How to use Talent Intelligence for Talent Advisory

We were delighted when Allen agreed to answer 3 quick questions about his upcoming ATC2024 session – using Talent Intelligence for Talent Advisory: 

Embarking on a Data Intelligence journey seems like a massive undertaking. Where did Adobe start?

We started building Talent Intelligence solutions by building skills and capability to assess data, insights and then represent and visualise them with a compelling “so what”. A simple start was taking LinkedIn Talent Insights and using this data to tell a story around a particular skill set that we hire. What is the demand, what are our competitors doing, and what do we need to do to increase our chances of the right talent choosing us.

What impacts have you noticed in the business since you started focusing on Talent Intelligence?

Our partnership with key business stakeholders such as HR business partners and senior executives has increased immensely. We now form a monthly “Squad” which comes together to discuss how we can support the acceleration of business objectives and the TA team plays a key role in bringing key insights to the table that support how Adobe makes decisions on talent.

How does this focus on Talent Intelligence help shape the talent function at Adobe and the careers of your talent team?

Everyone in the team is embracing the power of data and building the ability to tell powerful stories with data and Intelligence. The role of a “Strategic Sourcing Partner” in the team offers a differentiated value proposition to that of a Talent Partner. Both play a key but different role in driving great business outcomes and it is a true partnership. Each role within the team operates at a peer level and both equally has a seat at the talent table. We are on a journey of growth as a team when it comes to skills and experiences within Talent Intelligence, however there is a strong commitment to having a compelling point of view on all talent and people topics in every conversation.

We’ve got our notepads ready for Allen’s session. There are less than 40 tickets available at the time of posting, so if you’re planning on coming to ATC2024, get those tickets now!  

Article By

Get more articles direct to your inbox

Subscribe

Upcoming Events

Long Lunch Series for Talent Leaders

Ongoing

Restaurant Bar
ATC2025 Annual Conference

28 & 29 October

TA Brew for Internal Talent Teams

Ongoing

You may also enjoy reading...

Here is not there (now is not then). How to Tailor Your Recruitment Strategy for Different APAC Markets
  • Olga Barrett
Thinking of hiring in APAC? Forget one-size-fits-all. From China to Vietnam, Singapore to Japan, every market moves to its own beat - culturally, economically, and legally. What worked yesterday won’t work today, and what works here might fail there. Talent pools shift, policies tighten, and candidates’ priorities evolve faster than most playbooks can keep up. Dive in to uncover the realities, myths, and strategies that actually work when expanding across East Asia - warts, wins, and all.
Unpacking the 2025 State of Volume Hiring
  • Daniel Balout, Jo Vohland, Maree Fiore, Faye Jackson
Want to know what everyone in TA is thinking about right now, and how your Talent Team compares? In March 2025, we surveyed 151 Talent Acquisition Leaders from some of Australia’s largest employers to uncover how they’re managing high-volume hiring in 2025. We investigated the balance between automation and human touch, key hiring metrics, and…
Cost Centre or Profit Centre? TA – Lean, Scalable, Data-Driven, Skills-Fueled Revenue Driver
  • Olga Barrett
TA leaders often fight for credibility despite driving revenue through strategic hiring. This is my take on how to quantify TA's business impact, shift from order-taker to advisor, and build data-driven operations, calculate hiring ROI, optimise budgets, and position TA as a profit centre - not just overhead.