Adriano Herdman

Move

Scale hiring without lowering the bar.

For People & Talent leaders, sharper sourcing, stronger recruiters, and processes that stick.Three services built for speed, quality, and lasting impact

✅ Embedded recruiters backed by playbooks, RecOps, and governance
✅ Sourcing engine with TAM analysis + outbound that cuts through
✅ Consultancy that builds structure, consistency, and TA enablement

Co-Founder

Monese

Talent Advisor via MOVE

LaunchDarkly

SeedLegals

Farewill

RMIT University

English Teacher

NAKAMA

Senior Consultant User Experience

Aquent

recruitment consultant - user experience

Harvey Nash

recruiter - software development vertical - freelance

recruitment consultant - software development

Scale hiring without lowering the bar.

For People & Talent leaders, sharper sourcing, stronger recruiters, and processes that stick.

Three services built for speed, quality, and lasting impact

✅ Embedded recruiters backed by playbooks, RecOps, and governance

✅ Sourcing engine with TAM analysis + outbound that cuts through

✅ Consultancy that builds structure, consistency, and TA enablement 

Move deploys expert in-house talent acquisition squads to fast scaling companies. Our embedded talent service aligns us with your growth targets, giving you control and flexibility. Our talent acquisition specialists absorb your culture and refine your recruitment process. We’ve driven down cost-per-hire by 46% for the likes of Microsoft, Monese, Farewill, Travelex, SeedLegals, Spryker, Collibra, LaunchDarkly, Percent, Framestore

In case you're hiring a recruiter from a startup...

Do not judge them solely by their time-to-fill metrics or number of hires made 

Startup recruiting is more challenging and nuanced than hiring for established companies with strong employer brands 

🧭 Here's what they have likely had to navigate:

1. No employer brand – they could not rely on name recognition to attract candidates

2. Low quality inbound – every hire required proactive sourcing

3. Unclear or ever-changing hiring needs

4. Leadership with unrealistic expectations 

5. Hiring managers often lack hiring experience

6. No structured hiring process – they had to build it themselves

7. Unproven product or business model – they had to convince candidates to take a risk

Only a small percentage of startup recruiters consistently meet hiring targets. (The ones that do are 🔥, don't get me wrong)

If you're hiring a recruiter from a startup, look beyond the surface numbers and evaluate:

- How they adapted to challenges
- How they built or improved hiring processes
- Their ability to sell opportunities to candidates
- Their resilience in highly-ambiguous environments

Anything you'd add?

Talent Solutions for Technology businesses

Resource drop: 2026 Workforce & Capacity Planning Playbook for Talent Acquisition and People Leaders ⚖️

Practical, straightforward, and designed to help teams get from 0→1 or validate the foundations they already have. 

It was shaped with input and feedback from Heads of People and Talent who’ve stress-tested this stuff in the real world.

It includes:
- A clear recruiter capacity dashboard
- Simple skill-gap and capability assessments
- Easy quarterly load templates
- Role planning templates

Why it’s useful:
 - Helps you spot resourcing gaps before they turn into hiring emergencies
 - Gives you a simple, data-led view of what your team can actually deliver

Nothing over-engineered, just tools you can plug in quickly to get a cleaner, more predictable workforce plan.

👉 Want the playbook? 

Comment “Workforce plan” and I’ll share ✌️

We analysed Talent Acquisition capacity data across 70 companies.

The results are clear:

1. No dedicated Sourcing is the #1 bottleneck, the lowest-scoring area by far.
2. Hiring manager engagement consistently drag recruiter productivity.
3. Even strong teams carry 2–3 significant gaps that limit their ability to scale.

On the flip side, companies that excel in process efficiency, time allocation, and role complexity management operate much closer to best practice.

The outer edge of the chart = full maturity (score of 5).

Most teams are sitting somewhere in the middle.

The takeaway?

If you want to unlock recruiter capacity, don’t just throw headcount at the problem.
Fix the systemic gaps: sourcing infrastructure, hiring manager alignment, and specialisation.

That’s where the real leverage is.

RESOURCE DROP: We created over 360 interview questions to form scorecards & question banks for 63 key roles in tech. 

🥖 Updated with 27 new roles for 2026

❓Question creation follows Mike Murphy's principles highlighted in 'Hiring for attitude' 

They’re yours. 

