Sigl:io

16/06/2025

💡 You Did Everything Right. The Process Was Spotless. And the Hire Still Failed. Why?

A while ago, I worked with a fast-scaling tech company. They had just raised funding and the pressure was on. The roadmap was full, deadlines were tight, and their engineers were underwater. They told me they needed a mid level developer. Urgently.

The job description? A pile of buzzwords. They were looking for a “dynamic rockstar who thrives in a fast-paced environment.”
The usual fluff.

When I asked what that actually meant, I got a few vague bullets:

✅ Build features ✅ Take ownership ✅ Handle pressure ✅ Be proactive

When I pushed for more — who this person would report to, what their first three months would look like — the answers got even fuzzier.

But the team was tired. The pressure was real. So they moved forward with recruitment.

I found someone strong. Skilled. Curious. Calm. They had built similar systems before and asked smart, thoughtful questions.

The interviews went smoothly. No red flags. Everyone gave the green light. The person joined. Three months later, they were gone.

I asked what happened. The hiring manager said: “They just were not what we expected.” So I asked what exactly they expected.

That is when it surfaced:

👉 One person thought the new hire would take over a whole module
👉 Another assumed they would shadow someone for a while
👉 One expected them to rebuild the CI pipeline
👉 Another thought they would quietly fix bugs and avoid shaking things up

There had never been a real internal conversation about what this role truly required. Everyone had their own assumptions.
No one voiced them and the person walked straight into that confusion and did what many do: Tried to figure it out.
Tried to adapt.
Tried to read the room.

But when expectations are invisible and inconsistent
even the best talent cannot succeed.

Eventually, they quietly left.

And this happens more often than anyone wants to admit.

❗ We think we are aligned because we are all in the same meeting
❗ We think we are clear because the job description sounds confident
❗ We think we are ready because the interviews are booked
❗ We assume everyone sees the same urgency
❗ We assume the scope is obvious
❗ We assume someone else had the hard conversation
❗ We assume the candidate will figure it out
❗ And sometimes we assume that if they are truly good
they will just navigate the chaos on their own

But no one stops to ask the harder questions:

What exactly does this person need to achieve in month one❓

Who will support them and how❓

What would make them want to leave within six months❓

Where might we unintentionally confuse or mislead them❓

From experience, hiring fails when these questions are skipped.
Not because the candidate was wrong.
Not because there is a lack of talent.

But because no one slowed down long enough to name what the job actually demands.

So you hire into a fog.
And by the time it clears
you have lost time
you have lost trust
and the person you hired is already gone.

✅ True story
✅ And I know I am not the only one who has seen it

17/02/2023

The latest business model of ineed.com bodes ill for the existence of job boards. It does expose the lack of real value job boards bring to the entire hiring process vs cost. Happy to hear your thoughts! 💡

17/02/2023

The latest business model of ineed.com bodes ill for the existence of job boards. It does expose the lack of real value job boards bring to the entire hiring process vs cost. Happy to hear your thoughts! 💡🌱

13/02/2023

𝗛𝗲𝗹𝗹𝗼 𝗪𝗼𝗿𝗹𝗱! 𝗜 𝘄𝗶𝗹𝗹 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗺𝘆 𝗯𝗶𝗿𝘁𝗵𝗱𝗮𝘆 𝘁𝗵𝗶𝘀 𝘄𝗲𝗲𝗸! 𝗛𝗼𝘄 𝗵𝗮𝗽𝗽𝘆! 😎

I am ready for my next recruitment gig, ideally as an addition to your team or a standalone recruiter—𝗠𝘆 𝗽𝘂𝗿𝗽𝗼𝘀𝗲 𝗮𝗹𝘄𝗮𝘆𝘀 𝘄𝗮𝘀 𝗮𝗻𝗱 𝘀𝘁𝗶𝗹𝗹 𝗶𝘀 𝘁𝗼 𝗿𝗲𝗰𝗿𝘂𝗶𝘁 𝗳𝗼𝗿 𝗮 𝗯𝗲𝘁𝘁𝗲𝗿 𝘄𝗼𝗿𝗹𝗱.

