Sandy is a senior Talent Acquisition leader with extensive experience driving global recruitment strategy and HR transformation across sports, media, and gaming industries. She has led large-scale ATS/HRIS implementations (Oracle, Cornerstone, Greenhouse, SmartRecruiters, Yomly) and built high-performing TA functions that balance compliance, efficiency, and candidate experience.
With a track record of partnering closely with C-suite leaders, Sandy specialises in workforce planning, job evaluation frameworks, and employer branding strategies that support business growth and organisational design. Passionate about data-driven recruiting, she has developed reporting frameworks that align TA delivery with finance and business priorities.
What’s a recent professional achievement of yours that you are proud of?
A recent professional achievement I’m proud of is relocating to the UAE and quickly embedding myself into a high-growth startup environment at Momentum. Within a short time, I’ve been able to establish credibility with senior leadership, kick off a full ATS implementation, and begin building scalable TA processes from the ground up. Balancing the complexity of a global workforce with the agility required in a startup has been both challenging and rewarding, and it’s given me the opportunity to apply my experience in HR transformation to make an immediate impact.
What is your prediction for the future of the TA industry?
I believe the future of Talent Acquisition will be defined by three key shifts:
Data-driven decision making: TA teams will move away from being reactive order-takers to becoming true workforce planning partners. Predictive analytics, workforce insights, and talent intelligence will allow us to anticipate demand, understand talent supply globally, and influence business strategy.
Tech-enabled, human-centered experiences: AI and automation will continue to remove repetitive tasks, but the differentiator will be how recruiters elevate the human side of hiring. Candidate experience, inclusivity, and employer branding will be the real battlegrounds for attracting and retaining top talent.
Agility and skills-first hiring: With business cycles and strategies changing faster than ever, companies will prioritise adaptable skill sets over rigid job profiles. TA will need to focus more on transferable skills, internal mobility, and building flexible pipelines rather than chasing linear, role-based hiring.
What projects are you planning on working on in 2026?
In 2026, I plan to focus on three core projects:
Scaling Greenhouse ATS across the business, ensuring adoption, building advanced reporting, and integrating with HRIS/Yomly so TA, HR, and Finance all operate from one source of truth.
Employer Brand & EVP activation: launching a refreshed employer brand campaign to position Momentum as a leading employer in the iGaming/lottery space, supported by a structured referral program and stronger candidate engagement strategies.
Talent Intelligence & Workforce Planning: building out a repeatable framework for workforce planning using real-time market insights (LinkedIn Talent Insights, benchmarking, internal data) so leadership can make informed, forward-looking decisions.
Alongside this, I want to invest in TA team capability development, creating consistent hiring manager training, embedding fair and inclusive selection practices, and strengthening TA’s role as a strategic partner to the business.