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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 Ilenia is sharing her journey and advice with us!
Ilenia Sannicolò Papadopoli
Talent Acquisition Partner
1) What were the biggest challenges in transitioning from the Italian to the German job market?
One of the biggest challenges in moving from the Italian to the German job market was undoubtedly starting to work in a structured way with KPIs (Key Performance Indicators) and OKRs (Objectives and Key Results). It was a turning point because I finally had concrete tools not only to organize my work but also to have a clear vision of where I was going and what I was contributing.
This transition was not easy. Working with KPIs and OKRs means putting objectives in writing, establishing a precise method, and, above all, measuring performance transparently and continuously. It’s not enough to “work hard”; you need to be able to demonstrate the impact you are creating. This approach requires a solid mental structure, analytical skills, and clarity in processes.
In Italy, even though I was part of a well-established multinational company, my experience was much less structured. The work was often driven by urgency rather than strategic planning. I honestly admit that it was difficult to adapt at first: I felt under pressure and tested every day. But over time, those clear objectives helped me focus better, work more effectively, and truly understand where I could make a difference.
2) Has working abroad changed your perspective on the HR world compared to when you worked in Italy? How?
Working abroad has deeply changed the way I see the world of human resources. In Italy, the HR function is often seen as something "supportive," sometimes a bit detached from the core operations of the business. Abroad, however – and especially in my current role as a talent partner – I’ve discovered how we can be real strategic partners, involved in decision-making processes from the very beginning.
In my job, I am in daily contact with the Hiring Managers from various departments, from marketing to operations, and the people team. I collaborate with team leads, managers, and C-level figures, which allows me to have a cross-sectional view of the organization and a direct impact on business growth decisions.
It’s not just about selecting candidates, but about building strong teams together with the key people in the company, aligned with the internal culture and strategic goals. All of this happens in a much more data-oriented, transparent, and measurable environment. It’s a way of working that has helped me grow not only professionally but also in how I face challenges and actively contribute to change.
3) You are currently a Senior Consultant at IPN, a network for Italian professionals abroad. What is the value of being part of such a community?
Being part of this community since its inception has been a real privilege. I’ve seen an idea come to life, grow, and become a concrete point of reference for many Italian professionals abroad.
Being part of it means having access to a rich network of people working in very different sectors but with the same desire to create meaningful connections. In my case, I’ve had the chance to engage with many HR professionals, share experiences, good practices, and there are ongoing professional collaborations in the making.
One of the most beautiful aspects is certainly the events: opportunities designed to enhance the skills of Italians abroad, give visibility to success stories, and bring together different worlds that otherwise wouldn’t have met. IPN is a stage but also a laboratory where entrepreneurial ideas, new careers, and joint projects can be born.
As an expat, I often felt the lack of a cultural and professional glue, something that could unite the sense of belonging with the desire to build in the new country. IPN is exactly that: a network that connects, inspires, and creates opportunities.
4) What skills are most in demand in an international work environment for young professionals today?
In an international work environment, especially for young professionals, there are certain skills that truly make a difference. Communication, first and foremost, is everything. But it’s not just about speaking well: it’s about structuring the message, adapting it depending on the audience, and being logical and clear in your thinking. This skill takes you far because it allows you to tackle both a job interview and a meeting with top management effectively. Naturally, substance is important, but the way it’s communicated can change everything.
Another increasingly sought-after skill is being data-driven. In Germany, for example, it’s essential to measure results. It’s not enough to say “I think it worked.” You need to be able to demonstrate it with quantitative data or, if the project requires it, with qualitative evidence. The impact must be clear, concrete, and traceable.
Then, there’s a key cross-functional skill: project management. This means knowing how to prioritize, act quickly, and keep multiple tasks together without losing sight of the bigger picture. It’s not just about time management but about guiding and completing complex initiatives.
Finally, there’s a skill I consider deeply "ours" (Italian): creativity. It’s something we grow up with, thanks to the environment we are raised in. We’re used to finding alternative solutions, moving forward even when everything seems blocked, thinking outside the box. In an international environment, this ability can become a real competitive advantage.
5) Do you have any practical advice for those seeking job opportunities abroad?
As a recruiter for seven years, five of which have been in Germany, I’m often asked for advice by candidates, friends, and acquaintances seeking jobs abroad. Some tips are useful everywhere, but they become crucial in an international context.
One key point is to have structure during interviews: it often makes up 50% of the success. Using methods like STAR (Situation, Task, Action, Result) helps not only to prepare better but also to present your skills clearly and credibly. Demonstrating consistency between what you say and what you’ve done is essential.
Today, many people use AI tools to answer job applications or during interviews, but trust me, authenticity always comes through. Whether in the application process or the interview, being authentic pays off. Recruiters and managers remember those who communicate with personality because, in addition to skills, they’re looking for a cultural fit.
Another question I’m often asked is: “How can I stand out in a saturated market?” Right now, there are fewer positions and hundreds (sometimes thousands) of applications for each job posting. In these cases, networking makes a difference. Communities like IPN – Italian Professional Network can be valuable tools: they allow you to get referrals, suggestions, privileged access, or simply useful feedback from people already working in the company.
The message is: don’t rely only on online applications. Build relationships and focus on your communication – that’s where the real opportunity often lies.
Interview curated by the Joinrs' Team
