Frequently Asked Questions

Talent & Co. provides recruitment services for companies, career services for professionals, and HR consulting support. We help organizations hire effectively and professionals position themselves for growth.

Yes. We support companies with recruitment and people strategy, and professionals with career positioning, CVs, LinkedIn profiles, and interview preparation.

We focus on quality, positioning, and long-term fit — not volume. The work is founder-led and combines hands-on execution with strategic thinking, drawing on direct recruitment and People & Culture experience.

We work with clients in Greece, the United Kingdom, and internationally through fully remote delivery.

Talent & Co.'s professional career services are personally led by founder Peggy Theodorou. Clients work directly with Peggy on career strategy, CV positioning, LinkedIn optimisation, job-search strategy, personal branding and interview preparation, depending on the engagement.

Peggy has 30+ years of overall business experience, including 20+ years in People, HR, recruitment and leadership roles, combined with hands-on experience in business functions including digital banking, customer service, quality assurance, marketing and business development. Over the last decade she has led and supported the hiring of hundreds of professionals in technology. Her certifications include Tech Recruitment, Agile HR, Career Consulting and Personal Branding / Image Consulting.

Traditional coaching often focuses on helping clients reach their own conclusions through questioning and reflection. Talent & Co. uses questions where they are useful, but also provides direct advice, professional judgement and clear recommendations. The approach is practical and market-informed, grounded in decades of experience across recruitment, hiring, People leadership and business.

Recruiters and hiring managers spend very little time on each application and read for specific signals: scope of responsibility, level, relevance and evidence of results. Because Peggy has run hiring processes and sat on the decision-making side, the work focuses on those signals rather than on formatting or generic phrasing, and on what will realistically move an application forward.

Typical clients are professionals in technology, fintech, banking, financial services and HR / People roles — including engineers, product owners, QA and delivery professionals, business analysts, specialists, managers and senior leaders. Clients usually come at a decision point: preparing for a move, changing direction, returning to the market or wanting their experience presented more clearly.

Yes. Senior managers, heads of function and executive-level professionals are a core part of the work. At that level the focus shifts from listing responsibilities to demonstrating scope, ownership, business impact and leadership judgment, and to preparing for interviews with boards, founders and executive panels.

Yes. Early-career professionals, university students and recent graduates are supported through a dedicated offering covering career orientation, CV foundations, LinkedIn setup and preparation for first roles.

Yes. Career re-entry is a regular part of the work. The focus is on presenting the break factually and without apology, updating how your experience is framed for the current market, refreshing your CV and LinkedIn profile, and preparing clear answers for interviews.

The deepest experience is in technology, fintech, banking and financial services, alongside HR and People functions. Projects have also been delivered in technical and engineering fields and in HR benefits. This industry familiarity means role titles, seniority levels and hiring expectations do not need to be explained from scratch.

No. Those are the sectors with the deepest market knowledge, but the underlying work — clarifying direction, structuring experience, positioning a CV and LinkedIn profile, preparing for interviews — applies across professional fields. If your target market falls outside the core sectors, that is discussed openly in the first conversation.

It is the service most people search for as career coaching, but the method is career strategy and advisory rather than traditional non-directive coaching. Sessions combine discussion with direct feedback, market insight and specific recommendations. Peggy draws on first-hand recruitment, interviewing, hiring and People leadership experience to help you understand your options, assess how the market is likely to interpret your profile and decide what actions will strengthen your position.

If you know which roles you are targeting and your applications are not getting responses, CV and LinkedIn work is usually the right starting point. If you are unsure what to target, weighing different options, or your experience is hard to summarise in one direction, start with career strategy and advisory — the work often searched for as career coaching — because writing a CV before the direction is clear tends to produce a document that tries to say everything.

Yes. That is one of the most common reasons professionals get in touch. The work starts by mapping what you have actually done, which parts of it you want to keep doing, and how the market currently values that experience, then narrows it to a small number of realistic target roles you can pursue with a consistent story.

Yes. A change of field usually depends on identifying transferable experience and presenting it in the language of the target sector. The advisory work covers which parts of your background carry across, what gaps are likely to be raised, which entry points are realistic, and how to explain the change credibly to recruiters and hiring managers.

