This summer, I had the pleasure of being invited to participate in Geoffroy Josquin's podcast "Les Entrepreneurs Inspirants". It was a really nice moment of sharing with Geoffroy.
We talked about:
⢠The importance of innovation in recruitment
⢠The origin of Betuned and what motivated me to get started
⢠The team, having the right people in the right place
⢠The human challenges that can be encountered
⢠How to juggle being a mom and a business owner
A big thank you to Geoffroy Josquin for this enriching conversation. I hope it will inspire others to embark on entrepreneurship!
Discover the video podcast on YouTube: https://www.youtube.com/watch?v=jTtcBGChFJA
The podcast is also available on all traditional podcast platforms: Spotify, Deezer, Apple Podcasts, Google, Amazon
Happy listening!
The latest
Recrutement_Final_V7_Definitif_Bis_V2.xlsxÂ
If this filename looks normal to you... it might be time to get yourself an ATS. đ At first, Excel gets the job done. Then come: âĄď¸ 150 applications âĄď¸ 4 recruitments in parallel âĄď¸ CVs in Outlook or in Dropbox folders âĄď¸ Comments in his notebook âĄď¸ Managers who keep asking: "Where do we stand?" And suddenly, youâre spending more time managing your file than recruiting. The problem isnât Excel. The problem is that Excel works with rows. No candidates. No processes. No recruitment. In 2026, with AI, job boards, and hundreds of applications sometimes arriving within just a few days, continuing to recruit using Excel is a bit like trying to steer your companyâs growth with a spreadsheet. It works. Until the day it stops working. I explored this topic in my latest article. And letâs be honest⌠whoâs already worked on a version even longer than the one in the title? đ
What if AI made recruitment more human?Â
Yesterday, a prospect told me something that every ATS vendor should hear. "I'm looking for a solution that will free up my time thanks to AI so I can put humans back at the heart of recruitment." Not to recruit without recruiters. Not to replace HR. Not to automate human relationships. But to win back time. We sell AI as a machine capable of replacing humans. In the field, I see exactly the opposite. Recruiters are drowning in administrative tasks. What they want is less data entry. Fewer clicks. Less admin. And more conversations. More listening. More closeness. Technology should never be the hero of recruitment. The hero is the recruiter. Technology should simply allow them to do what they do best: create human connections.
Iâve analyzed hundreds of SME job postings.Â
Most of them still look like this: âWeâre looking for a dynamic, autonomous, versatile candidate⌠to join a great team.â What that means for the candidate: Nothing. Absolutely nothing. Today, the best job ads answer 3 questions: ⢠Why you? ⢠Why this job? ⢠Why now? And Iâd add a bonus: Whatâs our company vision? Recruitment has become marketing. Yet very few companies have understood this.
With Excel you donât need an ATS. Really?Â
You donât need an ATS⌠...until the moment Excel shows its limits. At first, the spreadsheet is an obvious ally: a few rows, three columns, and your application tracking is set up. Itâs fast, free, and flexible. Exactly what you expect from it. But in recruitment, one reality is gradually asserting itself: a simple setup works very well as long as the volume of applications remains manageable . Then your needs evolve. More applications, several positions to recruit for at the same time, and sooner or later colleagues joining your team. Tracking becomes a bit less smooth, information gets scattered across different tools, and some tasks take longer than they used to. Nothing critical, but a clear signal: the tool is reaching its limits. From that point on, the question is no longer really whether Excel works. Itâs whether itâs still suited to your needs. The âtoo many spreadsheetsâ syndrome: a misleading illusion of robustness Excel is inevitably only a temporary solution for managing your recruitment. Microsoft Excel was originally designed to handle numerical data and organize information in table form. Its main role is: do calculations (budgets, forecasts, financial analyses) organize data (lists, inventories, simple databases) quickly analyze (sorting, filters, pivot tables) model scenarios (simulations, projections) In other words, Excel is a tool for processing and analyzing data, not an ideal tool for managing a workflow or complex processes. Excel does its job perfectly if: Your number of applications remains negligible (1 or 2 positions per year). Each job posting receives fewer than 20 applications. You are the only one in charge of updating the file. The breaking point comes as soon as you start to scale. Multiply the open positions and add a manager into the loop, and chaos isnât far off! The limits of Excel in recruitment The problem with Excel doesnât come from what it does, but from what it doesnât let you do. Behind its simplicity, certain limitations appear as soon as the volume increases: Limited visibility: Itâs hard to have a clear, real-time view of recruitment progress. Tracking does exist, but it takes time and remains hard to read. Clarity is quickly lost. A not-so-smooth collaboration: Between the