Use them to; 
- ensure a fairer hiring process 
- make better hiring decisions 
- stop shooting from the hip 🤠 

Here’s how you can get access to the notion page; 

↳ Comment 'scorecards' on this post

Being great at filling roles won’t get you the Head of TA job. 

If you’re a TA Lead or Manager aiming up, what matters is proving you can scale recruiters and systems.

Marc Baselga recently wrote a great post about the leap from IC to Director interviews in Product.

The same is true in Talent Acquisition.

Most underestimate how different these interviews are. 

It’s no longer about how strong you are as a recruiter, it’s about whether you can make other recruiters better, and build a function that scales.

Here’s what hiring execs are really testing in Head/Director of TA interviews:

1/ Frameworks, not one-offs
Not hero stories, but repeatable systems like scorecards, intake processes, enablement playbooks.

2/ Real complexity
Expect questions on headcount planning trade-offs, exec pushback in a hiring freeze, or redesigning a team after hypergrowth.

3/ People leadership depth
Who have you promoted? How do you handle underperformance? Can you grow recruiters into business partners?

4/ Cultural leadership
The job isn’t “delivering reqs.” It’s shifting TA from service provider to strategic partner with hiring managers and C-levels.

5/ Strategic communication
How do you build trust at the top table? What’s your operating rhythm for planning, reporting, and risk management?

6/ Vision + systems thinking
Directors don’t just run today’s hiring. They architect tomorrow’s. What’s your vision for TA in 2 years, and what systems will scale it?

The shift is this:
Director-level interviews aren’t about proving you’re the best recruiter.
They’re about proving you can build the best recruiting function.

🥖 New projects fresh in at Move  

We’ve got three new projects kicking off, all starting immediately and running for 3–6 months and we’re looking for Talent Partners

- GTM Talent Partner – London - SaaS / Data Intelligence platform

- Senior Tech Talent Partner – Hybrid London – AdTech scale-up

- Senior Talent Partner (G&A focus) – London – FinTech

We’re looking for experienced recruiters who can plug in fast and own delivery from day one.

If you’re available (or know someone great who is), please share or tag them below,  links to apply are in the comments.

Thanks in advance for any shares or intros 🙏

Old school sourcing 💾 vs Sourcing 2.0 🤖

Old school sourcing = Trial and error, no plan

Sourcing 2.0 = TAM-first, precision results

Most recruiters are still doing this 👇

↳ Hit LinkedIn each morning, fire off 30 messages to those that look like a fit
↳ Check messages each day, hope for replies
↳ No idea of TAM size → recalibration comes late
↳ Reactive: fill one req, move on, no lasting intel
↳ Messaging is guesswork → not tested, so positioning never improves

Do it differently 👇

↳ Start with a Total addressable market (TAM) to size the market
↳ Spot bottlenecks and set expectations with hiring managers upfront
↳ Plan first → then go fast and accurate
↳ Build pipelines while also filling today’s req
↳ Test messaging systematically → refine positioning every week
↳ Capture talent intelligence as a reusable asset

Why it works:
TAM-first sourcing turns guesswork into clarity. Recruiters save hours, hiring managers trust the data, and every search sharpens the next.

Example:
Old Way: 1 week wasted before realising the skillset barely exists.
New Way: 60 minutes to map the TAM → then source with precision.

Old way = reactive.
New way = strategic.

The gap is growing.

👉 What would change if every search started with a TAM?

Recruiters, help you hiring managers become better interviewers!

👉 Interviewing cheat sheet for hiring managers

Share this with your HMs for a light-touch guide before they run interviews.

Poor interviews don’t just miss great people, hey slow down hiring and hurt your brand. 

📄 Here’s a quick checklist to keep things focused, fair, and effective:

- Structure the flow
Balance assessing, pitching, and giving space for candidate questions.

- Set expectations early
Let the candidate know what to expect—structure, timing, and who's in the room.

- Stick to consistent criteria
Use the scorecard. Focus on role-relevant scenarios and behaviours—not gut feel.

- Go beyond the CV
Ask how they’ve solved problems similar to the ones they’ll face here.

- Pitch with intent
Tailor your pitch to what motivates them. The best candidates are assessing you too.

- Test your setup
Check your Zoom / Meet link, screen share, and any tools you’ll use.

