A conversation with Michael Haynes on the GRC talent shortage, neuroinclusive hiring, and why AI adoption succeeds only when technology and workforce strategy move together.
Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech)
Summary:
Michael Haynes is a workforce strategist, digital transformation leader, neurodiversity champion, and founder of Senyah Compliance. He explains why neurodivergent professionals can bring valuable pattern recognition, sustained focus, attention to detail, and systems thinking to governance, risk, and compliance. The conversation also explores why conventional hiring misses capable people, how universal design improves the experience for everyone, and what organizations must do after an AI tool goes live.
Main Topics:
- Why GRC’s talent shortage requires a wider recruiting aperture
- Pattern recognition, attention to detail, ethics, and holistic thinking in compliance
- Skills demonstrations versus titles, certifications, and hypothetical interviews
- Why clear job descriptions and inclusive hiring practices benefit everyone
- The gap between buying AI and building genuine adoption
- Role-specific training, stakeholder involvement, and communities of practice
- How leaders can build and support cognitively diverse teams
Intriguing Quotes:
“Clear position descriptions—that benefits neurotypical people as well.”
“I would want somebody, frankly, to be able to tell me when I’m wrong.”
“When you adopt a technology or implement a technology, there’s this mindset of ‘go live and go home.’”
“It can take away some of the tedious aspects of their work and help them focus on things where AI isn’t good, like judgment, nuance, interpreting laws, regulations, and legislation.”
“What doesn’t show up on my resume is the ability to connect the dots.”
Key Moments:
[03:37] Michael explains the GRC talent shortage and why mid-sized firms need alternative sourcing strategies to compete for talent.
[12:16] Why skills-based testing can give neurodivergent candidates a better opportunity to demonstrate what they can do.
[15:59] The strengths that can matter in GRC: pattern recognition, sustained focus, attention to detail, and a strong sense of fairness.
[22:57] How conventional interviews can overlook systems thinking, deep analysis, problem-solving, and domain expertise.
[26:05] The universal-design case: clearer job descriptions and better assessments improve hiring for neurodivergent and neurotypical candidates alike.
[29:19] Why AI adoption needs a business case, relevant use cases, stakeholder involvement, contextual training, and ongoing support.
[34:34] What inclusive leadership looks like beyond recruiting—from onboarding and manager training to safe environments and employee support.
[40:52] Michael names pattern recognition and a holistic viewpoint as overlooked advantages in GRC.
[41:54] What never appears on his resume: connecting strategy to execution, spotting gaps, and anticipating obstacles.
Notable Resources:
- Senyah Compliance- www.senyahcompliance.com
- Concepts: GRC; cognitive diversity; universal design; skills-based hiring; communities of practice; human-centered AI adoption
Connect with Michael Haynes:
- LinkedIn: https://www.linkedin.com/in/mhaynes/
- Website: www.senyahcompliance.com
Connect with The Human Advantage Podcast:
- LinkedIn: https://www.linkedin.com/company/thelinktech/