Talent Spotlight — Harveen Kaur (No. 5 — 2025)

Welcome to Talent Spotlight — where every 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 HR 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.

Relocating to Germany marked a bold new chapter. I made a conscious decision to pause, reflect, and reimagine how I want to lead in this space. 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

A big-lesson moment:

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.

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.

Something from a completely different field that helped your talent work:

During college, I gave private tuitions to support my expenses. 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.

Talent Talk

The most unconventional thing you've done in recruiting that 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. Direct sourcing, headhunting from competitors, a structured employee referral program, employer branding content for social media, representing the company at local industry events.

I refined the selection process using competency-based interviews and assessments, and initiated diversity-focused internship programs. Gradually, I introduced campus hiring, onboarded 30–35 fresh engineers over the subsequent years, and built a structured onboarding and mentorship program. Over three years, I scaled the tech and product team from 10 to 120 people.

A trick or productivity hack that makes life easier:

One of my favorite hacks during sourcing is creating a "warm intro list" from my extended network before launching any official search. 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.

One thing about TA you've completely changed your mind about:

I started my career believing great hiring was all about efficiency — filling roles quickly, meeting monthly targets. Today, I focus less on simply "filling roles" and more on understanding the why behind each hire.

It's a shift from transactional to transformational hiring.

Community Connection

When I moved to Berlin, I quickly realized that networking isn't just helpful — it's essential. I attended a few Talent Crunch gatherings and immediately felt the energy: real conversations, curious minds, people genuinely trying to learn and support each other.

What stood out most was Andreea's vision for the community. She doesn't just build events; she builds belonging. When I shared my story with her and expressed interest in contributing, she welcomed me with openness and trust. For me, Andreea truly embodies what it means to lead with heart and create space for others.

One question you've always wanted to ask:

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