Talent Acquisition Partner · Northern Europe (Ireland Pharmaceutical Diagnostics)
Mon Jul 27 10:00 AM ET · 4:00 PM CEST OpenReel Remote
Persona
The Rhythm MakerHeart secondary
Location
Prague, Czech Republic · home office · remote capture
Segment
Northern Europe Talent Acquisition · primary recruiter for Ireland (Pharmaceutical Diagnostics)
Priority
High
Campaign Use
Dual altitude — featured-film candidate and connective voice. Hero-quality reinvention & mentorship spine, plus deliberately-captured montage lines on potential, belonging, being believed in, and why people stay.
Format Note
International remote capture via OpenReel — the template Michael Gill set applies here; reuse the playbook. ~5 years at GEHC. Confirm preferred on-screen name spelling and pronunciation ("Barbora Barth") for the lower-third. Career-path facts (hospitality background, Edinburgh, COVID timeline, Recruiter Academy name/dates) need verification before any on-screen or written use.
Story in One SentenceSomeone saw Barbora's potential before she'd earned the résumé — and today she spends every day creating that same chance for someone else.
Emotional TargetPotential · Being believed in · Confidence earned through trust · Humanity · Belonging
Story Spine — Transformation ArcInterrupted → Believed In → Paying It Forward. COVID collapsed the hospitality career she'd built → she came home uncertain, into an industry she knew nothing about → GE HealthCare invested in her: an early-careers recruitment program, and the mentor who trained her → the oversized project where "I'm not ready" met "you'll own it, but we'll make sure you're supported," and she realized they were growing her, not testing her → now she deliberately recruits early-career talent because she remembers exactly how it feels. The film's engine: she became the person who once opened the door for her.
Casting — Shoot at Hero Quality, Decide Altitude AfterShe's a strong featured-film candidate, but casting sits downstream of Sheila's approved gate (architecture yes; casting and final cuts no). Capture her as a lead to keep the option open — and deliberately capture short, standalone montage lines so she also works as a connective voice. Do not present "featured" as settled on any client-facing surface; it's a post-shoot recommendation, not a decision.
Protect What Makes Her Not Michael GillShe's structurally close to Michael — both international remote TA belonging stories, both Rhythm Maker / Heart. Two near-identical films collapse into one if we let them drift. Her distinct spine is the career reinvention after COVID plus the explicit pay-it-forward mentorship loop. Keep her patient-close different from his "somebody's mother, father, child." A clean answer to "why two remote TA stories": pitch her as featured, Michael as connective — different altitudes, no competition.
What Rich Must Get
A clean on-camera version of the reinvention arc (hospitality → COVID → starting over) with real sensory detail — plus the mentorship story (the "terrifying" / lioness first impression that turns into "wouldn't hold my hand but always had my back") — plus the project scene where she realized they were growing her — plus her own definition of belonging and why she's stayed five years — plus a concise, differentiated patient close. And throughout: several short, standalone montage lines for connective use.
Barbora is naturally warm and conversational — the opposite of Michael's modesty. The risk isn't extraction; it's drift into recruiting process and general healthcare. The job is to keep pulling her back to two anchors: someone believed in me, and now I believe in others.
What the Remote Capture Must Deliver
Intimacy over production value. A warm, personal home-office frame with clean audio — plus self-captured b-roll texture (laptop, coffee, notebook, headset, a Prague street, window portrait) recorded to our shot list. Audio quality is the single biggest risk on this shoot; the picture can be modest, the sound cannot.
Sensitivity — Mentor Stays UnnamedHer mentor ("Tina" in prep) is central to the story and is a colleague with no consent on file — same rule as Michael's first hiring manager. On every surface she is "her mentor" or "the recruiter who trained her." The story is the mentorship, not the name. Flag for the first legal/EHS review packet.
Sensitivity — Third-Party Health / A MinorThe ultrasound story touches a family member's — a child's — medical imaging. Keep it strictly as Barbora's realization ("I saw our logo and understood I'm part of this"). Nothing identifying the niece or her medical situation. Flag for legal.
Sensitivity — Candidate Data (GDPR)She's an EU-based recruiter (Prague, recruiting for Ireland). No real candidate names, CVs, requisitions, emails, or ATS screens visible in any footage, including self-captured b-roll. This is a legal exposure, not a courtesy. Any "reviewing profiles" shots use blank or fully staged non-sensitive pages. Flag for the first legal/EHS review packet.
