I am here to help you find the talent you need.
I believe you should know a bit more about me in order to trust my advice.

For over 20 years I have been working as an HR professional. My background has been firmly rooted in the field of HR, reaching a senior executive level at ABInBev.

I have worked in a variety of industries and in several locations worldwide.

My own company was founded in 2015. Since then I have worked on HR and change management projects in companies like ABInBev, GSK Vaccines, Philips Lighting, Covestro and Engie. Since 2019 I've focused on working with growing companies with an international footprint to deep-dive in the talent attraction process and recruitment marketing in partnership & in co-creation. I count companies like Worldline, Devoteam, Alpega,... amongst my clients.

My legal background helps me to think fact-based before looking for the best workable solution. I work with a positive 'can do attitude’, in a transparent way that is customer-focused and sustainable.

My strengths

Breaking the ice

I noticed him and took his hand. We walked into the classroom together.

To start our first day at kindergarten. I had forgotten about it, to be honest.

But the other day Patrik sent me a LinkedIn invite and he reminded me. He also mentioned that with this small act, I had done something important for him, noticing him and making the first move.

Noticing people

Noticing people is my natural mission in life and I have been an HR professional for many years. One day I had to make Nicole redundant.

She was a colleague of mine. I was nervous, very nervous. I had played out  plenty of scenarios in my head.

How would she react? What would she say?

She told me: ‘I am happy it's you.’

Yes, she said: ‘I'm happy it's you who is making me redundant.’

Of all the scenarios I had anticipated. This was not  one of them. It has been one of the best and most unexpected compliments I have ever recieved. 

Valuing people

In 2018, after a couple of years as a freelancer, I reflected on my mission in life and became purpose driven.

This was valuing people in all circumstances. This brought me to an important conclusion: a lot of talent remains unnoticed, and vacancies stay unfilled. Therefore, my mission has become to set up talent attraction as a treasure hunt instead of a headhunt.

That is an important mind shift: you are not looking to hunt heads, you are looking to find treasures of talent, hidden in the job market.

You want people to fit into boxes and communicate with people as though they are all the same.

You forget that a job offer is an offer to the market, just like a product or a service.

I want to help you to shift your focus from being a HEAD hunter to becoming a TREASURE hunter.

For whom is this?

Are you a CEO, company owner or director and you have a burning issue? 

Issues such as:

  • "I can't find candidates for my vacancies."
  • "The business is impacted if i don't find the right people ASAP."
  • "I've tried everything."

You know that something needs to be done. 

How can we work together?

From Employer Branding to Onboarding in 5 steps

I will take you and your team through the treasure hunt journey via interactive learning sessions. After that, you will  have the tools and techniques you need to optimise your candidate journey and to attract the people you need. 

From Employer Branding to Onboarding in 5 steps + coaching

Same as 1 + additional coaching of you and your team, based on the needs and priorities we have identified earlier.

In-House service from Head Hunting to a Treasure Hunt

I will support you in  building the right foundations so that you start attracting the right talent. This is a customised service based on my part-time availability for you and your team (eg 2 days a week, to be discussed),

Treasure hunt journey

Hover over each box with your mouse to discover the 5 steps in the talent treasure journey that brings you from an empty talent pool to the talent you are looking for

Step 5:

Diversity & Inclusion

All you think, act & envision needs to be anchored in inclusion. "If you are not intentionally including people, then you are unintentionally excluding them" Thais compoint.

Step 2: Your Audience

  • Who would you like to attract?
  • Who fits your company culture?
  • Who will be happy in your work environment?

Step 1: You

  • Who are you?
  • What makes your company special?
  • What makes you different?
  • Why should a candidate choose to work for you?

Step 4:

Road to success bridge

Which process can guide your audience to you?

How can you measure if you are on track?

Starting point 

You are stuck here, since everyone is looking for candidates

in the same


Step 3:

Hill of attraction

  • How can you attract the profiles you need?
  • What makes them tick?
  • What do you offer them that they can't refuse?