Executive Spotlight – 10 Questions for Heather Martin
1. What inspired you to pursue a career in talent acquisition?
I originally set out to pursue a career in broadcast journalism, dreaming of being a reporter. I even landed some great jobs at a local radio and TV station in Seattle, fully expecting that to be my path. But over time, I realized that the odd hours and the nature of constantly reporting difficult news didn’t align with what I wanted long-term. I craved a career where I could focus on building relationships and creating positive opportunities—and like so many recruiters, I fell into talent acquisition.
Looking back, the signs were always there. I’ve always been a natural connector, constantly bringing people together. Whether it was introducing my hairdresser to my massage therapist, recommending a great dog groomer to a friend, or somehow always knowing the right person to help solve a problem, I loved making connections that mattered. That same instinct is at the heart of great recruiting—matching the right people with the right opportunities.
That instinct naturally led me to talent acquisition, where I realized this career is about so much more than just filling roles—it’s about building careers, shaping company culture, and creating long-term impact for both employees and organizations. Seeing the direct influence of great hiring decisions on business success and individual growth has kept me engaged, challenged, and inspired throughout my journey.
2. You’ve led large global teams in previous roles. What lessons from those experiences are you bringing to Legence?
Leading global teams has reinforced the importance of alignment, communication, and adaptability in a fast-paced, complex environment. I’ve learned that success in talent acquisition comes from balancing strategy with agility—setting clear goals while being flexible enough to pivot with evolving market trends and business needs. At Legence, I’m bringing a data-driven, scalable approach that allows us to optimize our recruiting processes while staying people-focused.
3. What’s the best career advice you’ve ever received, and how has it influenced your leadership style?
The best advice I’ve ever received is: "Listen to understand, not just to respond." As a leader, this has shaped my approach to mentorship, coaching, and team development. Creating an environment where people feel heard fosters trust, collaboration, and innovation—all critical elements of a high-performing team.
4. What excites you most about joining Legence, and what opportunities do you see for our talent acquisition strategy?
I’m excited about the opportunity to build and scale a best-in-class talent acquisition function that brings in top talent while supporting Legence’s focus on growth, innovation, and sustainability. There’s so much potential to streamline processes, leverage data for smarter hiring decisions, and enhance our employer brand to attract top-tier talent.
5. You wrote Tribe Vibes: Building Friendships with Purpose and Heart, highlighting the importance of strong female friendships, mentorship, and support networks. What’s the key message you hope readers take away from your book?
At its core, Tribe Vibes is about being intentional in building and nurturing friendships—just like we invest in our careers, relationships, and personal growth. Friendships and mentorships aren’t just a bonus in life—they’re essential. They provide support, laughter, accountability, and perspective, and they help us navigate everything from everyday challenges to life’s biggest transitions.
I want readers to walk away with a deeper understanding that friendships thrive when we put in the effort—supporting one another, celebrating wins (big and small), and showing up with authenticity. Whether it’s rekindling old friendships, creating space for new ones, or knowing when to take a step back, Tribe Vibes is about embracing the real, messy, and beautiful parts of connection. Because at the end of the day, friendships are some of the most valuable investments we make in life.
6. If you could give one piece of advice to the next generation of women leaders, what would it be?
Own your seat at the table. Speak up, advocate for yourself, and don’t wait for permission to lead. The best leaders aren’t always the loudest in the room—they’re the ones who bring clarity, conviction, and the ability to elevate others.
7. With recruiting in today’s job market being more competitive than ever, what shifts have you seen in what top talent looks for in an employer?
Beyond salary and job titles, top talent is looking for purpose, flexibility, and career development. Candidates want to know:
- How does this company make an impact?
- Will I have opportunities to grow?
- Does leadership invest in their people?
Companies that can articulate their mission, create meaningful career paths, and foster an engaging culture will continue to attract and retain the best talent.
8. What role does a strong internal culture have in recruitment?
Culture is everything. Great employer branding starts from within. When employees feel valued, supported, and aligned with company values, they become natural advocates for the brand. A positive culture enhances retention, engagement, and referrals—some of the most powerful tools in talent acquisition.
9. If you weren’t in talent acquisition, what career do you think you’d be in?
Probably sports management or coaching. I love strategy, leadership, and team dynamics, and I’ve spent years supporting my kids’ basketball journeys. There’s a lot of overlap between building a high-performing team in sports and assembling a winning team in business.
10. If you had to describe yourself using only three emojis, which ones would you pick?
🏀 (Basketball) – Competitive, strategic, and always playing to win.
📢 (Megaphone) – Advocate for talent, leadership, and authenticity.
💡 (Lightbulb) – Always thinking about the next big idea or solution.
