Quick responses on the most common questions

We at Eurosearch personnel consultancy specialize in recording all the details that a suitable job profile requires in order to successfully recruit permanent specialists and experts for our clients.

Our goal is to find the right talent who meets or even exceeds the requirements and needs of the company.

We search for and contact suitable candidates in a targeted manner – both with the help of our own database and through targeted research in your company.

In doing so, we attach great importance to understanding the specific requirements of your job ad and the corporate culture in order to present the best candidates.

Specializing in a specific industry or even focusing on a specific function is crucial, as it allows for a profound market, industry and technical expertise and helpful contacts in the industry network.

This ensures that the consultant knows the specific requirements and trends within your industry, can provide a fair assessment of the market and your opportunities, and is ultimately able to identify and approach suitable candidates efficiently.

Eurosearch stands out for its specialized and qualified project management, which includes access to over 850,000 candidates in our own database.

Our way of working is clearly structured by separating the client side (consultants) and the candidate side (project management). In addition, we apply a four-eyes principle in the recruitment process to ensure higher quality and reliability of selection.

By “market insights” we refer to the valuable information and knowledge we gain through continuous exchange with candidates and companies from different industries.

This ongoing dialogue enables us to always be “up to date” and we share these insights with you to facilitate informed decisions during the recruitment process.

The process at Eurosearch is clearly structured and comprises several sequential steps:

First, we brief and advice the client to clarify the specific requirements and expectations.

This is followed by an active candidate search and contact, during which we  identify suitable talent in a targeted manner.

After identification, we carry out candidate qualifications to ensure that the skills and experience match the requirements.

We then present the qualified candidates and accompany the entire process all the way to successful hiring.

The standard process is designed to take six weeks. However, the actual project duration may vary depending on the position, customer requirements, market situation and location.

We discuss the required timeframe with you both in advance and during the project and adapt the process accordingly.

The time required for you as the hiring manager or decision-maker can vary greatly. It depends on factors such as the technical depth of the position sought, the company structure, the number of co-decision-makers, the process structure and your personal requirements for the recruitment process.

It is therefore not possible to give a blanket estimate - but we will make every effort to keep the effort for your side as low as possible.

The frequency of feedback on the status of the search is determined by you as the customer. However, experience has shown that it makes sense to schedule regular updates from the third week after the start of the search in order to discuss progress and make any necessary adjustments.

As a rule, the consultant is responsible for process management with the candidates. However, there may be exceptions. In these cases, we will inform you in good time.

Eurosearch uses a effective market screening through our internal project management team, which specializes in active sourcing. This includes a targeted direct approach to potential candidates.

We also draw on our in-house database with over 850,000 candidate profiles to identify suitable talent.

In addition, we cross-reference event and conference participants and other relevant sources to ensure that we find the best talent for your needs.

Our consultants only conduct targeted searches. We ensure that we identify and present the most suitable candidate for your specific requirements, rather than just distributing profiles.

Yes, we get to know each candidate in advance in a personal interview. This is done either on site or as part of a video conference. We find it important to be able to create a comprehensive picture of the person in order to make the best possible selection.

Candidates are assessed in at least two qualified interviews using the 4-eyes principle. In addition, the professional suitability of the candidates is checked in a personal interview.

On request, we will also carry out a review of the certificates and can optionally obtain references to further validate the qualifications.

With a multicultural research and identification team, we are able to search for and approach candidates from other European regions in a targeted manner. This enables us to acquire a wide range of talent internationally.

Yes, you can negotiate the terms directly with the candidates. In advance, however, we check that the salary expectations on both candidate and client sides match and provide you with a well-founded market assessment.

The number of candidates presented varies depending on the role and current market situation. We would be happy to advise you on the best conditions and options for your specific search

The costs of cooperation depend on a suitable fee model for the position to be filled. Various factors — such as complexity of the assignment — determine the fee. We attach great importance to making the conditions transparent and fair so that they meet the specific requirements of the position in question.

Various studies show that keeping a position open for a longer period of time often costs far more than the average fee for advice. It is essential for us to create added value in a long-term collaboration, and we are happy to be measured against this added value to ensure that your investment in our services is justified.

Yes, we take customer loyalty into account when setting the fee. The better we know our customers, the lower the initial costs on our part, which often leads to more favourable conditions. Close cooperation enables us to make processes more efficient.

Whether there is a guarantee if your preferred candidate drops out at the last minute depends on the previous drafting of the contract. For this purpose, we will provide you with detailed information to clarify the conditions.

Each contract requires an agreement between the two parties, which looks at the challenges and opportunities of the new position in line with the salary and is also open to negotiations on the part of candidates. In our documents, we will tell you the candidate’s desired salary.

The contractual notice period and the availability of the new appointment are stated in our candidate documents. This enables you to plan better and organize the integration of the new employee into your team.

Whether replacement is possible free of charge depends on the previous contract drafting. For this purpose, we will provide you with detailed information to clarify the conditions.

If an applicant presented by us is hired for another position within 12 months, a contractually fixed fee is charged, which is referred to as a “bi-placement”. This also applies when two presented candidates are selected.

It depends on the specific situation. If a pre-contractual guarantee or similar agreement has been made, we will take this into account when clarifying the situation. Otherwise, we must review the individual case to determine the best next steps.