What does MrWork do and why is the pre-apply phase so important?
MrWork is the engine for the ATS: the platform handles everything before a candidate applies. That means engagement on the careers site, building talent pools, enthusing candidates and staying in contact via channels like WhatsApp, SMS and email. Martin's core vision: a visitor is not automatically an applicant. Between those two there is an entire playing field that most organisations leave untouched. MrWork wants companies and candidates to get to know each other before anyone is even thinking about applying.
How does the MrWork AI hub help recruiters in their daily work?
By removing repetitive tasks without the recruiter having to manage an extra system alongside the ATS. MrWork has built an AI hub that lets clients configure their own agents to pick up conversations with candidates, enrich data in the ATS and update statuses. The reasoning: a recruiter works in the ATS as their reference system. MrWork ensures the right data and the right output ends up there without the recruiter having to take hundreds of manual steps to make it happen.
How does Martin de Ruiter from MrWork view AI compliance and GDPR in recruitment?
As a distinguishing advantage for European players. Martin sees that American AI vendors structurally ignore GDPR and focus purely on being able to sell a solution. MrWork has deliberately chosen Gemini as its underlying technology, has servers in Europe and follows the EU AI Act. Clients can always see in the platform why the AI made a particular decision. That transparency and that traceability are precisely what is missing from the players now making headlines.
Why did Martin de Ruiter leave Vonq after seven years to join MrWork?
Because he did not want to sell the same solution for another ten years. At Vonq Martin had witnessed the scaling from 25 to 100 employees and saw multiposting as a solid process solution, but not as the foundation for solving recruitment problems broadly. At MrWork he saw the opportunity to truly address the entire pre-apply journey. The ambition to move beyond the classic CV and cover letter application and have talent and companies get to know each other earlier resonated with him at a fundamental level.
What is the advice of Martin de Ruiter from MrWork to starting entrepreneurs in recruitment tech?
Start with the problem, not the product. Martin regularly hears from entrepreneurs who have already designed a proposition without being clear on which problem they are solving and for whom. His reasoning: if the only goal is to be an entrepreneur, it will go wrong. The motivation needs to be solving something real. Only when the problem is completely clear does it make sense to think about which solution fits.
How does Martin de Ruiter from MrWork view the rise of talent management alongside talent attraction?
As a logical and necessary development. Martin increasingly hears companies realising there is no point keeping the front door open if everyone leaves again after a year. Internal mobility, talent management and delivering on the employer brand promise are being taken more seriously. His observation: more and more specific roles are emerging at companies focused on this challenge. Whether the Netherlands is fully ready for it yet, he is not sure, but the direction is clear.