Here is a short video presentation of me. Get in touch, and let's do some good together!

Side note: I will appreciate any recommendations, likes, comments and shares under this post to spread the word! My little zoo costs me a load of money! 😂 😱

10/02/2023

Hello recruiters, I hope you're doing well! 🙏🏼 I've just got the opportunity to upgrade my ChatGPT plan and I must admit, I might pull the trigger! I've been using it quite a bit lately. 🤓 It's been helpful for me in many ways and I'm grateful for the positive impact it's had on my work.

I was wondering if any of you have been using ChatGPT in your recruitment process? If so, I'd love to hear about your experiences and maybe even pick up some new ideas. 💡 Your insights and advice would be greatly appreciated. Thank you for your time! 🙌🏼

🌱

07/02/2023

And just a few weeks ago, on the 20th of January this year, Sundar Pichai announced the firing (layoff is just a fancy word for firing, and laying-off people ain't fancy) of 12.000 of his Employees to make room for investments in AI such as this one.

And so it begins... The war between Microsoft Bing and Google Search...

https://blog.google/technology/ai/bard-google-ai-search-updates/

Introducing Bard, Google's experimental conversational AI service powered by LaMDA — plus, new AI features in Search coming soon.

07/02/2023

𝗘𝗴𝗼𝗹𝗲𝘀𝘀 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗲𝗾𝘂𝗮𝗹𝘀 𝗺𝗶𝗻𝗱𝗳𝘂𝗹 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁. Let's rethink recruitment with a fresh perspective! 💡 and let's say goodbye to old-school practices and hello to . This approach is all about and putting the candidate first.

Let's look at candidate interviewing, a crucial part of the recruitment process. Think of the candidate interviewing as a first date 💑. Approach the candidate with an open mind and leave your past experiences, assumptions, and biases at the door. Be present in the moment and show genuine curiosity. Listen to what the candidate has to say, and let them shine! 🌟

💥 𝗦𝗮𝘆 𝗵𝗲𝗹𝗹𝗼 𝘁𝗼 𝘁𝗵𝗲 𝗽𝗼𝘄𝗲𝗿 𝗼𝗳 𝗮 #𝗕𝗲𝗴𝗶𝗻𝗻𝗲𝗿𝘀𝗠𝗶𝗻𝗱 𝗶𝗻 𝗵𝗶𝗿𝗶𝗻𝗴! 🧠 - 𝗮𝗻 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝗰𝗼𝗻𝗰𝗲𝗽𝘁 𝗶𝗻 𝗽𝗿𝗮𝗰𝘁𝗶𝘀𝗶𝗻𝗴 𝗺𝗶𝗻𝗱𝗳𝘂𝗹𝗻𝗲𝘀𝘀. 🌱

And why egoless? Because our ego is made up of our past experiences, feelings, opinions, and more. Letting go of it allows us to have an unbiased, fair and inclusive hiring process. 🙌

𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝗺𝘆 𝘁𝗵𝗿𝗲𝗲 𝗸𝗲𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀 𝗳𝗼𝗿 𝗘𝗴𝗼𝗹𝗲𝘀𝘀 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁:

✌🏽Be present in the moment and ask genuine questions and listen attentively;
✌🏽Leave your past experiences, assumptions and biases at the door;
✌🏽Put the candidate first and create a welcoming and inclusive environment.;💯

What is your take on the egoless recruitment concept? Share your thoughts in the comments below 👇🏿



-----------------------------

Are you tired of the same old boring IT recruiters? Well, get ready for a jolt of excitement with me! As a purpose-driven, robot-proof Full Stack IT Recruiter, I bring a real passion for technology and people to the table.

🔥 Follow me for some hot takes on , , , , , and the all-important .

