Control vs Connection: Choose Your Leadership Style!

Discover how coaching transforms leadership in this insightful episode with Neli Petkova, founder of EvolveTalent and executive search expert. With over 15 years of experience in talent consulting and leadership coaching across Europe, Neli reveals why coaching isn't just a "soft skill" but a leadership superpower that creates connection over control.

In this episode, hosts Oliver and Birgit explore how leaders can shift from managing outcomes to truly leading people through coaching methodologies. Learn practical strategies for developing listening skills, creating psychological safety during times of AI disruption, and fostering innovation anchored in human values rather than just productivity metrics.

Key topics covered:

• Transitioning from disciplinary to coaching-style leadership
• Building psychological safety when teams face AI-related job anxiety
• Creating environments for authentic innovation and idea collision
• Developing communication skills that drive real organizational change
• Balancing authority with empathy in leadership roles

Whether you're a team lead, engineering manager, or C-suite executive in STEM, biotech, or digital industries, this episode provides actionable insights for becoming a more effective, people-first leader through coaching principles.

Perfect for: Leadership development, engineering management, talent acquisition professionals, startup founders, and anyone looking to improve their communication and team-building skills in tech environments.

OUR GUEST

Neli Petkova is the founder of EvolveTalent and a passionate advocate for people-first hiring and leadership. With over 15 years of experience in executive search, talent consulting, and leadership and career coaching across Europe, she supports companies in the STEM, biotech, and digital industries to build high-performing, values-driven teams. Neli integrates coaching methodologies into recruitment and leadership development processes, empowering both organisations and individuals to grow with purpose.

Do you have difficulties of applying change?

Are your processes total nuts?

We explore the dynamics of process improvement and change management in the workplace. In this episode, we check out the invaluable insights of our guest, who brings extensive experience in transforming organizational processes to enhance efficiency and productivity.

Our guest, Ellen König, shares their perspectives on the importance of implementing changes in processes, emphasizing how crucial it is to prioritize efficiency and productivity. We discuss the pitfalls of inefficient processes, which can hinder progress and impede productivity, underscoring the need for streamlined workflows.

We explore practical strategies for introducing new processes without wasting valuable time, focusing on the initial steps our guest takes when joining a new organization. They provide insights into restructuring daily stand-ups and other critical processes to optimize efficiency, particularly during periods of organizational change.

Throughout the conversation, we delve into successful process transformations that have driven substantial improvements within their team. Our guest also shares anecdotes about situations where their expertise was sought to resolve stagnation and foster a culture of continuous improvement.

Join us as we uncover the methodologies our guest employs to identify and rectify process inefficiencies, fostering enthusiasm for change and building trust within their team. Discover how they navigate resistance to change and implement transformations seamlessly, achieving enhanced productivity without adding undue stress or resources.

OUR GUEST

Ellen is the head of engineering at alcemy working to decarbonize concrete. She has been in tech since she learned programming at 12 years old. Her background is in data engineering and backend engineering and she has been an engineering manager for more than 5 years. 

One of her passions as a manager is to optimize the engineering processes to allow teams to have an impact together.

In today’s interconnected world, cultural understanding is more important than ever. But how can we bridge the gap when different cultural perspectives collide? Let's talk about how AI can be a powerful “co-pilot” designed to decode behavioral patterns and foster empathy among diverse cultural groups. But can AI truly understand the subtleties of human behavior, predict desires, or even uncover hidden messages in communication?

In this podcast, we’ll explore how AI is revolutionizing cross-cultural understanding by:

• Analyzing and predicting behavioral patterns

• Helping detect submessages in communication

• Identifying and addressing biases (yes, AI has its own biases, but we’ll show you how they can be eliminated)

• Uncovering the nuances of cultural subgroups, even within large continents like Africa, where diversity is often overlooked

• Exploring how AI navigates the difference between personality traits and cultural influences

We’ll also discuss why we often fall into the trap of cultural stereotypes (e.g., seeing Asia or India as one homogenous block) and how AI can break these stereotypes by offering a deeper, more personalized understanding.

