Brabantine City Row
Most organizations do not have a hiring problem. They have a recruitment capability problem. Many companies become dependent on recruitment agencies because internal hiring processes are reactive, difficult to scale, insufficiently data-driven, or lack access to scarce talent markets. That is where I operate. I work as an External Talent Strategy & Recruitment Transformation Specialist for consulting firms, scale-ups and technology-driven organizations that want to strengthen their internal hiring capability while maintaining continuity in critical hiring processes. My role is not traditional interim recruitment. I combine: • Recruitment transformation • Executive stakeholder alignment • Selective hands-on headhunting • Data-driven recruitment optimisation • Hiring capability building • Temporary continuity during growth or transition phases The objective is always the same: build a scalable, self-sufficient hiring organization that becomes less dependent on external agencies over time. Typical focus areas: • Analysing hiring bottlenecks and recruitment maturity • Designing scalable recruitment operating models • Improving funnel performance and hiring workflows • Coaching recruiters and hiring managers towards independent execution • Introducing labour market intelligence and data-driven decision-making • Solving complex or niche hiring challenges through selective market intervention Alongside recruitment transformation, I personally support complex searches where internal teams temporarily lack market reach, niche expertise or strategic sourcing capability. Not as volume recruitment, but as targeted intervention designed to transfer methodology and capability back into the organization. Over the past 20+ years I have supported organizations including Cegeka, Eraneos, Deloitte, Capgemini, KPMG, eBay and multiple high-end consulting and technology firms. What differentiates my approach is the combination of strategic transformation, operational execution, labour market intelligence and analytical thinking. Alongside recruitment, I also apply that same analytical mindset within Dutch top-level volleyball environments as a data analyst, translating performance data into tactical and strategic insights. I deliver temporary market access and permanent internal capability. The goal is simple: after the assignment, the organization should not structurally need me anymore.
Following the successful continuity phase, my engagement evolved into a strategic transformation assignment focused on building long-term internal recruitment capability and reducing external agency dependency. Key focus areas: • Designing a scalable recruitment operating model across the Conflux portfolio companies • Strengthening internal sourcing and headhunting capability • Developing recruitment governance, reporting and workforce planning frameworks • Coaching recruiter and hiring managers to improve hiring effectiveness • Optimising recruitment technology, ATS workflows and talent pipeline management • Establishing sustainable sourcing, referral and agency management strategies • Creating hiring frameworks that enable long-term organisational self-sufficiency
I was engaged to provide interim recruitment leadership and safeguard hiring continuity during a maternity leave cover assignment, while simultaneously initiating the first phase of a recruitment transformation programme across the Conflux portfolio. Hiring Continuity • Safeguarded continuity of priority hiring activities across multiple technology and consulting practices • Partnered with hiring managers to maintain hiring momentum and effective decision-making • Preserved pipeline stability, candidate experience and recruitment performance • Successfully delivered hires across multiple hard-to-fill disciplines, including Software Engineering, Data & AI, Front-end Development and Commercial Leadership. • Monitored recruitment delivery and proactively identified operational risks and improvement opportunities Transformation Initiation • Assessed recruitment bottlenecks, process inefficiencies and agency dependency • Identified immediate optimisation opportunities and scalability measures • Evaluated sourcing effectiveness, recruitment governance and process maturity • Developed recommendations for capability building, operational excellence and long-term recruitment sustainability • Established the foundation for a more self-sufficient and data-driven talent acquisition function
I help organizations move from reactive hiring to a scalable, self-sufficient talent acquisition model. Through Van Kastel HR Solutions I operate as an external talent acquisition specialist combining transformation, capability building and selective market intervention. The objective is always the same: strengthen the internal hiring organization while providing temporary access to scarce talent markets where needed. Over 20+ years I have supported consulting firms, scale-ups and corporates across IT, Tech, Sales and Finance not only by securing critical hires, but by enabling organizations to attract and retain talent independently afterwards. My approach combines labour market intelligence, data-driven sourcing, funnel optimisation and hands-on coaching of hiring managers and recruiters. I build sustainable pipelines, reduce agency dependency and transfer methodology so the organization can continue without structural external support. I intervene hands-on only where specialist expertise or market reach is required, while ensuring the internal team becomes fully capable of executing independently. Clients: Cegeka, Eraneos (Quint), KPMG, Zig (Cegeka-DSA), Capgemini, Deloitte, De Detacheerders, Van Lanschot Kempen, eBay, Trimble (Stabiplan), Visiativ (Design Solutions), NOV Global Energy Services, 9 Altitudes (AdUltima), Previder (Unified), De Jong Intra Vakanties
Engaged as an external specialist to elevate recruitment from an operational activity to a strategic business capability. The assignment focused on building a sustainable internal hiring organization rather than providing long-term execution capacity. During the engagement I introduced a structured, data-driven approach to hiring and aligned recruitment with the company’s growth strategy. Scope of the engagement: • Designing the recruitment operating model and reporting framework • Coaching recruiters and hiring managers towards independent execution • Introducing scalable sourcing and funnel optimisation methods • Improving employer positioning and talent attraction approach • Supporting complex hires to demonstrate and transfer methodology • Optimising the ATS setup and data usage for decision-making Outcome: The internal team was enabled to continue independently and the role was successfully transferred into the organization, ending the external engagement after completion of the transformation phase.
Temporarily stepped in as freelance Lead Recruiter during maternity leave, ensuring business continuity and achieving hiring targets. Led the team with a focus on quality, efficiency, and growth. Strategic Management • Coordinated intakes, priorities, and reporting to management. • Managed budget and contracts; contributed to 2025 plan. Recruitment Operations • Full-cycle recruitment and proactive sourcing. • Managed postings and campaigns with marketing. • Improved processes through strategic initiatives. Team & Candidate Experience • Led team meetings and Practice Leads sessions. • Main contact for team and candidates; ensured strong experience. • Built pipelines and coached team members.
• Transformed recruitment from reactive hiring to a strategic, inclusive, business-partner approach, leveraging data and AI to support growth as a consulting firm. Tripled hiring volumes across all levels in the first year, from Associate Partner to Junior Consultant. • Hired senior cybersecurity consultants to help build a new cybersecurity consulting practice from scratch. • Managed full-cycle talent acquisition in IT, Consulting, and Management, executing strategies aligned with business goals and future growth. • Built diverse talent pipelines through advanced sourcing and headhunting techniques, ensuring access to top talent. • Partnered with hiring managers to define role requirements and manage vendor and stakeholder relationships for smooth, effective hiring. • Delivered actionable insights and reports to senior leadership, enabling data-driven decision-making and continuous improvement. • Strengthened employer branding to create an outstanding candidate experience and position the company as an employer of choice. • Mentored and empowered the recruitment team, supporting retention, professional growth, and visibility at industry events and career fairs. • Leveraged metrics and analytics to continuously optimize sourcing, selection, and hiring processes, driving measurable improvements in quality and efficiency.
Alongside my freelance recruitment work Driven by the same passion for data I apply in recruitment, I supported the Dutch National womens sit volleyball team with insights that turned statistics into strategy. • Translated match and player data (via DataVolley) into actionable coaching insights. • Developed strategic game plans and detailed competitor analyses. • Produced live match statistics to enhance preparation, tactics, and athlete development.