Hire people with the skills for today and the potential for tomorrow.
Tailor your recruitment to the reality of your needs. Define the level of technical and behavioral skills you’re looking for.
The manager takes part from the definition of the need: priorities, must-have skills and success criteria.
Set up a recruitment journey. Select the most relevant channel for the profile you need.
Collect resumes from multiple sources. Build a candidate pool. Surface the profiles that match your needs.
Match self-reported claims against verified evidence. Check experience and skills through cognitive tests and certified methodologies.
Recruit on skills alone. Evaluate candidates through tests and exercises, with no CV, no name, no background, to reduce bias and open the door to atypical profiles.
Bring in an external recruitment partner and delegate the steps of your choice, sourcing or interviews, while everything stays centralized.
With their consent, stay in touch with candidates who weren’t selected for future relevant opportunities.
Before recruiting externally, identify internal employees who could grow into the role.
Prepare the onboarding of your new hires. De-risk recruitment with a one-year follow-up to catch weak signals early.