HR & Recruitment

Every hire has its own starting point. These are typical:

Capacity: your HR is well set up, but several hires at once or an ongoing project tie up the available time.

Demanding role: a specialist, technical or IT role is new or rare, and an additional professional perspective helps to describe it and to assess candidates.

Tight market: the profiles you are looking for are scarce, and you want to choose search channels and approach deliberately.

Change: growth, digitalisation or a new organisation change tasks and responsibilities. Before the position is filled, the role should be rethought.

Independent view: you would like an outside assessment before committing.

If the profile and approach are already settled, additional advice is often not needed. We will tell you that in the fit conversation, too.

Before the search begins, we create a shared understanding of the role together.

Once the role is clear, we prepare with you an approach that your team runs itself.

The modules can be commissioned individually.

Andreas Hosang and Elizabeth Kunhimon have experience in consulting and in operational recruitment. At present, we offer the consulting services of Modules A and B described here.

These two modules are recruitment consulting, not recruitment agency services. Job advertising, search and direct approach, preselection and forwarding applications are not part of them. You or your HR carry out these steps.

Your company is the employer. The personnel decision, the employment contract and onboarding remain with you.

Andreas Hosang brings the organisation's perspective: roles, responsibilities and decision paths, and how a hire fits the development of the company. He holds overall responsibility for the mandate.

Elizabeth Kunhimon, Partner HR & Recruiting, brings the perspective of talent acquisition: the labour market, recruiting processes and the assessment of candidates, from practical HR experience in international markets.

In this way, we connect the requirements of your organisation with the possibilities and realities of the labour market.

We work with your HR, not around it. Digital tools, including AI, can support the consistent preparation of documents. They do not make selections and do not assess people.

It starts with a free fit conversation of 20 to 30 minutes. We discuss your situation and clarify whether, and with which first step, we can support you sensibly. It may end with "does not fit". An analysis, profile work or prepared documents are not part of it. Paid work only begins with the agreed first module, usually the clarification of role and competencies.

We work with an hourly and phase-based model. Each phase has an agreed result and an estimated time requirement in advance. Before each phase begins, we agree the approach and effort with you, and you decide whether to continue. If the scope changes, we agree on it beforehand.

We invoice the effort actually provided. How much it is depends on the agreed scope of services. The fee does not depend on a hire. There is no general fixed-price guarantee and no guarantee of a hire or of success. Third-party costs are only incurred with your prior approval and are shown separately.