Get ready for a deep dive into the technical side of AI—how it can be trained to understand cultural subtleties, remove biases, and bring people together across cultural divides. It’s not just about recognizing different cultures; it’s about understanding the individual within those cultures.

OUR GUEST

Augustine Kangni is a social entrepreneur and founder of SKLL INK, an HRTech startup focused on improving team collaboration through behavior-driven solutions. With a background in IT Management and Business Administration, she brings years of experience leading cross-cultural teams and building marketing strategies for digital education and talent programs across 11 African countries and Germany.

Augustine is passionate about how AI can be used to foster better intercultural collaboration — especially in remote and hybrid work environments. Her work focuses on making tech talent development more inclusive and culturally aware, while also questioning how cultural identity is (mis)represented in technical systems.

Through her work with startups, accelerators, and social ventures, she advocates for a future of work that is not only data-driven, but also deeply human and globally connected.

When she's not building tech solutions or mentoring BiPoC talents, Augustine explores wellness through massage therapy, travels off the beaten path, and recharges with Afrobeat rhythms and soulful connections.

In this crucial episode, we look into the complex and often misunderstood world of GDPR compliance and the EU AI Act, particularly in the context of recruitment. With the increasing integration of AI tools and data-driven processes in hiring, understanding the legal landscape around these technologies is more important than ever.

Our guest expert, Bettina Blawert, explores how GDPR and the EU AI Act intersect with recruitment practices, shedding light on what recruiters, HR professionals, and hiring companies must know to stay compliant and protect candidate data. She provides in-depth insights into the risk levels associated with these regulations and explain why recruitment falls into the highest risk category, making compliance essential for every part of the recruitment process—from initial applicant submissions to the use of AI in candidate screening.

We’ll cover topics like:

• What is GDPR and the EU AI Act, and why do they matter in recruitment?

• Key aspects of GDPR and the EU AI Act that impact recruitment

• How AI tools are used in the recruitment process and the legal implications of their use

• Understanding the roles and responsibilities in compliance and what overlaps between the two regulations

• Real-life case study: the challenges and risks of training AI models with personally identifiable data.

We’ll also explore the intricacies of AI compliance in recruitment, including what happens when a group is disadvantaged by AI tools and the steps needed to mitigate these risks.

If you’re navigating the complexities of recruitment in an AI-driven world, this episode will equip you with the knowledge to protect both your candidates and your organization. Tune in to understand the latest compliance requirements and how they will shape the future of recruitment and AI technology.

OUR GUEST

Bettina is a lawyer and legal counsel at Sovendus GmbH. She is a certified privacy

expert, specializing in data protection, IT and AI law with a strong focus on GDPR

compliance. She brings a comprehensive approach to navigating data privacy

challenges in diverse organizational settings.

With a unique ability to break down highly complex technical and legal issues into

accessible insights, she is dedicated to making data privacy, IT and AI law

understandable and relevant for diverse audiences. Whether through publications,

presentations, or consultations, she strives to bridge the gap between technical detail

and practical application.

Outside of her professional pursuits, she is deeply committed to female

empowerment, animal welfare and environmental conservation.

Kindness in leadership isn’t about being “nice”—it’s about creating an environment where people feel valued, supported, and empowered to do their best work. It’s about balancing trust, accountability, and resilience while ensuring that team members can navigate challenges without burning out. How can leaders foster kindness without sacrificing performance? And how does kindness transform team culture? Let’s explore.

Kindness is often underrated in leadership, but it’s one of the most powerful tools for building strong, high-performing teams. It’s not about lowering expectations or avoiding difficult conversations—it’s about leading with empathy, trust, and a deep understanding of the challenges people face.

🔹Kindness as a Leadership Strength

A kind leader creates psychological safety, making it easier for team members to share concerns, ask for help, and take risks without fear of punishment. This is especially crucial during tough projects where pressure is high and burnout is a real threat.

