Thomas Tsangaras

Are we witnessing the death of the big recruitment agency model? For decades, the largest firms dominated through 𝙨𝙘𝙖𝙡𝙚, 𝙗𝙧𝙖𝙣𝙙, and 𝙜𝙡𝙤𝙗𝙖𝙡 𝙧𝙚𝙖𝙘𝙝. But the numbers may now suggest a shift: 𝙃𝙖𝙮𝙨: Revenue down 𝟵%; profit down 𝟵𝟬% 𝙋𝙖𝙜𝙚𝙂𝙧𝙤𝙪𝙥: Profit down 𝟵𝟵%; revenue down 𝟭𝟭%; headcount down 𝟮𝟱% 𝙍𝙤𝙗𝙚𝙧𝙩 𝙃𝙖𝙡𝙛: Revenue down 𝟴–𝟳% 𝙈𝙖𝙣𝙥𝙤𝙬𝙚𝙧𝙂𝙧𝙤𝙪𝙥: $𝟲𝟳𝙈 𝙡𝙤𝙨𝙨; revenue down 𝟯% 𝙍𝙖𝙣𝙙𝙨𝙩𝙖𝙙: Revenue down 𝟮% but stable 𝘼𝙙𝙚𝙘𝙘𝙤: Revenue down 𝟮% but stable Meanwhile, 𝙝𝙞𝙧𝙞𝙣𝙜 𝙙𝙚𝙢𝙖𝙣𝙙 𝙞𝙨 𝙨𝙩𝙧𝙤𝙣𝙜. The 𝙉𝙚𝙩 𝙀𝙢𝙥𝙡𝙤𝙮𝙢𝙚𝙣𝙩 𝙊𝙪𝙩𝙡𝙤𝙤𝙠 for Q3 2025 is up 𝟮𝟰%. So why are the 𝙜𝙞𝙖𝙣𝙩𝙨 𝙨𝙡𝙤𝙬𝙞𝙣𝙜 𝙙𝙤𝙬𝙣? 1. Are employers shifting to 𝙩𝙚𝙘𝙝-𝙚𝙣𝙖𝙗𝙡𝙚𝙙 𝙨𝙩𝙖𝙛𝙛𝙞𝙣𝙜 𝙥𝙡𝙖𝙩𝙛𝙤𝙧𝙢𝙨 and 𝙨𝙥𝙚𝙘𝙞𝙖𝙡𝙞𝙨𝙩 𝙖𝙜𝙚𝙣𝙘𝙞𝙚𝙨? 2. Will the 𝙗𝙞𝙜 𝙥𝙡𝙖𝙮𝙚𝙧𝙨 𝙖𝙙𝙖𝙥𝙩 or are we seeing a 𝙨𝙩𝙧𝙪𝙘𝙩𝙪𝙧𝙖𝙡 𝙗𝙧𝙚𝙖𝙠𝙙𝙤𝙬𝙣 of their model? 𝙒𝙝𝙖𝙩’𝙨 𝙮𝙤𝙪𝙧 𝙫𝙞𝙚𝙬? Is this the start of a new era in recruitment?

