EP86: Bitpanda - How to Get Your House in Order

March 27, 2024
Read Time
Min Read
Table of Contents

AI software built for Recruiters

Start free trial

Download our free Recruitment Signals report!

Download

All-In Recruitment is a podcast by Manatal, focusing on all things related to the recruitment industry’s missions and trends. Join us in our weekly conversations with leaders in the recruitment space and learn their best practices to transform the way you hire.

This transcript has been edited for clarity.

Lydia: Welcome to the All-In Recruitment podcast by Manatal where we explore best practices, learnings, and trends with leaders in the recruitment space. If you like our content, please subscribe to our channels on YouTube and Spotify to stay tuned for our weekly episodes.

I’m your host, Lydia. Joining us today is Gianluca Rosania of Bitpanda. Welcome, Gianluca. Thank you for joining us.

Gianluca: Hello, Lydia. Thank you for having me here. It’s a pleasure to share knowledge, share some tips and tricks, and, of course, have a very nice conversation.

Pushing the Limits

Lydia: I’m looking forward to hearing so much about that. So, walk us through your experience in Talent Acquisition, recruitment, and in the training space. I believe that you already have a strong footing in this, Gianluca. Also, tell us a little bit about your role in Bitpanda.

Gianluca: First and foremost, I think I have to clarify that I am now transitioning from Bitpanda. So, I am a former Bitpanda director. I decided to open my own venture. I am the CEO of LIVT. It is a boutique recruitment firm focused on diverse markets around the world. So, my experience has been in recruitment and Talent Acquisition. All my career basically, since I graduated from school. I accumulated about 14 years of experience in Talent Acquisition, always recruitment in different industries, in different countries, and on different continents. This is something that I love. I do it because I believe that I can help people change their lives or improve their lives in a way. So, that’s my purpose. That’s why I chose Talent Acquisition.

Lydia: But you did have some certifications done in programming if I’m not mistaken.

Gianluca: I did. I am a person who likes to push my own limits and demonstrate to myself that the limits that we have in our heads can be pushed and we can get through them. I did many things that I wanted. I was also working in Talent Acquisition in the tourism industry, hospitality, and other areas, including insurance. In my first years, I found a small job in HR operations in a small boutique hotel. I also went to work on a cruise ship for some time to pay some bills.

After that, I managed, around seven or eight years ago, to come back to full Talent Acquisition to Manpower, mass Talent Acquisition. I started to touch tech profiles already and I was there, feeling that I didn’t understand anything in depth, even though I always liked technology. But still, I didn’t understand how it worked.

Then I started to do certifications. I did some courses. Of course, in Udemy and these platforms as well as FreeCodeCamp. I tried to learn .Net, a back-end language. Also, I tried to participate in scholarships in boot camps, such as Ironhack in Barcelona. And I started to understand much more.

And then I knew that I like fast-paced environments and blockchain was coming through. I’m passionate about blockchain and crypto. So I said, “I want to be one of the first leaders and recruiters with experience in blockchain.”

Challenges In the Blockchain and Crypto Space

Lydia: You’ve obviously moved from one space to the next. A lot of these movements that you’ve made have forced you to come out of your comfort zone, moving into blockchain and crypto, innovation, etc., and Bitpanda is in that space, right?

We will talk about your past, and your recent experience here. What are those kinds of challenges or opportunities that you’ve encountered in this space, particularly when it comes to talent?

Gianluca: First of all, I do believe that technology can bring security transparency, apart from other things. This is one of the things that moved me to blockchain, being able to see all the hashes from all the transactions or blocks that are being created. It’s something beautiful for me and I believe that this could be replicated in a lot more things. So, I believe the percentage of people who actually understand blockchain and believe in the technologies is very limited. I’m talking about 10-20%.

The biggest challenge is trying to attract people into the space because you have very interested people, and 10 - 20 % [of them] are very interested in specific things, or the technology that you’re using if you’re using a certain programming language or whatever you’re building.

I remember at Bitpanda, we were building Pantos, a cross-chain token. So, basically, you can move it through different blockchains. That attracted many people because of the type of project that we had.

So, the very first thing about the blockchain world is [the] understanding that there are very few [people] that are passionate about that. So, luring in the people who don’t understand or don’t believe is very hard. Many people think that blockchain is just crypto and vice versa. But we need to understand them as separate things. Of course, they are related, but blockchain technology can have a token or whatever. It is just not just crypto. This happens because the blockchain and crypto world is still the Wild West. We are talking about over 17,000 tokens. If you go to CoinMarketCap, you can see tokens and chains and everything.