🔹Preventing and Addressing Burnout

Burnout doesn’t happen overnight—it builds over time. Some early warning signs include:

• Decreased motivation and engagement

• A sudden drop in performance

• Emotional exhaustion or detachment

As leaders, we have to proactively recognize these signs and create an environment where people feel safe discussing struggles before they reach a breaking point. When someone is already burned out, it’s our responsibility to help them recover—whether by redistributing workload, encouraging time off, or offering support.

🔹The Role of Trust in Fostering Kindness

Trust is the foundation of a kind workplace. But trust isn’t just about the leader—what happens when a team member trusts their manager but struggles to trust their teammates? Leaders need to bridge that gap, fostering relationships that go beyond hierarchical structures.

🔹Balancing Kindness and Accountability

One of the biggest misconceptions about kindness in leadership is that it leads to leniency. In reality, kindness and accountability go hand in hand. Holding people to high standards while providing support and guidance leads to stronger performance and growth.

🔹Leading Through Challenges

In times of crisis or high-pressure situations, kindness doesn’t mean shielding people from difficulties—it means helping them navigate challenges in a way that preserves their well-being. Leaders can do this by:

✔️ Ensuring open and honest communication

✔️ Focusing 1:1 meetings on both work and personal well-being

✔️ Aligning personal growth with company goals in a way that feels meaningful

🔹Is It Possible to Be Too Kind?

Can a leader be too kind? If kindness means avoiding tough conversations or failing to address underperformance, then yes. But when kindness is about fairness, respect, and genuine care for people, it becomes one of the most effective leadership tools.

What does kindness in leadership mean to you? Have you seen it transform a team? Let’s discuss.

OUR GUEST:

is Yamila Maio.

Yamila is an Engineering Leader with over 15 years of experience and technical background, now focused on leadership and people. She's most fulfilled when people grow or learn from working or collaborating with her.

This focus on people allows for more and better tools to grow engineers, build high-performance teams, and negotiate with stakeholders while still being efficient at delivering projects, achieving results, and balancing the team’s well-being in a highly organized environment.

She believes kindness is contagious and that we can change the world one act of kindness at a time. And that we can take the tech industry to new heights by leading with kindness.

Navigating the transition from technical expertise to leadership can be daunting, especially with the fear of losing technical proficiency—the “rusty” feeling. How can leaders balance staying technically sharp while embracing broader responsibilities? Let’s explore strategies for staying current in tech, managing team dynamics, and redefining problem-solving beyond coding.

The journey from technical roles to leadership often brings a common concern: The fear of becoming “rusty” in hands-on skills. This transition raises critical questions about maintaining technical proficiency while excelling in leadership.

🔹Understanding the Fear of Becoming “Rusty”

For many engineers transitioning to leadership, the fear of losing technical acumen—of becoming “rusty”—is palpable. It’s a concern rooted in the rapid evolution of technology and the perceived pressure to keep up.

🔹Balancing Technical Proficiency with Leadership

Leadership requires a shift in focus—from hands-on problem-solving to strategic oversight and team development. Balancing these responsibilities is crucial for effective leadership without losing touch with technological advancements.

🔹The Idolization of Technical Expertise

In tech fields, technical prowess is often idolized, which can complicate career transitions. Leaders must redefine success to include both technical depth and leadership effectiveness.

🔹Consequences of Allowing Skills to “Rust”

Allowing technical skills to decline can have both positive and negative consequences. While focusing on leadership can enhance strategic thinking, losing touch with technology may limit innovation and credibility.

🔹Adapting to Technological Evolution

With rapid advancements like AI, the importance of staying hands-on versus managing strategically has shifted. Leaders must balance curiosity-driven learning with the demands of leadership.

🔹Strategies for Staying Current

Effective leaders maintain technical relevance through curiosity, hands-on engagement, and strategic time management. This approach ensures they can guide teams while understanding evolving technologies.

🔹Navigating Guilt and Frustration

Leaders grappling with guilt or frustration over letting go of technical expertise can find solace in redefining problem-solving and recognizing the broader impact of strategic leadership.

