Sourcing for search and staffing agencies and in-house recruiters
You know exactly who you are looking for, but you just cannot find her. Or you keep finding the same fifty people your competitor is calling too. For that one hard-to-fill vacancy, we deliver a short list of top candidates you had not seen yet, with the reason each of them is on it.
Who already works with us
The problem
Hours of searching the usual databases usually produce a list of names that roughly look the part. You forward the profile with a caveat, or you go through it again yourself. Either way the work is not done.
Keyword search finds whoever sold themselves well. Someone who has not updated their profile in years stays invisible, however well they fit.
Our approach
We dig deeper. We look at what someone took on, and at the right profiles within the right companies. From public professional information we predict which career paths and growth steps your ideal candidate may have taken.
By matching on your dream candidates, we find whoever resembles them faster and smarter. That brings up names no search term would have surfaced.
You get a handful of names back, small enough to explain and well-founded enough to stand behind.
The promise
We place nobody and we put nobody forward. We do not approach candidates on your behalf, and we do not go to your client ourselves. You are buying search work, not a competitor.
Where it comes from · One of our search methods
Our method comes from scouting footballers: our founders previously built SciSports, the global market leader in data-driven scouting of professional football players. But statistics and data alone will not tell you who the ideal left back for your team is. A good scout can pinpoint that player, and our algorithms then look for whoever resembles them.
We do the same with candidates. Name someone you placed last year who worked out, or someone you picture in this role. We find whoever resembles them, even when the CV looks nothing alike. Those are the names worth a conversation.
What you get
A score per criterion with a short rationale, including where someone falls short. In front of your client or hiring manager you do not have to say it feels right. You show how the selection was built.
Shortlist · Operations director
Femke de Vries
Operations director, food manufacturer
Leading a large organisation
Currently runs three sites, over eighty people in total.
Experience with an acquisition or merger
Saw one integration up close, but did not lead it.
Knowledge of the agricultural sector
No agricultural education; has worked in logistics so far.
Stood out. Scores low on sector, but mentioned in an interview that she grew up on a farm. The brief did not ask for that; given that affinity with the agricultural sector, she is on the list anyway.
ViewHow we work
A first list is meant to change your mind. That is why a brief can go back and forth a few times. Your client's wishes also change along the way, and our system moves with them.
What are you least sure about?
We note what you are looking for, and just as much where you have doubts. That doubt is what we watch most closely along the way.
This one only half meets your requirements, but has built a team from zero twice. Does that mean anything to you?
If someone stands out who only half meets your requirements but brings something your brief did not ask for, we put them forward. If it lands, it becomes a criterion.
You said no to four consultants. Shall we drop that requirement?
Your reaction to real people is sharper than any intake. Criteria shift, weights change, and we search again.
Your brief gets sharper along the way. And so does your list.
Questions
Not your client; that relationship is yours. We do not approach candidates by default either. If you want us to, we can arrange it.
Nothing, unless there is a good candidate on the list. Then you pay €1000 per brief. No licence keeps running in a month you are not searching.
We take over the search work. Assessing, approaching and convincing stay your craft, and you have more time left for them.
No. You get the list in the format you already use.
Send that one vacancy that has been sitting for a while. One brief shows you right away what it gets you, without being tied to anything. No cure, no pay. If there is a good candidate on the list, you pay €1000. If not, you pay nothing. That gets us a conversion of 70% of new clients, so we are happy to take on that challenge with you.
