Although we – like most other businesses – take advantage of the benefits of digitization, we believe the best way to recruit top talent is through careful handicraft. With this approach, we are deliberately positioning ourselves against the trend of countless career portals. We do not sell standardized products or follow standardized procedures. Instead, we design an individual recruiting approach for each customer in order to recruit the desired profiles sustainably. We predominantly use our in-house candidate pools, which are staffed with handpicked top performers whose personal career development we have usually accompanied over an extended period of time.

This candidate-centric approach and the resulting relationship of trust enable us to achieve much better matchmaking than any algorithm ever could. Of course, our approach is more complex than operating a call center, but our customers benefit from it. They report to us regularly on the outstanding achievements of our candidates. We look forward to also working with you and will be happy to tackle any recruiting challenge in the field of top profiles.

We very much welcome the fact that potential customers are initially critical of recruiters. How can an intermediary of top profiles be credible if they do not have a university degree or have never recruited in the human resources department of a company? Anyone who, like us, views recruitment and career development as “craftsmanship” should be credible. We recommend that you read our profiles.

We understand our customers, because Ruben and Alexander have themselves recruited and trained top profiles in the consulting and corporate environment. We understand our candidates, because Maximilian and Ruben have themselves gone through the typical training paths of high potentials. This “peer” approach enables us to be a sparring partner at eye level for demanding clients and candidates alike.