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We often find with our clients that vacancies are advertised on their career pages for months without success. Even if these vacancies are not a top priority, it makes sense to bring an executive search agency on board to take over the search by means of job optimisation and headhuntig in the target group. After all, unfilled positions can be a critical cost factor. Together with esveo GmbH, we work together as headhunters in the IT sector on a basis of trust in order to avoid precisely these costs.
Requirements:
We were looking for a (junior) full-stack developer in Dresden, who is or would like to work mainly with new technologies like react, angular, Node.js, GraphQL and TypeScript. Since it is a relatively small team, they were looking for someone who knows and loves the start-up character and working in small structures with flat hierarchies. The technical expertise was not at all decisive, but rather esveo was looking for a technically very enthusiastic employee who fits the employer image and who has a good understanding of IT.
Solution:
We optimized the customer's job posting with regard to search engine-relevant aspects and advertised it via multiposting on selected channels in line with the target group. For IT jobs, it has become indispensable to address candidates directly by means of active sourcing. To do this, we used candidate networks that matched the target group. We had a very close and cooperative exchange with esveo. After an intensive discussion about the profile, as well as a pre-interview by telephone with the applicants, we went into the jointly conducted interviews with esveo.
Result:
Due to the cooperative and very transparent collaboration, the team constellations and the employer image of esveo were quickly clear to us. This knowledge enabled us to find the perfect employee for the company after only a short time.
How does executive searching differ from other forms of recruiting?
In terms of qualitative work, we make no distinctions. As an executive searcher, however, we like to work inconspicuously and go directly into the candidate market even without a published job advertisement in order to attract suitable applicants for you.
What is the difference between headhunting and executive search?
Within the framework of our executive search for specialists and managers, you have exclusive rights to the candidates presented.
How is it ensured that competitors do not become aware of my recruitment?
On the one hand, we publish your job without naming your company, and on the other hand, we do not inform potential candidates about the company until an interview has taken place.
Headhunting or another service from ARTS? What do I really need?
We should clarify the following questions together to make this decision together:
Do you have questions about executive search in general or about our work as an executive search agency? Contact us for a non-binding conversation or a detailed offer.
