What you and we do for a successful campaign

You know the job; we design the screening

Tell us what matters in daily work and which behaviours you want to see. We use our experience to turn those priorities into effective screening and interview questions. Give a company-specific example of a core value: how does it shape a real decision? ‘The best service’ or ‘the lowest price’ says little by itself.

Describe preferences first. A hard requirement means you would never hire someone without it, however well they fit otherwise. If you can be flexible, it is a preference. This applies to education, certificates, systems, brands, software and equipment too. Knock-out criteria are the same non-negotiable requirements.

A concrete, realistic offer

Always enter numeric starting and upper salary amounts, with currency and period. They may be equal. We need them internally to assess feasibility, even if you do not want them published. Choose an exact amount/range, an indication only, or no publication; applicable local transparency rules still apply. Without salary in the campaign we expect much lower performance and the money-back guarantee is unavailable. Amounts must be between 1 and 100,000,000; outside 2,000–9,000 we ask you to double-check. Hour, four weeks, month and year are available periods.

Describe distinctive benefits with quantities or amounts, such as a €2,500 annual training allowance, eight extra days off beyond the usual offer, or funded training tied to a concrete career step. Basic equipment such as a work laptop rarely distinguishes the role.

Our preparation and your feedback

We assess the audience, normally select the channels, prepare content, screen candidates and optimise the campaign. You provide accurate role details and materials with permission to use them, review content and promptly follow up with proposed candidates.

Give a concrete reason for rejection and share positive outcomes too. This improves selection and is required for any money-back guarantee. We agree the feedback deadline before launch. One clear contact person and a separate invoicing address help prevent delays.

Reduce workload too

Alongside recruitment, you can optionally express interest in AI or automation. Examples include less manual administration, faster scheduling or automated follow-up. We first discuss where time and stress accumulate and whether a practical improvement could help.