Kamen Kamenov, Founder | Dreamwork Recruitment

Fifteen years inside the machinery of hiring — from running a €30M staffing business unit at ManpowerGroup, to leading enterprise TA at Akkodis, to heading regional talent acquisition for a 10,000-employee multinational across four countries.

Dreamwork exists because the best search work happens when the person with that experience takes your brief — and keeps it.

"Calm process, honest advice, evidence over opinion. A search done properly protects the client, the candidate, and the company they will build together."

Dreamwork Recruitment at a glance

Founder: Kamen Kamenov, Founder | Fractional Talent Acquisition, Sofia, Bulgaria
Experience: 15 years in talent acquisition leadership, in-house and agency
Placements: 188+ executive and senior placements
Prior roles: Regional TA lead for a 10,000-employee multinational across four countries. Enterprise TA lead at Akkodis. Head of the Global Accounts BPO and SSC division at ManpowerGroup, with a €30M P&L
Benchmarks: 38-day time-to-hire and 75% offer acceptance, held at multi-country scale
Delivery markets: Bulgaria, Romania, Serbia, Greece, the wider EU and the United Arab Emirates
Languages: Bulgarian and English
Sectors: iGaming and gaming. BPO, SSC and shared services. Technology and engineering. Finance and accounting. FMCG, retail and manufacturing. HR and talent acquisition. Executive and board
Contact: kamen@dreamwork.bg, +359 89 995 6593

What that background actually means for a brief

Carrying a P&L changes how you price a search, because you have had to justify the cost of one to a finance director. Running enterprise TA changes how you scope one, because you have seen what happens when the brief and the business objective do not match. And building greenfield sites changes what you promise, because you have watched a ramp plan collide with a talent market that could not support it.

How the practice is run

Founder-led. The consultant who takes the brief runs the search and stays on it.
Evidence over opinion. Market maps, verified track records, structured assessment.
AI-assisted, never AI-decided. AI speeds up the search. A person decides. Always.
Scoped in writing before anything starts, including the fee.

Work ethics and values

Five words, and what each one costs us when we mean it.

Honesty. If the salary will not attract the person you have described, you hear that on the first call rather than in week six. We have talked clients out of searches, and out of us.
Fairness. The same competency questions for every candidate on a dream job opportunity. Every declined candidate gets written feedback, including the ones who will never hire us and never refer anyone.
Ambition. A shortlist of people who can do the job today is the floor. We are looking for the one who changes what the function is capable of, which takes longer and is the reason to run a retained search at all.
Persistence. The best candidate usually says no the first time. Most searches are lost at that point. We go back, because a considered no in March is often a yes in May.
Integrity. Confidential means confidential, including from our own marketing. We do not name clients who have not agreed to it, we do not approach people we have placed, and no candidate reaches you without their written approval.

Values are only worth stating where they cost something. All five cost us fees, and we hold them anyway.

Languages and reach

Bulgarian and English. Bulgaria, Romania, Serbia and Greece are home ground. The wider EU and the UAE run through the same process.