I’ve spent over a decade recruiting in some of the toughest markets in the world—London, Dublin, Berlin, Bucharest—building teams for startups, scale-ups, and global companies. Along the way, I saw a pattern: hiring slows companies down more than it should.

So I built something that changes that.

At BrainSource.Network, we run a real-time recruitment platform powered by 1000+ expert recruiters across Europe and beyond. Instead of relying on one agency with limited bandwidth, companies activate multiple niche recruiters per role—often 5, 20, or more. That means CVs in 24–72 hours, not weeks. Roles filled in days, not months.

This isn’t just about speed. It’s about structure, precision, and giving you visibility over the entire process. We’ve helped clients hire fast enough to win funding, avoid project delays, and hit aggressive growth targets without compromising quality.

I grew up in Satu Mare, a small Transylvanian town at the border with Ukraine and Hungary. Built my career in Bucharest, Dublin, and London, and returned to Cluj, Romania in 2020 with a new mindset and a better way to do recruitment. If you’re expanding into new markets or struggling with bottlenecks, we should talk.

Feel free to get in touch on vlad @ brainsource dot io or by phone on:

  +44 204 5025 791 (UK) - London, U.K.
  +353 83 167 0036 (IE) - Dublin, IE
  +4 0757 846 904 (RO) - Cluj-Napoca, RO
  +1 551 2647 903 (US) - Raleigh, U.S.

Vlad Romuald Pop

Here’s an unpopular truth, most CV advice is garbage.

Everyone says, “Just send out 50 resumes a week!"

 or

“Make it perfect and professional!”

Meanwhile, 90% of candidates are doing exactly that. 

And what happens? They get ignored.

The top 10% don’t just hit “apply.” 

They think. They tweak their CV to match the job. 
Not completely rewriting it, just highlighting what matters, using the words the recruiter is looking for, and showing results that actually align with the role.

If the Job posted wants someone with leadership experience, don’t just write your title. 

Show the project you led, the team you managed, and the results that mattered.

That’s the kind of detail that makes a recruiter pause.

You don’t need a perfect CV to get noticed.

You need a strategic CV, one that makes it obvious you understand the role better than everyone else sending the same generic document.

Turning recruitment into a real-time experience | 1000+ niche recruiters across Europe and beyond | Tech-enabled. Outcome-obsessed. Human-led. Talent delivered in hours, not weeks.

Many recruiters (myself included) are overwhelmed.

A single job posting can bring even 2000+ applications these days.

Managing that volume is a challenge. 

AI and other tools help with scheduling interviews, tracking candidates, maintaining workflow.

But when it comes to spotting potential, the story changes.

Evaluating skills, experience, and growth often requires context, nuance, and judgment—things no algorithm can fully capture.

Candidates get filtered out all the time because their résumé doesn’t match expected terms.

Someone who led projects, managed budgets, or ran initiatives as a volunteer might never get noticed if the system doesn’t recognize the organization or title.

In other words, a résumé that doesn’t “fit the template” can hide real potential.

This happens thousands of times a day because some recruiters optimize for polished résumés, not for talent.

AI and technology can support recruitment, but they rarely replace human perspective.

Both play a role. Knowing how to balance the two can make all the difference in identifying candidates who bring real skills and experience.

The lesson is simple: technology should support human judgment, not replace it.

Because a recruiter can spot the spark a filter never will.

Virtual interviews seem like the easiest route for most candidates. 

You Just turn on your laptop, join the link… done.

Except most candidates blow them and don’t even know it.

These are some of the common mistakes I see:
•    Messy background, bad lighting - first impressions matter.
•    Unchecked gadgets: mic, camera, internet.
•    Talking in generalities: “I’m a hard worker” won’t cut it. Show results.

Virtual interviews expose mistakes faster than in-person ones.
Treat your virtual interview like a performance, because it is one.

What’s the worst virtual interview mistake you’ve ever seen or heard about?

Forget coding.

Forget AI.

The #1 skill companies will care about in 2026 isn’t a tool or a language, it’s how fast you can learn.

The tech, tools, and trends you use today will be outdated in a few years. What matters isn’t what you know, it’s how quickly you can pick up what you don’t know yet.

Most resumes brag about the past. The winners of tomorrow will show they can adapt, unlearn, and grow into whatever the future demands.

So here’s the question I ask every candidate, “Are you investing in the skills you have today… or the ones you’ll need to thrive tomorrow?”

Most want to stick to what they know while companies hire the people of tomorrow.