🔹AI’s Impact on Technical Skills and Evaluation

AI has revolutionized how technical skills are evaluated and utilized. Leaders must adapt to AI’s capabilities while ensuring human judgment remains integral to decision-making.

How do you navigate the balance between technical proficiency and leadership? Share your strategies for staying relevant in tech while excelling in leadership. Let’s dive into this evolving landscape together.

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OUR GUEST:

Emanuele Giarlini works as a Director of Engineering for MOIA, currently leading the Fleet Operations business unit. With over a decade of experience as a full-stack engineer, he brings unparalleled expertise to the table. Specializing in the mobility sector, Emanuele has effectively led cross-functional teams for five years, driving both innovation and operational excellence. Beyond his technical proficiency, Emanuele is dedicated to mentoring others in leadership, guiding them toward their fullest potential. His commitment to leadership extends beyond professional boundaries, evident in his insightful blog where he shares invaluable insights and practices.

Check out his blog for more articles from Emanuele

https://www.devaslead.com/the-rusty-developer/

In this thought-provoking episode, we explore the intersection of identity, culture, and feedback in engineering teams. Our guest shares her incredible journey relocating across countries (Ukraine to Poland to the Netherlands), discovering a new sense of self, belonging, and cultural identity.

This episode is packed with practical and emotional insights, offering a unique lens on:

👉 Identity shifts through relocation: How moving across borders shapes personal and professional perspectives.

👉 Cultural dynamics in feedback: Why understanding cultural differences is critical in engineering teams, and how to adapt feedback for growth rather than criticism.

👉 Overcoming imposter syndrome: Advice for newcomers in tech adjusting to new environments and building meaningful connections.

👉 Feedback challenges: How to navigate giving upward feedback, breaking cultural barriers, and creating an open feedback culture.

Drawing from her Culture Map workshop, our guest shares real-world examples of how different cultures approach feedback—from the directness of Ukrainians to the subtlety of Japanese teams—and how these differences impact team dynamics and productivity.

We’ll also explore:

✅ The role of feedback in re-establishing boundaries and fostering trust.

✅ How to balance asking questions and making assumptions to uncover hidden meanings in multicultural communication.

✅ The importance of leading with empathy and curiosity in diverse teams.

🎙 Meet Our Guest:

Alisa has over 12 years of experience in the IT industry, specializing in technical project management, agile development, and process improvement. She’s passionate about creating innovative, user-friendly solutions that elevate the online experience.

In November 2024, Alisa delivered a talk on Feedback for Intercultural Teams, which highlighted the importance of understanding each other in diverse environments. Outside of work, Alisa is an avid traveler who has visited 15+ countries!

🎧 Tune in to learn actionable strategies for embracing cultural diversity, improving feedback practices, and thriving in today’s global tech landscape!

The tech landscape is evolving at lightning speed, driven by economic shifts and the rapid adoption of AI. In this episode, we dive deep into the challenges and opportunities this creates for engineering leadership. Join us as we explore the human side of tech teams, the realities of navigating AI’s impact, and the delicate balance leaders must strike in a world where the lines between humans and machines blur more than ever.

💡 Key topics we cover:

• The Human Factor in Tech Leadership: Why it’s critical to view engineers as people, not just resources, and how leaders can address both mental health and output.

• Flexibility and Openness: Embracing the realities of bad days and unknowns in projects, and fostering an environment of openness that allows space for emotions—even tears of joy.

• AI’s Role in Engineering Workflows: How AI’s limitations—like hallucination and unreliability—require engineers to adapt and maintain quality assurance. The importance of “garbage in, garbage out” in ensuring accurate outcomes.

• The Shifting Perception of Engineers: From being seen as costly to AI-assisted coding changing the narrative, we unpack common misconceptions about engineers and their contributions.

• AI in Recruitment and Beyond: Why coding challenges may no longer be relevant in a world where communication and problem-solving matter more. What role does AI play in hiring junior developers, and how is the AI Act reshaping the industry?

• Business Meets Tech: Bridging the gap between business priorities and engineering needs—why scalability, maintainability, and rewriting models still matter, and how engineers can communicate their value effectively.