The second challenge that I will say is when you try to lure people into an industry that is too volatile, there’s a lot of fraud and not regulated, it’s very hard. That’s why you try to target the people who are really interested in building the technology and future and are interested in your product.

I believe these have been the biggest challenges. Of course, also the channels when you go and try to find those people are different. For example, there’s a lot of Discord sourcing, let’s say, and communities and things in blockchain are not on LinkedIn.

The blockchain engineers, specifically, for example, at Bitpanda, were the only ones who had the opportunity to work remotely all over the world. The blockchain engineers had the facility because there were very few and could work wherever they wanted. So, it’s also that understanding the market, understanding how many people with the talent you have, understanding what moves them, and how you can attract them.

Lydia: Absolutely. I think you brought up some great points, especially on the volatility, and then how you speak to the people who are already interested. So, you need to be interested enough to be able to speak to people who already have that interest and want to grow in these kinds of roles.

Keeping up With What’s Going on in the Market

As a Talent Acquisition Professional, as a recruiter looking to attract this kind of talent, how do you keep up with that pace and how do you start to learn? What do you need to do to be able to speak the language?

Gianluca: Just speak the language, of course.

You need to get out of your comfort zone and understand the basics of the technology you’re trying to hire for, or the people that you’re trying to look for. If I tried to find a blockchain engineer, and I cannot at least start a basic conversation about layer one, layer two, what’s happening [in the market]? How’s the industry moving? It will be hard because maybe I can lose the interest of the people.

So the first thing, of course, is trying to understand what you’re talking about. After that, we’re humans talking with humans. So even though we’re looking for a set of skills and a set of different things, the most important thing is human connection. So, it’s how you approach the person, what you tell them, where you approach - the whole sourcing part.

But how to keep up to date? First of all, you need to be knowledgeable about the industry, because there’s so much volatility and the industry is changing, that you need to be aware of everything that is happening.

So, we’re in such a volatile industry where things are like this and things are not good, you need to build trust. Everywhere that you want to hire anyone, you need to build trust and you have to keep that trust over time.

You can have a strong employee value proposition, the benefits and the things that you say you’re going to give or you got, you can create the candidate persona, you want to be very specific.

So understand, for example, the backends that we want to work for Bitpanda, in what social networks they move, what they value, what they’re looking for more or less the ranges of age, to understand where they are moving in, maybe they move more in Discord than in TikTok. So, I need to know where to target my audience. I start creating all the employer branding, employee value proposition, candidate persona, and everything. I show that I’m trustworthy, and I bring them, but after that, I need to continue with it.

One more thing that I will add, is transparency. Share the results, show where we are, what are our goals, where we want to reach, and much more in this volatile industry. Why? Because if you don’t know where we are, we have debt or if we’re profitable, what’s your goal, or are we going against our goal every month? You will be scared.

Lydia: It brings me to the point where, in terms of communicating that and also identifying where the talent pools lie and where the audience is when you’ve identified the sourcing channels, do you also make sure to communicate there or keep your presence top of mind for those who are moving in these particular pools?

Gianluca: Of course, the idea is that once you identify your candidate persona, which in my opinion, is used just for recruitment marketing purposes. Because if you extrapolate more, it could be something that lacks diversity and inclusion because you’re very specific. However the idea of the candidate persona is to focus on the recruitment marketing side and once you already know how they communicate, how they write, what they want, and where they are. Then you do specific campaigns into those channels to try to attract them more. I publish some marketing content in Discord because I will have a much bigger return on investment than in TikTok because the people that I want are there.

Get Your House in Oder

Lydia: The trust element is interesting. So, the business itself has already gained that trust when it comes to dealing with candidates and building that kind of trust with the candidate in these different channels. What goes into that?

Gianluca: Great. So the more prepared you are, the more you have your house in order in any business, but it applies a lot here. It applies to quick commerce as Glovo applies to travel, and as Booking.com applies to blockchain.

The most important thing is to have your house in order because there are many people who don’t realize that many leaders think that they can start with even a department of HR in their companies. They believe HR is a service and not a partner and they start and we just keep hiring and we don’t build all that structure into our home.