Yes. Moving up is usually less about adding responsibilities to a CV and more about evidencing scope, ownership and impact at the next level. The work covers how your current experience maps to that level, which examples demonstrate it, and how to position yourself in applications, on LinkedIn and in interviews.

Yes. Support covers re-establishing your professional direction, updating your CV and LinkedIn profile so the break is presented factually, identifying which of your skills remain current, and preparing straightforward answers to questions about the gap.

Yes. Broad backgrounds often fail in applications because everything is given equal weight. The work identifies the through-line in your experience, decides what to lead with for each type of role, and reduces the rest to context, so a reader understands quickly what you do and at what level.

Yes. Options are examined against what the market currently offers, what each path would require, how your existing experience supports it, and what you want from your working life. The outcome is a considered decision — or a clear primary and secondary direction — rather than an open list.

Sessions are one-to-one, remote and led personally by Peggy. A first session normally covers your background, what is and is not working, and the decisions you are facing. Later sessions focus on narrowing direction, challenging assumptions about the roles you are targeting, positioning your experience and agreeing concrete next steps. You leave each session with specific recommendations rather than general advice.

The advisory work is deliberately structured rather than open-ended and is delivered through a small number of focused sessions. The number depends on how clear your direction already is and how much repositioning is involved; it is agreed with you at the start rather than left running indefinitely.

Yes. A job search is treated as a structured process: defining target roles and employers, deciding which channels are worth your time, setting the sequence of applications and outreach, and agreeing how progress is reviewed. The aim is a plan you can run consistently rather than applying to whatever appears each week.

Career strategy and advisory — what many people call career coaching — answers what you should be targeting and why. Job-search work answers how to reach it: target lists, applications, recruiter conversations, LinkedIn activity and follow-up. They are often combined, because a well-run search built on the wrong target produces very little.

Yes. Working from your experience, level and constraints, we build a realistic list of role types and organisations worth approaching, including the kinds of companies that typically hire profiles like yours. This gives your search a defined scope instead of reacting to job boards.

Yes, and this draws directly on recruitment experience. The work covers how to introduce yourself concisely, what recruiters look for in a first message, how to respond when contacted, what to ask about a role and process, and how to follow up without damaging the relationship.

Yes. This covers making your profile findable for the roles you want, using keywords that match how recruiters search, signalling availability appropriately, approaching people constructively, and using visibility and content so that relevant opportunities reach you rather than relying only on applications.

Yes. That pattern usually has a specific cause: applications aimed at the wrong level, a CV that does not evidence the requirements, unclear positioning, or a search concentrated in the wrong channels. We review recent applications and your materials to identify where the process is breaking down, then fix that part first.

Yes. The review covers what you are applying for, how your CV and LinkedIn profile read to a recruiter, how you explain your background, and where your applications stop progressing — screening, first interview or final stage. The outcome is a specific diagnosis and a revised approach, not general encouragement.

No. Talent & Co. does not submit applications on your behalf. You remain in control of where you apply and of every conversation with an employer. What we provide is the strategy, the target list, the CV and LinkedIn profile, guidance on approaching recruiters, and interview preparation. Separately, Talent & Co. also runs recruitment assignments for companies, where candidates apply to specific open roles.

CV writing is a done-for-you service. After an intake conversation about your experience and target roles, the CV is written for you rather than returned as a list of suggestions. Advisory-only reviews are also possible where you prefer to keep the writing yourself, and the difference is agreed before we start.

The service includes a structured review of your experience, roles and responsibilities, clarification of key achievements, restructuring for clarity and flow, alignment of content with your target roles, consistent positioning across the document, and one round of revisions based on your feedback.

Yes. A full rewrite is the standard approach. Your existing CV is used as source material, but the structure, ordering, emphasis and wording are rebuilt around the roles you are targeting rather than lightly edited.

Yes. If your CV is several years old, fragmented or was written for a different type of role, it is rebuilt from your actual experience. Where information is missing, the intake conversation is used to recover the detail needed — you do not need to arrive with a well-organised document.

Yes. CVs are written in clean, parsable structures with conventional section headings and terminology that matches the roles you are targeting, so systems can read them correctly. The priority remains the human reviewer: a CV that passes a system but does not convince a recruiter achieves nothing.

