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HIRING A HEADHUNTER, FOR EMPLOYERS

A successful hire.
Probation included.
Or you don't pay.

We approach the people who do not respond to your vacancy. Across the Netherlands, for companies that want to look beyond applicants alone.

Looking for a new job yourself? Then you are in the wrong place. See our vacancies.

Discuss your open role Discuss your role See the process

No obligations. We first see whether it fits.

They had us search

  • Amac
  • Campina
  • Hotelchamp
  • IKEA
  • Mammoet
  • Munro
  • 20 years of experiencein recruitment
  • 92% of placementsstill in place after a year
  • 48 dayson average from intake to placement

THE PROBLEM

Your vacancy is open. But the right people are not responding.

A vacancy mostly reaches people who are already looking. Meanwhile the role stays empty, and that starts to hurt in more and more places.

WHERE IT GOES WRONG

Most agencies wait for the right person to apply.

That works for the 20% who are actively looking. The role you have open needs the other 80.

80%

have a job, do it well and do not read job ads

20% are looking around and applying

  1. They wait for whoever turns up

    An ad, a job board, a database of who is available. Anyone not in there, and those are the people you want, stays out of sight.

  2. You get a CV, not a verdict

    A bare CV in your inbox, and you get to work out whether it is any good. The interview that follows is over after ten minutes.

    At Sennasearch you get our interview report and the motivation with every candidate, before you speak to anyone.

OUR APPROACH

We do not wait until someone applies.

Whoever you are looking for, we simply call. We map your market and approach the people you want, even when they are not looking.

HOW IT WORKS

From briefing to hire, no detours.

Five steps, no layers in between.

  1. Intake and briefing.

    Which role, what the person needs to deliver, where it went wrong before. Then we go to market the same day.

  2. Map the market and approach.

    Around the intake you see a first list of profiles we have found. Your response steers the search, and then we approach.

  3. Screening.

    We interview everyone ourselves. Only after that conversation do we call someone a candidate.

  4. Candidate by candidate.

    Whoever fits, we introduce to you straight away. One at a time, not once there are three.

  5. Guidance through to the signature.

    Until the contract is signed, without silences that cost you the candidate.

Discuss your open role

WHAT YOU GET

What you buy when you say yes.

No hours and no subscription. One assignment, with this in it.

One assignment

  1. One recruiter, from intake to signature.

    The same person for the whole assignment, Dutch-speaking, with the search team behind them. No explaining twice what you are looking for.

  2. A first list of profiles around the intake.

    Around ten profiles we have found, not yet spoken to and deliberately without a verdict, so you see straight away whether we are searching in the right corner.

  3. Where things stand, every week.

    Who we have approached and what the market says back. Even when that is bad news about the salary or the role.

  4. The report of every interview.

    With every candidate our interview report, the motivation and the CV. No bare CV in your inbox.

WHAT CLIENTS SAY

What clients say after they let us search.

As a growing company, finding the right people quickly is crucial. Sennasearch really understood our needs and helped us identify strong candidates who could hit the ground running.

Victoria Sweeney Chief Operating Officer · Hotelchamp
Lees de Hotelchamp-case

The combination of continuous sourcing and job marketing gives excellent results. The fact that you also sit down every week to go through progress makes working together not only very effective, but also very pleasant.

Pieter de Vrieze Managing Director · Advion
Lees de Advion-case
Lees ook de Decathlon-case

COSTS

What a headhunter costs.

What you pay depends on the role and on how scarce the profile is. That is why it is a range and not a fixed rate.

Which percentage applies to your vacancy you hear in the first call. After that it is fixed and does not change.

18 to 25% of the gross annual salary
  • No costs up front
  • Exact percentage agreed up front
  • Invoice only after the candidate has signed

Looking for a director or manager? We have a separate approach for that, confidential and exclusive: executive search.

THE GUARANTEE

A successful hire, probation included.Or you don't pay.

A headhunter who is sure of the work carries the risk. Not the employer who hires them.

  • Does your vacancy stay open?

    Then you pay nothing.

  • Does your new colleague leave during probation?

    Then you choose: we search again at no cost, or you get your full fee back.

  • And in month two or three?

    Then you get half the fee back and we start searching again.

  • Do we have to fill the same role again?

    Then you do not pay twice.

Discuss your open role Discuss your role

The exact arrangements for your vacancy are agreed with you up front.

FREQUENTLY ASKED QUESTIONS

NO SMALL PRINT.
JUST CLEAR ANSWERS.

18 to 25% of the gross annual salary, only once your new colleague has signed. Which percentage applies to your vacancy, you hear in the first conversation.

No. Our centre of gravity is the Amsterdam region, but we work across the Netherlands. The search team approaches candidates wherever the role is.

At Sennasearch it is the same work: we approach people who are not looking. Anyone who says "headhunter" usually means exactly that. How that works per vacancy, you read under recruitment and selection; for board and management roles executive search is the page.

No, and that is deliberate. Whoever is in a file has been there for a while and has usually been approached already. Every assignment starts with the market as it is now, and that is where the person you want is.

Two things. Respond promptly to the candidates we put forward: the people we approach have a job and drop out when things go quiet. And keep us informed about your interviews and the offer you make, so we can guide things through to the signature.

Then you stop free of charge. If you withdraw the vacancy after we have started, you pay nothing for the search work already done.

Yes. Recruitment and selection is per vacancy, with no term and no notice period. If you have roles open continuously, RPO is the better fit.

Which vacancy do you
want to fill?

Tell us what is going on in a 30-minute conversation. Together we look at whether the role is realistic, how we would approach it and what you can expect.

No sales pitch. Straight to the substance.

  • 48 days on average from briefing to signed contract.
  • If the placement does not last through probation, you choose: we keep searching at no cost, or your money back. The conditions are fixed up front.

Fill in your details

Then pick a time that works for you. No obligations, we look at the fit first.

Headhunting, executive search and sales recruitment fall under Search & Selection.

No obligations. We start by checking whether it's a fit.

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