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A conversation 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 Cherine is sharing her journey and advice with us!
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Cherine Stakenborghs
Strategic Talent Acquisition Manager
1) How did you first get into the world of talent acquisition and employer branding?
My journey into talent acquisition began with a deep interest in connecting people to purpose. Early on, I was drawn to the intersection of business strategy and human potential. Over time, I realised that employer branding was not just about visibility—it was about authenticity and alignment. At Proximus, I’ve had the opportunity to shape that narrative, ensuring our values resonate with the talent we want to attract. Whether through internships, graduate programmes, or strategic sourcing, I’ve always believed in building bridges between ambition and opportunity.
I could describe myself as a seasoned HR professional with a broad background in talent acquisition, employer branding, and candidate experience. My entry into this field likely stemmed from a strong foundation in HR, allowing me to develop a helicopter view of talent strategy. This holistic perspective enables me to align recruitment efforts with broader organizational goals.
2) What does your day-to-day look like?
No two days are the same. My role spans strategic planning, operational execution, and stakeholder engagement. I might start the day reviewing internship KPIs or aligning with HR partners on upcoming hiring needs, then shift to preparing for a university partnership meeting or refining our employer branding visuals for a new campaign. I also spend time coaching teams, collaborating with communications, and ensuring our candidate experience remains consistent and compelling across all touchpoints especially for my focus target group IT young talent.
As Strategic Talent Acquisition Manager at Proximus, my daily responsibilities likely include:
- Designing and implementing talent acquisition strategies aligned with business needs.
- Collaborating with business leaders to forecast hiring needs.
- Driving employer branding initiatives to position Proximus as an employer of choice.
- Enhancing the candidate experience through innovative recruitment practices. • Leading interns or mentoring recruitment teams and ensuring alignment with our Talent Acquisition Belgium goals.
3) What has changed the most in recruitment and employer branding in recent years?
The biggest shift has been the acceleration of digitalisation and the rise of candidate expectations. Today’s talent expects transparency, speed, and purpose. We’ve moved from transactional recruitment to relationship-driven engagement. At Proximus, we’ve embraced AI tools, talent CRMs, and data-driven sourcing strategies to stay ahead. But beyond tools, it’s the mindset that’s evolved—employer branding is now a strategic lever, not a side project.
From my perspective, key changes likely include:
- A shift to digital-first recruitment, with virtual interviews and AI-driven sourcing tools.
- A stronger emphasis on diversity and inclusion in hiring practices.
- The growing importance of employer branding in a competitive talent market.
- Candidates now expect transparency, flexibility, and purpose from employers
4) How do you keep learning and staying inspired?
I stay curious. I regularly engage with peers across the industry, attend HR innovation forums, and collaborate with universities and coding schools to stay close to emerging talent trends. Internally, I’m fortunate to work with a dynamic team that constantly challenges the status quo. I also believe in reflective practice—taking time to assess what worked, what didn’t, and how we can evolve. Inspiration often comes from the stories of candidates and colleagues alike.
I likely stay inspired by:
- Participating in industry events like the Agoria IT division, VOKA werkgroep talentoffensief, HR communities, employer branding communities,... .
- Networking with peers and thought leaders in HR and tech and public affairs.
- Engaging with young talent to understand evolving expectations.
- Continuous learning through workshops, webinars, and internal innovation projects.
5) What does the future of talent acquisition look like?
The future is hybrid, human, and highly personalised. We’ll see more predictive analytics, AI-assisted matching, and immersive candidate experiences. But the heart of recruitment will remain human connection. At Proximus, we’re already investing in strategic partnerships, talent pools, and employer branding that speaks to values, not just vacancies. The recruiters of tomorrow will be brand ambassadors, data analysts, and culture carriers all at once.
I would probably highlight trends such as:
- AI and automation in sourcing, screening, and onboarding.
- Data-driven recruitment to improve hiring quality and speed.
- Personalized candidate experiences powered by technology.
- Sustainable and inclusive hiring practices as a strategic priority.
- The rise of skills-based hiring over traditional credentials
Interview curated by the Joinrs' team