Yes. CVs and LinkedIn profiles are written and optimized in both English and Greek. English is normally recommended for international opportunities, while for the Greek market the language, structure and tone are adapted accordingly.

Yes. Talent & Co. works regularly with the UK market and adapts the CV to UK conventions in length, structure, tone and the level of personal detail included, as well as to how UK recruiters in your sector read experience.

Yes. Senior and executive CVs are structured around scope, ownership and business impact rather than task lists — team and budget size, remit, transformation and delivery outcomes — with earlier roles condensed so the document stays focused on the level you are targeting.

Relevance to the target role decides. Experience that evidences the requirements of that role is given space and detail; the rest is summarised or removed. Early or unrelated roles are usually condensed, and gaps are handled factually rather than hidden.

If you are pursuing genuinely different types of roles, yes — a single document written for two directions typically convinces in neither. The usual approach is one strong core CV for your primary target, plus guidance on which sections to adjust for a secondary direction.

One round of revisions is included as standard. After you review the draft, your feedback is incorporated into a final version. Any further work beyond that round is agreed with you in advance.

CV writing and LinkedIn optimization engagements are usually completed within five business days from the initial intake conversation. The exact timeline is confirmed when the project is assigned and depends on the complexity of your background, the level of roles you are targeting and how quickly you review the draft.

Yes, and it frequently is. The most common combination is CV writing with LinkedIn optimization, so both present the same positioning. Career coaching is added when direction is still being decided, and interview preparation when interviews are already scheduled.

The service includes refining your headline and overall positioning, restructuring your experience for clarity and relevance, developing a clear About section, aligning the profile with your target roles, improving visibility through keyword alignment, and one round of revisions based on your feedback.

Yes. This is a done-for-you service: the profile content is rewritten based on your background and direction, rather than returned as a checklist of improvements to make yourself.

The review covers the sections recruiters actually read and search: headline, About, experience entries, skills and keywords, and the overall consistency of how your level and focus are presented. Supporting elements such as education and certifications are aligned with the rest of the profile.

Yes. Recruiters search LinkedIn with specific role titles, skills and seniority filters, then decide from your headline and first lines whether to keep reading. The work aligns your profile with those searches and makes your level and focus clear immediately, drawing on direct experience of sourcing candidates this way.

No. They should be consistent but not identical. A CV is a targeted document written for a specific application; LinkedIn is a public profile that must work for many readers, so it is broader, written in the first person and more direct in tone. The positioning, dates and job titles must always match.

Yes. These two elements carry most of the weight: the headline determines whether you appear in searches and whether a recruiter clicks, and the About section decides whether they continue. Both are rewritten to state clearly what you do, at what level and in what field.

Yes. Keywords are drawn from how the roles you are targeting are actually advertised and searched in your sector, then integrated naturally into your headline, About section and experience entries so the profile stays readable while becoming findable.

Yes, and it is the most common combination. Doing both together means the positioning, wording and level are consistent across the two places a recruiter will check, and it avoids a strong CV being undermined by an outdated profile.

Personal branding is the consistent, accurate impression your professional presence creates: what you are known for, the level you operate at, and the value you bring. In practice it means your CV, LinkedIn profile and the way you talk about your work all say the same thing, and that it is something specific rather than generic.

LinkedIn optimisation improves one channel. Personal branding decides the underlying message first — your focus, your audience and your positioning — which then shapes the LinkedIn profile, the CV, how you introduce yourself and any content you publish. Optimisation is execution; branding is the decision behind it.

Yes. Positioning work identifies what you do best, which audience it matters to, and how to say it in one clear line that holds up in a CV, a LinkedIn headline and an interview. It draws on how hiring decisions are actually made in your field rather than on aspirational statements.

Yes, and it is particularly useful then. During a change your history and your target no longer match, and readers default to what they see first. Branding work decides which parts of your background lead the story, how the change is explained, and how to present yourself credibly for where you are going.

Yes. For senior professionals visibility is often the missing element: strong experience, little public presence. The work covers strengthening the profile, defining the themes worth speaking about, and building a sustainable level of activity — supported by LinkedIn content development where that is useful.

