Solutions
Not every hiring problem needs the same solution.
The right path depends on whether the challenge is urgent, structural — or both.
Some roles need to be filled fast. Others reveal a deeper problem in how recruiting is set up. And often, both are true at once.
This page helps you identify which approach fits your situation — and why.
What does your situation look like?
Use this as a first orientation — not a rigid filter. Most companies fit more than one column.
If your issue is...
... an urgent gap
A key role is open. Relevant candidates aren't coming through ads. Internal recruiting capacity is stretched or missing.
... structural
Recruiting is too slow, unclear, or too dependent on external partners. You want better processes, stronger sourcing capability, and more internal ownership.
... both
A critical role needs to be filled now — and your recruiting setup needs to improve at the same time.
Direct Search
For critical roles where the right candidates aren't actively applying — and time matters.
When this is the right fit
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A key role needs to be filled and internal capacity is limited
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Relevant candidates are hard to reach through conventional channels
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Job ads are not delivering the right profile
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The cost of a long vacancy is high
What I do
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Clarify the role, define the target profile, and align expectations with stakeholders
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Map the market and build a structured candidate pool
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Develop an active sourcing strategy tailored to the role
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Approach, qualify, and assess candidates through structured conversations
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Coordinate the process through to the offer and placement
What changes afterwards
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Faster access to qualified, relevant candidates
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Better shortlist quality — fewer unqualified profiles
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Less time lost to unstructured or reactive search
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A clearer role brief and sharper candidate expectations
Engagement models
Retained Search
5.000€ retainer + 25-28% Success-fee
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Success Search
32% standard, negotiable for simpler roles
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Rule of thirds
based on negotiated fixed price
Recruiting Enablement
For companies that want to recruit faster, more independently, and with more control — without relying on external partners every time.
When this is the right fit
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Recruiting lacks clear ownership or defined processes
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Active sourcing is inconsistent or missing entirely
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Hiring is slow, unplanned, or too dependent on agencies
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Internal recruiting capability needs to grow alongside the business
What this covers
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Recruiting process structure — clarity, flow, and ownership
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Role profiling and briefing quality
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Active sourcing setup and internal capability
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Modern recruiting methods and smarter use of tools
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AI-supported workflows where they create real leverage
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Team workshops on sourcing, AI workflows, and recruiting best practices
What changes afterwards
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Clearer roles, responsibilities, and recruiting ownership
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Stronger internal sourcing capability
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More predictable, plannable hiring processes
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Less dependency on external recruiters over time
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Better use of modern tools and AI-supported recruiting workflows
Available as Essential, Growth, or Scale — depending on where you are and how far you want to go.
Combined Solution
When a critical role needs to be filled now — and the underlying recruiting structure needs to improve at the same time.
Most companies face this moment at some point: a vacancy is urgent, and it's also revealing exactly why recruiting needs to work better. Addressing only one side rarely solves the real problem.
The Combined Solution runs both tracks in parallel — without one slowing the other down.
When this is the right fit
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A critical role is open and needs to be filled fast
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Internal recruiting processes are not strong or clear enough
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Short-term results and long-term improvement both matter
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The company wants to reduce dependency on external partners going forward
Why this works
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Direct Search fills the urgent role while process work runs in parallel
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Structural improvements happen during the engagement — not after
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Better role clarity and sourcing setup benefit the next hire immediately
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Short-term delivery and long-term capability reinforce each other
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Additional support models
Flexible options for companies that need ongoing or temporary recruiting support.
RPO
Recruiting Process Outsourcing
For companies that need structured recruiting support, process ownership, and operational continuity over a defined period — without building internal headcount first.
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Ongoing recruiting support
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Embeddded process ownership
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Monthly support model
Interim Recruiting
Immediate operational support
For companies that need temporary recruiting capacity — when internal resources are missing, stretched, or on leave.
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Short-term operational support
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Flexible engagement
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Fast onboarding​
