We believe that some of the finest candidate profiles may not be openly job-searching, which is why we take the direct approach in contacting them and pitching potential opportunities. Despite its advantages, publishing a recruitment announcement on an Internet platform may not be enough to find best candidates.
NEW SEARCH FOR EACH MANDATE
Although we capitalise on our existing recruiting research and our proprietary candidate base, we re-launch a new comprehensive search for each individual mission. This way we do not miss out on potentially suitable candidates entering the market.
COST EFFECTIVENESS OF A RECRUITING FIRM
An external recruiter provides a greater return on investment in more sensitive recruitment-related situations, i.e. sick leave, staffing specialists during peaks of business activity, etc. In addition to time- and cost-saving on the part of the client, the probability of poor candidate selection strives to zero.
Framing the search upfront with the client before launching the recruiting process is crucial. We build our research around the requirements of our clients and make sure they are met in full. Our recruitment consultants also offer their expertise to narrow down essential profile characteristics.
Sending a large number of not enough qualified CVs is a waste of time for both recruitment consultants and clients.
We provide our clients with an accurately selected portfolio of candidate profiles that best match the position and the company.
HOW WE WORK
1. INITIAL FRAMING
2. Search and selection
3. Support and negotiations
4. Closing and follow-up
CLASSIC BILLING SCHEME
FACTORS THAT MAY INFLUENCE PRICES
If the recruit leaves or his contract is terminated during the trial period, we guarantee to find a suitable replacement candidate.
We commit not to recruit any employee of the client for one year following the last recruitment search.
Confidentiality of all information transmitted to us by the client is guaranteed.