• Advocates for theright talent with thebusiness, generalistand compensationto ensure we hirethe best talent • Leads talentacquisitionconversations,drives prioritization,and providesstrategic direction • Models andcoaches behaviorsthat support a“culture of recruiting”with hiring managers,generalist and peers • Identifies areas ofimprovement andrecommendssolutions, training, oractivities that drivecalibration for hiringteams • Sets goals, holds self& hiring managersaccountable, improveseffectiveness, anddrives strategic planthrough leveragingGTA performancemetrics • CompleteMyLearningsessions andtrainings forleading others • Leverages andanalyzes GTA dataand externalmarketplace data tobuild proactivehiring strategies • Creates an environmentof collaboration andtransparency; insuring theright stakeholders areinvolved to make informeddecisions and set direction   • Leads talentacquisitionconversations,• Leadstalent acquisitionconversations, drivesprioritization, andprovides strategicdirection• Coachespeers andprovidesfeedback topartners acrossGTA • Consults thebusiness to levelset on desiredprofile and skills,and advises ontalent availability inmarket • Initiates,participates, and/orleads GTA initiativesto shareperspective andinfluence endproduct • Leads theonboarding of newrecruiters andcontributes to thedevelopment ofpartners • Leads strategicposition prioritizationand/or forecastingconversations inpartnership withgeneralist • Collaborates withbusiness andgeneralist tocreate strategiesto attract &pipeline diversetalent • Successfullysolves problemsand improvesresults withlimited direction • Coaches hiringmanagers on howto identify keycompetencies andassess the righttalent • Coach or train ona recruitingcompetency orprogram acrossGTA, for businessand generalist • Coaches and leadshiring managers toown their recruitmentprocess (informationalinterviews, pipelining,LinkedIn, panel prepetc.)  • Approacheschallenging situationsand drives toresolution whilemaintaining andenhancingrelationships • Leadstemporaryresources asappropriate • Coaches and leadshiring managers toown their recruitmentprocess(informationalinterviews, pipelining,LinkedIn, panel prepetc.) • Utilizes storytellingand the appropriateform ofcommunication todrive alignment, build& grow relationships,and demonstrateexpertise • Influences thebusiness to createbrand worthyexperiences forcandidates througheach step of theprocess includinginterview loops, finaldecisions, etc. • Advocates for theright talent with thebusiness, generalistand compensationto ensure we hirethe best talent • Leads talentacquisitionconversations,drives prioritization,and providesstrategic direction • Models andcoaches behaviorsthat support a“culture of recruiting”with hiring managers,generalist and peers • Identifies areas ofimprovement andrecommendssolutions, training, oractivities that drivecalibration for hiringteams • Sets goals, holds self& hiring managersaccountable, improveseffectiveness, anddrives strategic planthrough leveragingGTA performancemetrics • CompleteMyLearningsessions andtrainings forleading others • Leverages andanalyzes GTA dataand externalmarketplace data tobuild proactivehiring strategies • Creates an environmentof collaboration andtransparency; insuring theright stakeholders areinvolved to make informeddecisions and set direction   • Leads talentacquisitionconversations,• Leadstalent acquisitionconversations, drivesprioritization, andprovides strategicdirection• Coachespeers andprovidesfeedback topartners acrossGTA • Consults thebusiness to levelset on desiredprofile and skills,and advises ontalent availability inmarket • Initiates,participates, and/orleads GTA initiativesto shareperspective andinfluence endproduct • Leads theonboarding of newrecruiters andcontributes to thedevelopment ofpartners • Leads strategicposition prioritizationand/or forecastingconversations inpartnership withgeneralist • Collaborates withbusiness andgeneralist tocreate strategiesto attract &pipeline diversetalent • Successfullysolves problemsand improvesresults withlimited direction • Coaches hiringmanagers on howto identify keycompetencies andassess the righttalent • Coach or train ona recruitingcompetency orprogram acrossGTA, for businessand generalist • Coaches and leadshiring managers toown their recruitmentprocess (informationalinterviews, pipelining,LinkedIn, panel prepetc.)  • Approacheschallenging situationsand drives toresolution whilemaintaining andenhancingrelationships • Leadstemporaryresources asappropriate • Coaches and leadshiring managers toown their recruitmentprocess(informationalinterviews, pipelining,LinkedIn, panel prepetc.) • Utilizes storytellingand the appropriateform ofcommunication todrive alignment, build& grow relationships,and demonstrateexpertise • Influences thebusiness to createbrand worthyexperiences forcandidates througheach step of theprocess includinginterview loops, finaldecisions, etc. 

TALENT ADVISOR Bingo - Call List

(Print) Use this randomly generated list as your call list when playing the game. There is no need to say the BINGO column name. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.


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  1. • Advocates for the right talent with the business, generalist and compensation to ensure we hire the best talent
  2. • Leads talent acquisition conversations, drives prioritization, and provides strategic direction
  3. • Models and coaches behaviors that support a “culture of recruiting” with hiring managers, generalist and peers
  4. • Identifies areas of improvement and recommends solutions, training, or activities that drive calibration for hiring teams
  5. • Sets goals, holds self & hiring managers accountable, improves effectiveness, and drives strategic plan through leveraging GTA performance metrics
  6. • Complete MyLearning sessions and trainings for leading others
  7. • Leverages and analyzes GTA data and external marketplace data to build proactive hiring strategies
  8. • Creates an environment of collaboration and transparency; insuring the right stakeholders are involved to make informed decisions and set direction
  9. • Leads talent acquisition conversations,• Leads talent acquisition conversations, drives prioritization, and provides strategic direction
  10. • Coaches peers and provides feedback to partners across GTA
  11. • Consults the business to level set on desired profile and skills, and advises on talent availability in market
  12. • Initiates, participates, and/or leads GTA initiatives to share perspective and influence end product
  13. • Leads the onboarding of new recruiters and contributes to the development of partners
  14. • Leads strategic position prioritization and/or forecasting conversations in partnership with generalist
  15. • Collaborates with business and generalist to create strategies to attract & pipeline diverse talent
  16. • Successfully solves problems and improves results with limited direction
  17. • Coaches hiring managers on how to identify key competencies and assess the right talent
  18. • Coach or train on a recruiting competency or program across GTA, for business and generalist
  19. • Coaches and leads hiring managers to own their recruitment process (informational interviews, pipelining, LinkedIn, panel prep etc.)
  20. • Approaches challenging situations and drives to resolution while maintaining and enhancing relationships
  21. • Leads temporary resources as appropriate
  22. • Coaches and leads hiring managers to own their recruitment process (informational interviews, pipelining, LinkedIn, panel prep etc.)
  23. • Utilizes storytelling and the appropriate form of communication to drive alignment, build & grow relationships, and demonstrate expertise
  24. • Influences the business to create brand worthy experiences for candidates through each step of the process including interview loops, final decisions, etc.