What’s your go-to icebreaker question for candidates?
Honestly, I like to keep it simple: “What made you say yes to this chat?” It’s a great way to understand their motivation and it usually leads to a more real, human conversation instead of the classic “walk me through your CV.” Also… I use a Simpsons couch background during calls, which breaks the ice instantly. I haven’t turned into a meme yet — but that might actually be interesting!
What’s something candidates do that really impresses you?
When they actually know what they want — and can say it clearly. It’s not about having the perfect CV; it’s about being self-aware and honest about what makes you tick at work. That always stands out. It’s also about how you sell your own work — if you show passion and genuine interest in what you do, that creates a huge positive impression on the person on the other side.
What’s the most rewarding part of recruiting for you?
Knowing that I found a project that truly fits the person — and, in my case, the right person for a role that’s been open for months. We don’t deliver checklists — we deliver candidates who can make a real difference for our clients. At the end of the day, seeing people genuinely happy in a new role that fits them is what keeps me going.
How do you handle a candidate who ghosts you?
With empathy first — people have lives, bad days, and sometimes anxiety about job searching. And when it comes to passive candidates, I know they’ve probably been contacted several times that same day — some with amazing projects, others… not so much. That’s just part of being a recruiter. But I also keep it real: I’ll follow up once or twice, and if there’s no answer, I move on. No hard feelings — just lessons learned.
What’s your strategy for sourcing passive candidates?
Curiosity and creativity. I dig deep — not just LinkedIn filters, but what I like to call a freestyle search. You can list all the right skills in your Boolean, but that’s not what gets you the “right” candidate. It’s about thinking critically and going beyond the obvious. And I always try to keep my approach light and a bit informal — something that makes people smile, or even think, “Okay, that was different.” It might seem silly now, but that little detail makes a difference when someone remembers you later on.
Do you believe in “culture fit” or is it overrated?
Overrated — if it means hiring clones. I’m more into culture add: people who bring something new to the team while still aligning with the company’s values. That’s where the real magic happens.