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Live Conference Recap BY Katie Chambers | February 19, 2026

Creative, Results-Oriented Storytelling That Connects

“The best or nothing”—that was Mercedes-Benz’s tagline for years. But marketers were noticing a concerning trend. “What that actually did was it made people feel like, ‘I’m not ready to graduate to the brand yet. Maybe I’m not ready. I’m not the best in my career yet. So maybe I shouldn’t reward myself with that Mercedes-Benz,” Monique Harrison, head of brand marketing, Mercedes-Benz, shared during an executive panel discussion at From Day One’s Atlanta marketing conference. Instead, the company has made a concerted effort to become more relatable to different segments of the population through targeted advertising and brand ambassadors for audiences interested in $40,000 vehicles, million-dollar sports cars, and everything in between. “It’s about finding opportunities to be that human connection in varying places with a diversity of perspectives,” Harrison said. In the age of information overload, compelling storytelling can set a brand apart from the barrage of mediocre content. How can marketing teams craft content that truly engages when audience attention is scattered and fickle? What strategies ensure that brand storytelling is consistent across channels yet tailored to each platform and audience? Panelists shared their insights in this session moderated by Kelly Yamanouchi, business team lead at the Atlanta Journal-Constitution.The Evolution of Brand Storytelling Past iterations of brand storytelling, says Sarah Stansberry, SVP of marketing at Fiserv, were extremely direct, emphasizing the quick definition of what the product or service offers. There is now a greater focus on creating compelling, results-driven narratives. “How do we take the complex, make it simple, and make that simple [message] compelling?” she said. Understanding your audience is central to effective brand storytelling. “Storytelling is actually story living,” said Anise Mastin, VP & general manager of global marketing at SAP. “Research substantiates that when we can step into the shoes of our targets, our storytelling gets better. Be the type of marketer that can understand their top three needs, the daily things that they need to do, and the obstacles or pains that stop them from doing that.” Panelists shared their insights on "Creative, Results-Oriented Storytelling That Connects" in AtlantaBut it’s not always easy to reach your audience. “As we look at how to tell a story, grab the attention, and cut through the clutter, it’s so much harder now because of the lack of attention and the fragmentation that we’re dealing with,” Harrison said. Fragmentation is a relatively new and increasingly pressing challenge, as audiences are spread across multiple screens and services. “Ten to 15 years ago, I sat on a panel that [tackled], ‘Is it about driving brand love, or is it about driving performance?’” said Dani Cushion, chief marketing officer at Teads. This is where the number of channels across the customer journey is an advantage rather than a challenge. “The data actually allows us to help engage with the consumer in a way that adds value, and the storytelling then becomes more about how you actually engage folks throughout the whole customer journey, instead of a binary choice.” A Major Marketing Shift: Access to AIThe introduction of AI is also disrupting how marketers traditionally approached brand storytelling. “It’s so much harder today, because you’re not only storytelling for the consumer, you’re storytelling for AI, and what AI will actually bring to market on your behalf,” Harrison said. Social media, which is also ever-evolving, is an important part of the marketing process, but should be used intentionally, with careful research, A/B testing, and an understanding of which platforms your intended audience prefers. “Don’t think of it as a megaphone. Think of it as a targeting tool,” Stanberry said. AI can be deployed on the marketing side, not just by audiences, but exercise caution. Like social media, it is also just a tool, not a replacement for human intuition. AI can expedite support research and speed up responses to customer inquiries, says Mastin. “But it’s not coming for your judgment. It needs a human to be able to take the action,” she said. “It cannot build brand loyalty, customer loyalty.” She warns that AI is the tool, not the solution; even when it provides important insights, it’s up to the human staff to create action plans based on those insights and continue to measure KPIs and business impact. “You can build something actionable, measurable, and repeatable.”  In terms of content creation, AI can be useful and often faster than human production, but its capacities are limited, so save it for quick, lower-stakes projects. “AI plays a role when we want to tell the story [a certain] way, where it can be a little bit faster and not perfect,” Stansberry said. Cushion’s team deploys AI “not to replace creatives, but to inform,” using it to pre-test narratives through predictive analytics to understand how consumers engage with specific ads. “It does allow us to make sure that we are packing a whole lot of powerful intelligence into every single impression so that we’re not wasting money up front, and then optimizing later,” she said. AI also helps her team identify the best channels for specific ads. Carving Out Your Niche Differentiating your brand is all about connection, says Mastin. This spans from building a relationship with the customer through driving awareness as they learn about the product, to maintaining their favor even as they compare you with others. “Recognize what your competitors are doing but know your product so well and why it’s differentiated, that value proposition, and how you can say it, by stepping into your target’s shoes so that they’re going to say, ‘I want more,’” Mastin said. Engagement and attention are among the highest-value metrics marketers need to prioritize today, says Stansberry. And customers are craving authenticity. Stansberry’s organization humanizes its marketing by highlighting corporate community engagement and client success stories. This is why Harrison’s team at Mercedes-Benz has begun using celebrity brand ambassadors who are not only influential but also relatable, rather than those who might read as authoritative. “Put yourself in the shoes of the customer. How are you going to feel when you hear? How are you going to feel when you see? Those things play a major role in how we choose those that represent the brand,” Harrison said. Marketing and communications professionals, Cushion says, are naturally empathetic and often mission-driven. And they must be nimble. When leaders task them with changing direction, Stansberry said, “Being clear is kind. The more transparent you can be and say why it matters, [how] what you’re doing is going to impact the end result,” the more effective you will be.  Mastin’s top advice for marketers in a climate of constant change: “Don’t be tied or married to content. Be tied or married to success. Be always willing to change and be agile.”Katie Chambers is a freelance writer and award-winning communications executive with a lifelong commitment to supporting artists and advocating for inclusion. Her work has been seen in HuffPost, Top Think, and several printed essay collections, and she has appeared on Cheddar News, iWomanTV, On New Jersey, and CBS New York.(Photos by Josh Larson for From Day One)

