Who is Joinrs?
Joinrs is the meeting point for students, junior profiles, and companies. Thanks to our AI model, we help job seekers discover the best job ads aligned with their ambitions. At the same time, over 150 client companies use our platform for employer branding and talent acquisition strategies, aiming to attract candidates who align with their company's values. If you are a company and would like to learn more, click here.
HR conversations with Joinrs 
At Joinrs, we go beyond just matching candidates with opportunities. In addition to facilitating connections, we conduct insightful interviews with professionals from diverse backgrounds and industries. Through these conversations, we provide valuable insights and perspectives to our users, enriching their knowledge and experience on our platform. Join us in exploring the depth and breadth of expertise across various fields to enhance your career journey. Today Aurelia is sharing her journey and advice with us!
Aurelia Dimaggio
Senior Technical Recruiter
1) How much has your academic background in Work and Organizational Psychology helped you in taking your first steps into recruiting?
My academic background in Work and Organizational Psychology has provided me with a solid understanding of human behavior, motivation, and teamwork dynamics, all of which are crucial for evaluating candidates and making informed hiring decisions. This foundation helped me focus my job search on human resources roles in various areas.
I found my first role in recruitment by chance — and years later, I still love what I do. Over time, I had opportunities to move into other HR areas, but I chose to stay in recruiting. Initially, I viewed it as a stepping stone into broader HR work, but the more I learned, the more passionate I became about it. What I enjoy most is being a true strategic partner to the business — helping shape teams and directly influencing the company’s success. There’s something deeply rewarding about hiring great talent, watching them grow within the organization, and seeing the tangible impact they make on both performance and culture. Plus, the challenge of engaging top talent in a very competitive market and convincing them to join is both thrilling and fulfilling. I’ve often thought about exploring other areas of HR, but I know I’d miss the energy and excitement that comes with recruiting.
Still, I’ve noticed that having a specific academic background isn’t a barrier to entering this field. Many of my colleagues come from different educational backgrounds, which enriches our team and widens our perspectives. This diversity demonstrates that skills and passion can often outweigh a specific degree in determining success in recruiting.
2) Today you work as a Senior Technical Recruiter at Grammarly — how is your role structured, and what types of profiles do you mostly focus on?
As a Senior Technical Recruiter at Grammarly, my role is quite dynamic and primarily focused on hiring senior Software Engineers with expertise in various programming languages and skills. I help develop the recruitment strategy for each position, working closely with hiring managers to understand their needs and shape the ideal candidate profile.
My duties include sourcing potential candidates, screening resumes, conducting interviews, and keeping candidates engaged throughout the process while providing an excellent experience. I also present final offers to candidates.
As a Recruiter, I also engage in recruiting marketing activities, such as attending conferences and organizing meetups, to meet candidates in person. Beyond core recruiting tasks, I participate in projects aimed at enhancing our processes, such as implementing new tools to streamline our recruitment workflow. I am involved in diversity and inclusion efforts, including being a facilitator for our employee resource groups. It’s a rewarding role that allows me to make a meaningful impact on both the team and the new hires we bring on board.
3) You’ve worked on both a local and international scale: what differences have you noticed in the approach to recruiting across various European countries?
Having worked on both a local and international level, I've observed some key differences in recruitment approaches across various European countries.
First and foremost, it’s crucial to have a solid understanding of the local market to effectively start the talent search. This involves researching top companies in the area, identifying the main cities where talent is concentrated, and familiarizing myself with local compensation structures and tax laws.
Additionally, understanding which benefits are most appealing to candidates is vital, as preferences can vary greatly from one country to another. Cultural differences also significantly influence how I communicate with candidates. Each country has its own nuances that affect what motivates people, so recognizing these differences helps me tailor my interactions accordingly.
This cultural awareness not only builds better connections but also enhances the overall candidate experience. Ultimately, successful international recruiting depends on a mix of market knowledge and cultural sensitivity
4) From your perspective, what are the strongest trends currently reshaping the role of recruiters?
From my perspective, one of the strongest trends currently reshaping the role of recruiters is the increasing use of AI. With AI automating many operational tasks, it allows us to shift our focus from time-consuming, repetitive processes to more strategic and creative aspects of recruiting.
This means we can spend less time on operational tasks and more time thinking outside the box about how to attract top talent. We’ve got the opportunity to come up with innovative approaches to engage candidates, enhance the candidate experience, and build stronger employer branding.
Overall, AI is freeing up our time and energy, allowing us to focus on what matters most—connecting with candidates and finding the best fit for our organizations.
5) How is artificial intelligence influencing (or going to influence) the hiring process and your day-to-day work?
Artificial intelligence is having a significant impact on the hiring process and my day-to-day work. I currently use several AI tools that boost my efficiency, help me hire faster, and allow me to focus on quality.
For instance, there are tools that automate sourcing new prospects and handle follow-ups, making it easier to connect with candidates without spending several hours on repetitive tasks. We also use AI for interview coordination, which simplifies scheduling and ensures everything runs smoothly.
There are even tools that help write interview notes, saving me time and helping me focus on the conversation itself. Additionally, AI communication assistants like Grammarly help in refining our communication, ensuring we convey our messages clearly and professionally. Generative AI tools also support various activities, such as project creation and organization, making the workflow significantly more manageable.
Overall, these tools are a great support system that allows us to work smarter, reduces our workload, and ultimately improves the hiring experience for both recruiters and candidates.
Interview curated by the Joinrs' team
