Behind the Brand: Julia

Welcome to Behind the Brand - a series that highlights our employees and the topics within talent acquisition and HR that they are passionate about. In this edition, Talent Acquisition Consultant, Julia, talks about bridging the communication gap between candidates and hiring managers.

We’ve always felt that the people are really what makes Amby, Amby.

Which is why we wanted to create our Behind the Brand - a written series that highlights our employees and the topics within talent acquisition and HR that they are passionate about.

In this edition, we're talking to Talent Acquisition Consultant, Julia. Based in Stockholm, Julia has been with Amby since the early days of our journey in Sweden, and has played a key role in building our office in Stockholm. 

Can you tell us a bit about yourself and your background?

I’m originally from Gothenburg, Sweden’s second-largest city on the west coast—the “best coast,” of course!

I moved to Stockholm to study and kickstart my career. I hold a Master’s in Human Resources from Stockholm University and spent part of my degree at the University of Vienna, which broadened my perspective on HR and talent management. I’ve been with Amby for almost three years, joining early on to help establish the company’s presence in Sweden. In my role, I’ve worked with both Stockholm-based and global tech companies, collaborating closely with candidates to ensure the best matches. It’s been incredibly fulfilling to be part of these companies' journeys and support candidates in their professional growth.

What got you interested in recruitment in the first place?

I’ve always been fascinated by how people function in teams. We’ve all been part of teams where everything falls into place and others where nothing seems to click. I’ve always wondered: what makes some groups succeed while others fail? And how do we bounce back when things go wrong? What really excites me about this topic is understanding the social dynamics behind it—how diverse individuals can come together to create something exceptional. There’s nothing more fulfilling than watching someone find their role or seeing a team truly come together, which is ultimately why I’m passionate about recruitment — it all comes down to matching the right people to the right roles feels like solving a puzzle, and I thrive on the challenge it brings.

What’s your favorite topic within the recruitment space?

One of the topics I’m most passionate about right now is improving communication and understanding between candidates and hiring managers. As a recruiter, I find it fascinating to develop processes that not only ensure candidates receive timely and clear feedback but also help hiring managers better understand the nuances of selecting and onboarding the right person.

This interest stems from my own experiences as a job seeker. I vividly remember applying for various roles, only to receive no response or to be left waiting for weeks without any updates. It’s disheartening, and I’ve seen firsthand how frustrating it is for candidates to face rejection without any explanation, especially after dedicating time and effort to multiple applications or pursuing what feels like a dream job.

As a recruiter, I understand that providing detailed feedback early on isn’t always feasible. However, I am committed to being as transparent as possible and helping candidates understand the rationale behind decisions. My goal is to make the recruitment process smoother and more positive for everyone involved by bridging the gap between candidates and hiring managers. We all know how exciting and challenging the recruitment process can be. From my perspective, the experience of working closely with hiring managers has given me valuable insight into their challenges, making me more empathetic to both sides of the process. This understanding allows me to create a recruitment experience that is more effective, efficient, and respectful for all parties involved.

Why do you think companies should focus more on building the relationship between candidates and hiring managers?

I think it’s so important that companies focus on these relationships because I see time and time again the negative consequences of flawed recruitment processes for everyone involved. A lengthy and unclear process can harm candidates' confidence, leaving them frustrated and disillusioned, which can also create a negative reputation for the company. For hiring managers, it often leads to inefficient recruitment, wasted time, and missed opportunities to hire top talent.

I'm so passionate about this because I really do believe that an efficient and transparent process not only improves the candidate experience but also results in better hiring outcomes. When candidates feel valued and informed, they are more likely to accept offers and contribute positively to the organization. And a streamlined process helps hiring managers make quicker, more confident decisions, reducing the risk of delays and bad hires. Others should also be passionate about this because a strong recruitment process is essential for attracting and retaining top talent. In today’s competitive job market, creating an efficient and respectful experience benefits both the company and its future employees. Ultimately, a good process strengthens the company’s reputation and plays a crucial role in its long-term success.

How can companies improve their communication efforts during the recruitment process?

The first (and most simple) place to start is by writing down how you’re going to communicate with one another and how often. Start by establishing clear, consistent, and transparent communication channels that are accessible for everyone. This includes setting expectations with candidates and hiring managers from the start regarding timelines, feedback, and next steps.

Do you debrief immediately after an interview, or do you wait a few hours to process your feedback independently? Do you have policies on rejecting candidates via phone or email? Do you have internal examples of what good and poor feedback looks like?

"Write down guidelines, set up communication channels, and book in regular check-ins to ensure everyone is aligned and processes are moving forward."

How do you ensure proper communication between candidates and hiring managers in your day-to-day?

In my day-to-day work, I ensure proper communication between candidates and hiring managers by facilitating regular updates and ensuring both parties are well-informed at every stage of the process. I make sure that candidates receive (detailed) feedback promptly, and that hiring managers are updated on candidate progress - really it’s about being the bridge between these two parties. This also means I address any concerns or questions from either side quickly, helping to maintain an open and transparent line of communication that leads to a smoother and more effective recruitment process.