Clear Before Use — Program Name & Prior EmployerConfirm "Recruiter Academy" is cleared for spoken/on-screen use, or genericize it ("an early-careers recruitment program"). Her prior hospitality employer stays unnamed, same rule we apply across the campaign.
Protect the Turn and the WarmthHer best material is a turn — the mentor who seemed "terrifying," "a lioness," and became the person who "wouldn't hold my hand but always had my back." Let that arc breathe. Her self-deprecating humor about knowing nothing on day one is warmth, not a detour.
Language Discipline — For Anyone Who Forwards ThisThe beats below are Chapters — her personal arc — not the campaign's three Acts. Keep #EveryRoleIsVital and any internal architecture terms in prep only; they never appear on a client-facing surface. It's "Employer Brand," never "employment brand."
Recommended Interview Arc
Connective Capture — ThroughoutBeyond her featured spine, deliberately land 4–6 short lines that stand alone without her story context — on being believed in, belonging, what a first week should feel like, and why people stay. These are her montage contribution and let her serve the campaign even if her featured film is held. Ask the Universal Questions clean.
It's 4:00 PM her time after a workday. She's naturally conversational and warm — let the first answers be easy, and let her talk about the job a little before steering into story.
1
"Tell me what your role looks like in a normal week."
2
"What part of recruiting do you enjoy most?"
3
"What surprises people about being a recruiter?"
Listen for: the first time she lights up about a person rather than a process — that's the doorway into the real story.
If vague, probe: "What happened recently that reminded you why you like this?"
Hospitality, Edinburgh, then COVID. The pre-interview only sketched this — it needs sensory detail. Not dramatic; quietly frightening. Spend real time here.
Prior Employer UnnamedHer hospitality past stays anonymous by employer — the feeling of the world she lost is the material, not the brand.
1
"What did your life look like before COVID — what did you love about hospitality?"
2
"What did it feel like watching that world disappear?"
3
"When did you realize this wasn't temporary?"
4
"What were you most afraid of losing?"
Listen for: the quiet fear, the specificity of the old life, the moment it stopped feeling temporary.
If vague, probe: "Put me in Edinburgh — what did a normal day feel like?" · "What conversations were you having with yourself?"
The Recruiter Academy. Knowing absolutely nothing. Feeling completely unqualified. This section should be warm, funny, self-deprecating.
Program NameConfirm "Recruiter Academy" is cleared, or keep it generic ("an early-careers program") on camera until it is.
1
"How did you end up in recruitment — an industry you knew nothing about?"
2
"What was your first day like?"
3
"When did you realize you had no idea what recruitment actually involved?"
4
"What mistakes make you laugh now?"
Listen for: "completely unqualified," the humor, the leap of faith — hers and theirs.
If vague, probe: "What's the most out-of-your-depth you felt that first month?"
The turn: terrifying → honest → supportive → protective → empowering. This is where "wouldn't hold my hand but always had my back" lives. The mentor stays unnamed.
Mentor Unnamed"Her mentor" / "the recruiter who trained her." Never the name — no consent on file. The story is the mentorship, not the person.
1
"What did you think walking into that first meeting with the person who'd train you?"
2
"You've described her as a lioness — what do you mean?"
3
"What made you trust her?"
4
"When did you realize she genuinely wanted you to succeed?"
Listen for: "terrifying," "lioness," and the anchor line — "she wouldn't hold my hand, but she'd always have my back."
If vague, probe: "What's one thing she did that you still carry?"
The scene. The oversized project. "I'm not ready." "I can't do this." The response: "You'll own it — but we'll make sure you're supported." The moment she realized they were growing her, not testing her.
1
"Tell me about the first project that felt impossible."
2
"What made it feel like too much?"
3
"What did you tell her?"
4
"What did she say back?"
5
"When did you realize — they're not testing me, they're growing me?"
Listen for: the exact wording of that realization — it's the emotional climax. Get it clean, more than once.
If vague, probe: "What's the moment it flipped from fear to trust?"
She deliberately recruits early-career talent because she remembers the feeling. This closes the circle — anchor it in one specific candidate moment, not a list.
1
"When you interview graduates now, do you ever see yourself?"
2
"What excites you about hiring early-career people?"
3
"What are you looking for that doesn't show up on a résumé?"
4
"What would you tell that younger version of yourself?"
Listen for: the circle closing — "I hope we give this person the same chance someone gave me."
If vague, probe: "Give me one candidate you saw yourself in."
The client's stated sweet spot — belonging, humanity, pride, why people stay. Prime connective-montage territory; flag any clean, standalone takes.