So what’s that? For example, what has been working in all the last three experiences that I had, and especially here is that you are communicating. So, you make your marketing campaign, and you communicate in a specific channel. They will come to us, we will have to have a strong career page, we would have a strong blog, podcast like Manatal, whatever you’re doing, so they know what we’re doing first.

As talent partners, we need to work on building those channels and keeping them updated. After that, we created a very beautiful PDF explaining our tech stack, how our teams are distributed, what’s Glovo, what’s the investment, and where we are in Barcelona. Then, you send one message with the information that they may ask. So, you already answered a lot of questions, and they already feel like, “Okay, they seem organized, and they know what they’re doing.”

Then, what is the experience you give throughout all processes? The whole candidate experience. How we improve the candidate experience, both at Glovo and Bitpanda and also Booking, because I apply this to Booking as a principal. If you don’t know how long your processes are taking, your conversion rates, and this structure, you will give them a very bad candidate experience.

Using Technology to Keep Your House in Order

Lydia: It comes back to technology and all these tracking and metrics and how far are you towards your target and also how long it takes to fill that space. So, what role does technology play in keeping your house in order?

Gianluca: So, what technology has brought to us, and AI as well now, and all evolutions that we had, is the facility to make those things that are repetitive, faster, and organized, and much easier. Instead of filling [candidates’ profile] one by one on an Excel sheet or a Google sheet, you can integrate an ATS such as Manatal. What we did is standardizing processes. So, instead of every hiring manager doing the process that they want for the role, having four steps, five steps, seven steps, no. All the companies will use these four steps: recruiter screen, hiring manager do the technical acumen, the case study or technical interview on behavioral or cultural or whatever you want to call it.

Then the teams can decide what are the contents of these two. Depending on technology, depends on the business, and leadership, the recruiter screen normally lasts this time the second last 45 minutes, the third one hour, and the last 30 minutes. So, we already knew how long our whole process [is going to] last.

We had it in Confluence, everyone knew, and everyone had access. If someone says, “Hey, how’s the recruitment process?” This is it. “How’s the recruitment process for a back-end Java engineer?’ Here. So what we did is, this is something that you need to do, partner with the teams that you’re working with. We partnered with them, with the CTO, with the founders, with the engineering managers and the directors, everyone.

We created a very long [process] because it takes three to six months to create a robust process. But we already knew for a back-end engineer, in the recommendations, we’re gonna do these and ask these recruiting questions to filter a little bit more as well.

In the technical acumen, hiring manager interview, we’re going to look at this specific back-end Java-related [questions], in the technical interview, we’re going to do these coding or the system design or assessment system. But they weren’t specific for that specific role. Even though we had standardized four steps. Each role had its own specifics, they were written, and we created a service-level agreement.

So, we said to engineering, for example, “Hey, we created these. These will help us reduce the time to hire. Because everything will be standardized, we will know the times we will not get more normally. These will help us get clean data.”

So, clean data is the most important thing. If you don’t have clean data, you can read all the hard data you want, but it will not be reliable. The most important thing is that all that I introduced, the naming of each step, is the same. Even though the content is different, the naming is the same. All the data that comes clean is your superpower.

Once you have the data clean, you wait for three months at least. So, you already have data to work with. You already know, for example, in Java or back-end because you can filter how long it’s taken between each step. One thing, what’s the conversion rate between each step? What’s the time to hire, what’s the time to offer, all this data is reliable already. So, you can identify bottlenecks in your process and give a much better experience to anyone applying and getting through what we need also, to give a good candidate experience.

Long story short, give preparation materials because we already knew the content of the next goals, give very nice PDFs and preparation calls, and preparation materials. Even in the offer stage, I tended, this was my technique. Some recruiters didn’t do it because it took time. But I recorded a video. I was luring people to Barcelona. So, I recorded the video in Barcelona, very cool, and at the end saying why I’m passionate about the company I’m working for and that I want them there.

Assessing Candidates for Cultural Fit

Lydia: I suppose that goes a long way, especially with people who are so focused on the skills and what kind of projects are out there for them to develop. You’re talking about a very small group of people who, one, need to be interested in what kind of growth they will get, or the excitement they will get from the job itself. Second, going back to, this is a little bit [about] the whole video, the whole environment, the softer side of welcoming someone into the company is a cultural thing.

So, it’s a company culture element. What is your approach towards cultural fit assessments or assessing someone for culture fit?

