Understanding people, not CVs - IT recruiting with sensitivity, network & a sense of the future

Jenny isn’t a typical techie — and that’s exactly what makes her the perfect bridge between IT and people. Even though she studied business, Jenny’s always been surrounded by tech.

These days, she’s still in IT recruiting, now working in HR at the IT company Tantive. Jenny might not have a tech background, but she loves working with IT pros. “People welcomed me with a lot of understanding,” she says. “In recruiting, you don’t necessarily have to understand every technical detail of the roles you’re hiring for. What really matters is the human side — knowing how these professionals think, what they need, and being able to connect with them on a personal level.” Her goal? Matching people with companies where they truly belong — professionally, personally, and in terms of shared values.

For Jenny, it’s clear: just filling positions isn’t enough anymore. We need to build future-ready teams.

One major topic? Artificial intelligence. AI isn’t just changing what kind of candidates companies are looking for — it’s also changing how recruiters work. But Jenny sees a potential downside: junior developers might end up focusing too much on how to work with AI tools instead of learning the basics of coding. “When it comes to coding, you should treat a chatbot like an assistant that helps with the boring stuff,” she explains.

 “But you still need to be the one who understands whether the code actually works.” Still, Jenny stays open-minded and likes to hear different perspectives and experiences. Green IT is another topic gaining traction. The IT sector needs to do its part for sustainability — reducing CO2 emissions, saving energy in data centers, and so on. For Jenny, this shouldn't just be a trend for the future —  it should be a basic part of every tech education.

To Jenny, recruiting means understanding what people need — regardless of gender. Whether it’s job security, recognition, team connection, or growth opportunities — those are the things that make people stick around.

As a recruiter, she sees it as her job to create space for that.  She listens. She asks questions. She wants to understand:  “Are you happy in your team? Do you feel seen and taken seriously?”

In her experience, women are more likely to want a work environment where openness is real. “I’ve met so many talented female developers who are amazing at what they do but don’t get the chance to be heard,” she says.

She also sees a gap when it comes to employer branding: “Language, visuals, the whole vibe of most campaigns still cater to men — and that can turn women off.” The flipside? Studies show men will still apply to job ads written in a more feminine tone, but women are less likely to respond to ones that sound male-oriented. “Language shapes culture — and recruiting starts right there,” Jenny says.