1
"When did GE HealthCare stop feeling like your employer and start feeling like your team?"
2
"Nobody expected you to know everything — when did you first feel like you belonged?"
3
"What's made you stay five years?"
4
"When people ask why you're still here, what do you tell them?"
5
"Tell me about someone who's had a lasting impact on you."Universal Question.
Listen for: pride, belonging, the stay-answer in her own words — the shortest versions make the best montage lines.
If vague, probe: "What would you hope a new joiner feels in their first week?"
Keep concise — her reach to patients is real but indirect, and overstating it breaks credibility. The ultrasound functions as evidence, not the main film. And keep her close distinct from Michael's family line.
Niece PrivacyThe ultrasound is Barbora's realization only — no identifying detail about the child or her health.
Differentiate From MichaelHer close is "the patient will never meet me — but they'll meet the people I helped bring here." Recapture that as her line; don't let it converge on his "somebody's mother, father, child."
1
"What does healthcare mean to you now?"
2
"You saw the GE HealthCare logo on your niece's ultrasound — what went through you?"
3
"The people you help hire — who do they ultimately serve?"
4
"What makes you keep coming back every day?"Universal Question.
Listen for: "the patient will never meet me," the quiet pride of the ultrasound moment, "I'm actually part of this."
If vague, probe: "Say it the way you'd say it to a nervous graduate." · "Give me the simplest version."
Must-Ask Questions
1
"Walk me through COVID and the decision to start over in an industry you knew nothing about."Prior employer unnamed.
2
"What did you think the first time you walked in to be trained — and how did that change?"Mentor unnamed.
3
"Tell me about the first project that terrified you — and what she said when you told her you weren't ready."Mentor unnamed.
4
"When did you realize they genuinely wanted you to succeed — that they were growing you, not testing you?"
5
"Why do you love recruiting early-career talent now?"
6
"How has being given a chance changed the way you interview people today?"
7
"When did GE HealthCare stop feeling like your employer and start feeling like your team?"
8
"What's made you stay five years?"
9
"You saw our logo on your niece's ultrasound — what went through you?"No identifying detail about the child or her health.
10
"Finish this sentence: 'My role is vital because…'"
11
"Tell me about someone who's had a lasting impact on you."Universal Question.
12
"What makes you keep coming back every day?"Universal Question.
Should-Ask Questions
1
"Nobody expected you to know everything — when did you first feel like you belonged?"
2
"Who believed in you before you believed in yourself? Have you ever told them?"
3
"What makes someone feel safe enough here to say 'I don't know'?"
4
"When you meet a candidate, do you ever think 'I hope we give this person the same chance someone gave me'?"
5
"If someone joins next week, what do you hope they feel in their first few weeks that says 'I made the right decision'?"
6
"When work gets overwhelming, what does support actually look like — not in theory, what really happens?"
7
"Can you tell me about a colleague who showed up for you when you really needed them?"Universal Question.
8
"What have your colleagues taught you that surprised you?"Universal Question.
Rescue Questions
For when Barbora drifts into recruiting mechanics or general healthcare.
R
"Give me one specific person, one specific moment."
R
"That's the process — what did it feel like for you?"
R
"Bring it back to you: someone believed in you. When?"
R
"Say that the way you'd say it to a nervous graduate."
R
"Stay with that story for a second — what happened next?"
R
"You've told me what they did — what did it mean to you?"
R
"What's the simplest version of that?"
Interviewer Coaching — For Rich
Best StrategyBarbora gives you warmth and openness — the opposite problem from Michael. She won't withhold; she'll happily talk. The risk is she drifts into recruiting process and general healthcare. Your job is steering, not extracting: keep pulling her back to the two anchors — "someone believed in me" and "now I believe in others." When she's inside a story, let her stay in it.
Barbora's Profile
Naturally conversational, warm, and self-deprecating about her early days. Five years in, she's confident now — but she remembers vividly what it felt like to know nothing, and that memory is the emotional core of the film. Let her be funny about the beginning; the humor is what makes the transformation land.
It's 4:00 PM her time after a workday. Energy should be fine, but front-load the story sections anyway and keep the patient close short and late.
Hard Guardrails1. Mentor unnamed. "Her mentor" / "the recruiter who trained her." Never the name — no consent.
