Anna Koj, Managing Director of Mavence EU, reveals how human connection, evolving leadership needs, and diversity challenges are reshaping headhunting in Brussels’ public affairs landscape.
In the latest episode of EU Bubble Insider, I had the pleasure of sitting down with Anna Koj, Managing Director of Mavence EU, to demystify the world of headhunting in Brussels. With over 14 years of experience in the EU public affairs scene, Anna offers a unique perspective on recruitment, leadership, and the growing importance of diversity in the Brussels Bubble.
For anyone looking to understand how the headhunting process works or gain insights into the unique challenges of finding the right talent for public affairs roles, this episode is packed with actionable advice and personal reflections. Below, we summarize the key takeaways from our conversation with Anna.
Anna explained that public affairs is fundamentally a "people business" based on relationships. Understanding a candidate’s personality, leadership style, and their ability to work within a team is as important as their technical skills or expertise. This human-centric approach sets the best headhunters apart.
One of the biggest shifts in recruitment for public affairs over the last decade, according to Anna, has been the transition from focusing purely on policy expertise to looking for candidates with strong leadership and people management skills. Gone are the days when organizations would only hire someone based on their ability to understand complex policy issues.
Today, organisations are looking for leaders who can manage teams, adapt organizational structures, and respond to rapidly changing policy landscapes. This is particularly relevant in sectors like government relations, advocacy, and associations, where keeping a team motivated and aligned with strategic goals is critical.
Diversity and inclusion remain hot topics in Brussels, and Anna emphasized their importance in recruitment. She noted that the Brussels Bubble still has a long way to go in terms of reflecting the diversity of European societies. While there have been strides in gender diversity, other aspects, such as ethnicity, socioeconomic background, and disability representation, are often overlooked.
Anna discussed how Maven’s EU actively encourages clients to prioritize diversity when hiring, both for ethical reasons and because diverse teams bring better results. However, she also acknowledged the challenges in finding diverse talent within the limited Brussels talent pool. This is an ongoing conversation, and one that needs more action at various levels, including educational access and structural changes in recruitment practices.
For young professionals or those considering a career change, Anna provided valuable advice on how to prepare for transitioning into new roles. She highlighted the importance of narrowing down your career ambitions—especially in a field as broad as public affairs—and being clear about what you want from your next role.
She also encouraged professionals to reach out to headhunters even if they’re not actively looking for a new job. By building relationships early on, candidates can benefit from guidance and have access to opportunities when the right one arises.
Our conversation with Anna Koj shed light on the nuances of headhunting in Brussels and the ever-changing landscape of public affairs recruitment. Her focus on a human-centered approach, diversity, and work-life balance shows that successful recruitment goes far beyond just matching skills to job descriptions—it’s about finding people who can thrive both personally and professionally in their roles.
