Recruitment process
What happens, step by step
Three phases, no surprises. You stay involved in the decisions — I keep the process moving.
01 — Before the Recruitment
Getting the foundation right
A successful recruitment starts with understanding the assignment — the role, the market and what you actually need.
- Understanding the role, responsibilities and expectations
- Identifying the main challenges and what success looks like
- Mapping relevant competitors and target companies
- Agreeing where we can — and cannot — headhunt
- Researching the local market, employment regulations and public holidays
- Aligning on salary range, working hours and other key conditions
- Understanding key internal and external stakeholders
- For commercial roles: current performance, targets and strategy
- Agreeing on recruitment process, timeline and decision makers
- Preparing a relevant case study
- Discussing the onboarding plan before we start recruiting
Then we know exactly who we are looking for.
02 — The Recruitment
Finding and selecting the right person
Once the foundation is in place, I manage the recruitment process from search to final candidate.
- Writing and publishing the job advertisement
- Targeted search and headhunting
- Reviewing applications
- Screening and interviewing candidates
- Assessing motivation, experience and overall match
- Presenting selected candidates — including my assessment, not just a CV
- Coordinating interviews with the hiring manager
- Preparing and managing case studies and assessments when relevant
- Providing ongoing candidate feedback and communication
- Supporting the final selection and salary dialogue
- Salary negotiating
- Reference checks when agreed
You stay involved in the decisions — I keep the process moving.
03 — After the Recruitment
Because signing the contract isn’t quite the finish line
The period between signing and starting — and the first months in the role — matters too.
- Keeping in contact with the candidate before the start date
- Supporting communication during longer notice periods
- Following up with the hiring manager before the employee starts
- Making sure the agreed onboarding plan is ready
- Checking in with the new employee 2 months after starting
- Following up with the hiring manager on how things are progressing
- Addressing potential concerns early
- Staying available to both sides during the agreed guarantee period
The recruitment is complete when the new employee is successfully on board — not when the contract is signed.