Questions about how we work

We start with an analysis of your vacancies, target audiences and labor market. Then we determine the approach per role, sharpen your employer proposition and build content, campaigns and application funnels. Candidates are screened, followed up quickly and handed over warm to your hiring managers. We use data from every step to continuously sharpen the approach.

Not on gut feeling but on analysis. We look at the type of role, scarcity in the market, the region, the salary and benefits, your visibility as an employer, the number of hires and the desired speed. Based on that, we choose channels, message and funnel. After all, you recruit a production worker completely differently than a commercial director.

The first weeks are all about laying the foundation: intake and getting to know your organization, target audience and labor market analysis, sharpening your proposition and setting up campaigns and funnels. After that, the first campaigns go live and inflow gets going. How fast that goes exactly depends on your scope; we discuss that honestly upfront.

We take on the market: strategy, content, media, sourcing, funnels, screening and follow-up. Your team keeps what is best kept in-house: culture, hiring managers, interviews and the final choice. We set the exact split at the start, so everyone knows who is responsible for what and nothing gets done twice or not at all.

Fundamentally. Operational roles require reach and a frictionless funnel: short videos, local targeting and fast phone follow-up. Specialist and office roles require latent reach: personal outreach, substantive content and methods like Thought Leader Recruitment. Management and executive roles we recruit discreetly, through market mapping and personal outreach.

Then we intervene. Every campaign is measured continuously: reach, clicks, applications and their quality. If a channel underdelivers, we shift budget, adjust the message or switch channels. You are not paying us to execute a plan but to deliver hires, so we never cling to anything out of stubbornness.

Quickly and personally. A candidate who applies today does not want to hear back next week; slow follow-up is one of the biggest drop-off points in any funnel. We screen against the agreed criteria, hold qualification calls and hand candidates over warm to your hiring managers, complete with a clear call report.

Yes. We plug into the systems and processes you already have, so candidate data stays in one place and your own team can keep working the way it is used to. If you do not have an ATS or a workable process yet, we set up a way of working together that fits your organization.

Through fixed reports and short check-ins. You see what we see: how campaigns are performing, how many candidates are coming in, what the quality is and where the funnel is stalling. No black box, in other words. Which numbers we report exactly and how we define them, you can read on the KPIs and reporting page.

We do, together with you. Our team writes, designs, and produces the content and campaigns, but everything carries your name and brand identity and tells your story. Input from the shop floor makes content stronger, so we actively collect it from your people. You always keep sight of what goes out under your brand.

Continuously. An extra vacancy, a target group responding differently than expected, a spike in your hiring needs: the partnership is built to move with you. Because strategy, campaigns, and follow-up sit with one team, there are no three parties waiting on each other before anything happens.

In the first week we map goals, vacancies, audience, proposition, processes, stakeholders, systems and historical data, and pinpoint where the real problem is. Then we build the approach: campaigns, content, sourcing, funnels, Thought Leader Recruitment where it fits, the candidate process and reporting. The first campaigns usually go live within about two weeks; from then on we collect data and candidate feedback and keep adjusting. Within the first month you should feel that a recruitment machine is running.

With full RPO we take over almost the entire recruitment operation. You remain the owner of the organisation, the employment terms and the final decision on who you hire; your hiring managers conduct the in-depth interviews. How much stays with you operationally, we decide together. Want to follow up candidates yourself? Fine, then we measure whether it works. If we see something on your side costing hires, we name it. No responsibility without a mandate.