Luminița Potorac-Roman, Hatwit

Inspiration behind Hatwit - What inspired you and Marius Potorac-Roman to found Hatwit? Could you please tell our members the interesting story of how you came up with the name of your company?

Marius and I bring over 20 years of business and human resources experience - a corporate and entrepreneurial blend that values tradition for its solid foundation while embracing innovative, agile thinking. Our journey took a turn after visiting Charlie Chaplin’s museum and his last home in Vevey, Switzerland. Immersed in Chaplin’s legacy of vision, humor, and transformation, we were inspired to name our new venture HATWIT. The name reflects our dual identity: the "HAT" symbolizes our roles, responsibilities, and respect for tradition, while "WIT" captures the creative spark and forward-thinking mindset that drives us. Hatwit was born from our passion to unite the most dedicated people and teams, forging long-term partnerships and creating genuine synergies between candidates and clients for optimal alignment and career paths.

Challenges in the beginning - What were some of the biggest challenges you faced in the early stages of building Hatwit, and how did you overcome them?

Building a new brand in a traditional industry like executive search is no easy mission - but that's exactly what we did. From the very start, we embraced the HR executive search or consulting boutique model, much like those in the UK and US, known for their agility and dee p market insights that deliver highly personalized services. We built our brand on a solid foundation while introducing key differentiators. Our early adoption of AI-based scouting and mapping, launched as early as 2020, helped us bridge the gap between established practices and our fresh, agile approach, setting the stage for our next steps.

Innovation in talent management - Hatwit focuses on talent and performance management. What do you think sets your platform apart from others in this space?

We redesigned our executive search and leadership consulting processes to better predict workplace performance. By deep diving into understanding industries, businesses, trends, markets, and business models—as well as organizational structures and cultures—we integrate comprehensive, data-driven assessments of past performance, potential, motivation, and values through cross-functional interviews and rigorous evaluations. Our consulting solutions now encompass market and talent mapping, leadership assessments and development, succession planning, and executive career transitions—all supported by a robust network of over 100,000 executives and senior managers built over two decades across Europe. And we continue to design the present with an eye toward the future. In the past two years, we’ve also introduced interim management services to support flexible, strategic work models and address critical leadership gaps. This integrated approach has led to enhanced leadership placements and dynamic growth in our clients’ executive and senior management networks, ensuring long-term value for both candidates and clients.

New office in Luxembourg - Congratulations on opening a new office in Luxembourg! What motivated this expansion, and how do you see it contributing to Hatwit’s growth and regional reach?

Thank you! Expanding into Luxembourg was a strategic move to tap into a vibrant, interconnected European market. Its dynamic business environment and central location perfectly align with our vision of long-term, value-driven partnerships. With our new office covering the Benelux and DACH regions—complementing our Bucharest office for Central and Eastern Europe—we’re better positioned to work both our existing clients and potential clients, large multinationals, family businesses, and investment funds. This strategic expansion enhances our client network and enriches our candidate pool, promoting diversity and mobility across interconnected geographies for a seamless exchange of top talent.

Future of work - How do you see the future of talent management evolving in the next few years, and how is Hatwit adapting to these changes?

At Hatwit, our approach to talent management is built on a future-oriented mindset that directly addresses evolving workforce trends. LinkedIn’s Future of Recruiting 2025 report highlights that 44% of current skills may be obsolete by 2030, underscoring the strategic need for continuous reskilling and upskilling. In response, we leverage AI automation not only to streamline routine HR tasks but also to elevate our role as executive recruiters and consultants into strategic talent advisors. Meanwhile, the World Economic Forum emphasizes flexible work models and lifelong learning as key to thriving in a rapidly changing digital landscape. By integrating these insights, Hatwit combines technology with deep industry expertise to design talent development solutions that are as adaptive and forward-thinking as the workforce of tomorrow.

Advice for entrepreneurs - What advice would you give to aspiring entrepreneurs who want to turn their idea into a successful business?

Build long-term partnerships, maintain consistent strategies, and remain focused on continuous learning and improvement. Embrace technology, stay gritty, and adapt to every new challenge. Keep your eye on the evolving landscape while staying determined, agile, and grounded in your vision, but always ensuring that progress is measurable and also meaningful.