🏆 Talent Spotlight - Harveen Kaur (No. 5 - 2025)

Welcome to Talent Spotlight – where very month, we shine a light on standout talent professionals, and the real stories shaping our industry.

Hey Harveen, tell us a bit about yourself 😀. Who are you, where are you, and what keeps you busy these days?

Hi, I’m Harveen Kaur, a business and people-driven HR leader, originally from India and now based in Berlin. I’ve grown professionally across India and Southeast Asia, building and scaling HR strategies in dynamic, high-growth environments.

My journey into Human Resources began over a decade ago, but it truly evolved in the dynamic world of Southeast Asian tech startups. I spent nearly 7 years at RedDoorz, a fast-scaling travel tech company, where I was among the first employees. As we expanded, I wore many hats from building HR processes from the ground up and embedding employee engagement as a cultural cornerstone, to driving performance through structured frameworks and leading organization-wide design and restructuring initiatives. I also led end-to-end talent acquisition efforts, scaling the team rapidly by building sourcing strategies, launching referral program.

Relocating to Germany marked a bold new chapter: not just geographically, but personally and professionally. I made a conscious decision to pause, reflect, and reimagine how I want to lead in this space. That shift gave me clarity: People work isn’t just about processes or policies, it’s about people. Their stories, their growth, and the environments we create to support them with intention and care.

Your Story

1. Will you share a small moment that taught you a big lesson with us? (could be a mistake, a surprise, or an "aha" moment - from any part of your life):

During a critical phase of scaling and operational optimization, the business had to pivot fast.

As part of the leadership team, I was involved in difficult restructuring conversations. There was no playbook, only high-stakes decisions and real human impact. That period taught me a powerful lesson: being agile isn’t about speed alone; it’s about making thoughtful decisions with limited data, while keeping empathy and transparency at the center.

We didn’t always have perfect answers, but we communicated openly. That honesty built trust even in moments of exit.

2. What about something you learned from a completely different field/hobby/experience that unexpectedly helped you in your talent work:

During college, I gave private tuitions to support my expenses. It wasn’t just about earning; it was my first real taste of independence. I learned how to manage time, handle expectations from both students and parents, and build trust through consistency. More than anything, it taught me that financial independence builds confidence, and confidence builds character.

That early experience shaped my work ethic and kept me grounded, even as I took on broader responsibilities in my HR career. It’s why I still approach every challenge with a learner’s mindset and why I believe in empowering others to stand on their own, not just be supported.

Talent Talk

1. What's the most unconventional thing you've done in recruiting that actually worked really well?

At my last role, during a rapid scale-up phase, I couldn’t rely on external agencies or a well-established employer brand, so I rebuilt the recruitment strategy from the ground up.

I led direct sourcing efforts, proactively headhunted from competitors, and launched a structured employee referral program. At the same time, I focused on employer branding creating engaging content for social media and representing the company at local industry events to increase visibility and credibility.

I refined the selection process using competency-based interviews and assessments, and initiated diversity-focused internship programs to expand the talent pipeline. Gradually, I also introduced campus hiring successfully, onboarded 30–35 fresh engineers over the subsequent years, and built a structured onboarding and mentorship program to nurture them from the ground up.

Over three years as a part of lean startup, I scaled the tech and product team from 10 to 120 people a growth powered by intentional sourcing, strong engagement, and a commitment to long-term talent development.

2. Would you share a (sourcing, interviewing, etc.) trick or productivity hack that makes your life easier:

One of my favorite hacks during sourcing is creating a "warm intro list” from my extended network before launching any official search. I proactively reach out to ex-candidates, alumni, and referrals from trusted employees, people who may not be actively job seeking but are often a strong cultural and technical fit. These conversations are more personal and often lead to faster, higher-quality hires.

In interviews, I focus on real, practical experience, what someone has actually done and how that experience can add value in our context. While I use structured scorecards for consistency, I always dig deeper into stories where candidates navigated ambiguity or solved real challenges. It’s less about polished answers and more about substance and self-awareness that’s where the real potential shows up.

3. What's one thing about talent acquisition that you've completely changed your mind about over the years?

I started my career as a recruiter, and early on, I believed that great hiring was all about efficiency, filling roles quickly, meeting monthly targets, and keeping the pipeline moving. Speed and numbers defined success.

But over time, through experience and deeper business exposure, I’ve come to see that the real strength of talent acquisition lies in strategic alignment and authentic storytelling.

Today, I focus less on simply “filling roles” and more on understanding the why behind each hire what success actually looks like, how the role supports business goals, and what kind of journey and growth we’re offering the candidate. It’s a shift from transactional to transformational hiring.
When that alignment is strong, even unconventional profiles can become standout hires because it’s not just about checking boxes but creating the right match for long-term impact.

Community Connection

1. Who in your community inspires you and why? (Should we ask this person to share their story next?)

When I moved to Berlin, I quickly realized that networking isn’t just helpful it’s essential. Whether for professional growth or personal connection, finding the right community made all the difference. At first, I started attending general events just to meet people. Then I discovered Talent Crunch, and everything changed. I attended a few of their gatherings and immediately felt the energy: real conversations, curious minds, and people genuinely trying to learn and support each other.

What stood out most to me was Andreea’s vision for the community.

No flattery; just honesty. She doesn’t just build events; she builds belonging. When I shared my story with her and expressed my interest in contributing, she welcomed me with openness and trust, inviting me to become a collaborator. That moment meant a lot it gave me a sense of purpose and a place to belong in Berlin.
I’ve seen every Talent Crunch event get better than the last. The energy, the people, the openness it’s rare, and it’s special. For me, Andreea truly embodies what it means to lead with heart and create space for others.

👀 What's one question you've always wanted to ask other talent professionals?

How do you handle it when your values clash with a hiring manager or leadership decision, especially around people topics?