Top Recruitment Experts to Follow in 2025

Why you should learn from recruitment experts

Recruitment is changing faster than ever. AI is rapidly becoming part of daily work, labor markets are shifting, and candidate expectations are growing. As a recruiter, you can’t keep up by relying solely on your own experience. You need people who are ahead, who test, who share.

This article presents the recruitment experts you should follow in 2025. Not influencers who just throw around buzzwords, but practitioners and thinkers who actually make you better at your craft.

The experts: strategy and vision

Hung Lee

If you only read one recruitment newsletter, make it Recruiting Brainfood by Hung Lee. Weekly, he shares a summary of the most important trends, tools, and discussions in recruitment and HR tech. Not opinions, but a well-curated overview that catches you up in 10 minutes.

Why follow? Hung filters the noise for you. In a world full of content and opinions, he gives you the signals that matter.

Josh Bersin

Josh Bersin has been the go-to analyst for HR technology and workforce trends for decades. His research reports are thorough and data-driven. In 2025, he’s focusing heavily on the impact of AI on HR processes, from recruitment to learning & development.

Why follow? If you want to understand where the market is heading at a strategic level, Bersin is your best source.

Adam Gordon

Adam Gordon combines recruitment practice with academic depth. His podcast and articles on candidate assessment, interview techniques, and the difference between good and bad selection are required reading for every senior recruiter.

Why follow? He forces you to think critically about how you assess candidates. Sometimes uncomfortable, always valuable.

The experts: sourcing and talent acquisition

Irina Shamaeva

Irina Shamaeva is known as one of the best sourcing experts in the world. Her Boolean search techniques and X-ray search methods are legendary in the recruitment world. She shares her knowledge through webinars, conferences, and her blog.

Why follow? If you want to get better at finding candidates nobody else can find, you learn from Irina.

Glen Cathey

Glen Cathey is a pioneer in sourcing and talent acquisition. He was one of the first to write about Boolean search and sourcing automation. In 2025, he’s focusing on how AI is changing the sourcing function and what that means for the recruiter’s role.

Why follow? Glen always thinks one step ahead. He saw the shift to AI sourcing years before everyone else.

Balazs Paroczay

Balazs is a European sourcing expert who regularly speaks at conferences and gives workshops on advanced search techniques. He combines technical sourcing knowledge with a solid understanding of the European labor market.

Why follow? If you work in the European market, Balazs understands your context better than the American experts.

The experts: employer branding and candidate experience

Bryan Adams

Bryan Adams (not the singer) is the founder of Ph.Creative and author of ‘Give & Get Employer Branding.’ His approach is refreshing: instead of making your company look better than it is, be honest about what you offer and what you expect. Candidates who don’t like that select themselves out.

Why follow? In a tight labor market, honest employer branding is your strongest weapon. Bryan shows you how.

Katrina Collier

Katrina Collier wrote ‘The Robot-Proof Recruiter’ and focuses on the human aspect of recruitment in an increasingly automated world. Her message: technology makes you faster, but the relationship with the candidate makes you better.

Why follow? She reminds you that recruitment is ultimately about people. Not tools.

The experts: data and recruitment analytics

Luk Smeyers

Luk Smeyers is the founder of iNostix (now Deloitte) and one of the few real data scientists in the recruitment world. He advocates for evidence-based recruitment: making decisions based on data, not gut feeling.

Why follow? If you want to professionalize recruitment with data, Luk is your guide.

Tools like dashboards and reporting make it easier to collect and analyze data. Luk helps you understand what to do with that data.

Bas van de Haterd

Bas van de Haterd is the Dutch authority on recruitment technology and candidate experience. He evaluates hundreds of application processes annually and shares the results openly. His work forces companies to take an honest look at their process.

Why follow? Unfiltered opinions, backed by data. Exactly what the recruitment market needs.

The experts: AI and recruitment tech

Matt Alder

Matt Alder hosts the Recruiting Future Podcast, one of the longest-running and most respected recruitment podcasts in the world. He interviews technology leaders, HR directors, and innovators weekly about the future of recruitment.

Why follow? His podcast gives you a broad perspective on where the industry is heading. Perfect for your commute or gym session.

Jim Stroud

Jim Stroud is a veteran in recruitment technology. He analyzes new tools, writes about trends, and isn’t afraid to take contrarian positions. In 2025, he’s particularly critical of the AI hype in recruitment and advocates for realism.

Why follow? Counter-narratives are valuable. Jim helps you see through the marketing and focus on what actually works.

Want to experience how AI improves your recruitment process? AI summaries show you what’s possible, without the hype.

How to get the most from these experts

Following experts is step one. But real value comes when you apply their insights. Here are five ways to do that:

1. Choose three to five experts that match your focus (sourcing, tech, strategy) and follow them consistently.
2. Reserve 30 minutes weekly to read or listen to their content.
3. Try one idea each month that you picked up. Small is fine. Test, learn, adjust.
4. Share what you learn with your team. Knowledge multiplies when you share it.
5. Attend conferences or webinars where these experts speak. The interaction adds a layer that content alone can’t provide.

Building your recruitment learning network

Beyond individual experts, there are communities and platforms worth joining:

• Recruiting Brainfood community: active Slack group with thousands of recruiters
• SourceCon: the premier conference for sourcing professionals
• RecFest: Europe’s largest recruitment festival
• LinkedIn groups: ‘Talent Acquisition Professionals’ and industry-specific groups

The omnichannel recording feature makes it easy to record webinars and online events for your team, so everyone can benefit.

Trends these experts discuss in 2025

Which themes keep coming up with the experts we mentioned?

• AI in assessment: How AI can help assess candidates more objectively, without losing the human component.
• Skills-based hiring: The shift from degrees and experience to skills as selection criteria.
• Internal mobility: The realization that the best candidate sometimes already works in your organization.
• Candidate experience as differentiator: In a tight market, the company with the best process wins, not the highest salary.
• Ethical AI: The growing attention to bias, transparency, and responsible use of AI in recruitment.

Transparency is a theme that touches all these experts. The ability to link every AI assessment to source data (the actual conversation) is increasingly seen as a must-have.

The shift from gut feeling to evidence

Recruitment has long been a profession driven by intuition. Experienced recruiters develop a ‘nose’ for talent. But in a market where margins are shrinking and clients demand higher quality, gut feeling is no longer enough. Top agencies combine experience with data. They don’t just know that a recruiter performs well; they know why.

Consider conversation analysis that shows which questions lead to the most valuable information. Or patterns in successful placements: which signals in the first conversation predict that a candidate will complete probation? These insights aren’t theoretical. They emerge from systematically analyzing hundreds of conversations. Recruiters who act on them place faster and with lower drop-off rates.

It also means feedback becomes concrete. Instead of ‘your conversations need to improve,’ a recruiter hears: ‘you spend an average of two minutes discussing growth opportunities, while in successful placements that’s five minutes.’ That’s the difference between management by feeling and management by facts.

The transition from gut feeling to evidence requires a cultural shift. Not every recruiter is immediately open to it. The key is to position data as support, not as surveillance. When recruiters themselves see that they perform better with data feedback, the resistance fades. Start small, measure the impact, and let the results speak.