💪 Don't just take my word for it, put my skills to the test! I'm always up for a new project as a freelance recruiter or embedding into your team as an RPO. and see the difference I can make

18/01/2023

𝗖𝗮𝗹𝗹𝗶𝗻𝗴 𝗮𝗹𝗹 𝗱𝗲𝘀𝗶𝗴𝗻 𝗺𝗮𝘃𝗲𝗿𝗶𝗰𝗸𝘀, 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝘀𝗼𝗹𝘃𝗲𝗿𝘀 𝗮𝗻𝗱 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗱𝘃𝗼𝗰𝗮𝘁𝗲𝘀! 🌍💡 𝗧𝗨𝗥𝗡 𝗶𝘀 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗗𝗲𝘀𝗶𝗴𝗻𝗲𝗿 𝘁𝗼 𝗷𝗼𝗶𝗻 𝗧𝗵𝗲𝗶𝗿 𝘁𝗲𝗮𝗺 𝗶𝗻 𝗿𝗲𝘃𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝗶𝘀𝗶𝗻𝗴 𝘄𝗮𝘀𝘁𝗲 𝗿𝗲𝗱𝘂𝗰𝘁𝗶𝗼𝗻 𝗮𝘁 𝗲𝘃𝗲𝗻𝘁𝘀 & 𝗳𝗲𝘀𝘁𝗶𝘃𝗮𝗹𝘀.

As a Product Designer, you'll work with cross-functional teams, rely on data-driven insights and turn them into delightful customer-centric solutions.

Conceptualize and set design requirements based on user research 🔍
Identify new product improvement opportunities 🚀
Analyze market needs and consumer preferences 📈
Stay up to date on industry trends and market conditions 🌡️
Collaborate with the design team for consistency and accuracy in communication 🤝
Revise existing designs to meet changing customer preferences 🎨
Work with engineers to suggest product and process improvements 🛠️
Present design concepts to senior leadership and cross-functional teams 🗣️

They are looking for:

4-5 years of design process experience from research to testing 🔬
Intuition for customer needs beyond the obvious 🧠
Attention to detail 🔍
Strong collaboration and communication skills 🤝
Data-driven mindset and portfolio of client work 📊
Passion for design and problem-solving 💡
Dynamic, creative personality and sustainability mindset 🌍

Are you ready to be a part of a huge and fun mission to gamify waste reduction and incentivize customer participation?

Location: EMEA/Global/USA
Salary: up to $100k

🚀🌍"

Job Description We seek a product designer passionate about finding solutions that allow customers to use our products intuitively. The ideal candidate will be skilled at each stage of the design process but always focused on the customer's needs. You will work with other designers and cross-funct

18/01/2023

𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻, 𝗔𝘁𝘁𝗲𝗻𝘇𝗶𝗼𝗻𝗲, 𝗔𝗰𝗵𝘁𝘂𝗻𝗴, 𝗨𝘄𝗮𝗴𝗮! I am calling forth the design virtuosos, the creative masterminds, and the trailblazers of product design. A revolutionary force in digital wallets 💰🔒 seeks to expand its ranks and embark on a journey of innovation 💡, simplicity 📱 and security 🛡️

As their Product Designer, you will be at the forefront of shaping the user experience 🤩, driving product strategy 🚀, and collaborating with a team of elite developers and designers to deliver cutting-edge solutions 🔝

Your purview will encompass the entire design process, from conceptualisation 💭 to prototyping 🤖, UI/UX 🎨, user testing 📱 and final production-ready designs 🛠️

I seek those with an insatiable appetite for creativity🎨 , a minimum of 5 years of product design experience 🏆, and a proven track record of delivering successful products in collaboration with engineering and product teams 🤝

Proficiency in Figma and other design software is a must 💻, as is a strong understanding of Web3 and blockchain technologies 🔗

Do you have what it takes to be a part of this disruptive force? 𝗔𝗽𝗽𝗹𝘆 𝗻𝗼𝘄 𝗮𝗻𝗱 𝗹𝗲𝘁 𝘂𝘀 𝗰𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗽𝘂𝘀𝗵 𝘁𝗵𝗲 𝗯𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀 𝗼𝗳 𝗱𝗶𝗴𝗶𝘁𝗮𝗹 𝘄𝗮𝗹𝗹𝗲𝘁𝘀 𝘁𝗼 𝗻𝗲𝘄 𝗵𝗲𝗶𝗴𝗵𝘁𝘀 🚀

Link here: https://siglio.breezy.hr/p/d622e338728b01-product-designer

🛡️

Job Description We seek a product designer passionate about finding solutions that allow customers to use our products intuitively. The ideal candidate will be skilled at each stage of the design process but always focused on the customer's needs. You will work with other designers and cross-funct

12/01/2023

Yesterday I participated in an exclusive master class, "Design for a Better World", with Don Norman. You might guess why? My purpose is to "Recruit for a Better World". It was a very inspiring event. Human-centred = "humanity-centredness" now.

