Mina Golesorkhi

Start To Finish - Headhunting für Startups

Finding A-Players is a struggle for many startups and scale-ups. 
→ We solve this problem for you.

Over the last 4 years, we’ve worked with more than 160 startups across 4 sectors:

E-Commerce & FBA Brands
1. Tech / SaaS
2. Agencies & Consultancies
3. Corporate Ventures

Our references include companies like Snocks, SellerX, Rosental, Advertace, and portfolio companies from Cherry Ventures.

Additionally, our Recruiting Academy helps you take your in-house recruiting and HR to the next level.

Interim COO

Hi Remi

I built Hi Remi because I was done wasting hours sourcing manually.
As a recruiter, I wanted a tool that actually understands the job, the client, and the market before it starts searching.

Now Remi does that. With our AI empowered approach, recruiters can source 12x faster. 

👉 Join the waitlist: www.hi-remi.ai

Founder

pplwise GmbH

pplwise supports leading rapid growing companies across Europe to manage their growth plans. Our services include Interim Talent Acquisition Management, Consulting and Headhunting specialised on tech scale ups like TIER, Taxfix or IDNow.

- Building and leading the Operations & overall company
- Internal Communications & Culture 
- Learning & Development for recruiters

Managing Partner & Co-Founder

ecosio

duties & accomplishments
- People growth strategy 
- Job-levelling framework 
- Hub Allocation Strategy
- Adjustment of HC plan to new market situation 
- leading People Ops, L&D, employee experience & Workplace (6 FTE)
- Benefits Concept 
- Employee Experience Survey & strategic initiatives to improve on the the overall experience
- replacement of myself with a permanent Head of People & Culture via pplwise headhunting services

Interim Head of People & Culture

duties & accomplishments
- replacement of myself with a Head of Talent Acquisition 
- leading a team of 4 
- development of the Talent Acquisition strategy 
- headcount plan for the whole organization to allocate the 2x growth
- sparring partner to the business

Interim Head of Talent Acquisition

TIER Mobility

Supporting TIER in it's mission to change mobility for good!

Hiring the People & Culture organization 
- People Business Partnering & Operations
- Talent Acquisition (Central & Regional team)
- Internal Communications & Employer Branding
- People Projects & Infrastructure

Hiring the Product Org 
- Product Design
- Customer Insights & User Research

Sr. Talent Acquisition Manager

ready2order

-  Talent Partner for the Marketing and Business Unit
-  Established a Marketing Organisation from scratch (Content & SEO, Paid, CRM, Design, MarTech)
- Growth up to +110 employees across 9 countries (EMEA)
- End-2-end recruiting responsibility
- Employer Branding (Culture Analysis, EVP Definition, Employee Experience Management)
- Hiring Manager Enablement (Interview & Biasing Training)

Senior Talent Partner

- Doubling the HC each year
- End-2-End recruiting responsibility for the positions Engineering, Product, Design and Ops
- Talent Relationship Management (relationship management to bootcamps and university, hosting meetups, planning and organization of a 3-days long hackathon)
- established a community to connect marketers in and around Vienna

Talent Partner

Talent Whisperer & Entrepreneur 🚀

Founder of Hi Remi.

hi-remi.ai helps headhunters and recruiters find the right talent for their roles 60% faster.
Built by recruiters, for recruiters.
Join the waitlist → hi-remi.ai

I am the COO of a headhunting agency hiring for startups, where we doubled revenue in 2 years with the same team size.

Before that, I co-founded pplwise - a RaaS agency for scale-ups in Europe and before pplwise I was the first in-house recruiter at a SaaS startup.

I share what I’ve learned building and leading recruiting teams on LinkedIn.

We believe that great people are the key to outstanding accomplishments 🚀

pplwise supports leading rapid growing companies across Europe to manage their growth plans. Our services include Interim Talent Acquisition Management, Consulting and Headhunting specialised on tech scale ups like TIER, Taxfix or IDNow.

