Driving Healthcare outcomes by connecting leaders with high-impact talent | Founder at Talenta | CHRO

Chief HR Officer. Executive Recruiter. Founder. Business Builder.

The game of business is the challenge of a lifetime — and the one I keep coming back to.

I’ve built my career on a clear conviction: companies that scale well are led well. In private equity, founder-led, and high-growth environments, leadership and people systems determine whether momentum compounds or stalls.

I serve as Chief HR Officer at Premier Roofing, a Denver-based, Aurora Capital–backed business scaling in a fiercely competitive market. Alongside that, I run Talenta HR Group, my boutique firm helping PE-backed companies solve their toughest people challenges through executive search, fractional CHRO support, and talent strategy advisory.

I also created TalentSignal— an AI-powered recruiting visibility tool that helps growth companies uncover brand blind spots, benchmark funnels, and attract the right talent faster.

What you’ll find here: sharp takes on talent, performance, private equity, and business in general. Wins, mistakes, and the occasional contrarian view.

If you’re building something ambitious — or wrestling with the friction of scale — my DMs are open.

Alden Pennington

Technology Recruitment Leader | Allergic to penicillin & inauthenticity

⦿ Team, process, and recruitment infrastructure builder for tech start-ups (x3) 🏗
⦿ Hands on experience building world class engineering, product mgmt/design, & GTM teams 👷🏻
⦿ Leadership experience in start-ups and large global organizations (spanning industries) 🌎
⦿ Extensive experience hiring all levels from senior IC to C-suite 💼

Hayli Thornhill

I'm sure if you're on the job hunt right now, you're using AI in some capacity, but have you done this?




🚀 Copy your resume content from the most relevant (to whatever you're interviewing for) job(s) & paste into ChatGPT or your tool of choice

🚀 Ask it to create a couple of solid impact stories 

🚀 Tweak with metrics or specific areas of focus, etc.

🚀 Get comfortable with the delivery

Sometimes we think we're clear on the narratives, but that's not always the case. It's great to have the experience, but we have to know how to frame it in a way that helps us get to more final rounds & more offers.

Recruiting for startups + other companies in growth mode | Allergic to penicillin + inauthenticity

Sometimes rejection doesn't totally suck.



When I first tried to pivot into startup world, I went through a long interview process in SF & was very nicely told it was going to be a no. 

It really threw me for a loop. I thought I was getting an offer for sure. I probably shouldn't have been as shocked, b/c I had zero startup experience at the time. 

I'd been recruiting & leading teams for a long time, but in giant places.

I kind of wanted to climb under a rock, but instead suggested they give me a shot on contract. Luckily, they were open to it, and I delivered.

It ended up being one of my favorite places with some of the best people I've ever worked with.

We generally have 2 choices...crawl under a rock or change our strategy.

Some of the very best & busiest leaders I've worked with make the most time for hiring.



Here's what it looks like:

👀 "Hayli, I've already texted _________ to see if they can speak today."
👀 "I'll move anything on my calendar if they have time to chat today."
👀 "I've pinged the team already & asked them to make the debrief work."
👀 "I'll have the conversation with them in case they have additional questions."
👀 "Let's make it happen. We don't have to wait on _________ to weigh in."

They make being available a priority when it comes to hiring. They don't dilly dally. They don't value their time more than others. 

If you haven't been lucky enough to partner with someone like this yet, you will know it when you do. 

Oh, & you'll also fill the role 10x faster. 🔥

Rejecting someone for something that was obvious from their resume, but 4 rounds later....

"Hayli, they barely asked me any questions."




When hiring leaders, founders are too focused on what they're building vs. expressing interest in the candidate, that has a massive impact on candidate experience. It's one of the fastest ways to derail the process early. 

The conversation should be balanced or else it comes across in a negative way.

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taplio

The Battle

Alden Pennington

Hayli Thornhill

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taplio

The Battle

Alden Pennington

Hayli Thornhill

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Hayli Thornhill's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreHayli Thornhill's LinkedIn Performance