We’ll also discuss:

• The changing hiring landscape for junior developers.

• Balancing assumptions with active discovery in project management.

• Whether businesses can truly become independent of engineers with AI.

• Staying competitive in an “even faster, even cheaper” world.

This episode is packed with insights on building resilience in engineering teams, redefining leadership in tech, and preparing for a future where collaboration between humans and AI is inevitable. Whether you’re a tech leader, an engineer, or someone navigating the intersection of business and technology, this is a conversation you won’t want to miss.

Tune in and join the discussion on embracing compassion, flexibility, and innovation in the tech-driven world!

Vision, Values, and Culture: The Blueprint for Thriving Teams

In this thought-provoking episode of Vision, Values, Culture, we sit down with Jack Godau, a seasoned leader and digital evolution expert. Jack brings his unique perspective on leadership, exploring how vision, values, and culture shape successful organizations.

Jack emphasizes that vision must go beyond financial goals. A strong vision is a unifying force, providing purpose and meaning that inspires employees at every level. For Jack, vision isn’t just about creating a mission statement but about answering a fundamental question: why do we do what we do? It’s about creating a sense of shared purpose so compelling that people might still engage in their work even if financial incentives weren’t involved. Vision gives culture direction, transforming it into a guiding force that shapes behavior, decision-making, and collaboration. Without vision, culture becomes hollow and aimless.

Values, as Jack explains, are the backbone of a company’s culture. They are not just principles to aspire to but tools to navigate everyday decisions. In one of his previous roles, Jack led an effort to refine the organization’s values, reducing them from 11 abstract concepts to four focused ones that could be directly translated into action. This process highlighted the importance of clarity and alignment, ensuring values were more than just words on a page. Jack discusses how values influence critical aspects of leadership, from hiring decisions to performance evaluations and even terminations. He recounts how values like kindness can sometimes be misunderstood, emphasizing that kindness isn’t just about being nice to others—it’s also about being kind to oneself. Similarly, accountability, often seen as synonymous with blame, is reframed by Jack as a way to empower teams rather than create anxiety.

Culture, Jack believes, is dynamic and requires constant effort to build and sustain. He shares insights on integrating new team members into an organization’s culture, especially those coming from diverse backgrounds or different offices. Sub-cultures naturally form within teams, but the challenge is ensuring they align with the organization’s broader vision and values. Jack stresses the importance of transparency in feedback and performance reviews as a means of fostering trust and collaboration. He also reflects on the complexities of remote and hybrid work environments, where maintaining cultural alignment and cohesion becomes even more critical.

Processes, Jack warns, can either nurture or erode culture. Certain workflows, left unchecked, might exclude new members or unintentionally harm team dynamics. Leaders must remain vigilant, ensuring that operational efficiency doesn’t come at the cost of cultural integrity. Jack also highlights how promotions and leadership development must align with values, cautioning against rewarding technical excellence alone without considering qualities like collaboration and alignment with the organization’s mission.

Tune in to discover how Jack Godau’s approach to vision, values, and culture can inspire you to lead with clarity and integrity, building teams that not only achieve but excel.

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OUR GUEST SPEAKER

is Jörg (Jack) Godau.

Jack Godau loves causing digital evolution, he is an empathetic leader, healthcare expert, mentor and coach.

As a digital evolution expert with over 24 years of experience, Jack  excels at driving transformation and innovation in highly complex environments. His expertise lies in bridging the gap between business goals and strategy, technology and people, thereby enabling organisations to not only adapt but thrive in an ever-evolving digital landscape. He has held the roles of CTO, CDO and CISO in various organisations and has been responsible for strategy, hiring, budget, security, compliance and implementation of a broad range of initiatives.

As our podcast guest reveals, this can be one of the most expensive mistakes a leader can make.

In this candid conversation, we explore the nuanced dynamics of hiring friends and the hidden challenges that come with it. Our guest, Narayan Prasad, has been at the forefront of tech innovation for decades—running a space-tech company, investing in startups, and leading teams across multiple continents. His insights are a masterclass in leadership and the complexity of balancing personal relationships with professional responsibilities.