Founded in 2022, we have already hired into +20 countries across Europe with a team of +10 talented people. We are at the forefront of revolutionising how companies manage their growth in one of the fastest growing industries.

With our strong held values in commitment, passion and responsibility; 

We do not believe in clients, we believe in partners - we grow together.

I tell candidates the WORST things about the company.

And this helps me to make better and long-lasting hires.
 
Most recruiters sell "the dream" and the issue with that? 

They often don't even know what the candidate wants or worse: 
they sell the candidate into a role which is not the best match for them just to push through a hire. 

Instead of selling them benefits, I set the expectations clear and check if they are truly made for this environment: 
"Look, this company doesn't have a structured process, or perfectly defined strategy. If you need more structure, this isn't for you"

And you know what? 

The RIGHT candidate will see that as a feature. 

Same applies to: 
- benefits
- remote vs office culture
- work-life balance 

While some candidates strive for work-life balance others don't (hard to believe I know but true). 

While some candidates strive for leadership responsibilities, or remote work, or startUp culture, others don't. 

So better find the candidate that sees a feature in the bug than setting wrong expectations and wasting everyones time.

Mina  Golesorkhi

LinkedIn Recruiter Login

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Founder of Hi Remi & COO @Start to Finish | Enabling Recruiters to fill their Roles faster using AI

Hi Remi is on Stakkd!

Jessie Schofer is one of founders I truly admire.

Solo-founding one of the hardest business models (a platform) while going through early motherhood?

That’s the toughest thing I’ve ever witnessed.

I couldn’t be more excited though to be now part of the Stakkd community among all these other recruitment and HR tools. 

If you haven’t checked out Stakkd yet - you should do it now :)

My first LinkedIn Live event went… messy.

Recruiters messaged me nonstop:
“I can’t find the link.”
“Where do I join?”
“I thought it was added to my calendar.”
Wrong timezone.
Bad notifications.
Delayed stream.

But here’s the wild part:

Even with the chaos, the demand was insane.

We gained +55 new recruiters on the waitlist.

We onboarded new beta users right after the session.

And the majority of sign-ups?

High-quality recruiters and headhunters genuinely trying to source faster with Remi.

Still… I wasn’t satisfied.

If people want to learn, I want to deliver properly.

So we did what every scrappy founder does:

Fix the weak link and run it back.

That’s why we’re hosting 2 more live sourcing sessions:

Tomorrow at 11 CET
and Dec 3rd at 11 AM EST (for the US crew)

We already crossed 270 sign ups for tomorrow alone.

And this time, we’re running it through Luma + Zoom to make it smooth, clear, and actually enjoyable.

Honestly? I’m hyped.

If you want to join us - link below

POV : you are about to host your first LinkedIn Live event ever

Now let's onboard the new Remi users  😍

Going live in 2,5h ! 

290 people signed up to our live sourcing session to learn how to find candidates 12x faster using Hi Remi  😍😍

I couldn’t be more excited!

Last week I went LIVE and showed how to find candidates 12x faster with Hi Remi

570 signed up
115 joined
+55 new people jumped on the Hi Remi waitlist

I tell you why:
Most recruiters can skip 80% of the candidates they scroll through on LinkedIn.

And that’s exactly the part you should hand over to AI.

Because no recruiter started this job dreaming of…scrolling through 300 irrelevant profiles a day…

So due to high demand we’re doing 2 more live sourcing sessions on a real use case:
- Nov 26 — 11 AM CET
- Dec 3 — 11 AM EST (US edition)

Three steps to outsource your sourcing pain to AI:
1. Click the event link (in the chat)
2. Sign up (AND SHOW UP)
3. Share with your fav recruitment-buddy

This will be our last 2 events for 2025 ;)

Today is my last live sourcing session of the year. 

Almost 1.000 sign ups of headhunters and recruiters world wide was definitely not what I was expecting. 

