Your questions, answered

Yes, precisely because we don't work with one fixed method. From board level to operational roles, we decide per vacancy which combination of employer branding, content, media, sourcing, and screening is needed. So one partner doesn't mean one trick with us, but one team that picks the right approach for each role and steers toward hires.

For each vacancy we assess the role, the target group, the labor market, and your situation: how scarce is the profile, where does the target group spend its time, what motivates candidates, and where does your current funnel get stuck? From that follows the recruitment mix: which channels, which content, which approach, and what pace of follow-up.

Yes, and it happens often in practice, including at organizations with ten or more recruiters. Your team is strong in organizational knowledge, culture, and hiring managers; we add labor market strategy, content, media, sourcing technology, and extra capacity. We don't automatically replace your recruiters, we give them a more powerful recruitment engine.

Everything we do happens under your name: your employer brand, your job ads, your candidate communication. So the candidate gets to know your organization, not an agency. That way every campaign builds your visibility in the labor market, and the candidate relationship forms around your brand.

Full-funnel means one team controls and steers the entire chain: from analysis and strategy through employer proposition, content, media, and sourcing to application funnel, screening, follow-up, interview, and hire. And after that, data and optimization. Because everything comes together in one place, you see exactly where the funnel gets stuck and can adjust right there.

We agree on that for each partnership. It can be the full recruitment operation, or the parts where your team lacks capacity or expertise. Think strategy, content and media, sourcing, screening and candidate follow-up, or recruitment operations. We clearly define the division of responsibilities up front.

Fast and personally, because slow follow-up is one of the biggest drop-off points in recruitment. Candidates are screened against criteria we set with you in advance and handed over warm to your hiring managers, with a clear interview summary. That way you keep speed in the process and a good candidate experience under your own name.

That depends on the scope of the partnership and how quickly we complete the intake together. The first step is always the recruitment diagnosis: there we decide which vacancies get priority and what's needed to start. After that we build up the approach in a clear order, so you know from day one what happens when.

If you have one standalone vacancy without time pressure, or you're only looking for a resume against a one-off fee, a traditional recruitment and selection agency can be a fine fit. RPO becomes interesting with structural or recurring hiring needs, multiple types of roles, or when you want to improve your employer brand and your inflow at the same time. We'll tell you honestly if another model suits you better.

The cost depends on what we take over and how many vacancies are involved. On our pricing page you can read what determines the price and what a partnership includes. And with the business case we calculate together what the approach delivers compared to your current way of recruiting, including the costs you may not be counting right now.