Find the right professional quickly and carefully

Hiring does not have to be a slow process. With a streamlined process, smart technology and personal attention, organisations can quickly and carefully select the right professionals. Especially in a tight labour market, it is crucial to combine speed with quality – without compromising on compliance or diversity. Below, we show how this works in practice.

Six building blocks for successful selection

1. Fast intake and application review
   Within one hour of receiving an application, we review it for completeness, rate, inclusive wording, and DBA suitability. If anything is unclear, we provide specific advice immediately. Our templates allow applications to be prepared quickly and correctly, so that the selection process can start on the right footing.
2. Smart sourcing through various channels
   Our sourcing strategy is broad and focused. From AI-supported matching in our Striive platform to social media, supplier networks and recruitment automation: we unlock the market in all relevant areas. Thanks to real-time labour market data, we know exactly where professionals are looking, what motivates them and how we can reach them effectively.
3. Pre-selection and STARR interviews
   Within two working days, we select an average of six to seven candidates. Our recruiters conduct STARR interviews and reference checks, focusing on hard requirements, soft skills and cultural fit. This ensures an objective, well-founded shortlist that meets the client's requirements.
4. Rate negotiation based on market data
   Our unique dataset of 130,000 offers and 25,000 active professionals enables recruiters to accurately benchmark rates and renegotiate where necessary. In 90% of cases, this results in a market-based rate, satisfying both the client and the candidate.
5. Offer and guidance
   Within a maximum of five working days, we will present three candidates, complete with an offer document and, if desired, a CO₂ impact analysis of their commute. The recruiter carefully prepares candidates for the selection interview and remains available for questions, ensuring that the process runs smoothly from offer to appointment.
6. Careful rejection and feedback
   Even if rejected, the candidate remains involved. Feedback is discussed personally and recorded on the platform. This strengthens the client's image and keeps professionals interested in future assignments. In this way, we build lasting relationships with talented individuals in the market.