𝗛𝘂𝗺𝗮𝗻 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 𝗯𝗿𝗼𝘂𝗴𝗵𝘁 𝗼𝘂𝗿 𝘄𝗼𝗿𝗹𝗱 𝘁𝗼 𝘁𝗵𝗲 𝗯𝗿𝗶𝗻𝗸, 𝗵𝘂𝗺𝗮𝗻 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 𝗰𝗮𝗻 𝘀𝗮𝘃𝗲 𝘂𝘀.

12/01/2023

𝗦𝗤𝗟 𝗾𝘂𝗲𝗿𝘆 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗼𝗿 𝘁𝗼 𝘀𝗼𝘂𝗿𝗰𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗼𝗻 𝗦𝘁𝗮𝗰𝗸𝗼𝘃𝗲𝗿𝗳𝗹𝗼𝘄. 𝗨𝘀𝗲𝗳𝘂𝗹 𝗳𝗼𝗿 𝘂𝗯𝗲𝗿-𝗹𝗮𝘇𝘆 𝘀𝗼𝘂𝗿𝗰𝗲𝗿𝘀 😄
You're welcome!
🖖

https://recruiterflow.com/tools/stackoverflow-query-generator

12/01/2023

🤔 𝗪𝗵𝗼 𝗻𝗲𝗲𝗱𝘀 𝗮 𝗿𝗲𝘀𝘂𝗺𝗲 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝗰𝗮𝗻...𝗻𝗼𝘁 𝗵𝗮𝘃𝗲 𝗼𝗻𝗲? 🙄 Recruiting without resumes is all the rage these days, and honestly, it's not as bad as it sounds. Here are a few advantages and challenges you can expect:

Advantages:

💼 No more resume formatting headaches: say goodbye to hours spent making sure your margins are perfect, and your bullet points are consistent;
🔍 Get to know the real person: resumes can be misleading; by not relying on them, you can get a truer sense of who the candidate is and what they bring to the table;
💻 Reduce unconscious bias: without resumes, employers can't rely on past job titles and education to make decisions, which can help reduce bias;
🔍 Get a better sense of the candidate's fit: resumes can't show how well a candidate will fit in the company culture. Without them, you can get a better sense of the candidate's fit;
🔍 More opportunity for individuality: without a resume, candidates can showcase their individuality and stand out from other candidates;

Challenges:

💻 No more hiding behind a piece of paper: candidates can't hide their lack of qualifications or experience anymore;
📝 No more easy-to-read overview: you must spend more time and resources to get the same information typically found in a resume;
💻 Lack of standardisation: without resumes, it can be harder to compare candidates on a level playing field;
🔍 More pressure to sell themselves: without a resume, candidates may feel more pressure to sell themselves and their qualifications during an interview or assessment.

𝗔𝗹𝗹 𝗶𝗻 𝗮𝗹𝗹, 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗿𝗲𝘀𝘂𝗺𝗲𝘀 𝗶𝘀 𝗮 𝗯𝗼𝗹𝗱 𝗺𝗼𝘃𝗲 𝗯𝘂𝘁 𝗼𝗻𝗲 𝘁𝗵𝗮𝘁 𝗰𝗼𝘂𝗹𝗱 𝗽𝗮𝘆 𝗼𝗳𝗳 𝗶𝗻 𝘁𝗵𝗲 𝗹𝗼𝗻𝗴 𝗿𝘂𝗻!

I am curious to hear from companies, recruiters and candidates with experience with resume-less recruitment processes -please share your experience, success and failures. What other challenges and advantages do you see?🖖