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🚨 𝙏𝙝𝙚 𝙃𝙞𝙙𝙙𝙚𝙣 𝘾𝙤𝙨𝙩 𝙤𝙛 “𝙒𝙚 𝙆𝙣𝙤𝙬 𝙒𝙝𝙖𝙩 𝙒𝙚’𝙧𝙚 𝘿𝙤𝙞𝙣𝙜” 𝙞𝙣 𝘾-𝙇𝙚𝙫𝙚𝙡 𝙍𝙚𝙘𝙧𝙪𝙞𝙩𝙢𝙚𝙣𝙩 🚨 In 2025, business moves fast. Too fast for poor hiring decisions driven by ego, internal bias, or outdated methods. Yet every week, I hear stories from Life Sciences companies paying the price, not in theory, but in real losses: time, money, market opportunities, and reputation. Let me share two real-life examples: 💡 📍𝗦𝘁𝗼𝗿𝘆 𝟭: 𝗔 𝗚𝗹𝗼𝗯𝗮𝗹 𝗣𝗵𝗮𝗿𝗺𝗮 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗠𝗼𝘃𝗶𝗻𝗴 𝘁𝗼 𝗗𝘂𝗯𝗮𝗶 They closed their European office and relocated to Dubai. Their HR & TA team (still based in Europe) believed the right VP would come from... a LinkedIn job post. 😅 𝗥𝗲𝘀𝘂𝗹𝘁? ❌ 6 months later: role still unfilled 1,200 applications 90% irrelevant Team overwhelmed, decision delayed, momentum lost Then they called me. ✅ After one strategic session, I presented 4 pre-qualified, top-tier candidates who didn’t just tick technical boxes; they were growth-minded leaders with track records of double-digit revenue growth, new market penetration, and product launches. 𝗙𝗮𝘀𝘁-𝗳𝗼𝗿𝘄𝗮𝗿𝗱: 𝗼𝗻𝗲 𝗵𝗶𝗿𝗲𝗱, 𝘃𝗮𝗹𝘂𝗲 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝗲𝗱, 𝘁𝗶𝗺𝗲 𝘀𝗮𝘃𝗲𝗱. 📍𝗦𝘁𝗼𝗿𝘆 𝟮: 𝗔 𝗦𝗮𝘂𝗱𝗶-𝗕𝗮𝘀𝗲𝗱 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗮𝗻𝗱 𝘁𝗵𝗲 “𝗙𝗿𝗶𝗲𝗻𝗱 𝗼𝗳 𝗮 𝗙𝗿𝗶𝗲𝗻𝗱” 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 The CEO was confident. “I have a strong local network. I’ll find our next GM.” He did. Three months later: GM hired. Six months later: GM out. Why? Leadership gaps. Strategic misalignment. Poor team fit. ⛔ Only then did the CEO reach out. I explained: yes, networks are valuable, but they’re also limited and biased. 𝗬𝗼𝘂 𝗵𝗶𝗿𝗲 𝘄𝗵𝗼 𝘆𝗼𝘂 𝗹𝗶𝗸𝗲 𝗼𝗿 𝘄𝗵𝗼 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗿𝗲𝗰𝗼𝗺𝗺𝗲𝗻𝗱𝘀, 𝗻𝗼𝘁 𝗻𝗲𝗰𝗲𝘀𝘀𝗮𝗿𝗶𝗹𝘆 𝘄𝗵𝗼’𝘀 𝗯𝗲𝘀𝘁 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀. I shared 5 targeted profiles. 5 interviews → 3 finalists → 1 hired – all in 2 weeks. No guesswork. 𝗝𝘂𝘀𝘁 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗮𝗻𝗱 𝗽𝗿𝗲𝗰𝗶𝘀𝗶𝗼𝗻. 💡𝗧𝗵𝗲 𝗟𝗲𝘀𝘀𝗼𝗻? Hiring for C-level or strategic roles is not the time to DIY. Not the time to hope your network will produce magic. And certainly not the time to rely on 1,200 cold applications. ✅ It’s the time to partner with experts who know the market, understand your business, and have access to top-tier, unreachable talent. 🧠 𝗦𝗺𝗮𝗿𝘁 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗮𝗿𝗲 𝘀𝗵𝗶𝗳𝘁𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 “𝗪𝗲 𝗸𝗻𝗼𝘄” 𝘁𝗼 “𝗟𝗲𝘁’𝘀 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗲.” They understand that the 𝗿𝗶𝗴𝗵𝘁 𝗽𝗮𝗿𝘁𝗻𝗲𝗿 𝘀𝗮𝘃𝗲𝘀 𝘁𝗵𝗲𝗺 𝗺𝗼𝗻𝘁𝗵𝘀 𝗼𝗳 𝗹𝗼𝘀𝘁 𝗿𝗲𝘃𝗲𝗻𝘂𝗲, 𝗽𝗼𝗼𝗿 𝗵𝗶𝗿𝗲𝘀, 𝗮𝗻𝗱 𝗺𝗶𝘀𝘀𝗲𝗱 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀. If you're planning to hire for a critical leadership role, don't wait 6 months to realize it’s not working. 📩 Let’s talk. I'll help you build a hiring strategy that works fast, smart, and tailored. 🥇 🤝 SpenglerFox #ExecutiveSearch #LeadershipHiring #LifeSciences #StrategicHiring #CLevelRecruitment #TalentStrategy #HiringMistakes #HiringStrategy