• Blurring Lines Between Friend and Boss: Friends often struggle to see you as their leader. This can lead to pushback on decisions, creating a drain on your time and energy as you explain and justify your choices.

• Double Standards: Hiring friends can create unintentional double standards, where policies or hierarchies are harder to enforce.

• Economic Dependence: Transitioning from equals to a boss-employee relationship often strains friendships, especially when tough decisions need to be made.

• Sacrifice Dynamics: Friends might feel they’re making personal sacrifices for the company, creating an unspoken sense of entitlement.

Running a largely remote company in a high-tech, fast-paced environment adds another layer of complexity. When skills become obsolete within a few years, and top-down decisions need to be made quickly, the dynamics of hiring friends can hinder agility and collaboration.

Our guest also shares how losing employees isn’t always a setback—it can sometimes be a blessing. For example, when employees with outdated skills choose to leave, it spares the company from difficult layoff decisions.

One of the most compelling parts of this episode is the reflection on maintaining relationships after friends leave the company. The transition is often painful—comparable to a “divorce,” where both sides carry residual unhappiness. Setting boundaries between “friend-mode” and “work-mode” is essential but challenging.

• Be transparent—but balance it. Over-sharing about the company’s struggles can demoralize teams, even when intended as honesty.

• Build a remote culture thoughtfully. Create policies like face-time opportunities to encourage collaboration, but expect pushback when these policies challenge personal dynamics.

• Don’t compromise on hierarchy and work ethics, even when dealing with friends. Consistency is key to maintaining fairness.

A Takeaway for Aspiring Leaders With Friends:

This episode is a must-listen for leaders navigating personal relationships in professional spaces. Whether you’ve faced these challenges or want to avoid them, the lessons shared in this episode will leave you rethinking your approach to hiring, culture-building, and leadership.

Tune in to hear why our guest, Narayan Prasad, says, “Don’t hire your friends,” and learn how to lead with integrity, even in the toughest situations. Catch the episode now!

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is Narayan Prasad.

Narayan is a co-founder and COO at satsearch, the world’s largest marketplace for the space industry that streamlines procurement for team building space missions and suppliers. satsearch has helped engineers to procure for over 400 space missions passing on procurement opportunities worth over $1 billion to suppliers in the space industry.

There are nuances of communication in the tech world that can lead to efficiency or to high-cost creation. Communication is often underestimated, yet it’s one of the most impactful factors in engineering and leadership. Our guest, Eugene, unpacks the importance of being “clear by intent,” the pitfalls of poor communication, and how it affects individual and team productivity. We explore the subtle art of asking the right questions without causing confusion or irritation, the value of tone in written and verbal communication, and why even a simple FYI message can sometimes do more harm than good. Eugene also shares his views on the cultural dimensions of communication, especially for non-native English speakers and international teams, and how to approach feedback across diverse teams. Whether you’re a seasoned engineer, a recruiter, or someone entering the tech field, this episode is packed with actionable insights: • Why clarity is crucial and how to achieve it. • Common communication mistakes and how to avoid them. • Why voice-of-tone matters, even in technical conversations. • The military-style of writing emails – and why it works. • How communication can make or break your interview success. • The secret sauce behind effective recruiting communication. Eugene also touches on how miscommunication can derail projects and careers and what individuals and organizations can do to improve. From behavioral changes to practical tips, this discussion will leave you rethinking how you approach communication in your professional life. Stay tuned until the end, where Eugene shares his tips for becoming a better listener and building meaningful connections in a world where good communication is a competitive advantage. Guest Speaker: Eugene Eugene is a seasoned Data Engineer with a wealth of experience in fast-paced tech startups. Currently a Principal Data Engineer at Zalando, he’s a thought leader in engineering, communication, and leadership. Previously at GetYourGuide, Eugene led engineering teams on critical Marketing and Marketplace projects. His unique blend of technical expertise and strategic leadership makes him a powerhouse in driving impactful insights and results. ----- Join this round with Oliver Zauritz and Birgit Pohl. Tech Talent Talk is a series that bridges the gap between engineering and recruitment. YOUR HOSTERS Tech Talent Talk is powered by PressForward.Works and Leaders and Makers Oliver Zauritz is head of recruitment and owner of Pressforward.Works. As a partner for tech-organisations, he looks for engineers that fit to your culture. www.pressforward.works Birgit Pohl is an engineering leader and coach. She coaches leaders and organisations creating high-performing teams through culture. www.leadersandmakers.com

