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How did it all start?

Even before I finished my business school studies at IESEG, I started out as a headhunter in a small executive search firm. At that time, the internet was still young, but I quickly understood that it would change everything.
After finishing my studies, I got myself a job in London: I wanted to swim with the real sharks!

They hired me to develop a new activity from scratch: SAP permanent recruitment, a totally new approach for them.

So I did what all headhunters do: I started developing a database of profiles and building a client portfolio.

Because, of course, the best candidates are seldom actively looking for a new job. So finding them and gauging their potential as recruits for my clients was a tad difficult. And this is how I started developing my skills in the “data” side of the business: finding new and efficient ways to identify potential candidates.

It was a great experience. In the meantime, back in 2006, I landed in Geneva, with a handful of clients – who are still with me today – and started my own company.

But as time went by, I became thirsty for more.  

You see, I gradually understood that the “data” out there was available and growing by the day. And I felt that just reselling a database to a company was not the way forward if you wanted to build a reputation.

That’s when I decided to become a sourcer…

Talent sourcer:
The way to make a real difference

So, the first part of the equation is identifying the right people. In order to do that, you have to become a data expert and dig deep to find the best profiles.

But even that is not enough.

You see, finding “
data” is one thing. But behind the data are real people who probably already have a job they’re satisfied with. Imagine their reaction when you contact them out of the blue and suggest that they change their professional career, and sometimes even relocate with their family.

In other words, when I contact them, I have to create meaningful human interaction. And when I explain to them the new challenge ahead and the corporate culture of my client company (their employer brand), I have to be fully transparent.

Which is why I devote considerable time to embedding myself in the company culture and data. I also work hand in hand with the internal recruiters and realign constantly in an agile way, providing them with market insights and information. In a nutshell, I’m showing my clients what is out there, what people think of them and their job: I become the human interface between the “outside world” and the company.

Mastering these new skills allowed me to offer a new and unmatched service to my clients: to help them engage with people who would LOVE to work for them, and whom they would love to hire. And to let them focus on assessment and selection.

And that is how I became a sourcer.

I made the full switch in 2015, and my clients have never been happier!

Who are my clients?

That’s a good question. Here are a few recent ones!

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