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.

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.

Vlad Romuald Pop

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.

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