Budget season is hitting hard, hiring plans are shifting week-to-week, and almost every TA leader I talk to is being pushed to rethink how their org is built. Teams are under pressure to protect candidate experience, stay compliant, drive business outcomes, and modernize tech… all while running leaner than ever.

This roundtable is a candid, peer-driven conversation about how TA organizations are actually restructuring going into 2026. Not what’s trending on LinkedIn. Not vendor pitch decks. The fundamental internal shifts.

We’ll open it up to compare notes on what’s changing across headcount, team structure, recruiter capacity, shared services, enablement functions, and where intelligent automation fits without eroding the fundamentals that have always made TA work.

Leaders can share what they’ve tried, what’s actually made a difference, and what they’re planning to do differently in the year ahead to keep their teams healthy, effective, and aligned to the business.

Prompt Questions:
• Where are you adding talent, and where are you consolidating?
• What parts of the lifecycle are you centralizing vs. embedding?
• When budgets tighten, what stays non-negotiable?
• Where is technology helping, and where is it complicating?
• What evidence are your executives asking for to justify investment?

The goal is straight-forward: let’s pressure-test how TA orgs are evolving, what’s sticking, and how we set ourselves up to win in 2026 with clarity, discipline, and a structure that actually matches the work.