FAQ

We start with a free HR check, 30 to 45 minutes, in which I understand your problem: an open position, your employer branding status, or both. After that you get a clear proposal, an action plan, with the time frame and how often we check in. No paper without implementation, no weeks of radio silence.

An assessment center with me is tailored to the advertised role, not an off-the-shelf package. It includes practical tasks that match the job exactly, for example case studies, role plays or technical simulations, complemented by structured interviews and suitable personality tests. The goal is the most accurate, multi-dimensional picture of the applicants possible, not just a gut feeling from a single conversation.

Classic recruiting waits for applications through job ads. Active sourcing turns that around: I actively look for suitable people who aren't job hunting at all and approach them directly, mostly through social media using funnels and a personal touch by showing up at events. For hard-to-fill roles in tech, it's often the only way that really works.

Employer branding is the picture that potential and current employees have of you as an employer before they even talk to you. It doesn't only come from outward campaigns, or from what former employees say, or from how your application process feels, but also from decisions inside the company, appreciation, benefits, atmosphere, mutual respect, the freedom to raise ideas, and much more.

The biggest levers are free: quick, honest feedback instead of weeks of silence, a realistic picture of the job in the interview instead of glossy promises, and a clear rejection instead of no answer at all. Candidate experience is rarely a budget question, mostly a process question. On top of that, an app is in the works that supports you in everyday work and delivers honest opinions while they're still current.

No, they're different things. Employee experience is a person's entire journey in the company, from the first onboarding day (for many already from preboarding) to the exit interview. Employee engagement is only one result of it: how motivated and attached someone feels. Good experience leads to engagement, but you can't work on engagement directly, only on the experience that leads there.

If you're competing for talent in the IT skills shortage: yes. Large corporations often win through visibility alone, not through better jobs. An authentic LinkedIn presence with real insights often beats a bigger advertising budget. If you like, I'll build you an individual editorial plan. The social media field is big, and we'll find the way that suits you best.

Yes, sales is part of my workshop range, not just HR. Drawing on my own sales experience, I build trainings on topics such as customer approach and negotiation, customer acquisition, blockers, and the basics.

Time-to-hire is the time from first contacting a candidate to the signature. The longer it takes, the higher the risk that good people drop out or choose another offer. Together with cost of vacancy (the cost of an unfilled position), it's one of the most honest metrics for whether your recruiting process works.

Through targeted active sourcing and an approach that doesn't sound like a mass message. The candidate has to understand within three seconds why this particular message is relevant to them: not why the job is great, but why it fits exactly this person. For especially demanding searches, I also work with an established partner network of vetted recruiting professionals who bring additional reach and expertise in exactly such cases.

Recruiting is mostly reactive and short-term: a position is open, it has to be filled. Talent acquisition thinks more strategically and long-term, with employer branding, talent pipelines and forward-looking workforce planning. In practice the two overlap strongly, but the perspective makes the difference.

We briefly talk about where you are right now and what you need. After that I tell you which package fits you.

That's exactly what the first step is for. We work it out together, you don't need to come with a finished plan.

The application market has changed massively. What worked five years ago often doesn't convince anyone today. In 60 minutes we check your CV for recruiters and ATS software and sharpen your story.

No. The offerings are for everyone, whether you are just starting out, an experienced specialist or moving into leadership.

Visibility doesn't have to be loud. It's about honestly showing what you can do, not self-promotion for its own sake.

That's the most common worry with a first leadership move. We work concretely on how you balance closeness and authority.