Two routes
No two situations are the same. That is why we do not work from one fixed package, but from two ways of delivering, matched precisely to where you are now.
Choose the one that comes closest to your situation. Not sure? We are happy to think it through with you, no obligation.
I need to hire someone now.
You have a critical role open and you want to see the right people quickly. No shortlists, no weeks of silence. We go to market within two working days. First you see the profiles we find, then the candidates we have spoken to, one by one, straight away. After that we stay at the table: we schedule the interviews, report back to both sides and get the terms of employment agreed, all the way to the signature. You pay on a successful placement.
How Search & Selection worksWe keep on recruiting, and we want people on our radar before the vacancy opens.
Recruitment takes up more and more attention and the process is unpredictable. You want a structure that takes it over and grows with your organisation. A structure that keeps searching when no vacancy is open, so you do not start from zero the moment a role comes up. Without the cost of an in-house recruiter of around EUR 78,000 per year.
How RPO worksTell us briefly where you stand. We are happy to think it through with you, no obligation.
There are hundreds of recruitment agencies that say they are different. The difference is not in what they promise, but in how they work. We are outbound first, transparent about the process and accountable when things do not go to plan.
Search and selection in practice: Advion RPO in practice: HotelchampTraditional agency
Sennasearch
Waits for a vacancy and reacts
Actively goes to market, even with no role open
Sends CVs and disappears
Stays involved up to the signature and beyond
Works from a database of available candidates
Starts every search again in the relevant market
Gives little insight into what happens behind the scenes
Weekly update on progress, interviews and market feedback
Fee per hire, no shared interest
Partnership with clear agreements and mutual commitment
Fills a role and moves on to the next client
Thinks with you about the structure behind your hiring challenge
The questions we are asked most often before we start working together.
We do not start from an old CV database, but with a search from scratch for every assignment. You get direct lines of communication, weekly updates and the first profiles as soon as we have them. Anyone we then put forward as a candidate, we have spoken to ourselves. No black box, just a grip on the process.
We align briefly and sharply and go to market straight away. Around the intake we put a first list of profiles in front of you, with no commentary, so you can tell us who fits and who does not. After that you see every week who we are speaking to. Candidates we put forward one by one, as soon as we have spoken to them ourselves, with a write-up of the screening and the CV. We stay involved all the way to a lasting match.
That depends on the role and the sector. Ahead of the onboarding we carry out a market scan on the vacancy, so that we give a realistic picture of the talent pool. We share our insights and the responses every week, and you can choose a weekly or fortnightly check-in, so that together we keep a grip on the process.
Yes. With search and selection you pay on a successful placement. The choice is yours: a down payment at the start with a lower success fee, or no down payment and a slightly higher fee. With RPO we work with a fixed monthly amount plus a small fee per placement. What that means for your situation is something we set out for you in a first conversation.
Our centre of gravity is commercial: sales, marketing and customer success. Alongside that we fill IT, product, finance, HR and support roles among others. From junior to board level. Not sure whether your vacancy fits? One conversation will tell you.
We approach people ourselves and share the first profiles with you straight away, without any commentary, so that you can steer. Anyone we speak to after that, we assess on substance, motivation and fit with the organisation. Only after that conversation do we put someone forward, with a write-up of the screening and a CV.
Then we show you where the sticking point is, for example in the profile, the terms of employment or the market. On that basis we decide together on the best next step.
You get weekly reports and direct contact with our team. That way you always know what is going on and where you stand.
In a 30-minute call we look at what is going on, which solution fits and what you can realistically expect.
No sales pitch. Straight to the substance.
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