Yes. Topics are chosen from the intersection of what you have genuine depth in, what your target audience cares about, and what you can sustain over time. The result is a small set of themes rather than an open content calendar.

Yes. Consistency is checked deliberately: the same level, the same focus, the same explanation of transitions, the same job titles and dates everywhere. Inconsistency between a CV and a LinkedIn profile is noticed by recruiters and raises questions you would rather not spend an interview answering.

Yes. LinkedIn content and ghostwriting is a separate service that develops content direction and themes based on your experience and perspective, and produces posts either collaboratively or done-for-you. The emphasis is consistency and relevance rather than volume, and the content is aligned with your profile positioning.

Preparation covers understanding the role and what the employer is assessing, structuring your answers around your actual experience, identifying and strengthening the examples you will rely on, refining how you present achievements, preparing for common and role-specific questions, and improving clarity and delivery. Feedback is given during the session so you can adjust immediately.

Yes. A mock interview is included in the extended coaching option, followed by structured feedback and refinement. The standalone option is a single focused session concentrating on role-specific preparation and your key answers rather than a full simulation.

Yes. Wherever possible, preparation is built around the actual role: the job description, the stage of the process, the interviewers involved and what that type of employer typically probes. Bring the details you have and the session is shaped around them.

Yes. These interviews reward structured, evidence-based answers. Preparation covers selecting the right examples from your experience, structuring them so the situation, your specific contribution and the outcome are clear, and keeping answers to a length that holds attention.

Yes. Leadership interviews assess judgment, scope of ownership, how you lead teams and how you handle difficult decisions, often across panels or with founders and executives. Preparation focuses on those themes and on evidencing impact at the level you are targeting.

Yes. Difficult questions are worked through in advance rather than improvised: weaknesses, conflict, failed projects, reasons for leaving, salary expectations and any part of your history you find uncomfortable to explain. The aim is an honest, composed answer you can give consistently.

Yes. Each of these is normal and becomes a problem mainly when the answer sounds defensive or rehearsed. We prepare a short, factual explanation that states what happened, what you took from it and why you are now targeting this role, so the conversation can move on.

Yes. It is often combined with CV writing, LinkedIn optimization or career coaching, so that what your documents claim and what you say in the interview are consistent.

Yes. Long tenure in one field is an asset that is often presented as a constraint. The work identifies which of your skills carry across, which target roles are realistic without starting again, what a credible first move looks like, and how to explain the change so it reads as a considered decision.

Yes. Support covers assessing what has changed in your field, identifying which of your skills remain current and which need refreshing, rebuilding your CV and LinkedIn profile, setting a realistic target level, and preparing straightforward answers about the break.

State it plainly. A short, dated entry naming the reason in neutral terms — caregiving, health, relocation, study, redundancy — is better than an unexplained gap, which invites speculation. Add any study, freelance or voluntary work from that period, then keep the focus on your current direction.

Yes. Transferable skills only work when they are expressed in the target field's language and backed by specific evidence. The work translates your experience into terms the new sector recognises and selects the examples that demonstrate the skills that field actually hires for.

Yes. This is a positioning problem more than a qualifications problem. We identify the roles that genuinely fit your current profile, decide what to emphasise and what to condense so you are not screened out at either end, and set out what would need to be evidenced to reach the level you are working towards.

Talent & Co. is based in Athens, Greece, and works with clients in Greece, the United Kingdom and internationally. Career services are delivered remotely.

Yes. All career services are delivered remotely, so clients anywhere in Greece can work with Talent & Co. on the same basis as clients in Athens.

Yes. Career strategy & advisory (career coaching), CV writing, LinkedIn optimization, personal branding and interview preparation are all delivered remotely through structured online sessions and follow-up work.

Yes. Clients based outside Greece are supported through the same remote delivery, with the deepest market knowledge in Greece and the United Kingdom.

Yes. Both markets are regularly covered, and CVs and LinkedIn profiles are adapted to the conventions of each, including differences in CV length, structure, tone and the personal details that are customary.

Yes. For international opportunities, English-language materials are normally recommended, positioned for international readers rather than a single local market. Support does not extend to country-specific immigration, visa or employment law advice.

