Share your role.
We recruit.
Send us the URL of your open role. We review it, get back to you within 24 hours on business days and discuss with you whether we take over the operational recruiting. On a mandate basis, like an outsourced recruiting partner, with a fixed workload. No success fee, no placement commission.
- On mandate
- In your brand
- Swiss law
- No commission
What we deliberately do not do: automatically crawl your URL. We open the link by hand before our first contact with you, and not earlier.
The reasons are many. The solution is one.
Companies outsource their recruiting to us for the most varied reasons. What unites them: they want the result without having to build the function themselves.
No one has time for recruiting
The role is open, but no one on the team has the hours to search, screen and run the process properly.
Demanding profiles
You are looking for senior or specialist profiles where standard job ads are not enough and experience in the approach matters.
Active search wanted
You want to reach passive candidates, but you have no tooling, no network and no routine for it.
No in-house recruiting team
As an SME you have no dedicated recruiting function and you do not want to build one permanently.
A role outside your routine
A new or rare role where you do not know the market and the right questions off the top of your head.
Confidential search
A replacement, a succession or a search that should not run publicly. We search discreetly in your name.
Four steps from link to hire.
- 01 · INPUTShare the job URL
One minute of effort for you: company, contact, job URL. Optionally a few sentences of context.
- 02 · TRIAGEWe get back to you in 24h
On business days we reply with a first assessment: is it a fit for us, what would it cost, what time horizon is realistic.
- 03 · SCOPEShort scope call
30 to 60 minutes in which we align on profile, candidate experience, success criteria and budget.
- 04 · DELIVERYWe take over the recruiting
From sourcing through selection to the signed contract. In your brand, with your line management as a sparring partner.
The best people are not applying.
You have to find them.
A job ad only reaches whoever is actively searching right now. Depending on the role, that is 10 to 20 percent of the market. The other 80 percent, often exactly the strong profiles, are happily employed and do not read job portals. Active sourcing means: we go to them instead of waiting for them to come to us.
That is exactly what overwhelms most internal HR teams. It takes time, research craft, a credible approach and the patience to nurture relationships over months. We do this full-time and with a system.
Targeted direct outreach to passive candidates via LinkedIn Recruiter, with personalised rather than copy-paste messages.
Industry communities, associations, alumni groups, specialist forums. Where the truly good ones are.
Structured referral sourcing. We ask the right people for the right names.
Precise search strings via Google X-Ray and GitHub to find profiles that no job portal lists.
- 01Define the target profile and search market
We clarify with you what the ideal candidate looks like and where they work today, instead of advertising blindly.
- 02Actively build the longlist
We identify 30 to 60 fitting profiles that are not actively searching and prioritise by fit.
- 03Reach out personally
Every approach is individual. We sell your role, not a mass mailing. Response rates clearly above standard.
- 04Build a relationship, not just place
A no today can be a yes in six months. We keep nurturing the talent pool for you.
Why we are good at this: we combine HR understanding with research craft. We know which questions convince a specialist, because we understand the function, not just the job title. And we appear in your name, professionally and discreetly.
End-to-end, in your brand.
We take over the entire recruiting process or individual phases. We are the ones who talk to the candidates, but we appear in your brand, with your voice and your candidate experience.
Hiring manager training and structured interview templates are part of the standard delivery.
- Sharpen the requirements profile with the hiring manager
- Optimise the job ad (SEO, search terms, tone of voice)
- Multi-posting on jobs.ch, jobup.ch, LinkedIn and suitable industry boards
- Active sourcing in professional networks
- Pre-selection and structured phone screenings
- Interview coordination with your line management
- Reference checks in the Swiss context
- Contract negotiation and contract drafting
- Onboarding handover to your line management or HR
- Reporting: pipeline, time-to-hire, quality-of-hire
We work on mandate, not on commission.
We are not a placement agency and deliberately do not work on a success fee. Instead we take over your recruiting function as a business partner on a mandate basis, with a fixed workload and a clear term. That is more transparent, more partnership-driven and free of commission incentives that end up costing you dearly.
Fixed workload per month
You book a defined recruiting workload per month, over 6, 12, 18, 24 months or open-ended. We are your outsourced recruiting function, not an agent.
For a defined phase
For a wave of vacancies, a site build-up or a season. Fixed volume, fixed term, clear outcome.
A bounded package
Only active sourcing, only selection, only ad optimisation. Clearly defined, at a fixed price or on a day rate.
Why it is this way: a success fee per placed person makes us a placement agency under the law (subject to authorisation under the Recruitment Act) and sets the wrong incentives. As a mandate partner we are on your side of the table, not on the commission hunt.
Answers before the scope call.
What happens to the URL I submit?
It is stored in your email to us as a text link. Our server does not call the URL automatically. We open the link manually once we are preparing for the reply to you.
Is my data passed on?
No. We treat your enquiry confidentially. You will find the details in the privacy policy. If we accept the mandate, we conclude a data processing agreement before we work with candidate data.
What if we currently only want an assessment?
We are happy to give an honest initial assessment of whether your job profile is realistic, in what time frame we would search and what salaries are currently common. Without obligation.
Do you also take over only partial phases?
Yes. If you want to source yourself, we take over only selection and contract negotiation. If you only need active sourcing, we do that. We scope it in the call.
What if the role is already being advertised?
That is often the case. We step in, optimise the listing and take over sourcing and selection from that point on.