SmartRecruiters’ Chief Product Officer Rebecca Carr on navigating the HR Tech frontier

Join us for a deep dive into the world of HR technology with Rebecca Carr, the current Chief Product Officer and Acting CEO at SmartRecruiters. Today, Rebecca shares her journey through the ever-evolving realm of talent acquisition suites, explores the power of strategic partnerships in scaling internationally, and reflects on the delicate interplay between professional ambition and personal fulfillment. Read on to find out how Rebecca's unwavering commitment to innovation, coupled with her passion for human connection, continues to shape the future of HR tech and beyond.

From Art History Major to Chief Product Officer and Acting CEO of SmartRecruiters, Rebecca reflects on HR tech, customer success and personal growth.  

Robin: Hello, Rebecca! It's wonderful to have you join us today. Could we begin by having you share a bit about yourself, both professionally and personally?

Rebecca Carr: Certainly. My name is Rebecca Carr, and I serve as the Chief Product Officer (CPO) and Acting CEO of SmartRecruiters. I find it inspiring to share my journey, particularly for those who, like me, started their careers without a clear path and found their way to a fulfilling destination. Despite my formal education in Art History and Architecture, upon leaving University, I was uncertain about my direction. While the idea of becoming an art curator sounded intriguing, it didn't ignite a true passion within me, and opportunities in that field were limited.

One fateful day, during a casual encounter at a bar, a woman observed my energy and suggested I consider a career in recruiting. At the time, I had no understanding of what that entailed, but I embraced the opportunity when she offered me a job. I began my journey recruiting bankers, administrative assistants, and private client associates until the 2008 market crash led to the loss of my job. Subsequently, I took a leap of faith by joining a startup—a Facebook gaming company—despite uncertainties about its financial stability. My tenure there, marked by wearing multiple hats and learning various facets of business, including product management and design, proved immensely rewarding. Following the company's acquisition by Disney, I transitioned into the realm of software product management, leveraging my recruiting background to dive into HR technology, a field that became my new passion.

Over the years, I've held product roles at several applicant tracking systems, gaining insights into strategic accounts, growth initiatives, and product marketing. While product management has always been my focal point, my aspiration to become a CEO persisted. My journey with SmartRecruiters spans eight years, during which I've witnessed its growth firsthand. Recently, an executive departure afforded me the opportunity to step into the role of CEO—an opportunity I embraced wholeheartedly, given my deep connection to the company and the satisfaction I derive from contributing to its growth. Alongside my professional journey, I've experienced personal milestones, including marriage and parenthood, which add depth to my perspective and drive my passion for what I do.

So, you spent about seven years with SmartRecruiters before briefly joining Checkr and returning. Can you share more about that journey?

Indeed. My tenure at SmartRecruiters has been marked by a strong sense of camaraderie—we affectionately refer to ourselves as Smartians, united by our shared dedication to the company's mission. I first met you, Robin when SmartRecruiters acquired your company in 2016, and our paths crossed again upon my return. While I cherished my time at SmartRecruiters, I sought new challenges and opportunities for growth, leading me to join Checkr, another HR tech company. There, I assumed roles that broadened my perspective on CEO responsibilities and provided invaluable insights into operating a large-scale business. However, when SmartRecruiters extended an offer to return, I felt compelled to reunite with the team and contribute to its continued success.

Your journey in HR tech is quite remarkable. Could you highlight some key experiences that have shaped your role as Chief Product Officer?

My journey in HR tech has been characterized by immersion in startup culture, coupled with exposure to corporate environments. Joining startups at their early stages, including SmartRecruiters, has equipped me with a deep understanding of scaling and innovation. Witnessing my first exit, marked by tears of joy, instilled in me a drive to continuously push boundaries and seek new challenges. Additionally, international expansion, a strategic move for SmartRecruiters, broadened my perspective on global markets and cultural nuances, contributing to our differentiation. My stint at Checkr offered a contrasting experience, immersing me in a corporate setting and exposing me to seasoned leaders who influenced my leadership style. Balancing these diverse experiences, from startups to corporations, has shaped my approach as a product leader, emphasizing agility, innovation, and strategic alignment.

How do you perceive the evolution of HR tech over the years, and what do you consider the significant developments?

The evolution of HR tech has been marked by shifts in approach, from bundled suites to best-of-breed solutions, and now, a return to integrated platforms. Amidst this evolution, the rise of remote and gig work has reshaped the landscape, presenting opportunities for innovation. However, the core challenge of talent acquisition persists, underscoring the need for technology solutions that address this fundamental issue. While AI holds promise in enhancing recruitment processes, the ultimate goal remains unsolved. As technology continues to evolve, the key lies in leveraging innovation to humanize the hiring process, empowering recruiters amidst automation.

In such a dynamic job market, how do you envision maintaining customer engagement and satisfaction?

The evolving job market poses challenges for recruiters, with automation threatening to disrupt traditionally manual roles. As a technology vendor, our role extends beyond providing solutions; we must humanize the transition to automation, offering support and education to empower recruiters, not push them away. By fostering a collaborative approach and prioritizing user experience, we can navigate these changes and align our offerings with market needs effectively.

What, in your view, are the essential elements of a great talent acquisition suite?

A robust talent acquisition suite requires strong foundations, compliance, and ‘openness’ to maximize flexibility. Automation and AI capabilities are essential, complemented by a premium layer that enhances efficiency and insight. Collaboration with strategic partners allows for specialization and customization, ensuring the suite meets diverse needs effectively.

How do partnerships aid in scaling and international operations?

Partnerships play a crucial role in scaling and addressing regional requirements, allowing us to focus on our core strengths while leveraging specialized expertise. By integrating seamlessly with partners, we offer a unified experience that caters to diverse markets and regulatory frameworks, facilitating international expansion.

Can you elaborate on your approach to sales and your motivations outside of work?

As someone who prioritizes expertise and authenticity, my approach to sales revolves around building trust through deep understanding and genuine engagement. Beyond work, I'm driven by the opportunity to learn from others, particularly in boardroom settings, and to invest in personal growth and family experiences. Triathlons and Pilates offer outlets for physical and mental well-being, while travel and literature enrich my perspectives outside of work.

Thank you for sharing your insights and experiences, Rebecca. It's been a pleasure speaking with you.

Likewise. Thank you for the engaging conversation.