We have gained inhouse recruiters, freelance recruiters, and headhunting agencies from the US, Europe & Asia hiring for various industries and roles 😍 

By end of this week, we will close our beta to invite-only again until our next release, so we can focus on what matters: 

-> building something truly useful

See you all later! :)

We doubled our revenue with almost the same headcount. 

Here’s how:

1. Empower with Tech
 We cut admin to almost zero using Hi Remi, Recruiterflow, Bycatch, ChatGPT, and Briskine (and more)

2. Focus on What Works
 We grew faster the moment we stopped saying yes to everything and doubled down on what actually works best.

3. L&D
 We trained every recruiter to operate like a top-tier performer.

If you want the full breakdown, watch the video.

Recruiterflow

Bycatch

Briskine

Leaders don’t get to have bad days.

Because every reaction becomes a map.

You’re being watched. 
Not for perfection, but for steadiness.

The moment pressure hits, your team is learning how to respond.
→ If you panic, they’ll lose it too
→ If you second-guess, they will too
→ If you stay calm, they’ll find clarity.

Great leaders create the atmosphere and energy.

That doesn’t mean emotionless or not being vulnerable. 

In fact, you can and SHOULD be vulnerable. 

Being vulnerable + having a calm energy can grow trust and loyalty. 

It shows you are human too. 
But we have to be disciplined in how we show our emotions. 

You can be frustrated.
But you shouldn't feed chaos.

You can be uncertain.
But you don’t project doubt.

When everything’s on fire, your tone matters even more.
When everyone’s watching, your composure is the culture.

And that's exactly why I do not believe in automating outreach.

Because nothing feels worse than an email that pretends to be personal…

but clearly isn’t.

I got one of those recently.

They referenced my post.
They mentioned how we doubled revenue.
They tried so hard to make it sound like they actually knew me.

But the moment I read it, I knew:

This was AI + automation

And this was based on zero real understanding of what I do.
They completely misinterpreted what Hi Remi is.
They pitched me something I would never need.

And the whole thing felt cheaper than a copy-paste message.

That’s the problem with “personalization at scale.”
 It looks smart on paper…but the experience?
 
It breaks trust.

And here’s the irony:

Seeing how badly people automate lead-gen is exactly why I will never automate the human touch in recruitment.

Automate admin.
Automate sourcing.
Automate shortlisting.

But the part where you win a key role? 
...a Head of Sales, Finance, or THE marketer which will double your revenue/ ROAS?

To hire those key roles you have to build a real connection and make the candidate actually feels seen.

If you want bulk hires, go wild with automation.

But if the hire is critical, automate only what distracts you and keep the human connection front and center.

Recruiters, if you're NOT asking these questions during your job intake, you don't need more candidates, sourcing, or a fancy AI tool -> you need to work on understanding what you need. 

1. What are the company and department objectives and how does this role contribute to them? 
-> Always get the bigger picture. This will help you to qualify and close candidates 10000x better 

2. What was the main reasons you rejected past candidates 
-> There are always hidden knock-out criteria : better find them before sourcing, than after submitting your candidates 

3. What are 3 companies you admire for their work in [business function] and why? 
-> Learn about their ideal companies and especially WHY they consider them as ideal - so you can reverse engineer a bigger list of relevant companies 

4. How is the department structured, and who is reporting whom? 
-> Helps you understanding what environment you need to hire for and from

5. What compromises would you be willing to make vs what is really none-negotiable 
-> Asking for must-haves and nice-to haves is not enough. You need to dig really deep. 

I think Einstein said: "If I had an hour to solve a problem, I'd spend 55 minutes thinking about the problem and five minutes thinking about solutions"

I am pretty sure he was talking about recruitment.

This is how our top biller hits her quarterly goal in ONE month

you heard right.. 

Beginning of this year I set a stretch goal for our Talent Partners: 100k revenue in a quarter. 

Our top biller hit +100k in a month (two times this year)

And here's how she makes it happen: 

1. Proactive communication
Search started, first interviews scheduled, new submission coming 
-> the hiring managers are on fire 🔥 with her engagement!

