Why Talent Leaders Must Adapt: Amy Schultz on Leadership and Change

Leadership is evolving, and so is talent acquisition. In this episode of Impact at Work, Amy Schultz shares how the two are intersecting as business models shift, AI accelerates, and the role of people leaders becomes more complex than ever.

With experience spanning agency, in-house, tech, and RPO, Amy brings a refreshing honesty to what leadership really looks like during times of change and how talent teams can stay human, curious, and commercially relevant as the world of work transforms.

Great leaders don’t need all the answers but they do need curiosity

According to Amy, leadership today isn’t about perfection or having it all figured out. In fact, the opposite is true.

"It’s okay to not have all of the answers, but keep asking the right questions."

This mindset, she says, is key to staying connected—to your team, your business, and your partners.

"Stuff is changing all the time... those small incremental moves forward, that’s what’s going to build the trust over time."

In the AI era, talent leaders must balance technology with human insight

Amy acknowledges the pressure talent teams are under to adopt AI, often without a clear roadmap or definition of success.

"You have to ask, when you say AI, what do you actually mean? Is it AI or is it automation?"

She recommends digging deeper with business leaders to clarify intent, are they seeking cost optimisation, faster hiring, or something else entirely?

At the same time, Amy encourages curiosity and experimentation within TA teams:

"I’d encourage the play... what are you using? Why are you using it? What impact are you seeing?"

Rather than resisting decentralised AI use, she sees these "mushroom" tools as a starting point for scalable, intentional innovation.

Influence starts with business context, not just recruitment metrics

As expectations rise, Amy believes talent leaders must connect their work to broader organisational goals.

"We have to show up. We have to listen. We have to understand and then contextualise that for our teams."

This means moving beyond traditional TA metrics and spending more time with cross-functional stakeholders like finance, legal, or marketing.

"Does that really matter to the business? Some of the things we track may matter to us but do they make an impact?"

Vulnerability, adaptability and storytelling are strategic skills

One of Amy’s strongest messages is that how you lead is just as important as what you deliver.

"Now is not the time for any TA lead to disappear and come back with a fully baked plan. Stuff is changing all the time."

She believes the most effective recruiters are those who embrace change, build trust incrementally, and use storytelling to influence others.

"The best recruiters I’ve worked with are great storytellers. They use their instincts and insights to create a compelling narrative."

Final thoughts

Amy Schultz reminds us that leadership is not a fixed skill set, it’s an evolving conversation shaped by context, curiosity, and collaboration.

For talent professionals navigating the future of work, the path forward won’t be built on certainty, but on the confidence to ask better questions and the courage to stay connected.

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