Freedom was already his default
Müfit's story starts like many other Talent Partners' stories: with a high priority on freedom, both over where he works and when. It was how he already lived when he joined TechTree. Since finishing university, his life had been split between Bali and Germany, and a remote setup came naturally with working in a startup.
In his first conversation with TechTree, remote work was what caught his attention. As someone who values flexibility, he appreciated that there is no set number of hours he has to work. He says it plainly.
It's not a part-time role, you can just do a few hours a week and it's okay. It's my freedom, and it's what attracted me to TechTree.
Never-ending refinement
As one of the early joiners, Müfit has seen how much has changed over the last two years. Every improvement, and every piece of information and context added for his daily work, let him focus on what matters most in recruiting. When he started, finding an answer meant digging through a lot of notifications or asking a lot of additional questions.
It was definitely a bit more messy and a bit more chaotic. Now with the new dashboard it's more centralised. It gives you more clarity, and a better overview over your candidates. That makes it a lot easier, and definitely more motivating.
Today his day on the platform starts with checking notifications and candidate statuses: which candidates moved, which were rejected, which were updated. Then he submits candidates and checks his pipeline, role by role. That check shows him where to put his time.
Sometimes it's: I have no one left for this client for this role anymore. Maybe I should source more and put more time and effort into that.
The Copilot is the newer part. Müfit drops in a CV or a candidate's LinkedIn, names a role, and asks whether the person is worth submitting.
Getting hands-on
About a year ago, Müfit became more hands-on in his sourcing and stopped leaning on automated outreach. He names that as the biggest reason his pipeline has grown. Getting better at the craft helped too.
I still make mistakes, but in the last 12 months I've learned a lot.
The dashboard did its part. Submitting a candidate now takes two clicks, where it used to mean typing everything in manually. He feels comfortable with the fact that some periods are not always very lucrative. Sometimes results come in phases.
You have phases where it's less successful, and phases where it's much better. You never know when a pipeline can just become a rainbow.
In early October, that happened. Müfit placed two of his own candidates in two weeks.
Recruiting for the hottest roles in tech
Asked which placement he's proudest of, Müfit goes to a Forward Deployed Engineer role at one of well-funded startups. The title is new and the search was very demanding due to high expectation bar and small pool of obvious candidates. Müfit sees the potential hiding in recruiting for such roles as he believes it will become better known, and that it will make a very good line on a CV.
Most of the time you don't source for a forward deployed engineer. You source for candidates whose experience and work means they could be one.
That is why he's proud of this one.
AI takes the repetitive work. People keep the human part.
What does Müfit make of AI in recruiting? He sees it taking over a lot of the repetitive work.
If the technology removes some of the repetitive work, recruiters can spend more time actually being recruiters. Building relationships. Networking. The technology allows us to be more human, not less.
That is how he would love to work, only even more focused on the human-centered approach. He appreciates the fact that AI can help starting the conversation faster due to sourcing automation. He is aware of the limit though. A candidate can have the perfect CV and still not be the right fit for the culture, and you find that out only by talking to them.
I still want to be involved in sourcing candidates, to understand them and build a relationship. I don't think AI can do that. You need both.
He expects AI to get better and better at finding the right candidates, but in his view, at the end of every process there still needs to be human.
What he'd tell a new Talent Partner
Asked what he would tell someone thinking about joining TechTree, Müfit starts with the learning curve. Learn the technical side, be yourself, and be open to spending time on it. It won't pay off next week: you need to get a feel for how to talk to candidates, how to use the dashboard and how to match people to a tech stack.
It takes a while to have that sensitivity. But after a couple of months you realise you've learned a lot, and then you harvest the fruits of what you're planting.
Network building takes time too, and so does growing your LinkedIn. Müfit started out treating that as a hobby, and it became part of the job. So he asks for patience, with focus.
Have some patience, but be focused. Dedicate some time to it.