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RECRUITMENT AND SELECTION FOR COMMERCIAL ROLES

A successful placement, probation included,
or you don't pay.

The best candidate for your vacancy is not applying anywhere. Our sourcing team approaches the 80% of the market that never reads a job ad. Of the people we place, 92% are still there a year later.

Discuss your open role Discuss your vacancy See how it works

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

TRUSTED BY AMBITIOUS COMPANIES

  • Amac
  • Campina
  • Hotelchamp
  • IKEA
  • Mammoet
  • Munro
  • Unica
  • 20 years of experiencein commercial recruitment
  • 92% of placementsstill in place after a year
  • 48 dayson average from briefing to signature
  • 30 commercial rolesper year, on average

THE PROBLEM

The 3 consequences of a vacancy that stays open too long.

A commercial vacancy that keeps sitting there costs more than time. Pressure builds inside the team, growth slows and revenue is left on the table.

WHERE IT GOES WRONG

Why a traditional agency often never finds these people.

You rarely find the best commercial candidates among people who are already applying. Yet many agencies still work as if that group were big enough.

  • 20% Actively looking
  • 80% Already employed and not actively looking

  1. They fish in the same 20%

    Most agencies search within the small group that is already actively looking.

    The strongest commercial people are usually settled where they are. They do not respond to a job ad and are not busy applying. If you only work from a candidate database, job boards or incoming responses, you mostly search within the same visible 20%.

  2. When it gets hard, it goes quiet

    Many agencies communicate fine as long as candidates keep coming.

    But precisely when a search turns out to be harder, communication tends to fade. Updates get vague, or you have to call yourself to ask where things stand.

    At Sennasearch that is exactly when you hear what is happening and what the market is telling us. Every week, also when it is not going well.

OUR APPROACH

How we do find the right people.

We do not start from a database, we start from the market. First we get clear on who you are looking for, why someone would move for your role and where those people are now. Only then does the approach start.

THE PROCESS

How it runs from intake to placement.

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 the assignment includes.

One role, one assignment, and this is in it.

  • An hour-long intake, and the same recruiter after that.

    We get to know your organisation as well as the role. After that, that one recruiter stays your contact for the whole assignment, in Dutch.

  • A first list of profiles around the intake.

    About ten profiles we found, not yet interviewed and deliberately without our opinion, so you can see straight away whether we are looking in the right place.

  • A sourcing team that works the market.

    An in-house team with an international network works the market every day. You do not reach that volume with a single recruiter.

  • A write-up with every candidate.

    A detailed write-up of the screening, the candidate's motivation and the CV. No bare CV.

WHAT CLIENTS SAY

What our approach delivers in practice.

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
Read the 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
Read the Advion case
Also read the Decathlon case

COSTS

What recruitment & selection costs.

You pay 18 to 25% of the gross annual salary of the candidate you hire. Where the percentage lands depends on the role, and it is fixed before we start the search.

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

THE GUARANTEE

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

We are confident in our approach and in the people we put forward. So the risk of a placement that does not last sits with us, not with you.

  • Vacancy not filled?

    Then you pay nothing.

  • Someone leaves 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 need to fill the same role again?

    Then you do not pay a second time.

Discuss your open role Discuss your vacancy

The exact terms for your vacancy are agreed with you in advance.

FREQUENTLY ASKED QUESTIONS

NO SMALL PRINT.
JUST CLEAR ANSWERS.

Quickly. As soon as you give the go-ahead, we schedule the intake the same day or the next. Straight after that we go to market, the same day. You do not lose weeks getting started.

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

Sales, marketing and customer success are our core. Alongside those we also fill operations, IT, finance and HR roles. In IT, finance and HR that was twenty-eight in the past two years. Is your field not in there? Raise it in the call.

No. Anyone in a file is already on the market and has usually been called. Every search starts again with who is doing well right now.

Yes. For an ongoing recruitment need there is RPO, with a minimum term of six months and monthly notice after that. Recruitment and selection is per vacancy, with no term.

For us, yes. We call it recruitment and selection. Whether you search for a recruitment agency, a staffing agency or a search firm, you mean the same thing: someone who goes into the market to fill your role. If you want someone who only approaches people who are not applying, see headhunter. If it is a board or management role, the page you want is executive search. And for a commercial role we have sales recruitment.

Which role do
you need 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 someone leaves during the trial period, you choose: we keep searching at no cost, or your money back. The conditions are in your quote.

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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