Gianluca: Basically, this is what it is. Every company has its own culture, and it comes from the leaders, the founders, and the board members. The leaders start to create the type of culture based not just on the consultancy that they had to create those values, but also on what they really project on a day-to-day. So, you can say that you are super inclusive, but if you don’t have wheelchair access, what are you saying? You’re just trying to sell. Or if you say we really like to do things with humility, then show it.

So, the whole thing comes from them. My recommendation is, of course, to get through it with them, create the values and the corporate values and the culture values, investing time and money. It’s not just, "Okay, I feel humbled, I feel these, I feel that.” If I am not going to project that you’re going to have a churn rate and Glassdoor reviews that are not good. So the first thing, of course, is that. And then how to evaluate?

When you already know what your values are, and what are you looking for, in different candidates, I like to do it with interview training. So, I have had the opportunity to train hundreds of companies. And what we do is we create a framework in which we know that we are looking for four things in all the interviews: so the what; the skills, the how, we’re talking about the behaviors and culture, and DE&I, whatever you call it. The why; intrinsic motivation in candidates. It’s very important. Then the how is about the results.

So past performance, present performance question, “Tell me about a time when you did this”, present performance to see, “What will you do if..?” This is the formula. Then when we get into the the how, DE&I, values, and culture, we have created past performance and present performance questions related to that value. So, I tried to identify through past behavioral questions, situational questions, and the answers of the candidates, you can use the STAR method, and you can use different methods that basically probe. There are also powerful questions that are called pivots. Basically, ‘tell me about a time’, you start with a past question. ‘Tell me about a time when these happen.’ And then they answer and then you pivot it with a situational question with your own company in that moment. So, you make techniques into powerful things like basically probing questions.

Understanding Blockchain Enthusiasm in Candidates

Lydia: When candidates approach you, or when you approach them to find out a little bit more about an open role or any prospect of having a career in the company, especially those who come from industries like blockchain and cryptocurrency, what are they actually excited about? What do you usually talk to them about? Is it mostly the role? Do they ask you a lot more about culture? Is that top of mind for them?

Gianluca: Nowadays, culture is important for everyone. In the blockchain, what’s normal is that I usually talk about the industry when I’m hiring for executive roles or different roles. We discuss what it would be cool to do, how we are applying blockchain in this and that, why I believe the company is cool, or why I like it. The conversations normally revolve around the technology itself. Many people that I have talked with, who are passionate about blockchain really believe in the industry. So, you can have conversations for hours, if you want.

We’re always talking about compensation, the type of work, and remote work. As of today, just 63% of the world uses the internet. According to Statista from a year ago, that means we have a penetration opportunity of 37% of the world. We will be much more inclusive. We have VR. Actually, I’m giving a conference on candidate experience and VR and the future world with that. So, there will be many more things that will continue to happen in the future.

But for sure, blockchain, AI, and crypto people would like to have more freedom of choice. So, if you can offer them remote work, it is much better. A hybrid model is okay, but give people a choice. Don’t just come out of the blue and say, “Oh, X days in the office. Why? Because these are the days that we want.” I think more and more people will value flexibility. More and more people will also interview the companies.

People have interests when you create a friendship. When you talk with someone, you relate to them because of an interest. That’s what people do. They have interests, and you have to identify what interests them. In blockchain, the majority that I have talked with are interested in the technology itself.

Lydia: Technology is the future of the industry, which I would imagine would dictate how you treat the candidate and turn them into an employee. What kind of employee experience would you give them in terms of perks and benefits?

Gianluca: For me, candidate experience is the same as employee experience. We separate them, but we need to understand that when we sell an employee value proposition, we’re telling them how it’s going to be. We’re creating a story. When they come and find that it’s not like that, it won’t work out.

Moving Beyond Transactional Roles

Lydia: So, what would you say is the role of a Talent Acquisition Professional, for instance, after that period? What role can they play to make sure what they’ve just sold is what this candidate is about to experience?

Gianluca: That’s one of the biggest challenges that we have. I have been fighting with this in a good way, trying to add to our industry. Again, Talent Acquisition is still looked at in a bad way, as a service provider. “Give me X number of candidates, and that’s it.” Then comes onboarding. Also, many Talent Acquisition professionals, I would say, do not work with a purpose. So, when you work for money, and you want things to move more like, “Okay they can pass through my processes in the onboarding phase now.” You need to care, truly care, and truly be responsible with your candidates and what you’re doing.