♻️ Pass it on if you know an HM that could use a quick refresher

No alternative text description for this image

Talent Acquisition has to own a number.

It doesn’t need to be a revenue target.

It doesn’t need to be cost-per-hire

Don’t worry this isn’t another quality of hire post either, don’t want to upset anyone 😉 

But it does need to tie to something the business actually cares about.

Spitballing, here’s three that might make the most sense that aren’t the usual suspects:

- Speed to productivity:  how quickly new hires reach meaningful output.

- Hiring velocity: the predictability of delivering roles inside agreed windows.

- Manager confidence: a simple 60-day signal showing whether a hire is on track.

These connect hiring to impact: output, product velocity, capacity, and consistency.

And they don’t overlap with ownership of retention, engagement, or long-term performance.

Recruiting is an interesting function.

The impact is big, teams feel it immediately when the right hire lands.

But the access is somewhat limited: you influence the front of the funnel and moments in the process, then hand off to the manager and the business.

Because of that, it’s tempting to position recruiting as purely about “finding great people.” (Which it also is) 

But the reality is that delivery sits at the core of the function, and these metrics help anchor that delivery to what matters commercially.

A strong hire can shift a team’s trajectory, unblock execution, or accelerate output. That’s meaningful impact, even if the work to get there is operational and hands-on.

Thoughts?

For Recruiters. Intake meeting one-pager to cut time-to-alignment by up to 40%.

World-class recruiters don’t wait for HMs to come prepared.

They make it easy. Structure the intake, guide the discussion, and lock in alignment from the start.

This one-pager keeps your intakes sharp, consistent, and outcome-driven.

Inside you’ll find:

✅ Objectives to hit every time
✅ Key phases (pre, in, and post-session)
✅ Outcomes & deliverables to walk away with
✅ Metrics to track so you know it’s working

Built from hundreds of real intake meetings, it’s designed to:

Get hiring managers aligned faster
Avoid “role drift” mid-search
Launch searches with a crystal-clear, agreed profile

📄 Free to use, adapt, and share with your team.

graphical user interface, text, application, email

Most talent teams are winging messaging, and it shows 

Talent acquisition teams are operating with no structured messaging system.
Every recruiter writes outreach in their own voice.

There’s no central narrative, no testing, no iteration.

And in competitive markets (AI, engineering, senior GTM), generic outreach gets instantly ignored.
“This is the role, salary, location,  want a call?”

That isn’t good messaging. It’s a broadcast. And top talent filters it out.

What does work is borrowing frameworks from modern go-to-market teams.

We’ve been applying a few in particular:

1. Jobs-to-Be-Done (JTBD) Candidate Interviews
Speaking directly with people in the role you’re hiring for to understand their drivers, and using their exact language to anchor the message.
Not what the company thinks the role is… 

2. Voice-of-Customer (VoC) Message Mining
Extracting the emotional language, themes, and triggers that show up repeatedly in interviews and weaving them into structured messaging pillars for the role.

3. Centralised Messaging Matrices
Building consistent narratives around pain, progress, motivation, and differentiation, so every recruiter has a framework for high-quality story telling, rather than 10 versions of the job spec.

4. Proven GTM Messaging Frameworks
Using lightweight structures like RVC, Trigger-Based Hooks, and Firmographic Personalisation to shape messages that feel relevant, human and high-signal, instead of role dumps.

5. Continuous Testing & Iteration
Outbound is treated like a product.
Test → measure → refine → roll out.
Not “set it and forget it” job ads and InMails.

The reality:
Most TA messaging sucks because it has no framework.

When you bring GTM discipline into talent attraction, grounded in real candidate language, outreach stops sounding like recruitment automation and starts sounding like it actually understands the person you’re speaking to.

Thoughts ?

Most recruiters are great at reviewing CVs… and terrible at writing their own.

We’ve reviewed thousands of recruiter CVs. I’ll share the biggest mistake we keep seeing and how to fix it👇

Context:
There are two CV tests you have to pass

1 - The scan
Your CV is one of 100–300 (if you’re lucky).

At this stage, the recruiter is only asking: “Is this person roughly aligned to this role?”

They’re skimming for:
- Keywords
- Domain / market
- Seniorit
- Rough hiring profile match

If you pass that, then comes…

2 - The read

Now they actually look at your experience in detail.
But most recruiters never get this far, because their CV fails ‘the scan.’

