Diary of a High Volume Recruiter Series: Kim Marsh of Pebl

This series is dedicated to sharing knowledge and expertise amongst high-volume recruiters. These are the hardest-working people in the HR industry. So we’re asking how they get hiring right at scale. Featuring guidance for the next generation of high-volume recruiters, here is the fifth installment of our high-volume recruiter series. 

Meet Kim Marsh, Senior Director of Talent Acquisition at Pebl, a global EOR platform. Kim has been leading recruiting in high-growth tech and marketplace environments for the past 14 years. At scale, Kim’s teams have supported anywhere from 150 to 300 hires annually, depending on the business stage, with a strong focus on quality, speed, and alignment to revenue goals. Read the full interview below.

1. How has the practice of recruitment changed since you began your career? Any memorable moments? 

Recruitment has shifted from being largely transactional to deeply strategic. Early in my career, success was measured by speed and volume. Today, it’s about building systems, leveraging data, and directly impacting business outcomes.

One of the most defining moments for me was stepping into an organization that had operated for nearly 30 years without formal recruiting processes or infrastructure. Building that from the ground up, while simultaneously hiring at scale, really reinforced how critical talent acquisition is as a driver of transformation, not just support.

2. What does a good day look like? 

A good day is one where hiring managers are calibrated, pipelines are healthy, and decisions are moving. It’s less about filling roles and more about removing friction across the hiring process.

3. What systems and processes make it work?

Systems that make a difference are ATS tools like Ashby, paired with sourcing platforms and AI-driven workflows that improve efficiency and signal. I've recently dabbled in vibe coding via Superblocks to help create my own tools as needed. But more important than tools are the processes, like clear intake alignment, structured interview frameworks, and consistent funnel diagnostics. That’s what creates predictability.

4. How are the challenges of high-volume recruitment different?

High-volume recruiting requires a completely different operating model. It’s less about individual requisitions and more about throughput, forecasting, and capacity planning.

You’re balancing speed with candidate experience while managing constant demand fluctuations. I’ve seen environments where we needed to build “always-on” pipelines, which essentially means hiring ahead of attrition. In those cases, success comes down to tight partnerships with the business and having the data to anticipate needs before they become urgent.

"don’t underestimate the importance of influence. You’re rarely the final decision-maker, but your ability to guide, challenge, and align stakeholders is what ultimately drives outcomes.”

5. What advice would you give someone considering this career?

Get comfortable with both people and data. The best talent leaders today are not just relationship builders; they’re operators who understand how hiring connects to revenue, growth, and long-term strategy.

Also, don’t underestimate the importance of influence. You’re rarely the final decision-maker, but your ability to guide, challenge, and align stakeholders is what ultimately drives outcomes.

 

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HiringBranch would like to extend a sincere thank you to Kim Marsh of Pebl for participating in this important series. For previous articles in the series, click here, and stay tuned for the next installment coming next month.

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Image Credits

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Feature Image: Property of HiringBranch. Not to be reproduced or distributed without permission.

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