Not resumes that fit, but colleagues who stay. Backed by a 100% satisfaction guarantee.
Each model with a real assignment as proof.
For recruitment per project, or when speed matters.
Ideal for startups, scaleups and temporary extra capacity.
85% of them are still active.
Started at zero, ended with a complete department.
For organisations that outsource recruitment structurally.
Ideal for corporates and scaleups from 50 FTE that recruit continuously.
Not sure which model fits? We decide that together in the free meeting.
We speak with stakeholders and team members, map your organisation's culture and establish what truly motivates and binds people in your organisation.
An intake with Michael about your team, not just about the role.
A profile you can select on for fit, not just on a resume.
Our network of 22 years, supported by AI tools, also reaches people who are not actively looking. We screen for personality and competencies, and assess cultural fit in advance.
No pile of resumes, but a selection tailored to your team, with our reasoning for each candidate.
Candidates you would not have found yourself, and fewer interviews that lead nowhere.
Behavioural interviews using the STARR method, practical assessments and a team fit with your existing team. We guide the process up to and including the signature.
We sit in on the interviews and guide the offer, so you make a well founded choice.
A candidate who signs because the role, the team and the culture fit.
The first ninety days are decisive: that is when someone settles into the role. That is why we stay close with every placement. We speak with both the new colleague and the manager, so expectations stay clear on both sides. With Recruitment as a Service, we stay involved up to one year after the start: a check in every two months, and where needed we step in, with mediation where appropriate.
Because we stay involved and speak with both sides, expectations stay aligned and someone truly grows into the role, instead of small frustrations building up to a resignation.
Scaleups and corporates lose a great deal of money every year to wrong recruitment decisions. The damage goes far beyond salary.
Based on Oxford Economics and what we see in practice at organisations.
If a candidate we placed leaves within three months because the role or the culture turns out not to fit, we find a replacement free of charge. Lasting matches, not quick fixes.