Episode 018 w/ Logan Marsh

Logan Marsh is a Talent Acquisition leader currently heading TA at Calendly, with nearly two decades of experience scaling recruiting teams at companies like Amazon, Okta, and DocuSign. He’s known for blending real operator experience with a sharp, data-driven perspective on AI, capacity planning, and what modern recruiting leadership actually looks like.

In this episode, Logan breaks down what truly separates transactional recruiting teams from strategic talent organizations. He and I go deep on how data, capacity planning, and AI are reshaping recruiter output without replacing the human layer that actually drives outcomes. Logan validated my challenging of traditional metrics like “quality of hire,” explain why time-to-fill is still a critical health metric, and share how elite TA leaders earn trust at the executive table. This conversation is for recruiters who want to move from execution to influence. The shift from recruiter to talent advisor is here, and Logan talk all about how he sees the best make that transition.

Timestamps:

00:03 – 00:06 | What defines a great recruiter and TA leader today
Why foundational sourcing skills still matter—and why data fluency is now non-negotiable.

00:05 – 00:08 | Does AI replace recruiters or just change capacity math?
How AI creates efficiency without magically eliminating the need for strategic talent partners.

00:09 – 00:14 | Transcription, surveillance, and hands-free recruiting
Why interview transcription is less about convenience and more about credibility, signal, and better decision-making.

00:17 – 00:22 | Time to fill vs. quality of hire
Why time to fill is a misunderstood health metric and why “quality of hire” lacks a usable universal definition.

00:28 – 00:35 | Leadership, dashboards, and telling the TA story with data
How strong TA leaders use metrics to align executives, forecast capacity, and avoid downstream hiring chaos.

Huge thank you to Logan for sitting down with me to share real, earned wisdom from nearly two decades inside some of the best tech organizations in the world. This conversation is a reminder that recruiting is both an art and a science. And that the best leaders are the ones willing to learn the data, question the defaults, and build systems that actually hold up. Appreciate you, Logan, and grateful for the time and candor you brought to this one. See you in the reqs.

Follow Logan: https://www.linkedin.com/in/loganmarsh/

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