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Live Conference Recap BY Katie Chambers | February 18, 2026

How AI Is Reshaping Talent Acquisition and the Candidate Experience

While much fuss has been made about the negatives of AI, its greatest benefits, like research, speed, and data processing, are aligned with the needs of an HR department overwhelmed with information during the talent acquisition process. “The AI sweet spot is gathering, synthesizing, and summarizing information, stopping short of decision-making, but certainly helping recruiters, hiring managers, and talent acquisition professionals get to know the inputs on their candidates a bit better,” said Craig Ellis, Ph.D., head I/O psychologist, HighMatch. This information includes skills alignment, level of experience, cultural match, and even the candidate’s desire for the role. Ellis spoke on an executive panel discussion at From Day One’s Atlanta conference about making talent acquisition more efficient and inclusive. “Where I’ve seen AI really show efficiency gains, particularly in the talent acquisition space, is around areas where we can infer at a large scale. So, think screening candidates, resume reviews, scheduling interviews, even communication with candidates. AI is helpful in making that a very efficient process,” said Emily Clark, VP at BlackRock. It can even help boost diversity in hiring by automatically removing or hiding identifying characteristics like names, addresses, or graduation years, eliminating the natural temptation to make assumptions. AI can not only sort applications but help with more proactive headhunting for executive-level positions. “AI helps us to radically identify the right candidates faster, because it allows us to have access to information that used to take 10 minutes to get. We can get it in a few seconds,” said Bert Hensley, chairman and CEO of Morgan Samuels Company. “If we’re looking for a candidate that's going to be a CFO of a certain size business in a certain market segment, we can find those companies and know how to sort them by the size of the business and how much they’ve grown, versus taking so much time to find each one of those [criteria].” He cautions that HR still needs to do its due diligence in vetting, but can use AI to at least generate lists and identify appropriate candidates for further human review.Salvador Ortega, global VP of HR at Newell Brands, says HR professionals need not fear being replaced by AI; instead, AI can augment their work. “It's more about how we elevate our value as human beings,” he said, citing research that has shown that AI has already taken over approximately 50% of most talent acquisition tasks. “So, the main question for us is, what are we going to do with this 50% of our time that is free now? And that's where the magic is going to come.” Panelists spoke about "Making Talent Acquisition More Efficient, Inclusive, and Personalized"That magic, in part, comes down to human intuition. “AI doesn't have the ability to use instinct as humans do, connecting the right person with the right job,” said moderator Leon Stafford, senior business journalist. “Do you have concerns that AI could overlook great talent because a candidate doesn’t quite fit the bill in areas that you could obviously see in a one-on-one interview?” Panelists agreed that one of HR’s key roles is helping organizational leaders articulate not just the kind of candidate they want, but also the type of candidate they need. This is a type of complex, intuitive thinking and level of communication, often relying on more than just printed words, that AI cannot accomplish on its own.“[AI is] not able to look at nuances. It’s not able to have the empathy that we’re looking for or the context [for] what the situation might be,” Clark said. For example, AI cannot identify potential in a person’s resume. “That’s where human interaction is required in the hiring process. And as with implementing any other technology, staff must be trained on how to make the most of AI. That means pushing hiring managers to clearly articulate the exact kind of candidates they need and teaching them how to write highly specific, accurate, and informed prompts. In terms of hiring for C-Suite roles, Ellis says, “AI makes a really good co-pilot. It makes a really bad pilot.” In other words, while it can support the C-suite hiring process, it cannot properly evaluate senior-level candidates. “People are complex, and C-suite jobs are complex, and the intersection of those two things is exponentially complex. That human side of C-level evaluation is incredibly valuable: that judgment and that nuance and that ability to ask follow-up questions and probing questions.” AI Best PracticesWhen employing AI in your hiring practice, transparency and boundaries are essential. Clark suggests letting candidates know up front whether AI is being used to parse resumes and match them to job descriptions, which, in turn, gives them permission to use it as well. But boundaries need to be set for when the technology needs to be put away. “I recommend that you tell the candidate, ‘It’s totally reasonable and understandable if you want to use AI to look at questions that we might ask during the interview [and] prep for responses. We do not allow you to use AI in the interview itself,” she said. The signs of a candidate using AI during an interview are usually clear, such as reading off the screen, looking to the side, or having an AI agent on the Zoom call. It tends to be recent college graduates who rely on it the most, Clark says, because they’re so used to it. HR managers should prepare interview questions that deliberately undermine a candidate’s ability to use AI, forcing them to respond in real time if they are not already doing so. “You, as an organization, have to design your interviews to test what AI cannot do. You’re going to want to design your interview questions to look at real-time judgment, critical thinking, communications, and rationale through ambiguity. AI cannot do any of that with ease.” Ellis notes that follow-up questions that deliberately encourage rephrasing and reflection can also force a candidate to go “off-script,” since AI often cannot remember its previous responses.In seeking out future HR leaders themselves, companies should focus on hiring for critical thinking, human intuition, and data analytics skills—competencies that align with an increasingly AI-dependent industry. “You can do more today in really helping your CEO and your organization be proactive instead of being reactive,” Hensley said. Katie Chambers is a freelance writer and award-winning communications executive with a lifelong commitment to supporting artists and advocating for inclusion. Her work has been seen in HuffPost, Top Think, and several printed essay collections, and she has appeared on Cheddar News, iWomanTV, On New Jersey, and CBS New York.(Photos by Josh Larson for From Day One)

