Leon Chang, M. Ed., is a seasoned Senior Recruiter based in Oakland, California, with a stellar career defined by connecting top talent with the organizations that need them most. Born and raised in Oakland, Leon’s roots in the Bay Area have deeply influenced his people-first approach to recruitment. He graduated from Oakland Technical High School, where he was part of the Engineering Academy, and later pursued higher education at the University of California, Davis. Leon holds a Bachelor’s degree in Economics, a minor in Communication, and a Master’s degree in Education, all of which have been pivotal in shaping his strategic and analytical recruitment mindset.
Throughout his career, Leon has worked with some of the most innovative companies, including Tesla, Robert Half International, and Zum Services Inc. He has received global recognition for his achievements in talent acquisition, including being ranked #1 in the President’s Club of Recruiters at Robert Half in both 2018 and 2019. Beyond his professional endeavors, Leon is an active snowboarder, weightlifter, traveler, and concert-goer, demonstrating his commitment to a well-rounded life.
In this exclusive Q&A, Leon shares insights into his journey, the recruitment industry, and his perspective on balancing professional success with personal fulfillment.
What inspired you to pursue a career in recruitment, and how has your upbringing in Oakland shaped your professional journey?
Growing up in Oakland, I was surrounded by people with immense talent and potential, but I also saw how systemic barriers could prevent them from reaching their goals. That stuck with me. I wanted to be someone who could bridge that gap—someone who could connect great people with great opportunities. Recruitment became a natural fit because it’s not just about filling jobs; it’s about helping people realize their potential and helping companies thrive by finding the right talent.
Oakland taught me resilience and the importance of building community. This city is diverse, vibrant, and full of grit, which are all qualities I’ve carried into my career. Whether I’m working with a multinational corporation or a local startup, I always approach my work with the mindset that relationships and trust are at the core of success. My upbringing has grounded me in empathy, which is essential when you’re dealing with people’s careers and livelihoods.
You’ve recruited for some of the biggest names in the industry, including Tesla and Zum Services. What have been the most defining moments in your career?
One of the most defining moments was leading the operational launch of 15+ school bus yards at Zum Services. It wasn’t just about volume—we hired over 1,500 drivers and 50+ staff members—but about creating a system that worked seamlessly across multiple states. It was incredibly rewarding to see how our efforts directly impacted communities by improving school transportation services. Knowing that my work had a tangible, positive effect on families and students made all the long hours worth it.
Another pivotal moment was at Tesla, where I was responsible for recruiting leadership roles in manufacturing. The stakes were high because these were roles critical to Tesla’s ability to scale and innovate. It was a crash course in managing complexity and pressure while maintaining a focus on diversity, equity, and inclusion. Those experiences shaped me into the recruiter I am today—someone who thrives under pressure and is committed to excellence.
What do you believe sets you apart as a recruiter?
I think it’s my ability to balance empathy with strategy. Recruitment isn’t just about identifying skills on a resume; it’s about understanding people—their motivations, strengths, and what they want out of life. On the flip side, I also have to understand the business side: what the organization needs, the team dynamics, and the long-term goals of the company. My background in economics helps me analyze trends and forecast hiring needs, while my communication skills allow me to build strong relationships on both sides.
Additionally, I’m always looking for ways to innovate. At Zum, for example, I identified inefficiencies in our recruitment process and implemented a new applicant tracking system that improved our hiring speed and accuracy. I also developed data sheets and reports to track progress, which allowed our teams to make data-driven decisions. Those small changes made a big impact, and I’m always looking for ways to replicate that success.
You’ve achieved global recognition for your work in recruitment, including being ranked #1 in the President’s Club at Robert Half. What’s your secret to staying at the top of your game?
Consistency, preparation, and a people-first mindset. Recruitment can be unpredictable, but I’ve learned that success comes from staying consistent in your approach. Whether I’m sourcing candidates, conducting interviews, or negotiating offers, I always give it 100%. Preparation is another key—understanding the role, the company, and the market ensures that I’m bringing the right candidates to the table.