2. Efficiency > Volume 
Instead of bulk sourcing and submitting candidates randomly just to get in the activity, she sources high quality profiles and makes sure her interviews are worth the time 

3. Does not forget BD 
Even when she has no capacity, she continues BD and creates new jobs for colleagues while others have to build their momentum from scratch every time. 

It's really that easy. 

Just get the basics right, and build momentum by consistency.

Do you need more candidates or a different approach?

Many recruiters chase after more and more candidates, throwing them into the pipeline and hoping something sticks.

But if the problem isn’t the pipeline itself, piling on candidates won’t get you the hire.

I’ve also seen recruiters give up after reaching out to 40 candidates and say, "There are no more options."

How do you know if you’re wasting time chasing the impossible or just not looking in the right places?

Here’s a simple truth: You don’t need more than 30 candidates to make a hire. I’ve seen hires happen with even fewer outreaches.

The real key is getting your setup right first:
- Are you aligned with your hiring team?
- Is the Total Addressable Market (TAM) > 80%?
- Is your hiring process smooth and under three weeks?

If those boxes are checked, then evaluate your pipeline:
- Does it match 90% of what the team is looking for?
- Is your response rate over 25%?

If all of that checks out and you still haven’t found the right fit, then maybe you do need to reach out to more candidates.

But if you’re not aligned with your team, hunting for a unicorn in the middle of nowhere, or your process isn’t quick and smooth...

Then more candidates won’t solve the problem.

Your top priority should be creating the environment for success. 

Focus on that, and the hires will follow.

After the event is before the event.

Recruiters asked for more -> so the next live sourcing session is already locked in.

Last time, the chat went wild.
Because watching AI cut sourcing time by 12x hits different when you’ve spent half your week scrolling LinkedIn manually.

The pain is real.
The fix is real too.
In the next session, we’ll show:
- How to source on + beyond LinkedIn
- How Remi screens & enriches profiles inside LinkedIn
- How to build your pipeline with target companies 
- How to go from 0 → shortlist in minutes

If you missed the first one, this is your second chance.

If you joined… you already know you want round two.

Link in comments.

Due to high demand - we do another US edition on
​
How to find candidates 12x faster using AI!
​I was tired of watching recruiters waste 50% of their week on manual sourcing.
​Scrolling LinkedIn. Copy-pasting profiles. Not having time for what actually matters: the people
​
It’s broken. And everyone knows it.
​
During this live sourcing session we will talk about
​- best practices of identifying talents based on track-record
​- using AI to find and shortlist candidates faster
​- live sourcing and demo on a REAL sourcing case
​
​What I’ll show you live:
​✅ Sourcing on and beyond LinkedIn
​✅ Remi screening profiles for you inside LinkedIn
​✅ Target company sourcing
​✅ Full sourcing workflow from 0 → shortlist in minutes
​
​Make sure to join our waitlist for more updates.

Trying to run companies while keeping your life together? Same.

Running two companies.
Leading 9 people.
Interviewing recruiters.
Learning Sales, Marketing, Product 

...all at once

While still trying to
 • hit the gym 3–4x a week
 • stay hydrated
 • walk 6–10k steps a day
 • sleep 7–8 hours
 • eat enough protein
 • maintain relationships

Some days it feels… almost impossible.

Here’s what actually keeps me sane:

I stop treating everything as urgent.
If I say yes to every ping, I’d spend the whole day reacting.
So I protect my time.

I get help.
I’m great at recruiting or leading recruiters.
I’m not great at web design, coding, GTM, or fixing a checkout button at 11pm.

Once I spent an entire Saturday trying to fix billing.
My developer solved it in 45 minutes.

Getting help was the hardest part for me personally but it changed everything.

I prioritise my health.
I quit drinking (mostly).
I walk while working (as you can see)
I eat clean because I know exactly how my brain performs when I don’t.
And I train whenever it fits - morning, lunch, evening: 45–60 minutes, then back to work.