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Lessons from working between cultures: when politeness kills trust Working internationally, I often notice how differently we communicate in business. One recurring challenge is the use of extreme politeness in English — which sometimes says the opposite of what is really meant. Here are 3 lessons I’ve learned: 1️⃣ Clarity is respect. A clear yes or no builds more trust than polished sentences that leave room for interpretation. 2️⃣ Consistency builds partnerships. When messages shift quickly, it leaves partners uncertain. Stability creates confidence. 3️⃣ Cultural awareness matters. What sounds polite in one culture can feel unreliable in another. In Central Europe, direct communication is often the strongest foundation for long-term business. 👉 My takeaway: politeness is valuable, but clarity and honesty are what truly create trust. Wishing everyone a weekend full of clarity — in business and beyond.

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✨ The Power of Sound: Why ASMR Is Captivating Millions 🎧 ASMR (Autonomous Sensory Meridian Response) videos are designed to trigger a calming, tingling sensation 😌—often called “brain tingles.” Using soft whispers 🗣️, gentle tapping 🫰, or soothing ambient sounds 🌊, they create a deeply relaxing experience that can: 💤 Help you sleep better 🧘 Reduce stress & anxiety 🎯 Improve focus and mindfulness What’s exciting is how ASMR is expanding beyond entertainment. 🎬 Brands, educators, and creators are using it to: 💡 Build deeper emotional connections 🛍️ Enhance product experiences 📈 Engage audiences in a unique, memorable way ASMR proves that sound alone can spark connection, creativity, and calm in our noisy digital world. Have you ever experienced ASMR? What’s your go-to trigger? 🎤 #AIvideo #AI Aneta Kořínková

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𝐌𝐨𝐬𝐭 𝐩𝐞𝐨𝐩𝐥𝐞 𝐮𝐬𝐢𝐧𝐠 𝐀𝐈 𝐭𝐨𝐝𝐚𝐲 𝐚𝐫𝐞 𝐰𝐚𝐬𝐭𝐢𝐧𝐠 𝐭𝐡𝐞𝐢𝐫 𝐭𝐢𝐦𝐞. Why? Because they treat it like magic. ✨ Ask it to “write me something,” copy-paste the answer, and call it done. AI isn’t magic. It’s math with good marketing. And if your input sucks, the output will suck harder. 👉 Garbage in, garbage out. The truth: AI won’t run your business, raise your kid, or do your job. But it can be your best unpaid intern—if you know how to ask better questions and verify what it gives you. Stop worshipping it. Start using it like a tool. ✨ Follow Samichi Saluja for blunt AI truths and practical strategies that actually save you time.

