Joinrs with Cherine, Strategic Talent Acquisition Manager in Proximus Group

Who is Joinrs?  

Joinrs is where young talent and companies connect. Powered by advanced AI, we match over 1 million job seekers with opportunities that align with their goals and values. More than 1,500 companies use Joinrs to boost their employer branding strategies and streamline talent acquisition processes. Are you a company looking to connect with the right talent? Click here to learn more. 

 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! 

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