I hear what a CV can't say.
Mind Find is a boutique search practice led by Natasha, an international recruiter and HR leader with a Master's in HR Management. Every search takes a 360° view of each candidate: skills, communication, motivation and long-term fit. For 10 years, companies around the world have relied on her to find people who perform, fit and stay.
Most recruiters read profiles. I listen to people.
A CV tells you where someone has been. It doesn't tell you how they think, how they communicate, or whether they'll still be thriving on your team a year from now.
After 10 years of international recruitment and HR and more than 50,000 candidates screened, I've learned to hear the difference between a good interview and a great hire. Every search is built on that.
— NatashaA 360° view of every candidate
Skills, experience, communication and motivation, each scored against criteria we agree at the start, with notes on how they reason, explain and collaborate.
Hiring for the long term
As an HR leader, I build the onboarding and review systems new hires go through. I recruit for long-term success, not just a signed offer.
One senior partner
No junior hand-offs. The person who takes your brief is the person who presents your shortlist, usually within two weeks.
A recruiter who has sat on every side of the table.
A great hire isn't found. It's heard.
Natasha has spent 10 years in international recruitment and HR, filling more than 200 roles for companies around the world.
Her focus is simple: fast, high-quality hiring. Most searches deliver a scored shortlist in about two weeks, and every candidate on it has been screened against the criteria agreed at the start. You spend your time interviewing people who can do the job, not sorting through CVs.
Ten sectors, one standard
Experience hiring technical, commercial and leadership roles across fast-moving industries.
Five stages. Shortlist in about two weeks.
A full circle, from your brief to your new hire's first 90 days. You see every decision, every score and every reason.
- Stage 1
Tune the brief
We define the role, must-haves, compensation band and the scorecard every candidate will be measured against.
Days 1–2 - Stage 2
Map the market
Boolean and X-ray research, the right job boards for each region, and direct outreach to people who aren't actively looking.
Week 1 - Stage 3
Listen closely
Structured screening calls that test skills, motivation, communication and remote readiness.
Weeks 1–2 - Stage 4
Present the shortlist
A ranked shortlist, each candidate with a scorecard and my honest recommendation. I coordinate interviews and feedback.
Around week 2 - Stage 5
Close and onboard
Offer support through acceptance, plus guidance on a strong first 90 days.
Offer to day 90
Illustrative example. Every shortlist comes with a scorecard like this.
Boutique attention. Global reach.
Large agencies sell the size of their database. Mind Find gives you the full picture instead.
| Typical agency | Mind Find | |
|---|---|---|
| Who runs your search | An account manager, with work passed to junior researchers | Natasha, personally, from brief to offer |
| Speed | Shortlists often take a month or more | Shortlist in about two weeks on average |
| What you receive | A stack of CVs | A ranked shortlist with a scorecard for every candidate |
| How you pay | A percentage of salary, often due in full on placement | One agreed fee, split 50 / 50 between kickoff and selection |
| If a hire leaves early | Fine print and partial refunds | Replacement at half price within the first 90 days |
Three ways to work together
Full-cycle recruitment
The complete Mind Find Method for technical, commercial and leadership roles.
- Brief and success scorecard
- Global sourcing and direct outreach
- Ranked, scored shortlist in about two weeks
- Interview coordination to signed offer
Sourcing sprint
Focused research that delivers a qualified longlist and a sourcing kit your team can reuse.
- Boolean and X-ray search across regions
- Market map with availability notes
Hiring system design
A repeatable hiring process your managers can run with confidence.
- Interview stages and structured scorecards
- Role profiles and hiring-manager briefs
- Candidate communication templates
Simple, fair and shared risk.
One agreed fee per position, paid in two halves. You know the full cost before we start.
Search kickoff
Covers the brief, market mapping, sourcing and screening. Work starts the same week.
Successful hire
The second half is due only once you've chosen your candidate.
Replacement guarantee
If the hire doesn't work out in the first 90 days, the replacement search costs half the price.
Sourcing sprints and hiring system design are quoted separately. You'll receive a written proposal after the discovery call.
Five-star reviews from real clients.
Real reviews from clients on Upwork, where Natasha holds the Top Rated Plus badge.
“Great experience working together. She was reliable, communicative, and delivered quality candidates in a timely manner. Highly recommended.”
“Natasha is awesome, very communicative, organized, and hard working. Highly recommend.”
“Great recruiter!”
- HR Manager5.0
- Fast-Paced Recruiter for Canada / USA5.0
- HR & Payroll Specialist: job descriptions5.0
Four commitments on every search.
A reply within one business day
In your time zone, for every message.
A scorecard with every shortlist
You never receive a CV without the evidence and reasoning behind it.
Fast shortlists
About two weeks to shortlist on average, with clear updates throughout.
Days of protection
Half-price replacement if a hire leaves within the first 90 days.
Thinking on hiring well
Short essays from 10 years of recruiting. Open one to read it.
Interviewing · 3 minThe answer is in how they explain it
Read →
Ask a senior engineer to explain a hard technical decision to a non-technical stakeholder. You'll learn more in five minutes than in an hour of trivia questions.
Listen for structure. Do they set context before detail? Do they check whether you're following? Do they name the trade-off they rejected? Those habits predict how they'll lead a team, write a design doc and handle an incident at 2 a.m.
Remote hiring · 4 minRemote readiness is not a personality trait
Read →
Companies often screen for "self-starters" and stop there. In practice, remote success depends on three learnable behaviours: writing updates nobody asked for, flagging blockers early, and protecting overlap hours with the team.
Ask candidates to describe their last week of async work in detail. Specific answers are good signals. Vague answers usually are not.
Retention · 3 minHiring ends on day 90, not on offer day
Read →
Most early departures are decided in the first three months. New hires leave when expectations were unclear, feedback was missing, or the role differed from the one they were sold.
A simple 30/60/90-day plan fixes most of this: agreed goals for each milestone, a scheduled conversation at each one, and a manager who writes down what "good" looks like.
Based in Europe. Working on your clock.
Central European Time overlaps with Asia-Pacific mornings and the Americas' afternoons, so your search never waits a day.
Before we talk
What roles do you recruit for?
Technical, commercial and leadership roles across SaaS, Finance, FinTech, Blockchain, Marketing, AdTech, Real Estate, IT, Manufacturing and E-Commerce. If your role sits outside these, ask anyway. You'll get an honest answer about fit.
How does payment work?
Each position has one agreed fee. You pay 50% when the position opens and the remaining 50% when your candidate is selected. If the hire leaves within the first 90 days, the replacement search costs half the price.
How fast will we see candidates?
The average time to shortlist is about two weeks from kickoff. Very niche profiles can take longer, and you'll know that at the brief stage.
Can you hire where we have no legal entity?
Yes. I source and assess candidates worldwide and work alongside employer-of-record and contractor platforms such as Deel to get the hire set up.
I'm a candidate. Can I reach out?
Please do! Send your LinkedIn profile and a few lines about the role you want next.
Let's find the person you can't afford to miss.
A free 15-minute discovery call is the easiest place to start. You'll leave with a clear read on the talent market for your role, whether or not we work together.
nedanovskan@hotmail.com