different file versions, the conversations on Slack, and the emails, information is scattered. This makes teamwork more complicated and increases the risk of errors. Limited use of applications: Profiles are stored but rarely reused effectively. Without structure or long-term tracking, a strong candidate can quickly be forgotten. Time-consuming manual tasks: Sorting resumes, following up, updating records⌠these actions take time and rely entirely on people, with a risk of things being forgotten. An impact on the candidate experience: In poorly structured processes, a significant number of candidates do not receive any response. This can damage the companyâs image. Taken individually, these points may seem minor. But taken together, they slow down recruitment and reduce its quality. In an unstructured process, up to 60% of candidates never receive a response. Itâs your employer brand that pays the highest price. The hidden cost of âfreeâ Saying that Excel costs nothing is an accounting error. In reality, you pay for your recruitment process in âbrainpowerâ or in âheadachesâ â itâs up to you! An invisible administrative burden - In SMEs, a recruiter spends on average 30 to 40% of their time on low value-added tasks: copying and pasting information, following up manually, renaming and filing resumes. Time that is necessary, but that comes at the expense of analysis and candidate relationships. A recurring sourcing cost - Because thereâs no structured database (talent pool), every recruitment process starts from scratch. Posting job ads on LinkedIn often costs between âŹ300 and âŹ1,500 per listing , for candidates you may already have identified in the past. The wake-up call: when should you switch to an ATS? Switching to an ATS shouldnât be a rushed, last-minute reaction, but a natural next step in the evolution of your organization. There are some unmistakable signs: You spend more time updating your spreadsheet than talking to candidates. A manager asks you, âwhatâs the status of my recruitment?â and you have to go look for the information. A good candidate slips away from you simply because of a lack of follow-up. You no longer know exactly how many candidates are currently in the recruitment process. You recruit regularly, but without any real method or structured follow-up. Taken individually, these signals may seem harmless. But taken together, they point to one simple thing: your organization is reaching its limits. At this point, the question is no longer whether you should structure your hiring, but when you decide to do it. Switching to an ATS: structuring the recruitment process An ATS like Jobloom lets you move from manual tracking to a structured, traceable, and manageable process . Data centralization - All applications, communications, and documents are consolidated in a single database. Each candidate has a complete history, accessible in real time by the teams. Pipeline tracking - Applications are organized by stages (screening, interview, approval, etc.). The pipeline provides a clear view of progress and makes it easier to manage recruitment. Automation of actions - Sending emails, follow-ups, and acknowledgements of receipt: repetitive tasks are automated. This reduces oversights and ensures consistent communication. Connection with the career site - The job postings published on your career site are synchronized in real time with the ATS . Any changes are automatically updated, applications flow directly into the system with no re-entry or breaks in the process. This ensures reliable information and a smooth candidate experience. Talent pool utilization - Profiles are indexed, searchable, and can be reactivated. The candidate database becomes an internal sourcing lever , available at any time. Structured collaboration - Managers and recruiters work in the same tool, with shared comments, evaluations, and tracking. Information is consolidated and no longer depends on scattered exchanges. An ATS helps secure the process, improve visibility, and optimize the time spent on recruitment. Conclusion: Excel is a starting point, not a future-proof solution Excel works until it starts slowing down your hiring. At first, it provides structure. Then, gradually, it scatters, wastes time, and lets opportunities slip by. This shift is rarely visible, but its effects are very real. The issue isnât choosing between two tools. Itâs deciding when you want to move from a handcrafted, adâhoc process to a controlled, wellâmanaged recruitment approach. âI have Excel, I donât need an ATS.â Really? Hereâs how it changes your day-to-day work. Excel Candidates scattered across 10 files Manual posting, offer by offer No automatic tracking of applications Copy-paste, duplicates, errors No careers site Team collaboration impossible GDPR: data everywhere, real risk Jobloom All candidates centralized, in one single place Multi-posting to LinkedIn, Indeed & co in 1 click Visual pipeline, 100% automatic tracking AI-powered sorting and matching Career site created for you The whole team collaborates in real time GDPR by design, data secured âExcel manages rows. Jobloom manages your recruitment.â AmĂŠlie Ready to attract the right candidates? Simplify your hiring with Jobloom.
