Boost-Up HR

Boost-Up HR Boost-Up HR specializes in helping organizations optimize their workforce and achieve goals.

14/08/2025

We’re looking for new clients. You’re our ideal pick if:

🔵 You’re serious about recruitment. Meaning, we want exclusivity. OK, maybe not on every role, but at least on the ones assigned to us. We don’t want to fight it out with seven other agencies!

🔵 We don’t care about the industry as long as you’re interested in white-collar jobs. Recruitment/recruiting is the same, no matter the company.

🔵 You have a recruitment budget. No budget, no work.

We don’t want the following:

⛔ Overlapping with other agencies. Not because it’s a problem for us, but because it annoys applicants, and that’s a problem for the company and their image.

Reach out if you agree with our approach!

Phone: +40742 929 330
E-mail: [email protected]

12/08/2025

Do recruiters really care about the photo in your CV?

They shouldn’t! We care about your skills, your knowledge, and your attitude. The photo is not really relevant, as long as it’s decent.

Yes, we’ve seen some dubious things in our time, like:

👎 Topless photos
👎 Feet pics
👎 Focus on their shoulders, again, while topless

Man… I just want to see your face! Not other body parts, thank you. The face is just fine.

This used to happen in 2013/14. Nowadays, we really hope these are exceptions.

On the other hand, there are some old school recruiters who will care about your photo, and how professional it is (even selfies can be OK) and disqualify you if it’s not according to their standards. Again, hopefully, these are exceptions.

06/08/2025

We’re asking for new clients! So far, these are our success/unsuccess stories:

🏆 Another recruitment agency bringing workforce from Asia. We ended up recruiting two people for them, even though they initially wanted only one. They liked the second so much, they decided to hire both! That’s a win in our book.

🏆 A dental clinic. They do our teeth, we handle their recruitment. They needed a receptionist and a medical assistant, we ended up hiring five people!

🏆 An automotive company. Started out with three roles, ended up recruiting over 10 engineers.

🏆 A real estate agency. Started out with two open roles, recruited four agents, back in 2015, when we were just building our own agency.

😱 Someone who didn’t read their contract… When changing the profile of the candidate, after we delivered the shortlist, you have to pay a fee - which is stipulated in the contract. Fact that you can’t know if you didn’t read the contract, of course. You don’t really get to be angry if you sign without reading, sorry.

Help us extend our list of great clients. But read your contract!😏

04/08/2025

There are many other recruitment agencies on the market. Why should you work with us?

That’s a very good question!

A couple of reasons:

🎯 We go deep on asking questions, and we make the recruitment process as personalized as possible. As a result, you get a great culture fit, not just a skilled worker.

🎯 We position ourselves as a partner/consultant, not just a service provider. Our collaboration is a strategic partnership, not just a transactional one. We’re interested in more than sending an invoice, because a great result for you is a guarantee you’ll be coming back for more.

🎯 We give feedback to everyone. EVERYONE! Even if you don’t provide your feedback, we respond to applicants with our own feedback, and they get the closure they need.

🎯 We disagree with you when necessary. If you have 745 interview stages, it will not work out. We try to make the process as smooth as possible. As clear and transparent as possible. If you do insist on having 745 interview stages, you better have a good reason for it. And we’ll make it work.

🎯 We make sure we understand the industry where we’re recruiting. We’ve seen (beginner) recruiters who were sending the wrong qualifications over to the client. Java and JavaScript are not the same thing! Backend is not the same thing as Frontend, S2P is not the same as R2R. We’ll ask our clients to spend some time with us, explaining what exactly it is that they are looking for. And we’ll find it!

🎯 We keep the applicants updated at each stage of the process. We nudge both the applicants and the clients as things progress, especially so we can keep everyone aligned on expectations. Both you and the applicants know where you stand at each moment of the journey.

Try us and see for yourself that we mean business!

31/07/2025

Recruiters versus A.I. Who wins?

Many people on LinkedIn are arguing that AI will evolve and take over recruiters’ jobs. They think we won’t be relevant anymore.

