(CREATIVE) TALENT SERVICES,
TALENT STRATEGY 
& EXECUTIVE SEARCH

TALENT shapes culture. I WORK WITH founders and leadership teams TO build strong TALENT foundations and FIND the right people, from first key hire to high-stake executive decisions.

Based in berlin + LISBON
working internationally

(TALENT)

01

(ABOUT
MARILYN DJIE)

Born in France / Raised in Germany / Half Indonesian, half Bosnian-CROATIAN / Now LIVING IN Berlin + LISBON. I grew up between cultures. Movement has always shaped my path, geographically and professionally. That perspective influences how I think about people, teams, and culture.

I started in finance before transitioning into the talent space. That mix still defines how I work today: Analytical, but strongly people-focused and intuitive.

I’ve worked closely with founders, boards, investors, family businesses, and creatives, and adapt my approach in a way that fits the identity & culture of the business. After 7 years in Berlin, I’ve built a trusted network, particularly within the tech, CREATIVE and VC ecosystem.

Portrait of Marilyn Djie, talent advisor, in a minimalist indoor setting

02

(SELECTED
CLIENTS)

Moss (b2b fintech, Series a-b)
MAKE Up DESIGNORY (Creative)
Viessmann generations Group (investment)
Staffbase (B2B TECH, series E)
Superchat (B2B TECH, early-stage)
MASCHINENRAUM (innovation)
Median group (healthcare)
Payhawk (B2B FIntech, Series b)

03

(WHAT I DO)

  • End-to-end advisory & execution for business-critical roles in close partnership with the client - from defining the role to signed offer. Focused on judgment, long-term fit, and the realities of the business.

    I offer science-based Hogan assessments to support Executive people decisions and succession planning. This provides deeper insight into personal strengths, potential derailers, and leadership style, beyond interviews and references.

  • For companies building or refining how hiring works in practice. I design structures that bring clarity and consistency, without overcomplicating things or slowing teams down. This includes:

    • Defining how roles are scoped and how talent is evaluated

    • Bringing structure to hiring plans and priorities

    • Integrating tools and systems where needed (e.g. ATS)

    • Using data and insights to improve how hiring works over time

  • For clients who need talent thinking and clarity on people decisions. This can include complex hiring, org design, roadmap planning or talent strategy.