1. Position Briefing — We Listen to Your Needs

The cost of hiring the wrong person far exceeds the cost of finding the right one. That's why everything starts with defining the position correctly.

In the first step of our consulting process, we don't just create a job description. We analyze the strategic importance of the position within your organization, its impact on your corporate culture and its relationships with other departments. Together with market analyses, benchmark comparisons and current salary ranges, we define the candidate profile that will create long-term value.

2. Process Timeline — When Will You See Results?

Unclear processes reduce candidate motivation. We build a clear timeline with you — you know exactly when to expect results. We plan our processes with efficiency as the focal point. Our standard recruitment timeline consists of the following stages:

Week 1: Profile clarification along with the initiation of candidate sourcing and first screening interviews. 
Week 2: Continuation of multi-channel candidate search and screening interviews; beginning of the shortlist candidate pool.
Week 3: Continuation of candidate research, maturation of the shortlist and organization of first client-candidate meetings.
Week 4: Completion of final interviews, reference checks and job offer stage.

3. Candidate Research

The right candidate doesn't see job postings — we find them.
We conduct our candidate search through a data-driven and comprehensive network:

• Flash Candidate Database: Our proprietary algorithm-based pool of 50,000+ qualified candidates.
• Direct Search & Headhunting: Direct outreach for critical and senior-level roles.
• Digital Network: Active use of LinkedIn and social media channels.
• Referral Network: Referrals from our existing candidate and client ecosystem.
• Direct applications through our corporate website.

4. Psychologist-Supported Interview and Competency Analysis

Technical competency is not enough. We also measure cultural fit through our psychologist-supported assessment.

At Human Kapital, we focus not only on a candidate's past experience but also on their development potential and organizational fit. After structured interviews, we score candidates and where necessary support the process with behavioral competency analyses and personality inventories.

5. Your Custom Shortlist — In 5 Business Days

The 48-hour rule is critical — rapid feedback increases offer acceptance rates by 40%.

We aim to complete interviews within 10 days of sharing candidate reports to ensure a healthy recruitment process.

• 48-Hour Rule: Feedback given within the first 48 hours after an interview increases offer acceptance rates by approximately 40%.
• Panel Model: Joint sessions with decision-makers eliminate scheduling conflicts and accelerate the process by an average of 12 days.

6. Reference Check — Minimizing Your Risk

We secure your hiring decision — references are meticulously verified.

Reference information of positively evaluated candidates is meticulously verified with the candidate's explicit consent. Detailed background checks increase the reliability of your hiring decision.

7. Offer, Onboarding and Employment Guarantee

Closing the position is not enough — we monitor the candidate's integration for 60 days. The guarantee is ours.

We act as a bridge in offer management to secure the right candidate. After placement, we remotely monitor the onboarding process and support the candidate's adaptation to your company and new role on both the candidate and client side. If the placed candidate leaves within 60 days, we provide a free replacement for the same position on a one-time basis.