Martin Rowinski

Martin Rowinski

CEO, Boardsi

Martin Rowinski didn’t come from a traditional recruiting background—his path into talent was shaped by experience in technology, leadership, and scaling businesses.

With a background as a CTO and consultant, he spent years helping companies grow, including one engagement where he helped triple a company’s size. But through that process, he recognized a gap—not in execution, but in opportunity.

He wanted to transition into advisory and board roles where he could create long-term value, but found that there wasn’t a dedicated platform connecting companies with advisors and board members.

Instead of waiting for a solution, he built one.

That realization led to the creation of Boardsi, a platform designed to connect companies with executives and advisors—bringing a new dimension to how organizations think about talent beyond traditional hiring.

Leadership, Resilience, and the Power of the Right Circle

Rather than being shaped by traditional recruiting leaders, Martin’s perspective has been influenced by life experiences and the people around him.

Throughout both personal and professional challenges—including major industry downturns and personal loss—he leaned on a close circle of trusted individuals. Many of them were high-level executives who not only supported him through difficult times but also reinforced the importance of resilience, perspective, and gratitude.

These experiences shaped how he approaches leadership today.

He draws a clear distinction between two types of leaders: those who climb by stepping on others, and those who rise by lifting others along the way. For him, long-term success is rooted in the latter—building strong relationships, maintaining a tight circle, and creating a culture where people support each other’s growth.

This philosophy has carried through into how he builds teams and companies, emphasizing trust, alignment, and shared success.

Balancing Technology with Human Connection in 2026

As talent acquisition continues to evolve—with remote work, AI, and rapid technological advancement—Martin takes a pragmatic and experience-driven approach.

While he recognizes the benefits of flexibility and automation, he also highlights what can be lost: human connection.

In his view, not every role or individual is suited for a fully remote environment. Productivity and success often depend on a person’s ability to build structure, discipline, and connection—something that isn’t always guaranteed without in-person interaction.

Similarly, while AI can enhance efficiency, he cautions against over-reliance. Removing too much of the human element from hiring can lead to weaker decisions and missed nuances that only personal interaction can reveal.

Instead, he advocates for a hybrid approach—leveraging technology to support the process, while ensuring that human judgment remains central.

Looking ahead to 2026, his advice is clear: embrace innovation, but don’t lose sight of the fundamentals. Strong relationships, trust, and human understanding will continue to define great talent decisions, no matter how advanced technology becomes.