Thoughts
Musings on Our Industry
This is where I share my take on recruitment and executive search. Some posts may be rambling, some fleeting, but all (I hope) worth considering.
At TalentHub we’re building an AI-first business, so naturally I’m curious about how our industry will change as AI takes hold.
I’ll post on three core topics:
Recruitment
Artificial Intelligence
Our Platform
If you’re a recruiter who knows how to win trust from clients and candidates, and any of this resonates, reach out. I’d be happy to share more about what we’re building.
— Murray Clarke, Co-Founder & Chief Recruiter at TalentHub
Compliant Use Of ChatGPT
ChatGPT isn’t just a productivity tool — it’s a compliance risk hiding in plain sight. “Export Data” means anyone on your team can pull entire datasets with a single click. For recruiters, that could mean CVs, salaries, and client details out the door. Encryption won’t save you — only trust policies, smart access controls, and API-driven setups will. AI adoption is inevitable, but without compliance, it’s a liability.
In executive search, it’s about the Why, not the What.
Most mid-career recruiters struggle to break into executive search. The skillset, mindset, and presence required are different. This article outlines 8 essentials for making the shift - from finding mentors and building executive presence, to sharpening storytelling and focusing on the Why over the What.
Who Survives, Who Thrives?
Recruitment is being squeezed. Budgets are tight, and headcount cuts mean low performers won’t last. To thrive, three traits are essential: trust, work ethic, and AI. Trust is the foundation – without it, you fail. Work ethic defines how far you succeed. And AI multiplies your impact. Our platform is built so every recruiter becomes an AI power user by default. The winners will combine all three. The question is: which circle are you standing in?
The Barbell Effect in Recruitment
Recruitment is experiencing a barbell effect: RPO and automation dominate volume hiring, executive search retains its premium, and the mid-market is squeezed. In-house teams handle most mid-career hiring, supported by embedded RPO providers, while leadership roles demand high-touch search. Mid-market recruiters must adapt — move into executive or niche search, embrace AI, or risk being left behind. TalentHub is built for this future, combining tech-enabled RPO with executive search through an AI-powered recruiter platform.
Who Am I and Why Listen?
I’m Murray Clarke — Co-Founder and Chief Recruiter at TalentHub. I’ve led and recruited at three different agencies, always pushing for better ways to do the job.
Each of the 3 firms I helped lead — including my own — achieved a successful exit.
Employee #2 and early stage leader at a search firm that scaled to 200 across APAC
Two-time Best Leader award winner during a major ownership transition of a search firm
Built and sold my own agency from scratch — focused on executive search with RPO as the engine for scale
Along the way, I’ve seen what works, what doesn’t, and what holds good recruiters back.
Now, with my business partner Konstantin — a full-stack engineer and SaaS product builder — we’re building TalentHub. It’s for recruiters who want to work smarter, earn real equity, and cut through the noise. No politics. No wasted time. Just the right platform, genuine support, and the freedom to run your desk your way.
TalentHub is designed for a future exit — and like my last one, those who help build it will share in the reward.
The goal is simple: use AI to help great recruiters build better businesses — and better lives.