Written by
Alex Gekov
Co-Founder & CTO
Interviews
Interview with Milena Hristova, founder of ImpacT Hire
An interview with Milena Hristova, CEO of ImpacT Hire, who shares her vision of modern recruitment, the challenges in IT talent selection and the importance of the human factor in the digital age.
Milena Hristova is the Founder and CEO of ImpacT Hire - a company that provides professional recruitment services for businesses. In an interview with TalentSight, Milena shared her extensive experience in the Recruitment sector as well as useful tips for professionals in the sector.
Do you use AI, data, and automation in your team? How?
Yes, our team uses AI and automation in basic processes such as information management and optimizing logistics around recruitment.
These tools help us to be more efficient and save time that we can put into the really important aspects of the job - personal attention and the individual approach to people. However, we take a cautious approach when it comes to direct communication with candidates or partners.
For us, recruitment is a deeply human process in which empathy, understanding, and personal contact play key roles. We believe AI can support these efforts, but not replace them. We continue to explore how technology can complement our approach without compromising our core values - attention to detail, humanity and quality in every interaction.
In your opinion, what are the most common mistakes recruiters make when evaluating candidates?
As I mentioned above, recruiters play a mediating role in the selection process, balancing the expectations of companies with the needs of candidates.
On this occasion, qualities such as patience, understanding, precision, and high coordination are needed. Success depends on the ability not to break down in the face of difficulties and to continue with discipline and determination. This role requires clarity, strategy, and precision, but when these are lacking, mistakes are inevitable.
One of the most common problems is an insufficient understanding of the criteria of the role and its requirements. This can lead to incorrect assessment of candidates - selecting the wrong people or missing out on talented but not completely 'matched' candidates who could have developed successfully. Often this is combined with an excessive focus on superficial criteria, such as technical skills or key words on the CV, without considering the depth of experience and skills, potential and personality, motivation, and the candidate's cultural fit with the team.
Another serious omission is the lack of communication or superficial communication. When candidates are not given clear information about the expectations, process or specifics of the role, they are left unprepared, frustrated and even demotivated. Lack of feedback after an interview also reflects negatively. Even a short message is better than complete silence because it shows respect and professionalism.
Selection is always a challenge because it involves people with different perspectives, interests, and expectations. But when there is a clear strategy, good communication, and an understanding of the true needs of companies and candidates, success is not only possible but sustainable.
What would you wish for the TalentSight team?
To the TalentSight team, I would like to wish you success in your mission to integrate technology and the human element in a way that not only facilitates but enriches the recruitment process.In a world where automation is becoming more and more tangible, I believe you can show how innovation can support the personal approach rather than supplant it. Your platform has the potential to create not just more efficient processes, but a better candidate experience that leaves a lasting positive impression.I wish you succeed in setting industry standards by combining the best of technology and human creativity. May what you create be not only useful but inspiring to all who believe that selection is an art backed by science!