2. Niece privacy. The ultrasound is Barbora's realization only — no identifying detail about the child or her health.
3. No candidate data. Nothing identifying candidates or requisitions in speech or on screen — GDPR exposure.
4. Prior employer unnamed. Her hospitality past stays anonymous by brand.
5. Program name. Confirm or genericize "Recruiter Academy" before on-camera use.
Moments to Slow Down1. The COVID collapse — the quiet fear, not drama.
2. The mentor turn — terrifying → lioness → "always had my back."
3. The project climax — "I'm not ready" / "you'll own it."
4. The realization — growing me, not testing me. Her sharpest emotional beat.
5. The circle closing — seeing herself in a graduate.
6. The ultrasound — short; don't overplay it.
Slow Down When She Mentions
◦ COVID / hospitality ending / coming home uncertain
◦ The first day knowing absolutely nothing
◦ The mentor — "terrifying," "a lioness," "always had my back"
◦ The project that felt impossible
◦ "They're growing me, not testing me"
◦ A graduate whose potential she spots before the résumé does
someone believed in you — when?what did that feel likegive me one person, one momentsay it to a nervous graduatewhat did she say backstay with thatwhat did it mean to youwhat's the simplest version
Main Steering MoveWhen Barbora drifts into recruiting process, honor it briefly, then redirect: "That's what you do now — take me back to the person who first did that for you." Process is the detour; the belief is the story.
Story Beats to Hit
1 · The Interruption
Hospitality, Edinburgh, COVID — home again, uncertain.
Strong — get sensory detail; the pre-interview only sketched it
2 · The Chance
Recruiter Academy, no experience, someone says yes.
Strong — keep it warm and self-deprecating
3 · The Mentor
Terrifying → honest → protective → empowering.
Strong — get the turn, and "always had my back"
4 · The Climax
The oversized project. "I'm not ready." "You'll own it."
Get the Realization — "growing me, not testing me," in her own words
5 · Full Circle
Now she opens doors for early-career talent.
Strong — anchor in one candidate moment, not a list
6 · The Meaning
The people she hires serve patients she'll never meet.
Keep Concise — differentiate from Michael's family line
How to Use This TabConfirmed lines are Barbora's own words from the follow-up (lightly cleaned) — the on-camera job is clean recapture. Target lines are aspirational: language we hope she lands naturally. Never treat a target as something she has already said.
Confirmed — Her Own Words
"She wouldn't hold my hand — but she'd always have my back."
Prompt: "How would you describe the way she mentored you?" The anchor line — capture cleanly, more than once.
"I walked in and thought — she's terrifying. A lioness."
Prompt: "What did you think when you first met her?"
"I told her, 'I'm not ready. I can't do this.'"
Prompt: "What did you say when the project landed on you?" Reported in prep; recapture clean.
Targets — Potential
I didn't have the experience. Someone believed in my potential.
Prompt: "What did GE HealthCare see in you?"
They saw something in me before I could see it myself.
Prompt: "What did she see that you couldn't yet?"
They didn't expect perfection. They expected growth.
Prompt: "What were you allowed to be, starting out?"
Targets — Belonging
I was never left to figure it out alone.
Prompt: "When things got hard, what happened?"
Nobody expected me to know everything — that's when I knew I belonged.
Prompt: "When did you first feel like you belonged here?"
Targets — Culture & Honesty
You can say "I don't know" here. That's allowed.
Prompt: "What makes it safe to ask for help?"
Targets — Paying It Forward
I'm not just hiring people. I'm opening the same door someone opened for me.
Prompt: "What are you really doing when you hire someone early in their career?"
When I meet a graduate, I think — I hope we give this person the same chance.
Prompt: "What goes through you when you interview early-career talent?"
Targets — Patient Connection (keep distinct from Michael's family line)
The patient will never meet me — but they'll meet the people I helped bring here.
Prompt: "Who do the people you hire ultimately serve?" This is her close — keep it hers.
Someone took a chance on me. Now I do that every day.
Prompt: "What's the shortest version of your story?"
This didn't feel like my employer for long. It felt like my team.
Prompt: "When did it become 'us'?"
I stayed because they invested in me before I'd earned it.
Prompt: "Why five years?" Capture standalone so it cuts into a multi-voice sequence.
Remote Capture Guidance — OpenReel
International Remote — Reuse the Michael Gill PlaybookIntimacy over production value. No crew, no cinematographer — the frame should feel personal, warm, and honest. Michael's capture set the template; note anything that works or fails here in the Debrief tab for the next international.
