Make your recruitment processes strategic
We first design the roles that fit your business strategy, then bring in candidates who match not only on their CV but also on competencies, decision-making style and organizational structure.
The Value It Brings to Your Organization
Together, we design every structure that makes your processes clearer, more sustainable and easier to manage.
Position Architecture and Candidate Matching
Not just a CV match: a candidate profile designed around the role's place in the business architecture, its position on the competency map and its level of responsibility in the decision chain. We don't fit the role to the candidate; we design the candidate profile for the role.
Structured Interview Process
A competency-based assessment protocol, behavioral criteria sets and structured interview forms. A shift from the “this person felt right” instinct to data-driven decisions.
Structural Fit
Aligning not only the candidate's cultural fit, but also their decision-making style, working pace and sense of responsibility with the organizational structure.
From Manual Workload to Strategic Time
Win back the time your HR team loses in recruitment and channel it into strategic work such as talent development.
Lower Cost of Bad Hires
According to Gallup estimates, replacing an employee can cost anywhere from one-half to two times that employee's annual salary. A structural approach takes the risk of a bad hire out of the realm of chance and reduces it systematically.
Employer Brand and Candidate Experience
Recruitment shapes not only who you hire but also how the market sees you. Most applicants are not hired, yet they talk about you in the market. Candidate experience is managed throughout the process.
How Does the Consulting Process Work?
We run a systematic process that analyzes your current structure, clarifies your needs and moves forward with actionable solutions.
Position Architecture Design
The position's role within the organization, its area of responsibility and its decision-making authority are analyzed in detail. Critical competencies are identified in line with department expectations and operational needs, and a position architecture that fits the role is created.
Ideal Candidate Profile
The ideal candidate profile is designed around the experience, competencies and behavioral criteria the position requires. The technical assessment structure, structural fit criteria and success indicators for the first 6–12 months are clarified.
Candidate Sourcing and Pre-Screening
Suitable candidate sources are identified, a candidate pool is built and a competency-based pre-screening process is run. At the end of the process, a prioritized candidate shortlist is presented together with reasoned analyses.
Structured Interview Process
Technical and behavioral assessments are carried out using a structured interview methodology. Candidate experience is monitored throughout, and management feedback is collected systematically to support the decision.
Offer, Placement and Early Integration
The offer process, compensation structure and hiring operations are managed, and the candidate's onboarding plan is prepared. The first 30-60-90 days of adaptation and performance indicators are tracked to support the new hire's integration into the organization.
Process Analysis and Continuous Improvement
Recruitment performance is analyzed through time-to-hire, quality and cost metrics. Process bottlenecks, areas for improvement and candidate experience are evaluated to develop sustainable improvement recommendations.
Which Teamso Modules Does It Integrate With?
The structure designed during the consulting process becomes sustainable and manageable together with Teamso modules.
Everything you want to know about Recruitment Process Consulting
We have answered the most frequently asked questions about our consulting services. If you can't find the answer you're looking for, feel free to contact us.
Contact UsLet's match the right position with the right candidate
Let's design processes together that reduce the cost of bad hires and strengthen organizational fit.
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