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10 Top Recruitment Influencers to Follow in 2023 - Revolutionize Your Recruiting Strategies

August 16, 2023

In today's fast-paced and ever-changing world of recruitment, staying ahead of the game is crucial for success. To help you stay up-to-date with the latest trends, strategies, and insights, we've curated a list of the top recruitment influencers to follow in 2023. These thought leaders bring a fresh perspective to the recruitment industry, offering innovative ideas and challenging traditional methods. By following their advice and staying connected to their content, you can revolutionize your recruiting strategies and achieve new levels of success.

1. Adrian Tan - Leveraging Strategic Marketing for Recruitment Success

Adrian Tan, founder and CEO of Career Hero, is a leading recruitment influencer who has made a significant impact on the industry. With over 30,000 followers on LinkedIn, Adrian has established himself as an expert in strategic marketing for recruitment. He has applied the principles of marketing to his own career, sharing his insights and strategies on LinkedIn and his blog. Adrian's mission is to help companies and individuals achieve greater success through the power of strategic marketing. By following Adrian, you can learn how to leverage marketing techniques to attract top talent, build a strong employer brand, and optimize your recruitment processes.

Connect with Adrian on LinkedIn and learn to leverage marketing techniques to attract top talent and build a strong employer brand.

2. Alyssa Rhoda - Unconventional Takes on Employment Realities

Alyssa Rhoda, Director of Talent Acquisition at Zefr, is a digital marketing professional with a unique perspective on the employment world. With over 10 years of experience in the industry, Alyssa brings a fresh and sarcastic take on the harsh realities of recruiting and employment. Her LinkedIn posts and thought-provoking content challenge traditional recruitment methods and offer unconventional solutions. By following Alyssa, you can gain a new perspective on the recruitment process and learn how to navigate the challenges of finding and retaining top talent in a competitive market.

Connect with Alyssa on LinkedIn  and get ready to question the status quo.

3. Amy Miller - The Recruiting Truth Teller & Mythbuster

Amy Miller, Senior Client Lead Recruiter at Project Kuiper (Amazon), is known for her no-nonsense approach to recruiting. As a LinkedIn Top Voice in 2022, Amy has solidified her position as a trusted authority in the industry. With a decade-long career in recruiting, she has worked with companies in various sectors, gaining valuable insights into the challenges and opportunities recruiters face. Amy shares her expertise through engaging content and even hosts AMA (Ask Me Anything) sessions on her YouTube channel. By following Amy, you can benefit from her candid advice, debunk recruitment myths, and gain valuable tips for improving your recruiting strategies.

Connect with Amy on LinkedIn and check out her YouTube channel for enlightening AMA sessions.

4. Bonnie Dilber - Equity Advocate and Workplace Culture Enthusiast

Bonnie Dilber, a former educator and dog/toddler mom, is a passionate advocate for equity in the workplace. As the lead of Zapier's business recruiting team, Bonnie is committed to creating an equitable hiring process. She shares her thoughts on recruiting and workplace culture on LinkedIn, in her newsletter called Landed!, and even on TikTok. Bonnie's content focuses on promoting fairness, inclusivity, and diversity in recruitment. By following Bonnie, you can gain valuable insights on how to create an equitable and inclusive hiring process and foster a positive workplace culture.

Connect with Bonnie on LinkedIn  and subscribe to her newsletter, Landed!, for free guides and resources.

5. Dean Da Costa - Sourcing Expert and Talent Acquisition Strategist

Dean Da Costa is a sourcing expert with over 30 years of experience in the recruitment industry. Known for his unique and effective sourcing techniques, Dean has earned a reputation as a top talent acquisition strategist. He is the founder of The Search Authority, a sourcing and recruiting consultancy firm. With expertise in recruitment technology, social media, and talent acquisition strategies, Dean shares his insights through his blog, speaking engagements, and industry conferences. By following Dean, you can learn innovative ways to source top talent, optimize your recruitment technology stack, and stay ahead of the competition.

Connect with Dean on LinkedIn to discover his sourcing secrets.

6. Hung Lee - Curator of Recruiting Brainfood and Tech Advocate

Hung Lee, the founder of Workshape.io and curator of the popular Recruiting Brainfood newsletter, is a recruitment industry professional with over 15 years of experience. Hung's focus is on recruitment technology, talent acquisition, and employer branding. Through his thought-provoking newsletter, blog, and social media presence, Hung shares the latest news, trends, and insights in the recruitment industry. By following Hung, you can stay informed about emerging technologies, innovative recruitment strategies, and industry best practices.

Connect with Hung on LinkedIn  and subscribe to the Recruiting Brainfood newsletter for a weekly dose of industry insights.

