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 Liz is sharing her journey and advice with us!
Liz Barry
Early Talent Recruiter
1) How did you start your professional journey, and what led you to the world of talent acquisition?
My career has always been guided by a genuine passion for people. I spent seven years in the hospitality industry, where I honed my ability to connect with individuals from all walks of life while excelling in a dynamic, high-pressure environment.
Seeking to apply these skills to a more impactful mission, I transitioned my career in my late twenties toward student development, working with students on employment and career skills. This path ultimately led me to MongoDB in 2021, where I joined as a Recruitment Coordinator.
My enthusiasm for fostering new talent quickly drew me to the Early Talent team. After contributing to the success of the internship program, I knew I had found my niche. In 2023, I was promoted, taking full ownership of intern hiring for the EMEA region. In this role, I am dedicated to not only strengthening and developing our internship program but also playing a pivotal role in helping students kick-start their professional careers in tech.
2) You currently work at MongoDB with a focus on Early Careers. What are the main challenges of working with young talent?
Many candidates coming directly from university have limited professional experience. The challenge is to look beyond the resume and identify raw potential, passion, and coachability. We have to design interview processes that test for problem-solving skills, curiosity, and a collaborative mindset. It's our job to spot the future leaders and innovators.
Early-career candidates have a different set of priorities than previous generations. While compensation is important, they are driven by a need for purpose. They want to know that their work has a real impact and that the company's values align with their own, especially regarding inclusion and social responsibility. The traditional 9-to-5 is no longer the standard. Candidates expect flexibility and a culture that prioritizes mental health and work-life balance. Early-career candidates expect greater transparency throughout the hiring process. They want to know the salary range, the next steps, and where they stand.
3) MongoDB operates in several countries. How does the approach to recruiting change across different European cultural contexts?
At MongoDB, we take pride in our inclusive recruiting team, which is a significant asset when navigating the unique contexts of hiring across Europe. We localize how we recruit by market, while keeping the bar and candidate experience consistent. Our recruiters come from a variety of backgrounds, giving them firsthand knowledge of local cultural norms, values, and expectations. Additionally, they undergo comprehensive training designed to deepen their understanding of international hiring practices, employment law, and the nuances of engaging with talent across different cultural landscapes. This ensures that every candidate experiences an authentic, respectful, and consistent recruitment process, regardless of where they are located. Our inclusive and high-touch recruitment team is instrumental in maintaining MongoDB’s commitment to building a globally representative and inclusive workforce.
The result is a consistent, fair assessment standard with localized delivery so candidates experience an authentic process and hiring managers get comparable, high-quality signals across markets.
4) You recently worked on onboarding the 2025 intern class. In your opinion, what makes an internship program truly effective?
An effective internship program is a two-way relationship: It should create real career growth for the intern and real business impact for the company. It's not just about keeping a student busy for a few weeks; it’s a strategic investment in talent, culture, and the future of the organization, often starting a relationship that may very well last years.
Based on our approach at MongoDB, I believe the most effective programs are built on these core pillars: Mentorship, Growth, Community, and Networking. Here at MongoDB, Interns are trained hands-on by their teammates and embedded into the same workstreams their managers and leaders are driving. We don’t do ‘side projects’ - every assignment delivers real business value and mirrors full-time responsibilities. Our program runs on real-time feedback with regular weekly coaching from mentors, and frequent check-ins initiated by interns. At the program’s midpoint, a formal evaluation and growth conversation is conducted to assess progress, provide clear feedback from mentors and leads, and set goals for the remainder of the internship to ensure the intern is successful. At the end of the summer, interns will meet one last time to discuss the feedback from throughout the summer and talk about some growth areas for them to take away with them. The overarching goal is to foster both personal and professional development, build a strong sense of community, and create valuable networking opportunities – all in preparation for future career success.
5) Looking at the future of work and talent acquisition, which HR trends do you think will have the greatest impact in the coming years?
The world is changing fast, and technology is no longer just a tool; it's becoming a partner. AI is stepping in to handle the heavy lifting – like sifting through resumes and scheduling interviews – freeing up teams to make faster, smarter hiring decisions. AI will improve speed and signal, but it won’t solve fundamentally human challenges—clarity, fairness, trust, and belonging. That’s why we keep humans in the loop, use structured rubrics, and audit for bias. The real focus is on the entire employee experience, from the first hello to the final farewell. Companies are realizing that to attract and keep great people, they need to build a workplace that’s supportive, engaging, and genuinely positive.
Flexibility plays a huge part. Remote and hybrid work aren't just perks anymore; they're the new standard, and businesses that embrace this have a massive advantage in finding top talent. Behind the scenes, HR is also becoming more data-savvy. By looking at workforce analytics, leaders can fine-tune their recruiting, boost retention, and even predict what skills they'll need next.
This is just scratching the surface: technology may shape HR by turning roles into skills graphs for skills-based hiring and mobility, predicting attrition/capacity, personalizing onboarding and L&D, powering internal talent marketplaces, running fairness audits, automating compliance, providing AI copilots to recruiters/managers, the list goes on.
I think the future of HR is about blending smart technology with a deep focus on people, creating a workplace that’s not only more efficient but also more flexible, supportive, and human.
Interview curated by the Joinrs' team