While we can understand this point of view, since A.I. can actually do what we do, but just the basic stuff (filter information, contact applicants), we know it can’t really cover the human factor:

❗ It can send a message, but it might not be able to respond to specific questions without a script.

AI is great for a big volume of information. Great at pattern recognition and spotting specific words on CVs or cover letters. But that’s all.

Emotional intelligence? Nope.

It can’t read between the lines, can’t pick up on tone of voice, or read body language during an interview. It can’t figure out the applicant’s motivation. And it’s not meant for nuance…

It also can’t understand if the applicant fits the team and the culture of a company. It can’t pick up on values, team dynamics or the “unspoken” expectations/rules of an employer. We feel them.

Relationship building? Unlikely. We have a pipeline of applicants, passive candidates and other people with whom we built a relationship. A.I. doesn’t have that.

Finally, people think that AI is great at eliminating biases. It’s impartial and doesn’t care about the vibes of an applicant, right? On the other hand, it can actually amplify some biases, based on the information you feed it.

If you instruct it to disqualify CVs that feature a certain word, you might miss out on some great applicants which use that word in a different way…

💣 So it’s even dangerous.

For the moment, the human “factor” in recruitment can’t be replaced.

29/07/2025

We like to focus on the right thing: quality over quantity, and process over fast delivery.

We know some recruitment agencies and freelancers focus on volume and being fast. Which is understandable, sure, but they don’t go deep on evaluating compatibility with the client’s team, values, dynamics and culture.

If the candidate checks out on a couple of requirements in the JD, they just shoot them over to the client.

From our point of view, recruitment companies should position themselves as partners, not just service providers. As such, you need to get to know the client’s team, and what makes it work. Start asking questions, and go deep, beyond the regular job description, working hours and budget.

You might even discover what the client REALLY needs!

At Boost-Up HR, besides the obvious details regarding the candidate’s profile/skills, our induction calls cover:

🎯 Team structure
🎯 The way the company celebrates success
🎯 How the team breaks from routine
🎯 Team or company events

We get to know them beyond what the HR person tells us.

The result is a better fit for the client. The companies that are open to sharing the above information with us definitely benefit from our approach.

24/07/2025

Myth: if you’re not open to work, you’re not looking for a job.

🔵 Our perspective: Wrong.

Clients usually ask how do we source candidates, and when we tell them that we reached out to the candidate, they go like this:

“Ah, it means they aren’t really interested!”
Man… what’s the connection? 😠

Passive candidates make up close to 90% of the market. Maybe less so nowadays, during this employment crisis. However, it’s still true that most of the “passive” ones are open to new opportunities if approached correctly.

Mentions that usually pique their interest:

🎯 whether the job is remote, on-site, or hybrid
🎯 the budget (a range)
🎯 the benefits and the career growth opportunities

Should you have the “Open to work” banner if you’re looking for a job? It’s helpful for us recruiters, but it’s not mandatory. We’ll still reach out to you if you have the required skills.

And no, we don’t think that this banner makes you appear desperate. You’re just letting people know that you’re looking for new opportunities. Employers mostly don’t check your profile and don’t care about this banner. At least not in our experience.

Keep it or don’t, it’s not a problem. 😎

22/07/2025

These past two weeks have been rough… Here’s why!

We have the following issues:

⛔ Way too many candidates who tell us they are interested in a position, only to ghost us after we set up a call.

⛔ Candidates who attend the recruitment discussion, and then bail on the clients' discussion. Which leaves us with a lot of explaining to do.

This paints us in an unflattering way, given the fact that our clients actually trust us, since they chose to work together. And we can’t simply inform our clients that the candidate has… vanished.

Why?

Who knows…

We then have to track the applicants down, and nobody likes that. 🥺

It’s quite frustrating. It can’t really be solved from our side, so we’re asking candidates to be more transparent. Is it the salary? Are you involved in several recruitment processes?