How should the world with efficient interview processes look like? How did they’ve evolved over the years? We’ll discuss this and the balance between technical skills and culture fit, how to handle “rockstar” developers, and why building diverse teams with mixed experience levels is key to success.

In this episode, we dive deep into the complexities of designing and conducting efficient interview processes, focusing on the evolving landscape of tech recruitment. Our guest, with over a decade of experience in tech leadership and having personally interviewed over 56 candidates in his last role, shares his insights into the state of modern interviews and how they have evolved over the years. We begin by discussing what was broken in the past and what remains problematic today, particularly the rigid structures that still dominate many interview processes. These strict formats often leave both candidates and interviewers feeling disconnected, especially when tech professionals “grill” candidates with overly detailed questions, only to be disappointed when a candidate doesn’t perform as expected.

One of the key topics we explore is how younger candidates and interviewers often adhere to a set script, limiting genuine interaction and reducing the interview to a predictable back-and-forth. This becomes especially challenging when interviewing highly experienced professionals who don’t fit neatly into these preconceived molds. We’ll examine why this approach fails and what can be done to foster a more open, flexible, and revealing interview environment. Our guest offers tips for leading interviews, recognizing red flags, and ensuring that pre-screening processes are effective without being overly reliant on technical keyword searches or rigid HR filters.

The discussion also highlights the importance of team composition and the balance between hiring for cultural fit versus pure technical ability. We talk about why mixing experience levels—juniors, intermediates, and seniors—brings value to teams, with junior developers often asking fresh questions that challenge assumptions. At the same time, we’ll address the infamous “rockstar developer” stereotype, weighing the pros and cons of hiring individuals who excel technically but may struggle with collaboration and communication.

Our guest’s perspective on hiring rockstars and how to manage them effectively offers valuable insights into what tech leaders should prioritize—whether it’s communication, teamwork, or leadership potential. This episode is packed with actionable advice on creating interview processes that don’t just assess technical skills but also evaluate a candidate’s fit within a team and how they handle real-world challenges.

Our Guest Speaker is Sebastian Fuentes.

Sebastian a dinosaur by today's standards, being only 44 years old. He started his first website with 15 years back in 1995 and took over his first role at Amazon in 1999. In the last 14 years, he has spent more and more time in leading roles, in the previous five exclusively. He helps teams grow and sustain, sometimes setting up teams fresh from start. Hiring and interviewing are the main Topics in his day-to-day life.

----- Join this round with Oliver Zauritz and Birgit Pohl. Tech Talent Talk is a series that bridges the gap between engineering and recruitment. YOUR HOSTERS Tech Talent Talk is powered by PressForward.Works and Leaders and Makers Oliver Zauritz is head of recruitment and owner of Pressforward.Works. As a partner for tech-organisations, he looks for engineers that fit to your culture. www.pressforward.works Birgit Pohl is an engineering leader and coach. She coaches leaders and organisations creating high-performing teams through culture. www.leadersandmakers.com

In this episode, we dive into the pros and cons of performance reviews, exploring their impact on both employees and employers.

We tackle the key benefits of these evaluations, such as how they can offer clear feedback, foster career growth, and help align individual goals with company objectives. We also discuss how performance reviews can positively influence team dynamics and employee development when done right.

But, as with all systems, there are downsides too. We’ll examine the common pitfalls, such as stress and anxiety caused by formal reviews, and how biased or ineffective feedback can demotivate employees, leading to disengagement or resentment. The conversation doesn’t stop at the traditional approach— we also explore alternatives like real-time feedback systems and how they compare to annual reviews.