The pattern is the same:
>Job title
>Company name (that no one recognises)
>A bunch of generic bullets:
e.g. “Improved hiring efficiency by 52%”
>“Implemented ATS changes”
>“Aligned interview questions to company values”

That might be great work.
But with zero context, it’s just noise.

If I don’t know what the company does or what you actually hired… I might move on.

💡3 steps on How to fix it 

- before any fluffy bullets, add a short “context block”.
- Literally right under the job title.

STEP 1
- Set the scene (company + stage)
- Add 1–2 lines or bullets:
- What the company does (in simple language)

‘B2B / B2C / SaaS / Marketplace / etc’

‘Stage + rough headcount while you were there’

STEP 2
– Spell out what you actually hired
Very high-level, but concrete:
(Eng / Product / GTM / G&A etc)
- Typical level (IC / Senior / Lead / Exec)
- Rough number of hires per year / quarter

STEP 3
– Name your stakeholders
Show who trusted you:
“Partnered with: VP Engineering, Head of Product, CFO”

STEP 4
– Then add your impact bullets
Now your “improved time-to-hire” or “rebuilt the ATS” actually means something,
because I can see where you did it and for whom.

👀A quick example

Instead of this❌

‘Senior Talent Partner – XYZ Ltd
Improved hiring efficiency by 52%
Implemented new ATS workflows
Ensured interview questions aligned to company values

Do this ✅ :
Senior Talent Partner – XYZ Ltd
SaaS platform for mid-market retailers | Series B | ~180 people
Roles: Product, Eng, data (IC → Lead) – ~35 hires/year
- Stakeholders: VP Eng, Head of Product, CTO
- Reduced average time-to-hire from 68 → 42 days
- Rebuilt ATS workflows and hiring stages across 3 product squads
- Introduced role scorecards and bank of behavioural questions

Same person. Same work. Completely different signal.

Bottom lome: Recruiters need to optimise their CVs for the scan first.
If you don’t give context at the top of every role, you’re missing out.

People and Talent Leaders: Is your hiring process adjusted to the level of talent you’re targeting?

Because the steps look very different depending on whether you’re hiring for more accessible roles or competing for top-tier talent.

For roles where the talent bar is more accessible (say high-volume, less specialised), the process can be summarised quite simply as “interviews”:

- Screening Call
- Hiring Manager Interview
- Final Interview
- Offer

→ Candidate Accepted

But when you’re competing for scarce or high-bar talent, the process cannot be summarised as just “interviews.” And it shouldn’t be.

For senior, niche, or high-impact roles, the process should look more like:

- Problem Alignment (why the role exists / clarity of success metrics)
- Value Alignment (candidate sees the mission, EVP, team fit)
- Skill Validation (structured assessment of technical/functional skills)
- Stakeholder Alignment (multi-disciplinary panel, cross-team buy-in)
- Decision & Offer Alignment (timing, competing offers, motivators)

These stages track specific agreements and validations that have to be made in the hiring journey.

They usually have clear entry/exit criteria and defined actions.

For Skill Validation, it might look like this:

Entry Criteria
- Candidate has already shown alignment with role scope and career trajectory.
- Candidate is motivated to invest time in assessment.

Actions
- Run structured technical or practical assessment.
- Ensure panel has consistent scoring rubric.
- Calibrate with benchmarks (internal & external).

Exit Criteria
- Panel agrees candidate meets or exceeds the hiring bar.
- Feedback documented in structured format with rationale.

👉 The catch: depth always trades off against speed.

- Go too “deep” and you lose top talent to faster-moving competitors.
- Go too “fast” and you risk poor signal or mis-hires.

The best scale-ups calibrate their process so each stage is both rigorous and lightweight. For example:

- Replacing generic take-home tasks with short, live working sessions.
- Combining multiple stakeholder conversations into a single panel.
- Pre-aligning on what’s “must-have vs nice-to-have” so decisions don’t drag.

⚖️ The art is finding the balance: rigorous enough to protect quality, but lean enough to win talent before someone else does.

EMEA EXECUTIVES

At EMEA Executives, the mission, identify, attract, and place transformative executive leadership talent across EMEA in roles that define the future of business. 
We are reimagining leadership hiring for the AI era, combining human expertise, transparent intelligence, and design thinking to help companies scale with purpose, confidence and agility.