Just tell us, and we can make things easier for both sides. Transparency goes a long way, and we’ll both avoid wasting time. We can let you know if your asking price fits the budget, and we won’t string you along. Same with other recruitment processes. We can let our client know, and you’ll probably get an offer faster.

But if you don’t communicate, we don’t know how to help you. Start being transparent, it’s a win-win. 😉

17/07/2025

What happens when we sign a new client? Are we easy to work with?

After the client signs our contract, we’ll link them up with an assigned recruiter, who decides on a date and time for the initial call. This meeting will cover:

🔵 The client’s needs
🔵 The recruitment process
🔵 The type of employee required
🔵 Other needs and desires the client hasn’t mentioned before

Based on these, we estimate the required time necessary to source the first candidates, and provide alternatives if something does not go according to plan. We update them on matters like an insufficient pool of candidates, or a niche that’s too difficult to find. In other words, we make sure the client has full visibility of the process.

Once we source the candidates, we offer our support in scheduling the interviews.

We continue our relationship with the client by keeping an eye on relevant candidates, or offering detailed inputs on the recruitment report in a call. We can offer our perspective on who should get the job and clarify the client’s questions.

Fair warning, we tend to push back on:

👎 Clients who have unrealistic needs that the market can’t cover.
🔵 Maybe we can’t find astronauts in Tecuci, for example.

👎 Clients who reject CVs without a valid explanation.
🔵 Please read the recruitment report, and don’t discard applicants on a whim.

👎 Being unrealistic with scheduling conflicts
🔵 People have personal lives, they can’t meet only when you want to meet.

If you also don’t agree with all that, maybe we can work together after all 🙂

15/07/2025

There are certain ways recruitment can lead to a toxic company culture. Don’t believe us?

Here’s how:

👎 Only recruiting based on “connections”. Maybe your uncle, niece or your friend’s acquaintance is not the best fit for the company, no matter how much you think they should be hired. It could lead to in-groups that don’t work well with other people.

👎 Only recruiting based on hard skills and ignoring soft skills. They might be a great fit in terms of what they can deliver, but a massive burden on the rest of the team. Ignoring concepts like adaptability, communication skills and openness to feedback may result in having a team of high performers who can’t work together. You don’t need psychological evaluations, just some common sense questions.

👎 Not having clear criteria for selection, just “vibes”. Yes, we need to work with people we like. But are they going to do the job properly?

👎 Not offering constructive feedback or not getting back to applicants after the recruitment process is done. There goes your employer branding…

We don’t hire your relatives. We focus on the soft skills (in conversations) and the basic ones (from the CV), and leave the hard skills for our client’s evaluation process. Finally, we set up a recruitment framework with our clients, and offer consultancy on the areas which can be improved. We don’t drag out the process because we care about efficiency.

We’re known on the market for always providing feedback and getting back to the applicants, even if it’s only to provide closure on the process 😉

10/07/2025

Companies have to learn the art of negotiation and personalization of benefits!

And not just when it comes to the salary!

As we’ve mentioned before (many times), a lot of applicants are interested in topics like work-life balance, thus they want more paid vacation days than the average company is willing to offer.

With a legal minimum of 20 days, there’s a great possibility to stand out here.

😴 Sleep on that and you might lose some valuable applicants.

Personalized benefits are the way to go in the future. Not everyone wants to go to the gym, for example. Maybe I want to attend some personal development classes. Give me a budget, but not a set activity.

Maybe work with a specific platform?

Did you know that a well-structured onboarding process can increase employee retention by up to 25%? 🙌 It's time to inve...
08/07/2025

Did you know that a well-structured onboarding process can increase employee retention by up to 25%? 🙌 It's time to invest in your team's future! Discover the importance of effective onboarding with Boost-Up HR.

Contact us today and let's plan together your next successful hire and seamless integration journey! 👉 https://www.boostuphr.com/

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Iasi
707410

Opening Hours

Monday 09:00 - 17:00
Tuesday 09:00 - 17:00
Wednesday 09:00 - 17:00
Thursday 09:00 - 17:00
Friday 09:00 - 17:00

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