Audio Is the ShootThe picture can be modest; the sound cannot. Resolve at Monday's tech check: mic plan (wired earbuds concealed, headset, or external mic — test all available), quiet room with door closed, notifications silenced / do-not-disturb on every device, no fans or appliances audible. Record a test clip and listen back before the shoot.
2. Reflective portrait by the window — the campaign's "quiet connector" image
3. Smiling naturally during a (staged) Teams call — no real meeting content
4. Hands and notebook — writing, thinking, preparing
5. Walking a Prague street before or after work — a sense of place domestic shoots don't get
Environment — Home office. Clean, personal background: books, plants, a warm practical lamp. Nothing overly corporate, nothing cluttered.
Camera — Landscape orientation. Eye level, slightly above monitor height. Phone stabilized (tripod, stand, or firmly propped — no handheld).
Light — Soft window light on her face; no harsh overheads; no window directly behind her. Note: 4:00 PM CEST in July gives usable natural light, but verify at Monday's tech check at the same hour so the light matches shoot conditions.
Wardrobe — Simple, relaxed, professional. Muted colors, no busy patterns, no logos.
◦ Walking into the home office / settling in
◦ Laptop opening; closing at day's end
◦ Preparing coffee or tea
◦ Notebook and pen — writing, reviewing
◦ Working naturally at the desk; typing
◦ Putting on the headset; Teams call setup
◦ Smiling during a (staged) Teams call
◦ Walking a Prague street before or after work
◦ Reflective portrait by the window / looking thoughtfully away
No reviewing of real candidate profiles. Any "reviewing notes" shot uses blank or fully staged non-sensitive pages (GDPR).
Each clip: 15–30 seconds, landscape, stabilized, repeated twice. Send simple written instructions plus reference frames after the tech check.
The open door: Someone let her in; now she holds it open for others — the whole film in one image.
Potential before proof: A thoughtful pause; someone seen for who they could become, not what's on the page.
Connection across distance: The headset, the screen, the wave hello — holding a web of candidates and colleagues together from a home office.
Quiet confidence: The steadiness of someone who was once unsure, now the one others lean on.
Any candidate names, CVs, requisitions, ATS screens, or emails visible — including in b-roll (GDPR)
Real meeting content or colleague names/faces on screen during "Teams call" shots — stage them
Corporate HR visuals, generic typing, fake or staged interviews — anything that feels stock
Household members or personal documents accidentally in frame
Window directly behind her (silhouette) or harsh overhead light
Portrait-orientation or handheld clips
Branded backdrops or ring-light sheen that makes the home feel staged-corporate
Audio recorded with notifications on or appliances running
Monday Tech Check — Must Resolve (Afternoon Her Time)
✓
Phone make/model confirmed; camera quality verified with a test clip
✓
OpenReel session tested end-to-end on her device and connection
✓
Audio plan decided and tested (earbuds / headset / external mic) — test clip reviewed for sound
✓
Lighting checked at ~4:00 PM CEST — same hour as the shoot — and framing agreed
✓
Quiet-room protocol agreed: door closed, devices silenced, do-not-disturb on
✓
Phone stabilization solved (tripod, stand, or propped position tested)
✓
Preferred on-screen name + pronunciation confirmed ("Barbora Barth") plus exact title for lower-third
✓
Career-path facts verified (hospitality background, Edinburgh, COVID timeline, Recruiter Academy name/dates) before on-screen use
✓
No-candidate-data rule explained for all footage, including self-captured b-roll (GDPR)
✓
B-roll shot list and reference frames sent after the call
Scheduling
✓
Mon 7/27, 10:00 AM ET / 4:00 PM CEST confirmed with Barbora — confirm the Prague time directly (late-July ET is EDT; "10 AM EST" reads as 10 AM ET → 4 PM CEST)
✓
Afternoon slot confirmed as workable for her after a full workday
✓
Backup plan agreed if tech fails Monday
Interview Capture Checklist
✓
COVID / reinvention story captured with sensory detail (prior employer unnamed)
✓
Recruiter Academy / knowing-nothing story captured, warm and self-deprecating
✓
Mentor turn captured with the mentor unnamed — terrifying / lioness → "always had my back"
✓
The project climax captured — "I'm not ready" → "you'll own it" → the realization
✓
"Growing me, not testing me" realization captured in her own words
✓
Full-circle / recruiting-early-career story captured, anchored in one moment
✓
Her definition of belonging captured
✓
"Why she stays" answer captured
✓
Patient close captured, differentiated from Michael's family line
✓
Ultrasound beat captured, privacy-safe (no identifying detail about the niece)