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Old-school hiring doesnât hire anyone anymore, carte blanche in LâEchoÂ
Recruitment is a showcase. Companies that struggle to hire are often those whose practices donât match their rhetoric. Behind talent shortages, ongoing tensions in certain professions, and the low mobility observed in the job market lies an issue far broader than a simple human resources problem. Recruitment has become one of the most reliable indicators of how companies are actually governedâand of their ability to make decisions, stand by their choices, and plan for the long term. When recruitment stalls, itâs not just positions that remain unfilled. Career paths become frozen, decisions fail to materialize, and value is no longer created. This dysfunction is rarely due to an absolute shortage of skills. Much more often, it is a symptom of organizations that struggle to clarify who they are, what they expect, and what they are prepared to offer. Very observant talents In many companies, recruitment is still treated as an operational, reactive function, sometimes purely administrative. A job ad is posted, a few channels are activated, and then people are surprised that applications donât come in as expected or donât match what theyâre looking for. That way of thinking belongs to another era. Today, the recruitment funnel no longer starts with the job offer, but with perception. Before applying, talented people observe. They read, compare, and assess the credibility of a project and the consistency of its message. They try to understand how decisions are made, what the relationship is to power, autonomy, and responsibility. In other words, they evaluate governance long before they consider a position. This reality becomes particularly clear in the candidate experience. Response times, clarity of the process, quality of interactions, ability to make decisions: every touchpoint says something very concrete about the company. Far more than institutional speeches or the promises displayed on a careers site. The lived experience never lies. SMEs are more exposed In SMEs in particular, where responsibilities are concentrated and communication channels are short, recruitment acts like a magnifying glass. It is often at this very moment that candidates understand what it really means to work in this organization: where the grey areas lie, how trade-offs are made, and how much room is given to trust and initiative. Recruitment is therefore not just an entry gate. It is a stage where everything is on display. And like any stage, it forgives neither improvisation nor inconsistency. Companies that struggle to recruit are often those that struggle to make decisions, to set priorities, and to align their practices with their rhetoric. Every interaction with talent says something very concrete about the company. The experience people have never lies. Conversely, those who are getting ahead have understood that recruiting is neither a collection of tools nor a series of best practices. It is a coherent system, aligned with a particular way of leading. They are not trying to attract everyone. They fully own what they are, what they are not, and what they no longer want to be. Because recruiting is never a neutral act. It means accepting certain skills, rejecting others, opening up or closing off career paths. With constant hesitation and half-measures, old-school âdad-styleâ recruiting ends up not hiring anyone at all. Conversely, clear, demanding, and fully owned recruitment says something essential: the company knows how to make decisionsâand it knows where itâs going. AmĂŠlie Alleman - Opinion piece published in L'Echo - 27 February 2026
AmĂŠlie Alleman invited on LN24: Jobloom at the heart of HR newsÂ
AmĂŠlie Alleman, founder of Jobloom and Betuned , was recently a guest on the news channel LN24 to discuss the challenges of recruiting in SMEs and how technology can transform the candidate and recruiter experience. During this interview, she reflects on her entrepreneurial journey, the origins of Jobloom, and the challenges that small and medium-sized enterprises face in attracting the right talent in a competitive market. She explains how Jobloom enables SMEs to create a dynamic career page, distribute their job offers with a single click, and manage applications easily thanks to artificial intelligence. A clear, concrete, and inspiring exchange on the future of digitalized recruitment.
Discover Jobloom in La Libre Echo.Â
La Libre Echo features AmĂŠlie Alleman, founder of Jobloom, in an inspiring portrait of her entrepreneurial journey and the creation of a recruitment solution designed for SMEs. An article that looks back at the birth of Jobloom, its innovative positioning, and its mission: to simplify recruitment through technology. AmĂŠlie Alleman honored in La Libre Echo : a look back at the genesis of Jobloom We are pleased to share a great article published in the weekend edition of La Libre Echo (April 26-27, 2025), which devotes an entire page to AmĂŠlie Alleman, founder of Jobloom and Betuned . In this portrait, journalist Pierre-François Lovens reflects on AmĂŠlie's entrepreneurial journey and how her two projects â complementary and decidedly focused on innovation â are reinventing recruitment in SMEs. The article highlights the origin of Betuned , a specialized agency in employer branding through video, and then the natural evolution towards Jobloom , an all-in-one SaaS platform designed to digitize, automate, and simplify the entire recruitment process. AmĂŠlie shares transparently her transition from the service sector to tech, her pragmatic approach to AI applied to HR, as well as the vision behind Jobloom: to make recruitment simpler, more human, and more efficient for companies that don't have the time or resources of a large group.
