"Vulnerability isn't weakness. It's the secret weapon that transformed my leadership and my team," says Senior Talent Acquisition Director of Media Brands. With nearly a decade of talent acquisition expertise, she's developed a philosophy centered on authentic human connection.
In the metrics-driven world of talent acquisition, she stands out by championing a refreshingly human approach: embracing vulnerability as a strength rather than a liability. Meghan recently sat down with us to share how this philosophy is reshaping how her team operates and thrives, and how others can apply it to their own leadership style.
Vulnerability: The underrated leadership superpower
"We often hear a lot about empathy. Vulnerability takes it the next step forward," Meghan explains. "Empathy is putting yourself in someone else's shoes, whereas vulnerability is about opening yourself up to relate more to others."
She believes this openness creates deeper connections that aren't possible with empathy alone. When leaders show vulnerability, they create an environment where authenticity becomes the norm rather than the exception.
This distinction matters for TA leaders. While empathy helps you understand your team's challenges, vulnerability creates the psychological safety needed for real connection and growth.
"When you have that ability to be vulnerable, to show that you are human to your team and business partners, they're just the building blocks of trust," Meghan emphasizes. "It's underrated because we often see vulnerability as a weakness."
Modeling openness from the top
Meghan's approach to leadership vulnerability is refreshingly practical. After returning from maternity leave with her second child, she didn't hesitate to acknowledge her reality with her team.
"I got two and a half hours of sleep last night. I am so tired," she recalls telling her team. "I need a little bit of assistance today, or I need your help with this."
These moments of transparency weren't weaknesses but opportunities to strengthen team bonds and show authentic leadership. Instead of faking perfection, Meghan shared her real experience, which ultimately strengthened her team relationships.
By openly sharing her struggles, Meghan allows her team to do the same. Transparency changes how teams function, especially during tough times.
"Rather than looking at somebody and they're having an off day, an off week, an off month, and you don't know why because they haven't shared or haven't felt comfortable sharing. I found that the more open I am, the more that they're open with me."
This two-way vulnerability prevents leaders from jumping to negative conclusions about performance when a team member is experiencing a rough patch.
Building a culture of trust and growth
The impact of vulnerability-based leadership goes well beyond individual interactions. Meghan has seen how this approach completely transforms team dynamics and capabilities.
"Those are the conversations that foster growth as a collective team, and you grow as your team grows," she notes. "As your team grows in their skills, as your team grows in their communication, you grow as well. And you challenge each other to be better."
What starts as personal openness evolves into a team culture where people solve problems together instead of pointing fingers. This shift doesn't happen overnight, but Meghan has witnessed how consistent vulnerability from leadership creates lasting change.
This culture of openness allows for important conversations that might otherwise stay hidden: team members feel comfortable mentioning when they've put in extra hours and need flexibility or when personal stuff is affecting their work.
The long-term impact of vulnerable leadership
For Meghan, leadership means more driving success metrics. "As a manager, that's so important because you're affecting lives forever," she reflects. "We get so caught up in the day-to-day that we kind of lose sight that we're helping people with their careers. We're helping people long-term."
She points out that vulnerability creates space for career development talks that might never happen in more closed-off environments. Leaders can offer better guidance when team members feel safe discussing their goals and challenges.
By modeling vulnerability, TA leaders create a place where team members can bring their whole selves to work—challenges, uncertainties, and all. This approach doesn't just make for happier teams; it builds recruiters who can create authentic relationships with candidates and hiring managers.
"To really look at your team and see beyond the day-to-day and look at them as humans, and really get to know them and be vulnerable with them. It pays back tenfold," Meghan says.
For talent acquisition leaders looking to level up their approach, Meghan's message is straightforward: Start with vulnerability. The strength, trust, and growth it builds might just transform your team's effectiveness and each team member's career—including your own.
