DE#Recruitingthe best talent for your company

DE#We found out that getting engineers with advanced soft skills, to hire other engineers for companies is extremely efficient. So all our recruiters are knowledgeable in the fields they hire in. Engineers hire engineers, Designers hire other designers and so on.

Innovation
by Automation

Our revolutionary automation
tool for recruiting

Unser Recruiting-Prozess

DE#In this process an expert recruits another expert. Meaning, for an engineer job opening, an engineer is responsible for recruiting candidates, who are also engineers

De#Finding of Candidates

DE#Usage of automation and AI to find and engage candidates faster than usual. Apart from an internal network of experts, other channels of engagement are LinkedIn, Slack, Stackoverflow, Xing and so on. Generally around 10% of candidates respond positively to enquiries

De#Selecting of Candidates

DE#Selection is mainly based on the CV (hard skills) and the communication/writing skills of the candidates. Generally around 4% of candidates, who respond during the finding/sourcing process, are selected

DE#Conducting Interviews

DE#A 45 minute interview is done, whereby the hard skills of the candidate are verified and the following soft skills are tested: cultural competence, out of the box thinking, communication, adaptability and empathy. Approximately 40% of the candidates at this stage pass the interviews and are presented to the company in question

DE#Accompany Company Interviews with Candidates

#DECoaching of candidates before and after every interview
#DEManaging expectation of clients/company before and after every interview
#DEAbout 20% of the candidates presented to companies are finally choosen and offered contracts

Contract Negotiations & Fall Off Management

DE#Negotiating the right salary and conditions for candidate and company
DE#Preparing candidate and company for start of working relationship
DE#Making sure both parties are in a long term partnership: Frequent communication between candidate and new superiors, trouble shooting and solution finding in the first 8 weeks of candidate’s contract