Are performance reviews outdated, or can they still serve a purpose? How can companies ensure fairness and make these reviews more effective and engaging for everyone involved?

We’ll touch on how company culture shapes the review process, what role managers should play, and whether performance reviews should even be tied to salary and promotions. Whether you’re a manager or an employee, this episode offers actionable insights on making performance reviews a tool for success, rather than a dreaded formality. ----- Join this round with Oliver Zauritz and Birgit Pohl. Tech Talent Talk is a series that bridges the gap between engineering and recruitment. YOUR HOSTERS Tech Talent Talk is powered by PressForward.Works and Leaders and Makers Oliver Zauritz is head of recruitment and owner of Pressforward.Works. As a partner for tech-organisations, he looks for engineers that fit to your culture. www.pressforward.works Birgit Pohl is an engineering leader and coach. She coaches leaders and organisations creating high-performing teams through culture. www.leadersandmakers.com

Join us for an insightful deep dive into ADHD, autism, and how neurodiversity shapes both personal and professional lives. We’ll explore what ADHD and autism really are, debunk common clichés, and discuss how individuals with these neurodiverse traits develop unique skills and “superpowers” that often go unnoticed.

In this episode, we delve into the complexities of ADHD and Autism, exploring how these neurodiverse conditions differ from the typical neuro-normative experience. We start by breaking down the basics: What are ADHD and Autism, and how can one identify if they have these conditions? Our guest shares their journey into understanding these topics, offering a personal touch on how they came to explore the nuances of neurodiversity.

We challenge the clichés and stereotypes surrounding ADHD and Autism, particularly in the workplace. How skilled are individuals with these conditions, and what unique abilities do they bring? Often referred to as “superpowers,” we examine the strengths and weaknesses of neurodiverse individuals through the lens of neuro-normative perspectives, shining a light on why some behaviors may be misunderstood or undervalued in traditional environments.

One of the key topics we explore is the impact of behavior-based recruiting on neurodiverse individuals. How do conventional recruitment practices unintentionally exclude people with Autism or ADHD? We provide insights on communication strategies, emphasizing the importance of understanding differences in how neurodiverse and neuro-normative people interact. This includes a look at the “double empathy problem,” which highlights the mutual misunderstandings that can arise between neurodiverse individuals and the wider world.

We also introduce the concept of “thin-sliced judgement,” where people make rapid judgments based on limited information, often to the detriment of those who don’t fit neurotypical molds. How can we reshape interviews and meetings to better include neurodiverse candidates? We discuss the importance of using open questions vs. closed questions to foster a more inclusive and supportive environment.

This episode is a deep dive into how we can better understand, value, and include neurodiverse individuals in our workplaces and beyond, with practical advice on creating a culture that celebrates diversity in all its forms.

Our Guest Speaker is Florian Malicke.

Florian Malicke is autistic, has ADHD, and has nearly 30 years of professional experience with neurodivergent individuals. Since November 2023, he has been working as a freelancer, offering coaching for adults with autism and ADHD. Additionally, he is booked for workshops, keynotes, and lectures.In his work, he speaks about neurodiversity and shares his own autistic perspective. He is passionate about raising awareness and providing easily implementable tips.

LinkedIn: www.linkedin.com/in/florian-malicke

His Website: www.autismus-coaching-rheinmain.de

Master the interview like a champion. Learn about tips and tricks from lessons learned and what can we as Hiring Managers and Recruiters learn from the challenges and struggles from the candidate side?

Our Guest Speaker:

Bhupinder Singh, aka Dynamic Singh is an Engineering Leader from Berlin with over a decade of experience in Tech.He has worked at early-stage startups, scaleups, tech unicorns, and Fortune 100 companies.

Bhupinder has interviewed more than 150 engineers and has given over 200 interviews in his career so far.His first book, “Interview Champion” is coming soon, which aims to help engineers unlock their full potential for tech interviews.