Paul Hamilton is a dynamic talent leader who has helped organizations grow and develop their most important asset: people. With nearly two decades of advising and leading the Talent Management functions for several innovative start-up organizations to the most recognized global brands, Paul knows the ins and outs of effectively managing talent acquisition, employee engagement, performance management and human capital planning. With his real-life, in the trenches experience and his passion for supporting others, he has helped thousands of job seekers and employers with their talent matters in countries all around the world.
As a speaker, Paul shares his journey of being on both sides of the table, including what he has learned to help him secure his leadership positions at multibillion-dollar organizations such as Microsoft, Rogers, Facebook and Bank of Montreal. In 2012 and 2013, he was recognized by LinkedIn as one of the Top 100 talent influencers and leaders in the global Talent Acquisition industry.
Recently, Paul turned his attention to helping organizations in the healthcare sector develop their human capital strategies. In today’s digital skills and competency driven environment, he applies leading talent management practices to close the gap in hiring top healthcare and industry professionals. He serves as a guest lecturer for the Schulich School of Business, helping entrepreneurs learn proven strategies for winning the war for talent. Previously he served on the Board of Directors for the Kinark Foundation, an organization focused on offering proven solutions that help children, youth and families struggling with mental health issues.
Content Featuring Paul Hamilton
In the current hiring market, your organization cannot afford to lose high-quality candidates due to a lackluster candidate experience. First impressions matter and this journey is most candidates’ first introduction to your organization as ...Read more
This podcast reveals how a winning candidate experience strategy works when balanced, why candidates should be treated like customers, and how to organically measure your candidate experience.