Stefanie Wild is an experienced HR executive with over 15 years in human resources, including more than five years in senior leadership roles. She began her career in sales, strategic procurement and recruitment consulting before moving into corporate HR, where she held various roles in talent management, policy development, and employer branding. Having lived and worked in both Germany and the Middle East, she brings a global perspective to her work. Since 2020, she has served as Global Head of Talent Acquisition at Evonik Industries AG, leading a team across more than 100 countries. Her focus lies in building scalable recruiting strategies, implementing modern HR technologies, and fostering high-performing teams. Stefanie is known for her innovative mindset, cross-functional expertise, and commitment to solutions that make a lasting impact.
What’s a recent professional achievement of yours that you are proud of?
Successfully led the transformation of a globally distributed Talent Acquisition team—from a primarily externally focused recruiting function into a strategic in-house consulting unit. This newly established team now plays a critical role in supporting organisational restructurings through internal placement strategies, enabling smoother transitions, retaining key talent, and aligning workforce planning with long-term business goals. The shift not only enhanced operational agility but also positioned TA as a trusted partner in change management and internal mobility.
What is your prediction for the future of the TA industry?
The Talent Acquisition industry will remain a dynamic and “hot” space in the years ahead. While many companies are currently slowing down hiring activities across regions, the rapid advancement of AI is reshaping the TA landscape in profound ways. Organisations will rely more than ever on skilled TA professionals—not only to identify the right talent but also to navigate and leverage increasingly complex technologies. I anticipate further consolidation among vendors, as companies seek integrated, scalable solutions. For mid-sized organisations with critical hiring needs but limited resources, the use of RPO models will likely grow, offering access to expertise and tools without heavy upfront investment.
What projects are you planning on working on in 2026?
Implementing RPO Solutions in Germany: Designing scalable, compliant, and value-driven outsourcing models tailored to the needs of the organisation
Global Recruiting Strategy and Governance: Developing a unified framework that aligns regional practices with global standards, ensuring consistency, agility, and strategic impact.
Internal Hiring Concepts: Evaluating and enhancing internal mobility strategies to support reorganisations, retain talent, and strengthen workforce resilience.
Skill-Based Hiring: Promoting capability-driven selection models that prioritise potential and adaptability over traditional credentials—enabling more inclusive and future-ready hiring decisions.