As a director, first of all, you need to know how all the other functions of HR are partnering with you, and how well they are integrated and connected. So, once the candidate goes through you, how are they experiencing global mobility? How is the structure the same as the procurement process? How long is it taking? What can we improve? What’s happening? What’s the feedback?

The same with onboarding, and then employee experience. You can use services to start measuring. But also, you need to understand how the employee value proposition that you were offering is being applied. So you work with HRBPs, you work with compensation and benefits or total rewards.

Normally, another big problem that happens is that leaders assign more budget for external hires yearly than for internal raises. So, you have an external hire that suddenly in two years earns 20-30% more than you. You’re in a disruption because you may earn a 3-5% raise. There are a lot of things that you need to think about in a holistic way. Talent is a part of HR. So, HR needs to work together to align all the steps and make sure that we care about what’s happening.

HR was created after the French Revolution to ensure the wellness of employees in a group of employees who were working for them. Then HR has translated into a more strategic position to save money for companies and sometimes we forget the main thing for HR will always be the wellness of employees. So, if we do things with that, knowing that we can apply technology, data, being organized, AI will help us a lot. We can do great things. But we need to understand that we work as a team and not in silos.

5G, VR, and Remote Work Trends

Lydia: Speaking of AI, how do you think, looking forward to the next one to two years? In fact, we can’t even look so far because things are changing so rapidly. The intervals between any kind of new technology are getting shorter and shorter. So, what kind of trends do you foresee will affect Talent Acquisition in industries like blockchain and crypto?

Gianluca: I believe that right now, large language models are able to help us a lot in automating many things, also in recruitment. Then you can integrate ChatGPT to do many things such as chatbots. This will help us save time and costs on things that maybe we weren’t thinking about before. Then you can use AI, such as Manatal, that helps you screen and check for data. The data with machine learning algorithms that learn with more data that you provide will also start to happen. So yes, we will see a lot of automation. I would say a lot about automation in the next five years. So my thoughts are in two or three years, it (technology) will automate a lot of things, it will create new jobs, and it will take out certain jobs that are not there. So, there will be changes, and these will be related to the adoption of the Internet. Starlink and Project Kuiper are already deployed. So we will have 10 times faster internet and 5G everywhere in the world. We have the introduction of VR.

My personal thoughts for the future of work is we will work by projects, 10 to 15 years from now, instead of long-term contracts because you have a lot of new economies, micro workers, and a decentralized blockchain workforce, you have the influencer economy, it is real. So, marketing is there through influencer marketing. And for companies, it will be cheaper to do that. Apart from that, if you’re hiring for a contract, you will have to give flexibility to the people to work on day one. So, with 10 times faster internet, with VR and other tools that help us work in different ways, with AI being a lot of work, I tend to see more remote, more decentralized work. This is my thought.

The biggest challenge now is that economies cannot do that. That’s also why we have hybrid and not fully 100% remote. Because when you go to the office, you take the transport, you go to the gym, or the sports places or the yoga, you go to the bar, you go to the restaurant, so all the economy, the global economy still works around offices. Until we are able to actually go more digital, build more digital things, and be more ‘Ready Player One’ type of world, it will take time. And economies will also take time to transition into the remote type of work. But all in all, I think it’s more decentralized, more free, and so on.

Lydia: When we look at it globally, I think in terms of connectivity, we’ve got to reach a certain level together because there is a disparity in terms of technology and what kind of penetration that technology has had into a certain country or a region. So yeah, as you said, it will take about five to 10, maybe even 15 years to reach that space. But the future of work may be moving towards a decentralized, more fragmented, and a lot more project-based model, as you said.

Gianluca: Now you see that many people on LinkedIn are using terms like ‘fragmented CTO’ or ‘fragmented people.’ These days, this title is used to say that I work for many companies, but they’ve now been fragmented.

Lydia: It’s actually quite interesting to see how they use the term ‘fragmented’ to describe who they are in a specific company. But it’s fun to look at it because the contingent workforce or the freelance pool is getting larger and larger. People are becoming, you might argue, more specialized, which means that they will probably be looking at more and more specialized projects that you mentioned.

Gianluca: You need to add to that, personal branding. It’s crucial for the future. If you really want to earn more, if you want to be one more of the thousands of people that are out there. But if you start to build your personal brand, that’s why I started my personal branding on LinkedIn, four years ago in an organic way. Right now, I’ve grown to 110,000 people. But I recommend people to really think about their personal brand as well in any place that they’re working with.