I cut social media.
Instagram stole an hour of my day ( I know....)
Deleted it.
Instant less brainfog and an extra hour a day.

And… I let myself be human.
Some days I work until midnight.
Some days I forget to eat.
Other days I sleep in, have slow mornings, or watch Sunset Selling on a Tuesday night.

And that’s fine.
Because at the end of the day, we’re all doing our best and giving yourself a little grace might be exactly what keeps you going.

Everyone talks about A-Players 
...but in fact what you are ACTUALLY looking for is the RIGHT player

The one that can get the mission done.

With the right attitude and mindset needed to achieve their targets in YOUR company environment. 

What might work for other company environments won't work for yours. 

Sourcing is about identifying candidates with the highest probability to have gained the skill-set and attitude needed to get your specific targets, within YOUR industry, YOUR customer base, with YOUR values in YOUR company environment done. 

Yes there might be candidates with the EXACT skills you look for without an environmental or role track-record but that's like looking for a needle in a haystack.

If you have limited resources / time - here's what you need to do: 
-> Study your business and business unit better than your hiring manger
-> Analyse what competencies and traits are needed 
-> Reverse engineer what experience could have built those traits/skills
-> Screen candidates based on their track-record 
(role by role, employer by employer

Your inMails will be more on point, your conversions will be better, you'll spend less time in interviews and more time with qualified candidates.

The crypto market crashed recently by +25% and yet the job-market is worse 😅 

Sad isn't it? 

If you're a headhunter struggling with the current market - hold on, it's 31 days until everyone kicks off their 2026 hiring goals. 

If you're a candidate, searching for a new job in the current market - hold on to it, it's just 31...let's say 37 days until everyone's back from their holidays and ready to get that jobs hired.

15 minutes from customer request to shipped 😅 

Sounds insane but I love the scrappy times!

I received a whatsapp from one of our users, saying they have difficulties uploading our CSV to their outreach system because our exports are optimized for LinkedIn bulk imports but no other tools. 

Reached out immediately to our Dev: 
-> Does it block a user using our product? - yes
-> Does it benefit others users too? - yes
-> Are there any constraints to consider? - no
-> Is it a quick-fix? yes

5 minutes later, it's live on our testing environment and after final testing published for all our beta users 😄 

Big shoutout to our Dev - who has a big heart for our users and makes this happen 
& big shoutout to our users, who help us making Remi better everyday!

Recruiting while travelling through Asia? 

I never thought I'd give in my employees working from another timezone.

Personally I believe you perform at your best, when you work in a settled environment where you get enough sleep, an ergonomic work-setup and in times that serve you. 

The last 4 years I have been travelling a lot - almost as I was the protagonist of "catch me if you can". 

The thing about heavy traveling, or working from different timezones is: 
-> new environments and people drain your energy 
-> unexpected problems appear 
-> underestimating late working hours 

So I thought allowing my employees traveling in such countries while working would impact their performance. 

But I changed my mind. 

Working with high-performing seniors means also working with adults that are accountable for their own decisions. 

So we did a piloting program - one of recruiters who wished to escape the winter went to Korea and Vietnam for the winter. 

3 weeks in: 4 hires and 1 upsell - 105k revenue in a single month

No lack in communication, no issues with clients nor candidates. 

Here's what helped us to make this happen : 

1. Transparency & Openness 
-> I was transparent about my concerns and expectations 
-> She is transparent about her schedule & what works best for her

2. Clear “Exit Plan” 
-> There is a "plan b" for the case it does not work out and both have the safety space to speak it out 

3. Check-Ins
-> We set time to check in and see if it really works as expected 

Personally, I could never work with a +6h time difference.

My brain shuts off around 8pm, that’s just how I’m wired.

But then I realised : Why am I building a system based on my limits and preferences?

Some people do their best work at midnight. 

Some don’t need the constant overlap.

Stop building rules around your own reference point.

Start looking at what actually works for the people you hired.

taplio

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