HOW WE WORK
You make the decisions. We run the process from need to hire.
At the start we agree whom we are looking for, how we run the search and when your team comes in. Throughout the process you have an overview of candidates, our assessments and next steps, with an agreed rhythm of communication.
From first need to accepted offer
This is the basic flow of a recruitment project. We adapt search channels, assessment methods and scope of support to the role, the market and the number of people you are hiring.
Step 1: We understand your situation
We discuss the job, the team, the conditions and the reasons for hiring. We agree the selection criteria and priorities before the search begins.
Step 2: Search plan
We choose the right channels and way of approaching candidates. We agree what we communicate about the role, the expected course of the process and how we report.
Step 3: Finding candidates
We use the agreed combination of databases, referrals, advertising and direct market search. For confidential roles we adapt the approach to the agreed level of discretion.
Step 4: Interviews and assessment
We assess candidates' experience, motivation, expectations and availability against the role's criteria. We highlight the information that matters for the next interview and the decision.
Step 5: Shortlist and interviews with your team
We present relevant candidates with notes from the assessment, coordinate interviews and gather feedback. Your team decides who moves forward.
Step 6: Offer and closing the process
We coordinate communication around the offer and the start date. The client makes the hiring decision, and post-hire support and any replacement are handled under the contracted terms.
A clear division of work
We lead
- Market search, initial interviews and assessment, presenting candidates and coordinating the process.
- We point out obstacles and suggest adjustments to the approach.
Your team takes part and decides
- Provides information on the role and working conditions, interviews candidates and gives feedback.
- Chooses the candidate, defines the offer and establishes the employment.
We agree together
- Selection criteria, priorities, selection stages, types of candidate reports and the rhythm of communication.
- If the need or conditions change, we align the next steps and timelines.
Candidates and decisions in one place
During an active recruitment project your team gets access to the ATS, the system used to track the hiring process.
Candidate statuses
- Active search
- Selection process
CVs and notes
- Documentation
- Interview summary
Comments and next steps
- Feedback
- Agreed action
- Candidate status: See which stage each presented candidate is at and what the next step is.
- Assessment materials: CVs, our notes and feedback are available in one place.
- Working together: The decision-makers involved use the same overview and leave comments within the process.
Timelines depend on the type of hiring
Time to accepted offer
Standard recruitment
The average time from the start of an active search to an accepted offer is 19 days. Duration depends on how demanding the role is, candidate availability, the conditions offered and decision speed. We give an estimate for your role after the initial conversation.
Framework to arrival
International workforce recruitment
For a standard project, around 45 days until the workers' arrival is used as an indicative plan. This is an estimate, not a guaranteed date. The timeline depends on the profile and candidate availability, selection speed, documentation, the handling by competent authorities and travel logistics. The start date of work is agreed separately.
Plan based on required dates
Seasonal hiring
We plan candidate search and selection according to the required arrival and start dates. Timelines are affected by the number of people, locations, working and accommodation conditions and selection speed, while the start of work depends on the work permit procedure of the competent authorities.
Terms agreed before the project starts
For most standard roles we apply a fee on successful hire (success fee). The charging model, scope of support, guarantee and terms of any replacement are specified in the proposal and contract. International, high-volume and particularly demanding projects may have a different cooperation model.
You do not need every detail before the first conversation
Send us the roles, number of people and approximate deadline, if you already know them. Together we will clarify the criteria and agree what is needed to get started.