7. Jennifer McClure - Leadership Coach and HR Consultant

Jennifer McClure is a renowned keynote speaker, author, and leadership coach with over 25 years of experience in the HR industry. Through her consulting firm, Unbridled Talent LLC, Jennifer helps individuals and organizations improve their leadership skills and build high-performing teams. She is also the host of the "Impact Makers with Jennifer McClure" podcast, where she interviews industry leaders and explores topics related to leadership, talent management, and organizational development. By following Jennifer, you can gain valuable insights on leadership development, talent management, and HR strategy.

Connect with Jennifer on LinkedIn and subscribe to her podcast for inspiring conversations with industry experts.

8. Dr. John Sullivan - HR Thought Leader and Talent Management Expert

John Sullivan is a well-known HR thought leader, consultant, and professor of management. With over 40 years of experience in the HR industry, John is an authority on talent management, employer branding, and HR technology. He has worked with numerous companies to improve their HR processes and build more effective teams. John's blog, ERE.net, is a go-to resource for HR professionals seeking insights into talent management and organizational strategy. By following John, you can stay updated on the latest trends in talent management, gain valuable HR insights, and learn how to build a strong employer brand.

Connect with John Sullivan on Linkedin and YouTube.

9. Johnny Campbell - AI and Talent Acquisition Innovator

Johnny Campbell, CEO of SocialTalent, is an entrepreneur and thought leader in the field of recruitment and talent acquisition. SocialTalent provides online training for recruiters on various topics, including sourcing, candidate engagement, and diversity and inclusion. Johnny is a passionate advocate for the use of technology in recruitment, particularly artificial intelligence (AI) and machine learning. He frequently speaks at industry conferences and shares his insights on the future of work and the role of technology in talent acquisition. By following Johnny, you can learn how to leverage technology to enhance your recruitment processes and attract top talent.

Connect with Johnny on LinkedIn and discover the power of AI in talent acquisition.

10. Katrina Collier - Candidate Engagement Specialist and Recruitment Innovator

Katrina Collier, also known as "The Searchologist," is a recruitment keynote speaker, author, and HR consultant. With over 20 years of experience in the recruitment industry, Katrina specializes in candidate engagement and innovative recruitment strategies. She is the founder of The Searchologist consultancy firm and the author of "The Robot-Proof Recruiter" and "The Robot-Proof Job Search." Through her content and podcast, "The Talent People Podcast," Katrina shares her expertise on using technology to enhance recruitment processes and improve candidate engagement. By following Katrina, you can learn how to leverage technology, engage candidates effectively, and stay ahead in the ever-evolving world of recruitment.

Connect with Katrina on LinkedIn  and tune in to "The Talent People Podcast" for valuable insights on recruitment and candidate engagement.

Conclusion - Elevate Your Recruiting Strategies with the Top Influencers

By following these top recruitment influencers, you can gain valuable insights, discover innovative strategies, and stay ahead of the competition. These thought leaders bring fresh perspectives to the industry, challenging traditional methods and offering new ways to attract and retain top talent. Whether you're looking to optimize your recruitment technology stack, improve candidate engagement, or build an equitable hiring process, these influencers have the knowledge and expertise to guide you. Elevate your recruiting strategies and achieve new levels of success by following these top influencers in 2023.

Remember, success in recruitment requires staying informed, adapting to new trends, and continuously improving your strategies. By incorporating the insights and advice of these influencers into your recruitment efforts, you can 10x your applications, double your hires with half the effort, and revolutionize the way you recruit.

The fast-paced and ever-changing world of recruitment demands staying ahead of the game, and these thought leaders offer a fresh perspective on the industry. Each influencer brings unique expertise, from leveraging strategic marketing for recruitment success to challenging conventional methods and promoting equity and inclusivity in the workplace. By following their advice and staying connected to their content, recruiters can revolutionize their strategies and achieve new levels of success. Whether it's attracting top talent through innovative marketing techniques, embracing technology for sourcing, or fostering a positive workplace culture, these influencers offer valuable insights to elevate recruitment efforts.

So, start following these influencers today, and embark on a journey of recruitment excellence.

Additional Information:

  • The recruitment influencers mentioned in this article have a strong online presence and regularly share valuable insights and strategies on their respective platforms.
  • It's important to engage with their content, ask questions, and participate in discussions to get the most out of following these influencers.
  • Don't be afraid to experiment with new ideas and approaches in your recruitment strategies, as innovation is key to staying ahead in the competitive world of talent acquisition.
  • Remember to customize and adapt their insights to your specific industry and organization, as every recruitment process is unique.

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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