LISTEN: https://www.thepozcast.com/546
Recorded live at RecFest 2026 in Nashville, Tennessee, host Adam Posner speaks with Tracie Campbell, Talent Acquisition Leader at St. Jude Children’s Research Hospital. Tracie shares insights into her journey across diverse recruitment industries and discusses how St. Jude manages talent acquisition for nearly 8,000 employees.
The conversation focuses on candidate care strategies, balancing human-centered recruitment with emerging AI technologies, and practical resume advice for job seekers.
Tracie Campbell is Director of Talent Acquisition with over 20 years of experience leading strategic recruitment initiatives. For the past three years at St. Jude Children’s Research Hospital, she has led talent acquisition efforts focused on building high-performing teams that support groundbreaking research and compassionate patient care.
Tracie brings a strategic yet people-centered approach to workforce planning, compliance, and operations. As the leader of recruiting, Tracie keeps a keen focus on ensuring the talent acquisition process is seamless, strategically aligned, and fully compliant with regulatory and organizational standards.
Connect with Tracie: https://www.linkedin.com/in/tracie-campbell-cdp-she-her-a0b12b2/
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Key Takeaways
Prioritize Candidate Care: St. Jude’s recruitment strategy centers around "candidate care," ensuring applicants receive clear communication, support, and feedback throughout the hiring process to eliminate the feeling of application "ghosting."
Maintain the Human Touch Over AI: While acknowledging AI's potential for streamlining operational processes, St. Jude emphasizes human review for hiring decisions—especially when evaluating transitional skills and soft qualities that technology cannot fully assess.
Recruiters as Brand Ambassadors: Recruiters are the primary entry point to an organization; their role extends beyond sourcing talent to advocate for candidates and clearly communicate the company’s mission and values.
Resume Advice for Job Seekers:
Avoid rigid rules like limiting a resume strictly to two pages if additional context is necessary.
Avoid vague "objective statements" that might prematurely disqualify you from other open roles.
Omit profile pictures from resumes to reduce unconscious bias during candidate screening.
Prepare and Advocate: Talent acquisition teams should set candidate expectations by offering preparation tools and insight into interviewers' backgrounds rather than leaving candidates to navigate interviews blindly.
Chapters
00:00 – Introduction & RecFest 2026 Welcome
01:25 – Tracie Campbell’s Recruiting Career Journey
02:18 – Talent Acquisition at St. Jude: Managing Diverse Roles for 8,000 Employees
04:13 – Training Recruiters as Brand Ambassadors and Gatekeepers
05:40 – Implementing a "Candidate Care" Strategy
08:03 – Evaluating Transitional Experience with Compassion
09:28 – Candidate Attraction Tools & Recruitment Marketing
11:10 – The Role of AI in Recruiting: Soft Touch vs. Automation
13:40 – Walking Through the Application and Rejection Process
14:23 – Defining and Combating Application Ghosting
16:32 – Future of the Modern Recruiter Role
17:22 – Highlight: Sarah Strain’s Leadership Evolution
18:38 – Golden Advice for Job Seekers & Resume Tips
21:26 – Where to Connect with Tracie Campbell & Closing Remarks
