Angelika works remotely from Poland in a hybrid model for WFS PRO and supports our team in Eindhoven in recruiting technical talent in the aviation, maritime, high-tech, and defense sectors. She has been part of WFS PRO since August 2025. Prior to that, she gained years of recruitment experience, including through international talent acquisition projects. We spoke with her about her role, her connection to technology, and what it really takes to win over technical talent.
How did you end up at WFS PRO?
“Before joining WFS PRO, I already had several years of recruitment experience, including work on international talent acquisition projects. I wanted to delve deeper into specialized recruitment, where I could build more market knowledge and work with more complex profiles. That’s what brought me to WFS PRO.”
Where does your interest in aviation come from?
Angelika’s connection to the industry goes beyond her work. “I used to work as a flight attendant, and I have a glider pilot’s license. Aviation has always been one of my biggest interests, so recruiting within this industry felt like a logical and exciting step.”
What attracts her to the aerospace, maritime, high-tech, and defense sectors: “The roles are tied to real products, machines, and complex projects. The work is highly specialized, so finding the right person requires curiosity, research, and a genuine interest in what candidates actually do.”
What does an average week look like?
“No two weeks are the same. I usually work on several technical job openings at the same time. It starts with discussions with the Business Managers about priorities, client expectations, and candidate requirements. Then I develop sourcing strategies, search for active and passive candidates in various European markets, conduct screening interviews, and prepare candidate profiles.”
She also spends a large part of her week on follow-up tasks: reaching out to candidates, updating the recruitment system, and discussing market feedback with the Business Managers. She alternates between working from home and at the office in Gliwice.
What does it really take to attract technical talent?
“You need to understand what’s going on with each individual candidate. Technical professionals are approached by recruiters all the time, so a generic message usually isn’t enough. You have to show that you’ve actually looked into their background and can explain why an opportunity might be relevant to them.”
Transparency plays a major role in this. “I try to give candidates a realistic picture of the position: the technical environment, the salary, the location, travel requirements, shift work, and potential challenges. Even if a role turns out not to be the right fit, an honest conversation helps build trust for the future.”
What do you listen for during an intake interview?
“I look beyond a candidate’s job title, because technical titles can mean slightly different things depending on the company. I ask what someone has actually worked on, what machines, systems, or tools they used, how hands-on the role was, and what level of responsibility it entailed.”
At the same time, she listens carefully to what a candidate is looking for. “That includes their ambitions, their preferred work environment, salary expectations, and willingness to relocate, travel, or work shifts. A candidate may be a perfect technical fit for a position, but it only becomes a good match if the opportunity also aligns with his or her personal goals and circumstances.”
Collaboration with the Business Managers
At WFS PRO, recruiters and Business Managers work closely together. Angelika explains how this division of roles works. “The Business Manager brings detailed knowledge of the client, the organization, and the commercial context of the job opening. I bring knowledge of the candidate market and direct feedback from the professionals we approach. We’re in regular contact to discuss priorities, evaluate profiles, and decide whether the search needs to be adjusted.”
She gives a concrete example of how that collaboration led to a great match. “A candidate from the aerospace industry couldn’t proceed further in the original process because that specific position required Dutch. Instead of ending the conversation there, we worked together to reassess the candidate’s experience and found a different project and location where the language and technical requirements were different. A resume doesn’t always match a single job opening perfectly, but when a recruiter and Business Manager share information and look at the bigger picture, another relevant opportunity can suddenly arise.”
What makes this collaboration so strong? “Trust, transparency, regular updates, and smooth communication. Since I work from Poland and support Business Managers in the Netherlands, I rely heavily on their availability and on them sharing relevant client information. Without that communication, it’s almost impossible to recruit effectively.”
What is the most rewarding part of your job?
“Seeing a candidate take a step toward an opportunity that can truly improve his or her career or personal situation. That’s especially meaningful when someone is considering an international move or entering a new technical field. It’s also very rewarding to find a strong candidate for a position that initially seemed extremely difficult to fill.”
What often surprises people about this work?
“People often don’t realize just how technical and analytical recruitment can be. It’s not simply a matter of searching for a job title and forwarding a resume. You have to understand the differences between technical profiles and learn about production processes, machines, cleanrooms, technical drawings, and industry-specific requirements.”
She also mentions the detective work involved. “Sometimes the best candidate doesn’t use the expected job title or describes their experience using different terminology than the client does.”
What skills are essential for this role?
“For me, it really comes down to communication, proactive communication, and then communication all over again. You have to communicate openly with candidates, business managers, and other stakeholders, ask questions as soon as something is unclear, and share updates before anyone has to ask for them.”
She also cites active listening, research skills, good organizational skills, curiosity, and sound judgment as important qualities.
Would you recommend this role?
Angelika has a clear message for anyone who’s wondering if this might be the right fit for them. “You don’t have to know every technical term from day one. What matters most is a willingness to learn, ask questions, and take ownership of your work. If you enjoy a combination of communication, research, problem-solving, and international collaboration, this role offers plenty of variety and room to grow. You’ll learn something new from almost every candidate and every job opening.”
Looking for a New Colleague in Eindhoven
Angelika’s story really highlights what it takes to truly retain technical talent: curiosity, perseverance, and a willingness to look beyond a job title. That’s exactly the kind of drive WFS PRO is now looking for in its Eindhoven team. We’re growing and are looking for a Technical Recruiter who, just like Angelika, thrives on analyzing technical profiles and building long-term relationships with candidates.
Does this sound like you? View the job posting Technical Recruiter in Eindhoven and apply now!
