Written by
Todor Ranchev
Co-Founder & CEO
Interviews
Interview with Hristina Nenova - Head of Talent Acquisition in EPAM Bulgaria
How to Keep Talent Acquisition Dynamic and Engaging – Insights from the Head of Talent Acquisition at EPAM Systems Bulgaria
Hristina Nenova has been working in the HR field for over eight years, with a primary focus on talent acquisition. Currently, she leads the Recruitment team at EPAM Systems Bulgaria. She shares that, together with her colleagues, they encounter exciting job positions and challenges every day, making their work dynamic and never boring!
Find out more about our conversation with Hristina in the interview.
Hristina, you have extensive experience in talent acquisition and working with professionals. Based on your observations, how is the profile of the IT specialist that companies are looking for changing?
With the evolution of business, the requirements for candidates are inevitably changing as well. We cannot ignore the growing influence of artificial intelligence (AI), which is increasingly transforming the industry. The more knowledge and experience a specialist has in this field, the more competitive they become in the job market.
Companies are increasingly looking for adaptable and innovative professionals who can meet these new demands. We have adjusted our strategies by focusing our search on specialists with AI expertise and experience. Additionally, we have developed internal training programs to help colleagues from various departments grow and develop in this field.
What qualities and skills do you look for in candidates who want to join the EPAM team?
The main factors are expertise in the required technology and a strong desire for development. The good news is that at EPAM, we have unlimited resources for training and professional growth. From there, everything depends on the pace at which each individual chooses to progress.
How have the recruitment approaches at EPAM evolved in recent years with the introduction of new technologies and methods?
New technologies have significantly streamlined the candidate search process, but we still prioritize personal connection. A conversation with a member of the Talent Acquisition (TA) team remains one of the most crucial parts of the selection process, as it helps us assess not only the candidate’s technical skills but also their cultural fit within the company.
What innovations and technologies (e.g., AI, automation) are transforming the recruitment process in the IT sector?
Modern technologies have significantly accelerated and simplified the process of finding suitable candidates. AI-powered tools enable recruiters to analyze profiles more quickly, identify the best candidates, and expand their search reach. I am excited to see how these technologies will continue to evolve and further optimize the recruitment process.
In your opinion, what skills should future IT recruiters possess to succeed in this dynamic sector?
Adaptability and persistence.
Despite the common belief that anyone can be a recruiter, this profession actually requires specific skills:
Understanding the technical requirements of the positions we work on.
The ability to identify and select the most suitable candidates.
Strong sales skills to effectively present the position and the company in a way that resonates with the candidate.
What would you like to wish the TalentSight team?
I wish the TalentSight team great success and continuous growth!
