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Blog | Talent Insights Blog
June 9, 2025

From Recruiting to Retention: How FCB’s Katie Stapor Built a 14-Year Career in Talent and Why Change is Her Constant

Authors:

In this episode of Beyond the Offer, co-hosts Rosanna Snediker and Bill Gates sit down with Katie Stapor, VP and Director of Talent at FCB Chicago, for a wide-ranging conversation on internal mobility, building a modern internship pipeline, managing in a high-turnover industry, and staying loyal to one company for 14 years.

Spoiler alert: it’s not about staying comfortable. It’s about staying curious.

“I’m the Worst Millennial Ever”: Why Longevity Still Matters

Katie started at FCB in 2011 as a recruiting coordinator and has been promoted seven times since then. While that might make her an outlier in today’s job-hopping culture, it’s not complacency that’s kept her there.

“All we’ve done is change,” Katie says. “From leadership to branding to how we work, the agency never stays the same—and that’s what’s kept it exciting.”

Her approach? Raise your hand. Try new things. And say yes, even when it’s scary.

How to Make the Leap from Recruiting to HR

Many recruiters feel stuck in their niche. Katie’s advice? Shift the mindset from “How do I get promoted?” to “What do I want to learn?”

Katie pivoted internally from recruiting into a generalist HR role by identifying transferable skills (problem solving, relationship-building, communication) and volunteering for internal mobility projects. That experience led to a deeper understanding of the business and greater career satisfaction.

“I got into HR because I wanted to build long-term relationships. Recruiting was starting to feel like Groundhog Day.”

She recommends recruiters start with talent mobility initiatives as a bridge: it’s similar to external recruiting, but with deeper strategy and impact.

How FCB Is Reimagining Entry-Level Hiring

When it comes to early-career talent, Katie is pushing FCB beyond traditional methods like career fairs (yes, they still do them) and toward more digital-first, immersive strategies:

  • Targeted social content: Collaborating with internal design and content teams to reach potential interns where they already are—on TikTok and Instagram.
  • Creative immersion: Bringing students into FCB’s West Loop annex to experience the agency’s culture, work, and energy firsthand.
  • Broader reach: While they focus on Midwest universities, FCB welcomes talent from across the country—and emphasizes career paths beyond summer internships.

“We want interns to stay. This isn’t just a résumé builder—it’s the start of a real career.”

Making Learning and Development Actually Stick

Training isn’t just about attendance—it’s about attention. Katie and her team have adopted a nearly 100% in-person training strategy to increase engagement and retention. And they’re doubling down on follow-up.

Training tips from FCB:

  • Keep sessions short and sticky.
  • Follow up after 60–90 days.
  • Assign coaches to reinforce learnings.
  • Set clear expectations around focus and participation.

“Training is an investment. Not just financially, but in people’s growth. It needs to matter—and feel like it matters.”

Mentorship That Works (Without Being Forced)

While Katie hasn’t participated in formal mentorship programs, she’s built a strong network through informal coaching, former colleagues, and external partners. Her advice: be intentional, be clear about your goals, and show up prepared.

“Mentorship is like any relationship—it only works if both sides are showing up and investing in it.”

Career Advice for College Grads and Career Changers

Katie’s advice for early-career professionals? You don’t have to know what you want to do forever—just start somewhere and pay attention to how you feel while doing it.

“Try what you think you won’t like. That’s how I figured out PR wasn’t for me. And that’s a good thing.”

She also encourages job seekers to:

  • Use your alumni network.
  • Ask for coffee chats, not just interviews.
  • Treat every conversation as a chance to learn, not just to land a job.

Know Yourself, Set Boundaries, and Reflect Often

Katie emphasizes the value of self-awareness, setting boundaries, and recognizing when to say no, especially early in your career.

“Everyone has an area of opportunity. If you don’t know yours, that’s your first opportunity.”