Lydia: What do you think a Talent Acquisition professional should have as a skill set? What kind of person should they be?

Gianluca: Okay, so the first thing is to go digital 300%, embrace AI, embrace new technologies, understand how blockchain works, understand why VR could be a thing in the future. Understand technology, and understand cultures. There is a great book called ‘The Culture Map.’ It’s really good. When you speak to someone from Asia, it will be completely different from when you speak with someone from Africa, South America, or Europe. So, understanding how societies behave in a cultural way is important. And with that, if you’re not acknowledging how societies behave in a certain way, you will understand when and how technology could disrupt first.

So, understanding all of these. And then, of course, this is something, this is a buzzword right now, being data-driven, understand how to be data-driven. Always, if you work for HR, do it with a purpose, and intrinsic motivation. Don’t do it for the money, because then you will not have the same impact and the whole industry will suffer. Be curious. This is about being curious, getting through it, and embracing new technologies.

There are many things that AI will replace, but it will never replace the human part, in my opinion.

Enhancing Skills and Readiness for the Future

Lydia: What is your vision for your own company, LIVT? We haven’t really gone there yet. You just started your own. So, having said all this, having looked at what the future might bring to the industry, and also the kinds of technologies we might have. So, where are you in the startup phase?

Gianluca: So now, I’m just beginning. I have a small team, I’m grateful that already having a team is a positive start. My focus is to educate and train leaders on how to first fix the things that are happening now. Structuring process, working on your culture, your values, how you’re evaluating, working alongside, or everything that we spoke about, like getting in the house in order, budget.

So, my first goal is to educate people on this. My second goal is to educate people on the future of work. That’s why I’m giving a conference about AI, I am giving a conference about metamerism, and blockchain where nobody talks. Because we need to be conscious about what’s happening and my company does consultancy for all of that. We do training, corporate training, or group training.

So, we are educating specific people on specific techniques and how to do things. We are training leaders on how to improve things and be ready for the future. We are creating and showing many tools that we can use with technology, to embrace the famous digital transformation work. My company is helping educate people, train them, and get through digital transformations as well because it’s key.

Lydia: Where do you see the company moving towards? I mean, is there going to be a focus on different industries? Or is it merely going to be on technology?

Gianluca: No, it will focus on different industries, because the basics of Talent Acquisition are similar, even though the markets are different, the principles are the same. So, I will work with different industries worldwide. I understand many markets, and we have a lot of knowledge about them. We work with great partners as well. So, it will be a worldwide business tech executive as well. We have course-specified people inside. I wrote two books and I’m finishing my third. I created a recruitment methodology. That was an MPP on Glovo and then we created an app that was applied to booking and gamifying, basically a recruitment process.

So, the next steps will be to continue creating solutions, apart from helping right now the first phase will be helping leaders, training people, and creating awareness. The next phase will be creating a product maybe with AI or the same project Gaia 2.0 to help organizations in diverse ways.

Lydia: So in other words, you will be acting as a partner from the get-go in terms of training and moving with them in the whole recruitment experience, so to speak, and putting processes in place, I would imagine.

Gianluca: Exactly. Put your house in order basically, leaders, number one. Leaders and board members want money, leaders and board members want to maximize results and profits, I’m here to help them do that. But with a focus on the people, because as Simon Sinek says, it’s not about the numbers. It’s about how your people help you get to those numbers. So, if you know how to combine both, you have success in Talent Acquisition and I will say also in nature, so my main focus is to help you, leader, to maximize your profits and at the same time, maximize the happiness and reduce your churn rate reduce the possible negative effects that this could happen by maximizing your results.

Lydia: I wish you all the best and this is going to take off for you. I’m looking forward to seeing more of that. Thank you so much for your insights and your time, you’ve been extremely generous with that. I’m sure someone listening in might want to pick up a conversation with you. So, share your contact details. You’re obviously on LinkedIn. Is there any other channel that they can contact you?

Gianluca: My LinkedIn is always available, you can write me to gianluca@livt.es. I’m about to create a B2C channel on Instagram, but that’s more for job seekers.

Lydia: That’s perfect. We have been in conversation with Gianluca Rosania. Thank you for joining us and remember to subscribe. Stay tuned for more weekly episodes from All-In Recruitment.

Sourcing candidates shouldn't be hard.

No credit card required
No commitment
Start Free Trial

Explore how Manatal can Fit
your Business

Receive an overview of Manatal platform from a product expert.

