Intake: The Foundation for Success
A job posting describes what someone needs to do, but rarely what they need to be able to handle. What is the team dynamic like? How are decisions made? How rigid are the parameters? Is there room to experiment, or is the assignment strictly defined? That’s why, as part of our approach, we start with an intake that goes beyond the job description and hard requirements. We clarify what “good” means in this context. What constitutes a successful start after six weeks? Which results are critical? What risks do you see if you select based solely on skills? By clarifying this upfront, you prevent confusion later in the process, and the offers you receive become immediately more relevant.
Objective selection: transparent and explainable
Good matching requires consistency. That’s why we work with predefined criteria and an assessment framework that is explainable. This helps in three ways: clients can make decisions faster and with greater certainty, suppliers can provide more targeted matches, and professionals perceive the process as fairer. Objectivity does not mean detached, but transparent. Data supports where possible, but professional judgment remains necessary to properly weigh context and risks.
Candidates make choices too
In a tight market, the selection process isn’t a one-way street. Professionals make choices too. And they base that choice not only on the assignment, but also on their experience throughout the process. Uncertainty about next steps, long waits for feedback, or criteria that change along the way lead to candidates dropping out. Sometimes quietly. Sometimes right before the start. Sometimes for an extended period. That is why candidate experience is an integral part of our approach to service quality. We ensure pace and clarity through fixed communication and feedback moments, a single point of contact, and transparency about the process. Even in the case of rejections, we prefer to provide substantiated feedback. That may feel like extra work, but it is in fact network maintenance: professionals who are taken seriously are more likely to remain available for future requests.
Matching doesn’t stop at the start
A match is only successful if the collaboration goes well. That’s why we also organize a feedback loop within our programs: what worked during the intake, where was there friction, what was surprising, and what does that mean for future requests? These insights improve the way the organization conducts interviews and makes selections. This turns matching into a learning system. And that is precisely the step from “filling a role” to “making an impact.” Fewer mis-hires, better starts, higher satisfaction, and more predictable results in external hiring.