Key Takeaways:

  • Curiosity creates career paths. Don’t wait for permission to try something new.
  • Internal mobility is the easiest way to pivot roles, especially from TA to HR.
  • Training and mentorship must be active, not passive. Engagement is the key.
  • Don’t chase promotions. Chase opportunities that align with your values and strengths.
  • Build a network before you need it. Relationships are still the #1 career accelerator.

Listen to the full episode of Beyond the Offer for more insights from Katie on navigating career changes, building intentional training programs, and keeping your culture competitive in a constantly evolving talent market.

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Agentic HR Is Here: How It Impacts Talent Acquisition

By Matt Massucci | February 11, 2026 | Blog, Talent Insights Blog

Plenty has been written about AI over the past two years. For much of that time, AI has been more hype than reality. I THINK 2026 is when that starts to change. 

Here’s the first in a three part series of where we see AI going in the recruiting world. 

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For the last few years, most companies treated AI like a recruiting assistant. It helped draft job descriptions, summarize resumes, and speed up outreach. Useful, sure. But it didn’t fundamentally change how hiring worked. And oftentimes, things needed to be double checked before hitting send. 

I think that’s going to change. 

In 2026, we’re seeing the rise of agentic HR. These are systems that don’t just support recruiters. They can execute work autonomously inside defined guardrails.

That shift is forcing talent leaders to rethink what recruiting teams are actually responsible for and what still requires a human.

From Copilot AI to Agentic Recruiting Systems

Traditional recruiting AI waited for humans to click “next.”

Agentic systems don’t.

They can interpret real-time funnel data, align to hiring goals, and take multi-step action. That includes adjusting sourcing spend, coordinating interview schedules, and triggering workflow changes without manual oversight.

This isn’t automation layered onto old processes. It’s the early version of a self-driving recruiting function.

The Metric That Matters More Than Time-to-Fill

Time-to-fill and cost-per-hire still matter. They just don’t fully capture what’s changing.

A concept showing up more in 2026 is Return on Autonomy. It measures the value created when humans and autonomous systems are paired intentionally.

In plain terms, the question is simple.

Are we using technology to eliminate busywork, or are we just doing the same work faster?

Because speed doesn’t help if it leads to worse decisions, a weaker candidate experience, or more noise in the funnel.

Why This Changes the Role of TA Leadership

As agentic systems absorb transactional work like screening, scheduling, and coordination, the role of recruiting leadership shifts.

The best TA leaders are spending less time managing process and more time doing what actually drives hiring outcomes. That includes aligning hiring to business priorities, building trust with candidates, and improving decision quality.

The real opportunity of 2026 isn’t more AI. It’s that recruiters finally get to focus on the work that requires being human.

The Mistake Companies Are Making Right Now

Here’s the trap.

Companies adopt advanced recruiting technology but keep the same habits. Long approval chains. Inconsistent communication. Unclear evaluation criteria.

When that happens, speed increases, but trust collapses.

Candidates don’t experience innovation. They experience silence, confusion, and a process that feels even more impersonal than before.

In 2026, the human experience of hiring is becoming a differentiator again because so many companies are getting it wrong.

What Talent Leaders Should Be Thinking About Now

You don’t need a total rebuild tomorrow. But you do need clarity.

The companies winning in 2026 are asking the right questions.

What parts of our hiring process truly require human judgment?
Where are we slowing things down out of habit?
Are recruiters trained for strategic work, or just process management?
Do our systems increase transparency, or just efficiency?

These aren’t technology questions. They’re leadership questions.

What’s Next

Agentic HR is changing how recruiting works. It’s also creating a new challenge.

As employers deploy autonomous systems, candidates are doing the same. The result is an emerging AI-on-AI hiring arms race that’s flooding pipelines with highly optimized but low-trust applications.

Next in this series: The AI-on-AI Hiring Arms Race and How to Protect Hiring Quality Without Breaking Trust

A lot of companies are going to try to AI their way into faster hiring this year and still end up with worse results. If you want to build a recruiting model that actually works in 2026, one that balances speed, quality, and credibility, we can help. Reach out if you want a second set of eyes on your hiring approach.

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