Kiran is a Talent Acquisition leader with experience helping organisations in FMCG, financial services, professional services, payments technology, technology, and cybersecurity. He secures the talent they need to grow.
The challenge Kiran solves is aligning hiring with business strategy. Scaling teams, entering new markets, or driving transformation all depend on attracting the right people; yet many organisations struggle to balance speed, quality, and diversity.
What’s a recent professional achievement of yours that you are proud of?
I’m proud of leading a project on DEI reporting and driving the gender balance agenda in the manufacturing sector. While there is still more work to be done at a systemic level, a key achievement has been securing leadership buy-in, with the UK now recognised as a potential driver for global reporting. I’ve also redesigned our recruiting process to take a more data-led approach, using leadership assessments rather than relying only on CVs or intuition. As a result, our current time to fill is 44 days, which is ahead of the industry standard for the FMCG sector.
What is your prediction for the future of the TA industry?
The future of the TA industry will be shaped by tighter cost constraints, pushing organisations to do more with less. This will increase reliance on AI and automation to handle sourcing and screening, while recruiters focus on relationship building and candidate experience. Hiring will continue to move further towards skills-based assessments rather than CVs alone, and success will be measured by retention as much as speed of hire. At the same time, improvements in data-driven decision making and employer branding will strengthen TA’s impact and value to the business.
What projects are you planning on working on in 2026?
In 2026, I plan to focus on projects that improve efficiency and quality in talent acquisition, a continued evolution of the work started in 2025. This includes expanding the use of AI-driven tools to reduce time-to-hire, developing stronger skills-based assessment frameworks, and building data dashboards that link recruitment activity to business outcomes. I also want to lead initiatives around employer branding and candidate experience, making sure hiring not only fills roles quickly but also supports long-term retention