We start with an intake to discuss the vacancy, considering the relevant circumstances involved, the intention of the client, and how the position can be filled as effectively and quickly as possible. Based on this, we will then submit a proposal for client approval.

After that, we draft a search profile containing a description of the organization, the reason for the vacancy, the relevant circumstances, the key responsibilities, the position in the organization, the selection criteria to be applied, the career opportunities, and the compensation.

For this we use a combination of ‘Direct Search’ (approaching new candidates directly), ‘Network Search’ (actively involving candidates who are already known to us), and ‘Webvertising’ (running targeted recruitment campaigns and also placing online advertisements).

Based on in-depth labor market research and talent mapping, we compile a list of candidates to be approached, which we continuously keep expanding in consultation with the client, and also supplement with suitable candidates who respond to the web advertising.

We also use the aforementioned longlist to keep the client informed about the progress of the recruitment and selection phase. If necessary, we may further refine the search profile and/or search area if it proves difficult to find a sufficient number of suitable candidates.

Interested and potentially qualified candidates are assessed for their suitability based on their motivation, CV, and the selection criteria to be applied. When there are sufficient mutual points of alignment, they are also invited for an in-depth interview with one of our consultants.

Following, the most suitable candidates from the pre-selection phase are presented, including an explanation of their motivation, competencies, work experience, personality, further ambitions, and compensation expectations. The client then decides who will be invited for a follow-up.

The coordination of the follow-up interviews and the mutual feedback from them will be handled by us. After this, the client will determine to what extent these candidates qualify and who among them will actually receive an offer for vacancy at hand.

In this part of process, we guide both the client and the candidate through the negotiation to arrive at the best possible offer and then formalize it in an appropriate employment or interim agreement, which optimally meets each others's expectations.

If desired by the client, we also conduct at least 2 formal reference checks during the offer phase with at least two recent employers or clients. We do this in consultation with the candidate and only if we have received their consent.

Once the candidate accepts the relevant offer, a succesful placement is considered to have been made, and  other shortlisted candidates will be informed accordingly. This also concludes the recruitment and selection phase, after which the onboarding phase can begin.

During the first three months of employment or the entire interim assignment, we conduct regular progress meetings with both the candidate and the client to help ensure the best possible start in fulfilling the role.

Upon request, we can also provide more intensive guidance, with a dedicated program aimed at helping participants adapt as effectively as possible to the situations and circumstances that are most decisive for successful onboarding and sustainable placement outcomes.

Finally, the assignment is considered successfully completed once the candidate has been employed for three months or has completed the interim assignment. After that, we are happy to schedule a meeting to evaluate the approach and results of the assignment together.