steph_reniers

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steph_reniers CEO of
I help you win more clients & better job offers

11/10/2026

Culture fit is the most abused phrase in recruitment. It sounds like a methodology. It's not. It's a bias dressed in HR language.

When a hiring manager tells me someone 'doesn't fit the culture,' nine times out of ten what they mean is: they don't look like us, talk like us, or went to the same schools.

I've built teams across 8 countries. The best hires were always the ones who challenged the culture, not the ones who mirrored it.

If you're a recruiter and you're using culture fit as a filter - stop. Right now.

11/10/2026

"Do you have any questions for us?" is not the end of the interview. It's your last chance to win it.

❌ "No, I think you covered everything."

✅ Ask something that makes them imagine you in the role.

Say this instead:

👉 "What would make you say, six months from now, that hiring me was a great decision?"

👉 "What separates the people who perform exceptionally well here from those who are simply good?"

Why it matters:
No questions = they stop picturing you.
The right questions = you're learning AND positioning yourself.

The last thing you say is the thing they remember.

💬 Comment ASK and I'll send you The 30 Best Questions to Ask in an Interview.

11/10/2026

"We are passionate about people." This post will get zero candidates.

👉 Let me translate:

"Passionate about people" = we don't know what's good about working here.
"Our greatest asset is our team" = we haven't thought about this since 2014.
"Work-life balance" = unremarkable, or a problem we hope you won't notice.

❌ Slogans that say nothing about the job or the team.
✅ A real story: the feature your engineers shipped after top clients asked for it for 18 months, and the three client emails read out loud in Friday standup.

That's a post. The other one is a placeholder.

What's the worst line you've seen in a job post? 👇

10/10/2026

Most of the people I placed this year posted nothing.

No viral posts. No 10,000 followers.

👉 What actually got them hired:

1. A recruiter who already knew them
Not a cold application. Someone who picked up the phone when the right role opened.

2. A specific positioning statement
❌ "Finance leader passionate about growth"
✅ "CFO with 12 years in Series B to IPO-stage SaaS companies"

3. A short list of 8 target companies
Not 80. Eight. Tailored outreach to those beats 200 applications.

LinkedIn can help. It's not the strategy. You are.

📌 Save this for your next job search.

10/10/2026

Ghosting a candidate never stays between the two of you.

They tell their friends. Their old colleagues. The next candidate you try to call.

One rule helped me grow Gentis to 650 people:
every candidate gets an answer. Even when it’s a no.

A 2-minute message costs you nothing.
The silence can cost you your reputation.

Recruiters, close your open loops today 👇

Candidates, have you ever been ghosted after a final interview? Tell me in the comments.

10/10/2026

Pretending to love your job at 35+ feels safe. It isn't neutral.

I see it four times a week.

What's happening while you wait it out:

1. Your skills plateau. Not because you stopped being capable. Because you stopped being challenged.

2. Your network shrinks. You stopped showing up where people would find you.

3. Your market value erodes. Not in years. In months.

Why it matters:
Staying still = also a choice. And it has a cost.

The candidates I've seen land their best roles moved before they had to. Not after.

Send this to someone who's been waiting it out too long 👇

09/10/2026

You asked for more money. Now comes the hardest part: saying nothing.

Here's how most candidates ruin it:

❌ "I was hoping for 85K…"
❌ "But obviously I'm flexible…"
❌ "I could do 75…"
❌ "Salary isn't everything…"

Nobody asked you to negotiate against yourself.

Do this instead:

1️⃣ State your number
2️⃣ Give your reasoning
3️⃣ Stop talking

Why it matters:
Filling the silence = you lower your own offer.
Holding the silence = they respond to your number.

Silence feels much longer to you than it actually is.

Send this to someone negotiating an offer 👇

09/10/2026

Every single person in that room says the same thing. Team player. Hard worker. Passionate. Those three words tell me nothing.

What I want to hear? A number. A result. A situation where you made the call no one else wanted to make.

Next time they ask, replace 'team player' with one sentence that proves it. That's the difference between a second interview and silence.

Save this. You'll need it before your next one.

If I lost my job tomorrow, sending out my CV would NOT be the first thing I’d do.And I definitely wouldn’t spend all day...
09/10/2026

If I lost my job tomorrow, sending out my CV would NOT be the first thing I’d do.

And I definitely wouldn’t spend all day clicking “Easy Apply.”

Too many candidates confuse activity with strategy.

50 applications can make you feel productive.

But if your positioning is unclear, nobody knows you exist, and you’re targeting the wrong companies…

you’re simply making the same mistake 50 times.

If I had 30 days to find my next role, I’d work in this order:
1️⃣ Positioning
2️⃣ Targeting
3️⃣ Conversations
4️⃣ Measure and adjust

Only THEN would I worry about volume.

Because after years in recruitment, one thing is very clear to me:

The candidates who land the best opportunities aren’t always the ones applying the most.

They’re often the ones who know exactly where they’re going, who they need to speak to, and how to explain their value.

💾 Save this and actually follow the system for the next 30 days.

08/10/2026

The clearest sign you're done with a job isn't frustration. It's silence.

I can usually see it from the outside before people have admitted it to themselves.

1. You've stopped talking about it
Because saying it doesn't change anything.

2. You're doing the minimum
The muscle still works. The motivation is gone.

3. You're watching the exits
Notifications back on. Noticing job titles you never noticed before.

4. You're not angry anymore
Anger means you still care. Indifference means it's over.

Why it matters:
Leaving with energy = you choose what comes next.
Leaving at rock bottom = you take what's available.

The best candidates I've ever placed left while they still had the energy to choose.

I'm not telling you to quit. I'm telling you to be honest about what's already happening.

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