Shaping the Future of Work: Bruno Szarf and Andreea Miron on Stefanini’s Talent Strategy in Romania

In an enlightening conversation with Business Review, Bruno Szarf, the newly appointed Global CHRO at Stefanini, alongside Andreea Miron, HR EMEA Director, unveil their strategies for navigating the Romanian recruitment landscape. Together, they shed light on Stefanini’s unique approach to talent investment and development, the challenges and opportunities on the horizon, and the innovative programs in place to nurture the company’s workforce. This insightful dialogue offers a glimpse into the future of Stefanini’s human resource development and the strategic moves shaping its evolutionary path.

Bruno, as the new Global CHRO at Stefanini, how do you plan to align the global recruitment strategy with the specific needs and strategic importance of the Romanian market?

Aligning the global recruitment strategy with the Romanian market at Stefanini involves valuing professionals and ensuring that new hires are trained to develop new skills, in line with the company’s culture. The organization invests in building careers and supports long-term growth within the company, which is a key differentiator in talent retention. Stefanini’s DNA of innovation and entrepreneurship is encouraged by providing autonomy, thereby allowing employees to make assertive decisions, which is also a practice upheld by the Global CEO, Marco Stefanini.

In the context of AI, Stefanini is seeking professionals prepared for the new era of artificial intelligence, viewing technology not as a replacement but as a complement to human capabilities. This approach facilitates the development of new projects and frees people to produce more innovative work.

Read more about

Stefanini: a strategy rooted in digital transformation

read more

Moreover, the promotion of women in leadership, especially in the Romanian market, highlights the strategic importance of diversity. With a significant number of female leaders, Stefanini Romania exemplifies the company’s commitment to encouraging women in STEM fields and technology. This commitment to diversity brings new perspectives to the company, contributing to a more diverse business environment​.

Andreea, from the perspective of the HR EMEA Director, what makes Romania a strategic hub for Stefanini, and how does this influence your recruitment policies?

From an HR perspective, Romania stands out as a strategic location for Stefanini. With a vast pool of highly skilled IT professionals, including developers, engineers, and specialists, the country offers a compelling alternative to Western European markets while maintaining high education standards, particularly in IT-related fields. Moreover, the Romanian workforce boasts a diverse range of abilities, from technical expertise to language proficiency and soft skills. This multifaceted talent landscape fuels growth and innovation within the BPO and IT sectors, offering professionals opportunities for advancement in areas such as software development, infrastructure, and cybersecurity. As a result, Stefanini’s recruitment strategies are heavily influenced by these factors, as we aim to leverage this dynamic talent pool to support our growth objectives and drive innovation forward.

Bruno, with the ongoing trend of restructuring within many companies, Stefanini stands out by continuing to invest in recruitment. Can you elaborate on the decision-making process behind this approach?

The decision-making process behind Stefanini’s continued investment in recruitment is deeply rooted in the company’s culture and commitment to talent development. Stefanini fosters an environment that values professionals, with a clear understanding that the growth of the company is intrinsically linked to the growth of its people. The establishment of the Stefanini Academy exemplifies this approach, aiming to nurture professionals who often remain with the company for many years, indicative of the company’s investment in their careers and support in their professional growth.

By focusing on retaining talent and investing in those who have been part of the Stefanini family, the company ensures continuity and a deep alignment with Stefanini’s DNA. 

Furthermore, Stefanini’s vision within the Artificial Intelligence scenario reinforces this commitment. This forward-thinking approach not only secures Stefanini’s place as a leader in technology but also underscores the company’s progressive stance on nurturing and developing talent.

Andreea, in terms of recruitment, how does Stefanini ensure it attracts the top talent in Romania, especially considering the competitive IT and tech landscape?

In Romania’s highly competitive technology landscape, Stefanini stands out with a start-up mentality within its global structure, enabling agility and personalized attention in recruitment. We adopt a proactive approach to recruiting, by actively engaging with students and partnering with universities to encourage early development and prepare the young generation for IT roles. In addition, our programs, such as apprenticeships, internships, and meet-ups, create a solid pipeline of candidates.

Furthermore, Stefanini’s active recruitment strategy is characterized by a strong partnership with the delivery team, ensuring a clear understanding of the company’s needs and enabling transparent communication. This approach allows us to constantly adapt our strategy to the needs of the business and highlights the entrepreneurial culture.

Bruno, could you share some insights into how Stefanini’s global HR strategies are adapted to meet the challenges and opportunities in the EMEA region, particularly in Romania?

Stefanini’s global HR strategies are tailored to address the specific challenges and leverage the opportunities present in the EMEA region, with a particular focus on Romania. The company has recognized the importance of aligning with the region’s dynamics, which includes embracing female leadership—a standout feature of the Romanian market. With a significant portion of leadership roles in Romania being held by women, Stefanini not only supports but actively encourages this trend. This aligns with the company’s broader global progress, where 48% of leadership positions are occupied by women, reflecting a commitment to diversity and equality.

