Chad Sobotka

Chad Sobotka brings more than 25 years of experience across corporate recruiting and military talent acquisition. His leadership philosophy is rooted in customer service and servant leadership, principles shaped through 13 years with Navy Recruiting Command and more than 25 years of military service. He is committed to building trust, supporting teams, and helping others succeed.

Building an Actuarial Career Foundation

My perspective on emerging actuarial talent is shaped by the same leadership principles that have guided my career: customer service, servant leadership, and relationship building. In talent acquisition, success begins with understanding your audience, identifying the people and organizations that influence them, and investing in long term relationships. That includes high schools, colleges, actuarial clubs, and professional organizations that help students explore opportunities and connect with employers.

For students pursuing actuarial careers, my first recommendation is to gain hands-on experience through internships while continuing to progress through actuarial exams before and after graduation. I also encourage students to take calculated risks when necessary. In some cases, that may include taking a semester away from traditional coursework to pursue internship experience.

Campus involvement is equally important. Participating in actuarial clubs, collaborating on faculty projects, and engaging in academic activities can expand skills, visibility, and professional awareness. Students should also identify and leverage the resources available to them, including department chairs, internship coordinators, and employer services teams that can help uncover valuable opportunities.

Another priority is personal branding. Students should actively showcase their talents, technical skills, exam progression, career interests, and experiences through platforms such as LinkedIn and other professional channels. Recruiters are naturally drawn to candidates who effectively market themselves and build direct connections with employers. I encourage emerging talent to remain open to AI and the ways it can enhance a future actuarial career.

Mentorship as a Foundation for Growth

Mentorship plays a central role in my leadership approach because it builds trust, encourages growth, and supports both professional and personal development. I have spent over 20 years mentoring, coaching, and developing young men and women. Often, the most meaningful impact comes from having honest conversations that help individuals navigate important decisions and opportunities.

That experience continues to shape my work at Milliman, particularly with interns and early career professionals. Many students are motivated, excited, and understandably nervous as they begin their careers. They are looking for someone they can trust to answer questions, review resumes, provide feedback, and discuss career possibilities. I often serve as that resource.

What makes mentorship especially rewarding is sharing in these milestone moments. Receiving an internship or entry level opportunity is significant, and it deserves celebration. Even when candidates are not hired, I stay connected, following their exam progression, experiences, and career growth. Meaningful mentorship always begins with a conversation and grows through trust, consistency, and genuine investment in another person’s success.

Balancing Speed with Long-Term Fit

I do not view speed and relationship building as competing priorities. At Milliman, the focus is on finding the right fit, even if that requires additional time. My role involves targeted sourcing and recruitment to identify professionals who possess the consulting experience, technical expertise, client-facing business acumen, and actuarial credentials we seek. Platforms like LinkedIn help me efficiently connect with this talent pool.

Once candidates are identified, they move through a rigorous interview process. This includes screening conversations, competency-based interviews, and a comprehensive evaluation conducted by multiple consulting actuaries. The process is intentionally thorough because expectations for every hire are high.

The combination of targeted sourcing and a disciplined assessment approach helps us make confident hiring decisions. That approach contributes to stronger long-term retention and reduces the need to revisit the same hiring need months later.

Where AI Creates Recruitment Value

The greatest opportunity for AI in talent acquisition is through screening efficiency, particularly for high-volume roles like software engineering, software development, AI, data science, and analytics positions. AI has the potential to help narrow large candidate pools by identifying individuals who best align with job requirements. It can also support recruiters in distinguishing qualified candidates from those whose applications may not accurately reflect their experience or capabilities.

However, the human element remains irreplaceable when it comes to hiring decisions. People understand culture, team dynamics, and the realities of working within an organization in ways AI cannot. That is why the interview process remains so important. Candidates interact directly with the professionals they will collaborate with, allowing both sides to assess fit. When several strong finalists emerge, human judgment, experience, intuition, and understanding of organizational needs ultimately determine the right hiring decision.

Adapting Talent Strategies for Change

I believe talent acquisition will continue to play a vital strategic role in aligning talent with evolving business needs and workforce expectations. The most effective talent acquisition teams will be those that anticipate change, understand employer priorities, and proactively adapt their strategies to support hiring teams and organizational goals. AI is a clear example. Organizations that remain flexible and embrace new technologies will be better positioned to compete for talent, while those that resist change risk falling behind.

At Milliman, our ability to attract strong actuarial and healthcare consulting talent begins with decades of reputation and brand recognition built on actuarial expertise, rigorous work, and exceptional client service. Our culture is equally important. We foster collaboration, mentorship, career growth, inclusion, and an entrepreneurial mindset that empowers employees to adapt and succeed.

We also offer diverse internship and entry level opportunities across actuarial science, technology, data science, software development, and other disciplines. Community involvement, scholarships, and educational partnerships further strengthen our presence. Finally, a strong candidate experience, supported by customer service, onboarding excellence, campus engagement, and consistent branding, helps us build lasting connections with prospective talent and future leaders.

Relationships That Create Talent Opportunities

The most defining initiative of my career has been relationship building. When it comes to developing, supporting, and mentoring new talent, success begins with establishing strong relationships with the key influencers at the colleges and universities where students are building their careers. That includes professors, employer services teams, department heads, and other academic leaders who guide students and connect them with opportunities.

Over time, these relationships create trust and become a powerful talent pipeline. Rather than relying solely on proactive recruiting and sourcing efforts, talented students are often referred directly to me and my team by individuals who know both the students and our organization well. As a result, mentorship begins long before the hiring process. It starts with trusted relationships that help connect motivated students with meaningful opportunities and career pathways at Milliman.

Earning Influence beyond Recruitment

My advice to emerging talent acquisition professionals is to put in the work, remain proactive, and develop a creative approach to sourcing talent. Creativity is often the foundation of strategy. Whether using LinkedIn, X, Instagram, or other channels, success comes from identifying where the right talent exists and building meaningful connections with that audience.

Relationship building and customer service are equally important. Strong partnerships with schools, universities, professional organizations, and industry communities help create access to both the quantity and quality of talent organizations need. Once those relationships are established, they must be sustained through trust and consistent engagement.

For those aspiring to leadership roles, each stage of the career journey offers valuable lessons, from recruiter to senior recruiter, manager, and director. The transition from recruiter to strategic business partner requires becoming a trusted advisor. That means understanding business needs, workforce changes, and hiring priorities, then using experience, relationships, and creative thinking to develop talent strategies that support organizational success.