If you’re in TA and your hiring managers treat you like an admin gatekeeper instead of a strategic partner – you’re not alone. Getting their buy-in isn’t about begging for a seat at the table. It’s about earning it.

Here’s how to build credibility where it counts:

🔹 1. Know Their Business Like It’s Yours
Nothing builds respect faster than being able to talk their language. Know their team structure, revenue model, KPIs, and business goals. Show them you understand what great looks like for them -not just what’s on the JD.

🔹 2. Bring Data – But Don’t Drown in It
Hiring managers want insights, not spreadsheets. Show them time-to-fill benchmarks, market scarcity, and why they’re losing candidates – but keep it sharp, relevant, and action-oriented. No fluff.

🔹 3. Be First to Spot a Red Flag
Call out issues early. If the process is dragging, candidates are ghosting, or comp is misaligned – say it. The best TA pros are problem preventers, not just problem solvers.

🔹 4. Don’t Be a Note-Taker in Briefs
Push back when needed. Ask hard questions. Challenge the “must-haves” and unpack what’s really essential. You’re not there to take orders -you’re there to help them hire better.

🔹 5. Deliver – and Keep Them Honest
Nothing builds trust like execution. But also hold them accountable: slow feedback, cancelled interviews, scope creep -raise it professionally but directly. Respect is a two-way street.