The first conversation exists to answer exactly that. As a guide: unclear direction usually points to career strategy & advisory, applications without responses point to CV and LinkedIn work, interviews that do not convert point to interview preparation, and low recruiter interest points to LinkedIn and positioning. If the fit is unclear, it is discussed before anything is agreed.

Yes. Services are frequently combined — most often CV writing with LinkedIn optimization, and career strategy & advisory or interview preparation alongside them. They can also be engaged as part of a structured program or as standalone sessions, depending on your needs.

The starting point is a no-obligation discovery call, typically 30 minutes, covering your situation, your goals and your timing. After that you receive a proposed scope, deliverables and fee in writing. Work begins once that is agreed, and the first working session collects the detail needed to deliver it.

Yes. Career conversations, your documents and the fact that you are exploring a move are treated as confidential and are not shared with employers or third parties without your agreement. Personal data is handled in line with the privacy policy.

Fees vary by service, scope and the seniority of the roles involved, so a standard price list is not published. After the discovery call you receive a written proposal with scope, deliverables and fee before any commitment. For an indication for your situation, email team@talent-and-co.com.

Yes. Career services can be engaged as structured packages combining CV writing, LinkedIn optimization, coaching and interview preparation, or as standalone services. The combination is agreed based on what you actually need rather than a fixed tier.

Start dates depend on current capacity, and because the practice is founder-led the number of parallel engagements is deliberately limited. Once scope is agreed, work normally begins with the intake session shortly afterwards. If you are working to an interview or application deadline, say so in your first message and it will be taken into account.

CV writing and LinkedIn optimization are usually completed within five business days of the intake conversation. Coaching and interview preparation run over a small number of focused sessions scheduled around your availability. A combined engagement therefore typically spans a few weeks rather than months.

You review the draft and one round of revisions is included, after which you receive the final version. From there the materials are yours to use. Many clients then add interview preparation or coaching as their search progresses, but there is no obligation to continue.

No. No legitimate career service can guarantee employment, interviews or a job offer, because hiring decisions are made by employers and depend on factors outside anyone's control — role availability, internal candidates, budgets and market conditions. Any provider promising a guaranteed job should be treated with caution. What is committed to is the scope and quality of the work agreed.

You can expect clearer direction, a CV and LinkedIn profile that present your experience accurately and at the right level, a defined job-search strategy, and better preparation for interviews and recruiter conversations. Those improve how you are positioned and how consistently you present yourself. Outcomes such as interviews and offers remain the employer's decision and are never guaranteed.

We offer targeted hiring for specific roles, embedded recruitment support, and hiring strategy advisory, depending on your needs and stage of growth.

Embedded recruitment means working as part of your team for a defined period, managing hiring with consistency and ownership rather than handling isolated vacancies.

Typically we complete placements within 3-6 weeks from initial briefing to offer acceptance. The exact timeline depends on role complexity, market conditions and client response time at each phase. We provide regular updates throughout and work to minimize time-to-hire.

We use a structured assessment process combining evaluation of the candidate's background, behavioral interviews and cultural fit analysis, designed to assess not only skills and experience but alignment with your values and team dynamics.

Yes. We regularly manage confidential and executive-level searches where discretion is essential, including C-suite, VP and senior leadership roles in fintech, banking and technology. The founder-led model means a single accountable point of contact and tight control over how the search reaches the market.

We work with organizations of all sizes, from startups to established corporations, and adapt the approach to the talent and culture challenges of each stage of growth.

Yes. We often work with companies that need external support for hiring, structure and people-related decisions, including fractional CHRO support.

Yes. Brand and culture services are available as standalone offerings, covering employee value proposition development, employer brand content, and candidate experience improvements independently of recruitment activity.

Typical deliverables include an articulated Employee Value Proposition, employer brand messaging and tone-of-voice guidelines, an audit of your careers presence (website, LinkedIn, Glassdoor) with recommendations, and a roadmap for content and candidate-experience improvements. Exact scope is agreed upfront.

Yes. Culture services include employee engagement initiatives and retention strategy development, helping you strengthen the team you already have rather than only attracting new talent.