Congratulations to Anel Davila, TalentVine’s Recruiter of the Month for April 2025!
Agency: HAYLO People
Location: Sydney
Specialised Industry: Insurance Recruitment
Employer Rating: 10/10
Recent Successes:
Customer Advisor
Case Manager
Monitored Claims Officer
Customer Service Representative
Tell us about your journey as a recruiter
Like a lot of people in this industry, I kind of fell into recruitment. I completed my bachelor’s degree at Macquarie University while living overseas in Peru during COVID, and once the borders reopened, I finally made the move to Sydney.
What drew me to recruitment was the chance to really help people and as someone who’s naturally chatty and curious, it felt like the perfect fit. I got my start in the Financial Services and Life Insurance recruitment, where I learnt the ropes and was first introduced to temp and contract roles. That’s when I really fell in love with building meaningful relationships and helping businesses grow strong, effective teams.
After getting the foundations down, I was approached about a new opportunity with HAYLO People. It felt like the right time to take the next step, so I made the move into the Personal Injury space, working across both temp and perm recruitment. Since joining HAYLO, I’ve been able to refine my approach, build a strong and trusted network, and focus on what I value most: genuine conversations, transparency, and really taking the time to understand people’s needs.
There’s still so much for me to learn, but I’m excited for the journey and can’t wait to see where this career takes me next.
What changes do you see happening in the recruitment industry in the next 12 months?
It is undeniable that recruitment is evolving quickly with the rise of AI-driven tools. These are mostly being used to screen resumes, match candidates to roles, and even handle parts of the initial interview process.
But what I’ve noticed is that as more companies adopt AI tools, candidates are doing the same. It’s become a bit of an arms race with both sides using automation to get ahead. While this can make processes faster, it also creates a risk of impersonal interactions and great candidates being overlooked.
I think over the next 12 months, we’ll see more employers reassessing their approach to find that sweet spot between tech efficiency and real human connection.
What's one piece of advice you'd give to employers?
One piece of advice I’d give to employers is: be transparent and consistent throughout your hiring process. Candidates talk, and in today’s world, your reputation as an employer is built just as much on how you treat applicants as how you treat your team. Whether it’s providing clear timelines, being upfront about the role and expectations, or simply following through on what you said you’d do, those small moments of consistency build trust. A transparent process not only creates a better candidate experience, it also sets the tone for how you operate as a business. And trust me, top talent notice these things.
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