This is important to us both, there must be some desire to hire, an FTE approval agreed in principle in the budget or in place. We hate the word talent, good candidates are not an act in a show. They like the hiring manager have business commitments, schedules can be managed with success.
Profiling the open position is important to us, the visible section of the iceberg is your speculative success only website job description. The reason to hire is the 2/3rds below the water line which comes from discussions with others in the hiring process.
Candidates today demand a more humanised experience including good or bad interview feedback. Hiring teams need to know progress, changes in candidate status and support at the offer and onboarding stage. This can only come through good and timely communications.
We flex to your process, some companies want upload, update and applicant system input. Others communication by emails or in rare cases formal in-person meetings to review C-level paper document submissions to maintain confidentiality.
Job descriptions are often created that require candidates to have certain qualifications. Understood, yet typical hiring requirements sometimes exclude those whose metrics, experience or qualifications may be lacking. Time and again we have placed candidates who have the “right stuff” and best cultural fit over the one with the perfectly matching resume.
Salaries are a limiting factor, there are boundaries which is why we prefer to present candidates who have wiggle room for an exceptional performance bonus and normal pay rises. It is a big factor in your hires having a average tenure post-hire of 4yrs plus.
The picture we paint of your opportunity will interest the candidate.
The method we work to is based on experience
Special focus is given to any relocation or high % level of required travel
Our approach is to ensure correct expectations for all parties are set
Our first assignments were in hotel telecomms and automotive Tier 1 ( sensors for steering ).
Soon after we added assignments for diesel low speed engine R&D, hotel General Managers and corporate functions for a agricultural wheeled vehicle manufacturer.
Our presence in Switzerland and the tidal flow of new office development or global staff moves resulted in a more generalist recruiting position for engineering and automotive candidates for other industries.
The increased demands meant we worked with partners in Germany, Hungary, the U.S.A. and China to complete assignments for them/us.
From 2019, our work focus for assignments will be:
Confident in our network, our reference and referral points inside and outside Switzerland. We work discretely and with the minimum of advertising.
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