Area · D08
HR & Recruiting
Recruiting fills roles. Good HR keeps them filled.
Workforce planning, recruiting, employer branding, onboarding, HR administration, talent, pay, training and HR digitalisation.
Usual
What you often get
The recruitment agency sends CVs and disappears after the hire. Employment contracts come from old templates, and every salary has its own backstory. Who will be needed next year is something only management knows, roughly.
IntoOps
What you get from us
Planning, recruiting, administration, pay and development mesh together. Every new hire is already in the workforce plan. The cost is in the budget, agreed with controlling.
We find people for you to employ on permanent contracts. And we stay involved after they sign: in onboarding, in the personnel file, in the first feedback meeting.
Services
9 services. Each one available on its own.
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4 components
Workforce Planning
Planning headcount, skills and personnel costs in line with business plans.
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6 components
Recruiting
Filling positions: recruiting strategy, job ads, active sourcing, selection, interviews and executive search.
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5 components
Employer Branding
Developing the employer value proposition and communicating it to candidates and employees.
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4 components
Onboarding
Designing and running onboarding from preboarding to the end of probation.
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5 components
HR Administration
Personnel files, HR documents, payroll preparation, time and absence management and offboarding.
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5 components
Performance & Talent Management
Performance reviews, goals and feedback, career paths, talent reviews, succession and retention.
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4 components
Compensation & Benefits
Salary structures, variable pay, benefits programmes and pay transparency.
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6 components
Training & Development
Analysing training needs and designing and delivering training, leadership development, e-learning and coaching.
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4 components
HR Processes & Digitalisation
Improving HR processes and introducing HR software, employee self-service and people analytics.
Also relevant to HR & Recruiting
These services belong to other areas but are often needed for HR & Recruiting.
- D02 Sales Enablement
- D03 PR & Corporate Communications
- D04 Organisation Design & Development
- D04 Process Management & Optimisation
- D04 Change Management
- D04 Compliance & Risk Management
- D04 Interim Management & Implementation Support
- D11 Grants & Public Funding
- D12 Back-Office Services
- D13 Workplace Management
- D13 Move & Relocation Management
Typical initiatives
HR & Recruiting is rarely the point. Your initiative is.
HR & Recruiting plays a part in each of these initiatives. Each page shows which other disciplines join in.
Rarely alone. Never bundled.
HR & Recruiting often works hand in hand with these areas. The interfaces are our job; you still only buy what you need.
Good questions. Straight answers.
Do we still need our own HR department?
Not necessarily. From recruiting to personnel files, we can take on whatever comes up, long term. The decisions stay with you, though: who you hire, what you pay, who you part ways with.
As your team grows, we help you build your own HR function and hand over cleanly.
Can you provide us with staff?
No. Anyone who joins through us is employed by you, on a permanent contract. We don't offer temporary staffing, and we don't act as an employer on paper either.
If you're short of capacity right now, you can hand clearly defined work over to us, such as HR administration. We steer that work and take responsibility for it.
Will you work with our HR team?
Yes. Usually we take on what there's no time for internally: a difficult hire, a pay structure or new HR software. Your team remains the first point of contact for employees.
If a recruitment agency is already searching for you, we coordinate with it rather than approaching the same people twice.
Do you handle payroll and employment law?
Not ourselves. Payroll is run by tax advisers or suitably qualified payroll specialists, and employment law questions go to a law firm. We appoint both on your behalf.
We supply checked data, prepare contracts from approved templates and keep track of deadlines. So you have one point of contact, including for the parts that need a licence.
Should we start with workforce planning?
Only if you're planning significant growth. If an important role is open, start with recruiting.
And if you're losing people right now, we look at onboarding, leadership and pay first. New roles don't help much if the existing ones don't stay filled.
Do we have to book an HR package?
No. You commission what you need: filling a single role, a pay model or ongoing administration. You don't need a package or a minimum budget for it.
You get a rough written cost estimate for your scope after the free Initiative Check.
Proof first. Contract second.
In the free Initiative Check, we listen for 45 minutes and ask the questions that usually only come up after the contract is signed. Then you get a short written assessment: what we see, how we would go about it and roughly what it would take.
No obligation. And if we're not the right fit, we'll tell you.
Or write to us at hello@intoops.com.