Nintex

GTM and Product Recruiter

Intercom

Technical Recruiter

Developing and executing talent acquisition strategies to attract top-tier candidates across a range of positions and skillsets. 
Managing the full recruitment life cycle, including sourcing, screening, interviewing, and extending offers to successful candidates.
Mentoring junior recruiters to ensure that they are meeting performance expectations and adhering to best practices.
Hosting whiteboarding sessions to share recruitment knowledge with junior team members
Developing and maintaining positive relationships with candidates to ensure a positive candidate experience throughout the recruitment process.
Conducting market research to stay up-to-date on trends and best practices in talent acquisition, and proactively making recommendations for continuous improvement.

Senior Technical Talent Acquisition Specialist 

Own full life-cycle of the hiring process dedicated to Technical positions across EMEA.
Locate and engage passive candidates through the use of various sourcing techniques
Partner with our leadership team and work close with hiring managers across offices
Creatively recruit top-notch candidates and maintain a strong pipeline of talent while executing a meaningful candidate experience
Led an initiative to proactively increase our D&I hiring pipelines. 
Represented Intercom at the London based tech conference LeadDev - We set up a booth and actively engage with Engineers and Engineering Managers to raise our brand awareness and generate some interest for Intercom

Technical Recruiter ( via CPL)

Ammeon

When I joined I was the only recruiter managing 20+ open roles 
Our core markets were Ireland, UK and Romania
Worked a multitude of roles in tech: Devops, QA, Software Engineers, Product managers, Business Analysts, Project Managers
Managing end-to-end recruitment processes for technical positions
Developing long-term relationship with potential candidates and stakeholders
Creating meaningful candidate experience, providing open and honest feedback to candidates in a timely manner and in accordance with recruitment best practice.
Building a talent pipeline for future needs utilizing innovative tools and strategies
Working closely with cross-functional teams like Finance, HR and others to deliver a high-quality candidate experience.
Ensuring consistent communication regarding recruiting efforts by providing status updates to all stakeholders through meetings, email updates, and reports.

Sigmar IT International

Responsibilities: 
•Analyzing client’s requirements and understanding what it needed 
•Working with clients that are in multiple industries – Fintech, AdTech, MedTech, E-commerce, Cyber security, Pharmaceuticals, Automotive
•Our core markets are Germany and Sweden. 
•Sourcer for a variety of technology roles (QA, Devops, Backend and Frontend Developer, Fullstack Engineers, Product Managers, Technical Project Managers, Business Analysts, Data Engineers, Data Scientists, Cyber Security)
•Screened candidates over communicator, skype and hangouts.
•Screening candidates on their technical abilities as well as soft skills and motivations. 
•Constructing Boolean searches tailored to the client’s requirements on platforms such as LinkedIn Recruiter and our internal CRM system of existing candidates on our database. 
•Conducting Xray searches on google as an alternative to the other platforms
•Experience with the whole recruitment lifecycle

IT Sourcer / Recruiter 

Tralee Sports & Leisure Complex

I started in the Tralee Sports & Leisure Complex when I was seventeen years old. I was a leader in the summer camps which i continued to do for 3 summers after. I progressed to achieve my life guarding certificate and have began to help out in the gym.

Lifeguard/Trainee Gym Instructor

JRI America Inc.

I was working for JRI-America as apart of the QA team on their Cash Management System(E-Moneyger).
I worked on 3 builds and took on one additional project in the 6 months I was there.
My duties were to analyze the system to ensure there was no defects after updates were made.
Using a test set, I would carefully go through step by step to ensure no issues had arisen.
If a defect was spotted, it would be logged so developers were aware of it and could take steps to correct it.

Quality Assurance

Quality Assurance for Cash Management System(E-Moneyger) 

EMC Corporation

Corporate Systems Engineer 

As a Technical Recruiter, my passion lies in identifying and connecting talented professionals with innovative companies. With over four and half years of experience in the industry, I have developed a keen eye for spotting top tier candidates and build relationships with clients across a wide range of industries.

My expertise lies in sourcing, screening, and placing exceptional candidates for technical roles, ranging from software engineers and engineering managers to data scientists to product managers and everything in between. Through a combination of traditional recruiting methods and cutting-edge sourcing techniques, I have successfully filled positions in some of the most competitive markets.

I thrive in fast-paced environments and enjoy the challenge of finding the perfect fit for both the candidate and the client. I take pride in providing exceptional service and support throughout the entire recruitment process.

If you are looking for a dedicated, results-driven Technical Recruiter with a proven track record of success, please feel free to reach out to me. I look forward to helping you find your next great hire or career opportunity.

Connect with me on Eric.Bohan@nintex.com for a confidential discussion.

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Vlad Romuald Pop

Eric Bohan

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