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What Our Attendees are Saying

Jordan Baker(Attendee) profile picture

“The panels were phenomenal. The breakout sessions were incredibly insightful. I got the opportunity to speak with countless HR leaders who are dedicated to improving people’s lives. I walked away feeling excited about my own future in the business world, knowing that many of today’s people leaders are striving for a more diverse, engaged, and inclusive workforce.”

– Jordan Baker, Emplify
Desiree Booker(Attendee) profile picture

“Thank you, From Day One, for such an important conversation on diversity and inclusion, employee engagement and social impact.”

– Desiree Booker, ColorVizion Lab
Kim Vu(Attendee) profile picture

“Timely and much needed convo about the importance of removing the stigma and providing accessible mental health resources for all employees.”

– Kim Vu, Remitly
Florangela Davila(Attendee) profile picture

“Great discussion about leadership, accountability, transparency and equity. Thanks for having me, From Day One.”

– Florangela Davila, KNKX 88.5 FM
Cory Hewett(Attendee) profile picture

“De-stigmatizing mental health illnesses, engaging stakeholders, arriving at mutually defined definitions for equity, and preventing burnout—these are important topics that I’m delighted are being discussed at the From Day One conference.”

– Cory Hewett, Gimme Vending Inc.
Trisha Stezzi(Attendee) profile picture

“Thank you for bringing speakers and influencers into one space so we can all continue our work scaling up the impact we make in our organizations and in the world!”

– Trisha Stezzi, Significance LLC
Vivian Greentree(Attendee) profile picture

“From Day One provided a full day of phenomenal learning opportunities and best practices in creating & nurturing corporate values while building purposeful relationships with employees, clients, & communities.”

– Vivian Greentree, Fiserv
Chip Maxwell(Attendee) profile picture

“We always enjoy and are impressed by your events, and this was no exception.”

– Chip Maxwell, Emplify
Katy Romero(Attendee) profile picture

“We really enjoyed the event yesterday— such an engaged group of attendees and the content was excellent. I'm feeling great about our decision to partner with FD1 this year.”

– Katy Romero, One Medical
Kayleen Perkins(Attendee) profile picture

“The From Day One Conference in Seattle was filled with people who want to make a positive impact in their company, and build an inclusive culture around diversity and inclusion. Thank you to all the panelists and speakers for sharing their expertise and insights. I'm looking forward to next year's event!”

– Kayleen Perkins, Seattle Children's
Michaela Ayers(Attendee) profile picture

“I had the pleasure of attending From Day One. My favorite session, Getting Bias Out of Our Systems, was such a powerful conversation between local thought leaders.”

– Michaela Ayers, Nourish Events
Sarah J. Rodehorst(Attendee) profile picture

“Inspiring speakers and powerful conversations. Loved meeting so many talented people driving change in their organizations. Thank you From Day One! I look forward to next year’s event!”

– Sarah J. Rodehorst, ePerkz
Angela Prater(Attendee) profile picture

“I had the distinct pleasure of attending From Day One Seattle. The Getting Bias Out of Our Systems discussion was inspirational and eye-opening.”

– Angela Prater, Confluence Health
Joel Stupka(Attendee) profile picture

“From Day One did an amazing job of providing an exceptional experience for both the attendees and vendors. I mean, we had whale sharks and giant manta rays gracefully swimming by on the other side of the hall from our booth!”

– Joel Stupka, SkillCycle
Alexis Hauk(Attendee) profile picture

“Last week I had the honor of moderating a panel on healthy work environments at the From Day One conference in Atlanta. I was so inspired by what these experts had to say about the timely and important topics of mental health in the workplace and the value of nurturing a culture of psychological safety.”

– Alexis Hauk, Emory University