I connect companies and people with a clear eye for fit — structured, professional, and with the ambition to make decisions that hold up long-term.

Not every role needs the same approach.

Some hires require pace and clean processes. Others need discretion, depth and personal accountability.

That’s why I work with two clear recruiting models:

When: Roles must be filled reliably — but internally there’s no capacity right now.
Result: A stable process, consistent pipeline, better decisions.

Your external recruiting team — clearly led, reliably delivered.

With Recruiting as a Service, I take over the full recruiting process for commercial roles — from aligning the need to supporting interviews.

I keep the process structured, prepare decisions, and take pressure off your day-to-day operations.

What I take care of

– a thorough intake with the hiring team and HR
– sharpening role and requirement profiles
– job ad strategy and proactive candidate outreach
– screening, pre-qualification, structured first interviews
– scheduling and process management
– interview support
– optional: onboarding support

„You make the decisions. I keep the process stable — transparent and efficient.“

A model built for continuity.

How is Recruiting as a Service structured?

It’s not a one-off search — it’s a time-based engagement.  Most collaborations run for at least three months, so recruiting doesn’t just start, but gets delivered properly.

Which roles is this for?

Commercial roles up to roughly €60,000 annual salary — positions where speed, fit, and process quality all matter.

How does pricing work?

Monthly fee — no success bonuses, no commissions. That keeps recruiting predictable and keeps the focus on quality, not incentives.

What if a position is filled early?

If a position is filled sooner, time opens up within the booked period for additional hires. If needed, you can extend month by month. This keeps recruiting flexible — without having to restart from scratch each time.

In short: You’re not booking a search. You’re booking time, structure and accountability in recruiting.

What this changes in day-to-day work

– clear, lean recruiting processes
– stronger decision foundations
– fewer interruptions for the hiring team
– hires with substance — not just speed

„CVs are useful. Fit is what matters.“

EXECUTIVE
SEARCH

Confidential search for key positions.

When: A key role requires discretion, seniority, and true fit.
Result: Direct outreach, a well-founded shortlist, a hire that holds up.

When roles are sensitive, carry leadership responsibility, or require specific expertise, I work discreetly, precisely — and with a high level of personal accountability in the market.

I approach people, not profiles. And I lead conversations on equal footing, where mindset, motivation, and cultural fit can be named openly.

To me, executive search isn’t a reach question.
It’s relationship work — with a clear standard.

My approach

– discreet market research and targeted network activation
– personal direct outreach at senior level
– structured first interviews with clear assessment
– a focused shortlist instead of broad selection
– close support through to contract decision

Approachable, professional, and clear — for candidates as much as for you.

When Executive Search is the right model

What situations is Executive Search suited for?

For roles that must be filled confidentially 
— or where seniority, leadership responsibility,
or deep expertise are critical.

What sets Executive Search apart from classic recruiting?

It’s not about posting a role — it’s about targeted direct outreach.
Not about volume, but about fit.
Not about speed alone — but about decisions that hold up.

How does the engagement work?

I lead the search personally — from first market mapping through to contract decision.
Transparent in process, discreet in market, and clear in assessment.

The outcome

– well-founded, confident hiring decisions
– people, who fit — professionally and culturally
– hires with long-term impact