The organization also hopes to inspire more women to pursue careers in STEM, recognizing that female leadership brings new perspectives and contributes to the creation of a diverse workplace environment. This progressive outlook is part of Stefanini’s strategy to adapt its global HR policies to the regional context, promoting an inclusive and dynamic work culture that is sensitive to the local market’s nuances and opportunities.

Andreea, what are the key qualities and skills Stefanini is looking for in its candidates in Romania, and how do these align with the company’s strategic goals?

Stefanini values a proactive and adaptable attitude in its candidates. We look for individuals who have a “can do” attitude and a learning mentality that values proactively seeking solutions even when there are no immediate answers. As we are looking for agility and new colleagues who are solution-oriented, the above qualities are mandatory.

Additionally, the company prefers candidates who are open to collaboration and show a strong commitment to teamwork. The right fit for us is someone who not only contributes to the effectiveness of the team, but also fosters a collaborative environment focused on problem solving. All of this is in line with our strategic goals of building a cohesive, innovative, and forward-thinking team that can contribute to the success of the company, not only in Romania but on a global scale.

Bruno, how does Stefanini’s global recruitment strategy address the current global talent shortage, and what innovative approaches are being taken to attract and retain talent?

Stefanini’s global recruitment strategy tackles the current global talent shortage by focusing on the development and retention of talent within the organization. The company’s culture emphasizes nurturing the workforce, as seen with the Stefanini Academy, which is designed to prepare professionals for long-term careers within the company, thereby cultivating a dedicated talent pool.

Additionally, Stefanini places a strong emphasis on talent retention, especially by investing in professionals who have shown commitment and grown alongside the company.

In the context of innovation, Stefanini strives to automate routine tasks, as AI allows professionals to focus on more creative and strategic projects, thus fostering a more productive and engaging work environment. 

Andreea, can you discuss any specific programs or initiatives Stefanini has in place to invest in and develop its employees in Romania?

Stefanini is committed to fostering a culture of continuous learning for our Romanian colleagues, which is reflected in several important initiatives. 

First and foremost, our team of dedicated learning consultants meticulously crafts and delivers tailored training programs aimed at enhancing the soft skills and knowledge base of our employees while nurturing their professional growth.

Moreover, our instructional designers are creating captivating learning experiences and resources, ranging from immersive video tutorials to interactive courses and visually engaging materials, all designed to inspire and empower our workforce.

Central to our learning ecosystem is our innovative eLearning platform, a user-centric learning management system (LMS) tailored to the unique needs of our team. Utilizing advanced algorithms, this platform delivers personalized content recommendations based on individual preferences, interests, and areas for improvement, ensuring a truly bespoke learning journey for each employee.

To further enhance the technical skills of our colleagues, we prioritize the acquisition of external certifications to align employee development with organizational objectives. Additionally, our globally integrated mentoring and coaching programs enable Romanian professionals to exchange insights and knowledge with peers worldwide, further propelling their career growth. 

These initiatives contribute to the professional growth of our colleagues.

Bruno, how does Stefanini’s approach to recruitment and people investment reflect the company’s culture and values, especially in a dynamic market like Romania?

Stefanini’s approach to recruitment and people investment is a direct reflection of the company’s culture and values, deeply rooted in a belief in the potential and growth of its people. This ethos is particularly evident in dynamic markets like Romania, where Stefanini showcases its commitment to nurturing talent and fostering a supportive environment for professional development.

By investing in initiatives like the Stefanini Academy, the company ensures that individuals are not only trained for the present but also developed for future roles within the company, encouraging long-term growth and retention. This reflects a culture that values the continuous development of its employees, aligning with the company’s history of valuing and retaining talent.

In summary, Stefanini’s investment in people and the cultivation of a supportive and inclusive culture ensures that the company can attract, develop, and retain talent, which is especially crucial in a competitive and dynamic market like Romania​.

Andreea, looking forward, what are the main challenges and opportunities you foresee in the Romanian recruitment landscape, and how is Stefanini preparing to address them?

As we look ahead in the Romanian job market, Stefanini keeps a close eye on the challenges and opportunities that lie ahead. We understand that uncertain times can make people hesitant to switch careers. That’s why we will focus on improving our internal mobility programs – they keep our team together and provide opportunities for growth without the need to leave. We understand that relocating can be daunting, especially given the current circumstances. That’s why we’re dedicated to creating workflows that cater to the needs of our staff, whether it’s about their role or their location.

In addition, we recognize that the rising cost of living means people expect more from their salaries. Our aim is to balance this challenge with additional perks and benefits that impact them.

Moreover, we’re committed to bridging the generation gap in our workforce. That’s why we invest in our leaders, helping them understand and connect with employees of all ages. Our managers have access to internal training courses, equipping them with the skills and mindset needed to meet the expectations of younger generations and foster a supportive and vibrant workplace environment.