Our AI outreach platform combines AI-native research, transparent match-fit scoring, and GDPR-first workflows to help founders, investors, and global HQs hire senior leaders across EMEA.

Leadership hiring, re-designed, transparent, fair, and human.

✳️ Core Beliefs

Great teams start with clarity, not chance.

Technology should make hiring more human, not less.

Transparency builds trust, with candidates, clients, and culture.

Diversity and design are competitive advantages.

🧭 Our Focus

We partner with forward-thinking founders and growth-stage organisations across AI, Cybersecurity, Web3, Fintech, Product, Design, and GTM, helping them build executive teams ready to lead the next decade of innovation.
👉 If you’re scaling and need executive leadership fit-for-purpose, let’s connect.
#Hiring #EMEA EXECUTIVES #Crypto #Cybersecurity #Web3 #Product #Design #AI #UX #GTM #Sales #Web3

CYBERSENTINELS.com

Cyber Sentinels is a cybersecurity intelligence community that blends defense strategy, AI-driven talent insights, and network activation to help global companies harden their posture against advanced threats.

We build cyber intelligence networks by sourcing top-tier cybersecurity experts to defend against today's most sophisticated threats. Our mission is to empower major organizations to proactively counteract cyber threats through talent, from red teams to CISOs, while integrating AI-driven detection and response.
We operate at the intersection of AI + Cyber Talent + Intelligence Networks.

CYBER SENTINELS TALENT

Stealth Startup

Creating a usable AI assistant agent and Frontend UI / Backend API that connects to OpenAI securely. With Prompt logic that will be tailored for recruiting tone and personalisation, it will be ready to run locally or deploy to Vercel in 1 click, and add a Slack channel. 

EMEA EXECUTIVES Product, Design, Growth, Marketing, AI and Crypto talent attraction.

Why...
We’ll build a single‑purpose AI Outreach Assistant you can use today!

No extra features, no fluff, just the one job that proves value.

I'm ready to assist startups in attracting quality talent with the help of the AI tool.

Stealth 

Casa La Era

Founder, Co Owner, Landscape Project Manager

Mentoring Club

I offered consulting/advisory, short-term interim support, and Executive headhunting assignments.
I work with companies that give workers enormous autonomy, encourage and enable collaboration, and see open-source development as the future of innovation.

Peer Advisor / Mentor 

✅ Built and led team of 5 recruiters across EMEA (Tech, Product, Design, Marketing, Growth)
✅ Cut time-to-hire by 60% from 100 → 40 days, zero agency spend, improved offer acceptance from 65% → 95%
✅ Delivered 4+ hires per month while managing 15–20 open requisitions
✅ Partnered with C-suite CTO, CPO, CGO, CMO & VPs on workforce planning and employer branding initiatives

Talent Acquisition - PTX - Product, Design and Tech.

Recruiting for Senior and Lead Tech Product roles, Salesforce Admin and Engineers, Management Consultant, Program, Product Compliance, Senior and Lead Product Designers, UX Writers, Senior and Lead User Researchers, Data Analysts.

Principal Talent Acquisition Partner PTX - Product & Design - Berlin, Vienna & Barcelona

Key focus areas - Growth / Performance & Digital & Performance Marketing, Product Marketing, and Marketing Operations, Growth Analytics and EU Strategy & Operations Growth roles, Business Partnership & Development

Principal Talent Acquisition Partner - Growth / Marketing / GTM

Omio

•	Delivered 56+ direct hires/year across Legal, Tech, Product, Design, and Marketing.
•	Reduced time-to-hire from 120 → 45 days by optimising interview processes.
•	Supported General Counsel to hire 6 PQE Legal professionals within 6 months.
•	Partnered with stakeholders across London, Berlin, New York & Beijing.

Talent Acquisition Manager

Recruiting Marketing, Cyber Security, Backend Engineers, FrontEnd, Software Engineers, Data,  People Team, Customer Services, Finance.