Betuned is being talked about in Trends-Tendances! Â
Re-Connect, the podcast inspired by the eponymous book by Georges-Alexandre Hanin, features entrepreneurs and their stories. This week, AmĂŠlie Alleman was on the microphone! AmĂŠlie Alleman has already founded two companies. The first with a partner whose skills complemented hers, the second, she wanted to launch on her own. Her overflowing creativity provided her with countless resources that she tapped into in unexpected ways to equip herself in areas that were less familiar to her. Listen to the episode on Spotify or on Apple Music . đ˘ Discover all the Betuned services: make an appointment You can also contact us: amelie@betuned.be or 0474548989
Look for candidates where they areÂ
Discover the article by AmĂŠlie Alleman, founder of Betuned, in La Libre Belgique. Betuned offers a comprehensive solution to make recruitment more efficient. How can an organization that is hiring effectively address the profiles it is searching for? Where can a candidate find job postings that truly interest them? âIt often takes between three and ten clicks to find a job offer on the internet, and generally, the experience is not very appealing. Candidates no longer really know where to look. And those who are 30-35 years old donât even know the recruitment sites anymore,â observes AmĂŠlie Alleman, founder of Betuned, whose goal is to âauthentically and innovatively connect candidates and employers.â âWe want to position ourselves differently in a recruitment market that remains quite traditional,â assures this entrepreneur from Sambreville. With a degree in communications, AmĂŠlie Alleman initially worked as an assistant manager in a fast-food restaurant, before completely changing her career path and joining an IT recruitment company. In 2009, she founded her own consultancy and IT recruitment firm (which has since been sold) and then a second one in the same field. Eager to reinvent the recruitment offering, she launched Betuned at the end of 2019. Behind the scenes Initially, she offers videos of companies that are hiring to show candidates the DNA of the company and what goes on behind the scenes. "We go into the company and we interview the manager and colleagues with whom the future candidate will work. It's interesting for them because they speak the same language. It also allows them to directly see their future colleagues. There's a very psychological aspect: 'Do I want to work with these people or not?'", explains AmĂŠlie Alleman. The video also allows the company to stand out. "To be able to recruit, you have to differentiate yourself. It's important to create an employer brand." Betuned also provides consultancy in this area. The formula quickly became popular. Six months later, the startup already employed six people and had about twenty clients. As it expanded, Betuned added a second service to its offering: the creation of digital marketing campaigns to find the best profiles on social networks. The idea is to reach out to candidates where they are with the right media (video, in this case) and on the right channel. âFor example, if we're looking for an electrician, a welder, or a junior sales profile, we'll favor TikTok, Facebook, or Instagram. If we're recruiting a senior profile in finance, we'll go on LinkedIn. We pay for the media so that the right people see the video that's intended for them. Digital marketing allows targeting talents,â explains AmĂŠlie Alleman, who can search for all types of profiles âbecause we go to find the candidates where they are.â Recruitment website creation The next step is to convert these profiles into potential candidates for the company. To do this, Betuned launched a new service just a month ago: the creation of career sites for companies. âWe discussed it with ten clients, out of the seventy we have, and six have already signed up,â explains AmĂŠlie Alleman. âWe make the recruiters' job easier by scanning CVs with artificial intelligence. Among the received applications, the list of the best profiles is directly available.â Betuned now offers a comprehensive solution for recruitment. Clients can choose these three services or take each one separately. The startup currently employs fifteen people and is still hiring. âWe have already doubled this year's total revenue compared to last year, with 1.4 million euros,â says AmĂŠlie Alleman, who has also joined the Boost program of the RĂŠseau Entreprendre Bruxelles. She has just returned from a three-day workshop where she prepared the company's three-year growth plan. In terms of financing, Betuned received a 250,000 euro loan from finance.brussels and at the end of December, received support from two private investors who invested a total of 250,000 euros. âWe are considering a larger fundraising round in about a year or a year and a half. To be confirmed.â Would you like to learn more about Betuned or a demo of our services? Do not hesitate to contact us to discuss it! amelie@betuned.be or +32474548989!