Milos Rokvic worked as a Consultant for Statkraft for 2.5 years (January 2023 – August 2025) in the role of Senior Talent Acquisition Advisor. Statkraft is the leading renewable energy company in Europe, privately owned by the Norwegian government. He was responsible for all recruitment activities within the Information Technology & Digitalisation (ITD) department, which consisted of approximately 200 employees.
He collaborated with 5 to 8 Hiring Managers simultaneously, including the VP of Software Development. The team was distributed across multiple locations, with Oslo and Düsseldorf as the main hubs, and additional members located in London, Berlin, and New Delhi (India).
Hire 30 Senior Software Engineers per year
Improve the recruitment process
Increase the quality of hire
Milos worked across various areas within ITD, each led by a dedicated Hiring Manager, including:
Head of Nordic Software Development
Head of Integration, RPA & Data
Head of Global Software Development
Head of Market Solutions Development
Head of Enablement Team
Over time, new stakeholders were added, such as the Manager of Integration and the Manager of Data Platform. Each Hiring Manager typically had multiple open roles concurrently.
Senior C++ Developer
Senior Python Developer
Senior Fullstack Python Developer
Manager RPA
Lead Developer Data Harvesting
Python Developer
UX Designer
Lead Data Management Strategy
DevSecOps Engineer
Salesforce Developer
Senior Cloud Developer
Data Engineer
Software Development Security Analyst
Fullstack Software Developer (.NET)
Senior Infrastructure Engineer
Senior Application Engineer (C#)
Manager Data Platform
Lead Developer (C#)
Senior Digitalisation Lead
DevOps Engineer
Lead Python Software Developer
Scrum Master
Head of IT India
Senior Architect Infrastructure & Cloud
Business Analyst
Data Scientist
Senior DevOps Engineer
Senior Frontend Developer
Milos hired over 80 professionals during his time at Statkraft, despite multiple hiring freezes. Most hires were for senior technical roles across various international locations. The recruitment process was full-cycle and included:
Background and reference checks
Relocation support
Personality assessments
Compensation negotiations
Although the team was based in Oslo and Düsseldorf, Milos was based in Stockholm and worked remotely with all locations.
A key objective of the role was to modernize and streamline the recruitment process. Prior to Milos’s involvement, the process was outdated and inherited from traditional HR practices.
Together with the Talent Acquisition (TA) Manager, he developed and implemented a comprehensive improvement plan, which included:
Building trust with Hiring Managers
Presenting improvements through structured sessions
Key changes introduced:
Removed the OPQ test from the recruitment process
Ensured consistent interviewer presence across all interview rounds
Improved the structure of Hiring Manager interviews
Encouraged active participation from Team Leads
Provided ongoing coaching to Hiring Managers
Results:
These changes shortened time-to-hire, improved the quality of hires, and significantly enhanced the candidate experience.
Milos actively coached Hiring Managers on diversity and unconscious bias, helping to ensure more inclusive hiring decisions and equitable treatment of all candidates.