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My first post from #SOSU with two tool recommendations and one book link in the comments. 😉 𝐇𝐨𝐰 𝐭𝐨 𝐒𝐨𝐮𝐧𝐝 𝐇𝐮𝐦𝐚𝐧 𝐢𝐧 𝐚 𝐖𝐨𝐫𝐥𝐝 𝐓𝐡𝐚𝐭 𝐓𝐚𝐥𝐤𝐬 𝐋𝐢𝐤𝐞 𝐚 𝐌𝐚𝐜𝐡𝐢𝐧𝐞 The Sourcing Summit in Amsterdam opened with a keynote by Jan Tegze — one of my long-time favorite voices in recruitment. It ended up being 𝐭𝐡𝐞 𝐦𝐨𝐬𝐭 𝐡𝐮𝐦𝐚𝐧 𝐭𝐚𝐥𝐤 I heard at the entire conference. Because it was all about this: 𝐇𝐨𝐰 𝐭𝐨 𝐤𝐞𝐞𝐩 𝐲𝐨𝐮𝐫 𝐯𝐨𝐢𝐜𝐞 𝐭𝐫𝐮𝐥𝐲 𝐲𝐨𝐮𝐫𝐬 𝐰𝐡𝐞𝐧 𝐞𝐯𝐞𝐫𝐲𝐭𝐡𝐢𝐧𝐠 𝐚𝐫𝐨𝐮𝐧𝐝 𝐲𝐨𝐮 𝐬𝐨𝐮𝐧𝐝𝐬 𝐥𝐢𝐤𝐞 𝐚 𝐦𝐚𝐜𝐡𝐢𝐧𝐞. 🌍 The reality we’re in: AI is part of our everyday toolkit now. We use it to write emails, draft job descriptions, build prompts, and create posts. We test, iterate, experiment, and that’s okay. This phase is necessary. We’re all learning what works. But it comes at a cost: ☝ There’s just too much content that sounds the same. ☝ You know it — the templated phrases, the polished structure, the overly “correct” tone. It reads fine… but it feels empty. Because there’s no real person behind it. And candidates feel that too. AI can scale communication, but not always trust. 💬 Jan said something very simple, and very true: “𝐀𝐈 𝐢𝐬 𝐣𝐮𝐬𝐭 𝐚 𝐦𝐢𝐫𝐫𝐨𝐫. 𝐈𝐭 𝐫𝐞𝐟𝐥𝐞𝐜𝐭𝐬 𝐮𝐬. 𝐈𝐟 𝐰𝐞 𝐝𝐨𝐧’𝐭 𝐛𝐫𝐢𝐧𝐠 𝐞𝐦𝐨𝐭𝐢𝐨𝐧, 𝐜𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲, 𝐨𝐫 𝐞𝐦𝐩𝐚𝐭𝐡𝐲 — 𝐰𝐞’𝐥𝐥 𝐬𝐞𝐞 𝐞𝐦𝐩𝐭𝐢𝐧𝐞𝐬𝐬 𝐥𝐨𝐨𝐤𝐢𝐧𝐠 𝐛𝐚𝐜𝐤.” AI isn’t the enemy. It’s not even a threat. It’s a mirror. It shows us how alive we are. It pushes us to speak human: with pauses, emotions, hesitations, and voice. Not perfectly. But truthfully. 🛠 𝐒𝐨 𝐡𝐨𝐰 𝐝𝐨 𝐰𝐞 𝐬𝐭𝐚𝐲 𝐚𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜 𝐰𝐡𝐢𝐥𝐞 𝐬𝐭𝐢𝐥𝐥 𝐮𝐬𝐢𝐧𝐠 𝐀𝐈? – Use AI intentionally, as a thinking partner, not a ghostwriter. Let it structure, research, and support, but your voice still needs to be there. – Edit like you mean it. Don’t send the first version just because it “looks good.” Add yourself: a thought, a feeling, a real moment. – Leave a trace of imperfection. Human texts breathe. Sometimes they have a typo, a weird word, a pause. That’s what makes them real. – Offer context, not just facts. AI writes correctly. Humans write honestly. We’re living through a shift — from AI experiments to mature, conscious usage. That doesn’t mean going back to doing everything by hand. Quite the opposite, we need scale. But scale without voice is just noise. ✨ And here’s the core idea I took from this talk: 𝐀𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜𝐢𝐭𝐲 𝐢𝐬 𝐛𝐞𝐜𝐨𝐦𝐢𝐧𝐠 𝐭𝐡𝐞 𝐧𝐞𝐰 𝐜𝐮𝐫𝐫𝐞𝐧𝐜𝐲. Not because AI is bad, but because it raised the bar. To be heard, it’s no longer enough to sound professional. You have to sound like 𝐲𝐨𝐮𝐫𝐬𝐞𝐥𝐟. 🧰 In the comments: – the book "How to talk to AI" by Jan Tegze (on AI prompting), – Hemingway Editor (for readability), – Grammarly (for clarity and tone).

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