I also search for candidates with a technical stack and engineering background of:
Couchbase, BigQuery, PostgreSQL, ES, Kubernetes, Docker, GCP Pub/Sub, Kafka, Graphite, Grafana, Kibana, TypeScript, Javascript, Java, Javascript (Typescript), Golang, Node.js, AWS, C++, Python, SQL, React, React Native

Cyber Security - SCCM, CISSP, OWASP, Penetration Testing, SOC

360 hands-on internal recruitment – direct sourcing model, collaboration with Line Management, HRBP’s, Legal and Senior Stakeholders, VP management. Reporting weekly to the founder. Hands-on operations resource management planning. - Interim - Executive Hires - Legal, Marketing, Finance, Technology

•	Recruited in Germany, Berlin / New York, Beijing 
•	Internal recruitment projects 
•	15 live roles at any time / 56+ FTE direct hires, plus freelancers
•	Created cost-effective diversity sourcing strategies, social media campaigns, using Stack Overflow, LinkedIn, Twitter, Referrals
•	Partner with HRBP, Talent Acquisition Coordinators, Snr Stakeholders
•	Evaluate, Implement processes, update CRM / ATS, identifying areas for continuous improvement, Internal Talent Process improvement program, Time to Hire from average 100 to 45 days,  referral program, integrate and confirgure ATS project (Smartrecruiters from Greenhouse)

Projects: 
Employee Value Proposition (EVP)
High Priority Executive Hiring 
Hire manager Interview Training 2 x workshops

Executive Hiring

Legal - Senior Legal Counsel x 2, Legal Counsel, Junior Legal Counsel, Paralegal - PQE - 1 - 6 years experience.

Full-spectrum of Digital Marketing - Brand Directors, Head of Performance, Mobile, Organic Apps,
digital performance marketing & Organic / Paid Search & Performance Marketing specialists, SEO, Copywriters, Affiliate, CRM, Customer Insights

CEO Hiring - Strategic Project Manager & Assistants to CEO's

Finance -  Treasury, FP&A, M&A, and Cash Managers

People team hires: Reward and Compensation, Operations team members, HRBP

Talent Acquisition Manager 

iGRATM.com / iGRAZIE.com - Anyone Anywhere Anytime

Shut down missed user targets!
Responsible for a bootstrapped product, design, vision and direction, project delivery, quality, updates, and project support. 
iGRATM / iGRATU / iGRAZIE - AFCONPay Ltd - A cashless payments product that enables you to Tip, Rate, and Review Anyone, Anywhere, Anytime. A real-time P2P mobile payments App. for the service industry in the hospitality sector.

•	Project management, liaising and leading the agile multi-disciplinary delivery teams (offshore India, 
        for App/web and admin panel development, initial cost analysis, and agreed on production and 
        timeline
•	Ensure privacy & data policy is in line with GDPR regulations
•	Engage and collaborate with 3rd party partners and suppliers
•	Integrate with payment company - Stripe, 
Technologies used to develop the App. - iPhone App: Xcode, Swift, Android App: Android Studio, Android/Java, Web Services: ASP.NET 4.5 C# / SQL Server 2016 & Utilising Cloud - Microsoft Azure – database tools – Enabled two-factor authentication, connected to mobile operator/email
Initiate sales/marketing / social media advert campaign and App. promotion (Google, LinkedIn, Facebook, Twitter, Instagram)

2019 - 2nd Phase - Negotiate partnerships - Yelp, Opentable, Booking.com, Tastecard / Unidays / Student Unions / Hotels, Restaurants, Coffee Shops. 
New payment providers - "Pay it all in one go" and finance services - ApplePay, and Android pay 
Adding FACIAL RECOGNITION to enable (Customer Recognition and payments - through Facial Finding AI technology) paybuyface

Product Owner

Talent Acquisition Lead - Working together across 10 countries, we’re united by our vision to change the world’s relationship with money for the better.

I help high-growth tech companies design leadership teams that scale with purpose.

With 15+ years in global talent acquisition across AI, Fintech, Web3 & Tech. & Design / Product, Crypto / Cyber Security. 
I blend human insight with data and transparent AI tools to deliver faster, fairer and more impactful hiring outcomes.

I work best in remote-first, high-velocity environments, building inclusive systems, world-class candidate experience, and deep partnership with Product, Engineering & GTM leadership.

Leadership hiring, re-designed, transparent, fair & human.

📩 emeaexecutive@icloud.com

🌍 London, UK & Spain (Global/EMEA)

taplio

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