Go-to-market strategy is something we often associate with a company or its products / services, but what if we could apply go-to-market to our job role?
Christy Honeycutt, a talent acquisition veteran and our guest this week in episode 352, has used this mindset as a personal differentiator starting with her first job in the banking industry. We’ll follow Christy as she describes early experience as a people manager, learn why she developed a people first mentality, and recount the events that kickstarted her career in recruitment.
This story helps us understand what is required to systematize the work we do and how difficult it can be for things that seem easy. Christy will also educate you on the importance of developing AI competence and the impact of recruitment process outsourcing on job candidate experience.
Original Recording Date: 09-30-2025
Topics – Meet Christy Honeycutt, A Go-to-Market Perspective, Beginnings in the Banking Industry, Learning to Systematize and Duplicate Yourself, A People First Approach, Getting into Recruitment
2:10 – Meet Christy Honeycutt

* Christy Honeycutt has 20 years of talent acquisition experience, go-to-market experience, and some marketing experience sprinkled throughout.
* Christy is also the host of two different podcasts:

* On Inside the C-Suite, Christy interviews executive leaders to gain insight from life in these roles.
* StrategicShift is focused on the future of work, innovation, and AI.



3:17 – A Go-to-Market Perspective

* How would Christy define talent acquisition and recruitment and the differences between them?

* Recruitment should be thought about as more active. There is a job open with specific requirements which need to be filled based on time constraints.
* Talent acquisition is more strategic according to Christy. This would include understanding why a role is vacant, the succession plans, cultural initiatives, and workforce planning. Christy refers to this as “engaging passive pipelines for long-term goals.”
* Personnel in talent acquisition and recruitment are usually in those roles because they want to help people, but these roles may look slightly different across companies of various sizes and in different industries.


* How would Christy define go-to-market? We hear this term quite often but are not confident that everyone truly understands what this means.

* For context, Christy talks about looking at this with a lens across many different departments / internal organizations – marketing, recruitment, and even sales.
* “Go-to-market is understanding what is the product and who is the end user…. Am I filling a job? Then I’m going to market for that candidate that fits that job. Am I working for a tech company (which I most recently did)? Then, yes, I need to understand what is our product, who is the end user, who is the buyer…and how can I get this to market for them…to see, to use to buy, and to be delighted in? The go-to-market is really kind of a Frankenstein effect in my opinion. It’s really understanding the value and how it translates and then how you can connect the dots…. Go-to-market for me has just kind of been at my core since I was a kid.” – Christy Honeycutt
* For recruitment, the go-to-market is usually set based on an organization’s vision, mission, values, and culture.
* Christy uses the example of negotiating with her father (a former Marine) to get what she wanted when she was younger to illustrate that go-to-market can mean understanding how to sell.



7:01 – Beginnings in the Banking Industry