But most importantly, it’s about putting people first. I genuinely care about the candidates I work with and the companies I represent. It’s not just about closing a deal; it’s about making sure it’s the right fit for everyone involved. When you approach recruitment with integrity and empathy, success naturally follows.
How do you handle the challenges of recruiting in high-pressure environments like Tesla?
Recruiting in high-pressure environments requires a combination of adaptability and focus. At Tesla, there were often tight deadlines and high expectations, but I learned to thrive under that pressure by staying organized and proactive. I would hold weekly meetings with business leaders to align on headcount and hiring strategies, which ensured that we were always on the same page.
Another challenge was maintaining a positive candidate experience in such a fast-paced environment. It’s easy for the process to feel impersonal when you’re moving quickly, but I made it a priority to keep candidates informed and engaged. Small gestures, like providing clear feedback or being transparent about timelines, go a long way in building trust and maintaining a strong reputation.
What’s the most rewarding part of your job?
The most rewarding part is seeing the impact of my work. Whether it’s helping a candidate land their dream job or helping a company build a high-performing team, those moments are incredibly fulfilling. One example that stands out is when I helped a candidate transition from a customer service role to a leadership position in operations. They told me it was a life-changing opportunity, and hearing that feedback reinforced why I do what I do.
I also love the ripple effect of recruitment. When you help a company hire the right person, it doesn’t just benefit the individual—it benefits the team, the organization, and sometimes even the community. Knowing that my work has that kind of impact keeps me motivated every day.
How do you balance your demanding career with your personal life?
It’s definitely a challenge, but I’ve learned the importance of setting boundaries and making time for the things that matter most. Fitness is a big part of my routine—weightlifting and snowboarding help me clear my mind and stay energized. Traveling is another way I recharge, whether it’s exploring a new city or spending time at a favorite destination. And, of course, spending time with my family is non-negotiable. They’re my biggest support system, and they remind me why I work so hard.
I also believe in the power of mindfulness. Taking even a few minutes each day to reflect or meditate helps me stay grounded, especially during busy seasons. It’s all about finding what works for you and making it a priority.
What trends do you see shaping the future of recruitment, and how are you preparing for them?
One of the biggest trends is the increasing use of technology, from AI-driven sourcing tools to advanced data analytics. While these tools can improve efficiency, it’s important not to lose the human element. Recruitment is ultimately about relationships, and no amount of technology can replace that. I’m preparing by staying up to date on the latest tools while also honing my interpersonal skills to ensure I can adapt to whatever the future holds.
Another trend is the focus on diversity, equity, and inclusion. Companies are recognizing that diverse teams drive better results, and recruiters play a key role in making that happen. I’m committed to advocating for DEI in every role I recruit for, and I believe it’s not just a trend but a necessary shift in how we approach hiring.
What advice would you give to aspiring recruiters?
Be curious, be empathetic, and never stop learning. Recruitment is a field that requires a deep understanding of people, so always take the time to listen and learn from others. Empathy is critical—when you genuinely care about the people you’re working with, it shows, and it builds trust. And finally, stay curious. Whether it’s learning about a new industry, mastering a new tool, or understanding market trends, being adaptable and open to change will set you apart.
What legacy do you hope to leave in the recruitment industry?
I hope to be remembered as someone who made a difference—not just in the lives of the candidates and companies I worked with, but in the industry as a whole. I want to inspire other recruiters to approach their work with empathy, integrity, and a commitment to excellence. Recruitment is about more than just filling roles; it’s about building connections that create lasting impact. If I can help shift that mindset and raise the bar for what recruitment can be, I’ll consider my career a success.
Leon Chang’s journey from Oakland to becoming a globally recognized recruiter is a testament to the power of resilience, empathy, and hard work. His story serves as an inspiration for those looking to make an impact—not just in their careers, but in the lives of others.