A precise role definition comes first
Together, we define responsibilities, decisions made in the role, required capabilities and technical context. Essential requirements are separated from skills that can reasonably be learned after joining.
This profile reduces irrelevant applications and gives every interview a consistent set of criteria.
Recruitment process
- analysis of the role, team and expected level of autonomy
- role description and candidate sourcing strategy
- initial discussion of experience, motivation and availability
- structured technical assessment appropriate to the position
- evidence-based assessment of communication and collaboration
- a shortlist with comparable information from each interview
Technical assessment without artificial exercises
Questions and tasks reflect real problems from the role. For an engineer this may involve analysing part of a system, making an architecture decision or reviewing code; for a leader it may also cover prioritisation, risk communication and team management.
Candidates receive a clear process and timeline. The client receives the reasoning behind each assessment rather than a general interview impression.
Support after selection
If required, we help define the first weeks, probation objectives and feedback process. A structured onboarding reduces the risk that a well-selected person lacks the conditions needed to perform effectively.