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

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.