Service · HR & Recruiting
Recruiting
Decide slowly, and you hire the runners-up.
Planning and running recruiting for single positions or on an ongoing basis, from job profile to signed contract. The result is decision-ready candidates, supported through to hiring, and a documented, GDPR-compliant recruiting process.
Usual
What you often get
An ad on three job boards, then waiting. Or an agency that sends CVs and charges per hire. Interviews get postponed, feedback never comes, and the best person signed elsewhere long ago.
IntoOps
What you get from us
A process with clear steps and fixed deadlines for feedback, so nobody gets lost along the way. We approach suitable people directly instead of just waiting for applications.
The work doesn't end with the signature: we can take on onboarding too.
Service components
6 components. Each one available on its own.
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Target groups, channels, process steps and recruiting KPIs.
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Clear requirements and job ads on the right platforms.
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Searching for and directly approaching suitable candidates.
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CV screening, structured interviews and aptitude assessment.
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Scheduling interviews, collecting feedback and preparing offers.
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Discreet search for senior managers and specialists.
What you'll have at the end. Results you can check.
- A job profile with tasks, requirements and salary range, agreed with the hiring department.
- Documented direct sourcing: who we contacted, when, and how they responded.
- Interview guides with criteria that everyone on the selection panel applies the same way.
- A reasoned recommendation per role, with interview notes on everyone on the shortlist.
- Metrics per role: response per channel, drop-outs and time to acceptance.
When you need this. And how you'll know.
- A role has been open for months, and the ad draws hardly any suitable applications.
- You're building a team in a new market and don't know its channels or salaries.
- Good candidates drop out because feedback and scheduling take too long.
- A leadership position needs to be filled discreetly, without your team or competitors finding out.
- You're hiring continuously, and your departments spend more time on interviews than on their work.
Rarely alone. Never bundled.
Recruiting often works together with these services. We'll tell you honestly when a combination makes sense, and when it doesn't.
Shows up in these initiatives.
You don't need a whole initiative to get Recruiting. These examples show where the service is often needed.
Good questions. Straight answers.
Will the new hires be employed by you?
No. The employment contract is between you and the new person directly.
We search, assess and support the process until the contract is signed. After that, the person works for you, not for us.
Do you also search for senior leaders?
Yes, through executive search. We approach people directly who aren't looking right now, and we do so discreetly. How confidential the search is, including towards your own team, is agreed in writing beforehand.
Can we commission direct sourcing on its own?
Yes, and it complements an in-house recruiting team well. Your team screens the applications; we find the people who would never have applied.
Can you promise the role will be filled?
No. Whether someone signs is ultimately their decision. What we can promise is a clear process, honest feedback on the market and a record of every approach.
If responses stay weak, we show you why, for example the salary or the employer brand.
Does this tie up a lot of our department's time?
No. Your department sharpens the profile with us, conducts the decisive interviews and makes the choice. We handle pre-selection, scheduling and feedback.
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.