Get started with Manatal

Our 14-day free trial allows anyone to explore the platform without commitment, while our team is committed to providing support and guidance throughout the process.
Data migration from your existing recruitment software
Team training for a fast and smooth onboarding
Transparent and flexible pricing without lock-in contract
Highest security protocol as standard (SOC II Type 2)
24 / 5 support availability via live chat
All-in-one platform covering all your recruitment needs

Transform the Way You Recruit Today.

World-leading Recruitment Software for Talent Acquisition and Recruitment Professionals.
900,000+
Recruitment processes managed.
10,000+
Active recruiting teams.
135+
Countries.
Bill Twinning
Talent Resources & Development Director - Charoen Pokphand Group
Manatal is the best ATS we worked with. Simplicity, efficency and the latest technologies combined make it an indispensable tool for any large-scale HR team. Since its adoption, we've seen a huge increase across all our key recruitment metrics. To summarize. it is a must-have.
Ahmed Firdaus
Director - MRI Network, Executive Search Firm
I've been using Manatal for the past couple of months and the platform is excellent, user-friendly and it has helped me a lot in my recruitment process, operation and database management. I'm very happy with their great support. Whenever I ask something they come back to me within minutes.
Dina Demajo
Senior Talent Acquisition - Manpower Group
Manpower has been using Manatal and we couldn't be happier as a team with the services this platform has provided. The application is extremely user-friendly and very well equipped with all the useful functions one would required for successful recruitment. The support team is also excellent with very fast response time.
Edmund Yeo
Human Resources Manager - Oakwood
Manatal is a sophisticated, easy-to-use, mobile-friendly, and cloud-based applicant tracking system that helps companies achieve digitalization and seamless integration to Linkedin and other job boards. The team at Manatal is very supportive, helpful, prompt in their replies and we were pleased to see that the support they offer exceeded our expectations.
Maxime Ferreira
International Director - JB Hired
Manatal has been at the core of our agency's expansion. Using it has greatly improved and simplified our recruitment processes. Incredibly easy and intuitive to use, customizable to a tee, and offers top-tier live support. Our recruiters love it. A must-have for all recruitment agencies. Definitely recommend!
Ngoc-Thinh Tran
HR Manager, Talent Sourcing & Acquisition - Suntory PepsiCo Beverage
I am using Manatal for talent sourcing and it is the best platform ever. I am so impressed, the Manatal team did an excellent work. This is so much awesome, I am recommending the solution to all recruiters I know.
Bill Twinning
Talent Resources & Development Director - Charoen Pokphand Group
Manatal is the best ATS we worked with. Simplicity, efficency and the latest technologies combined make it an indispensable tool for any large-scale HR team. Since its adoption, we've seen a huge increase across all our key recruitment metrics. To summarize. it is a must-have.
Ahmed Firdaus
Director - MRINetwork, Executive Search Firm
I've been using Manatal for the past couple of months and the platform is excellent, user-friendly and it has helped me a lot in my recruitment process, operation and database management. I'm very happy with their great support. whenever I asked something they come back to me within minutes.
Dina Demajo
Senior Talent Acquisition - Manpower Group
Manpower has been using Manatal and we couldn't be happier as a team with the services this platform has provided. The application is extremely user-friendly and very well equipped with all the useful functions one would required for successful requirement. The support team is also excellent with very fast response time.
Kevin Martin
Human Resources Manager - Oakwood
Manatal is a sophisticated, easy-to-use, mobile-friendly, and cloud-based applicant tracking system that helps companies achieve digitalization and seamless integration to Linkedin and other job boards. The team at Manatal is very supportive, helpful, prompt in their replies and we were pleased to see that the support they offer exceeded our expectations.
Maxime Ferreira
International Director - JB Hired
Manatal has been at the core of our agency's expansion. Using it has greatly improved and simplified our recruitment processes. Incredibly easy and intuitive to use, customizable to a tee, and offers top-tier live support. Our recruiters love it. A must-have for all recruitment agencies. Definitely recommend!
Ngoc-Thinh Tran
HR Manager, Talent Sourcing & Acquisition - Suntory PepsiCo Beverage
I am using Manatal for talent sourcing and it is the best platform ever. I am so impressed, the Manatal team did an excellent work. This is so much awesome, I am recommending the solution to all recruiters I know.

Try Manatal for free during 14-day with no commitment.

No credit card required
No commitment
Try it Now