA leaders say, “We want to be talent advisors,” but somehow we still end up in order-taker roles. Data and tech help shift that.

Let’s pivot to one more topic—employer brand. What happens to EB when there’s misalignment between TA and the business?

Rebecca Warren: It suffers. One stat: 82% of employees said they’d looked for a new job in the past 12–18 months. That kind of attrition impacts your brand.

And if TA doesn’t connect with your EVP—can’t articulate it, doesn’t believe in it—that’s a huge miss. Your EVP should reflect your actual strategy and culture. If it doesn’t, you’re going to lose candidates and credibility.

Chris Hoyt: And it’s okay if your brand turns away the wrong people. Better to be real and resonate with those who truly fit.

Rebecca Warren: Exactly. And once people are in the door, your internal brand matters too. People want personalized development, clear growth paths, and to feel seen. If your company can’t deliver on that promise, the damage is real—both culturally and reputationally.

Chris Hoyt: Internal mobility deserves its own podcast series. Alright, for everyone listening: you can download the full report at cxr.works/marketplace. It’s worth your time.

Rebecca, before we wrap up—if you were to write a book on this topic, what would the title be?

Rebecca Warren: It’s a Good Day to Have a Good Day. I’m a positive person, and I believe in bringing your best self to work every day. It’s about engagement, growth, and meaningful contribution.

Chris Hoyt: Love that. Who gets the first signed copy?

Rebecca Warren: My former boss, MK, from PF Chang’s. He’s a mentor and a brilliant person who really challenged me to think differently.

Chris Hoyt: That’s awesome. Thank you again, Rebecca, for your time and insight. Be sure to grab that report, everyone. We’ll see you next time.

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