Recruitment consulting for construction & architecture

Kontrast Personnel Consulting: Recruiting for project development, architecture (HOAI/LPH 1–9), construction management, building services engineering, facility management, urban development, and traffic planning. We provide clear profiles, targeted personnel marketing, job advertisement publishing, and direct market approach; references and credentials are checked and documented in a comparable manner.

Practical tasks relating to planning, costs/deadlines, quality, and awarding contracts, as well as psychological assessments, lead to reliable decisions. Contract moderation, mobility/housing packages, and 30-60-90 ensure project capability.

Job Advertisement Design & Profile Architecture

Basis for successful recruitment: Clearly defined requirements for qualifications, skills & experience in your job advertisement

Tender design & profile architecture: from the contract to a market-leading brief. We condense requirements into a profile architecture: tasks, responsibilities, reporting lines, and KPIs are specified, translated into competencies, and formulated as must-have/can-have criteria – compliant with... learn more

Ident & Sourcing: Talent and Potential Mapping

Direct, digital and personal: identify and address suitable target groups

Based on the target person profile, our researchers map target companies, functions, and regions and create a market/talent mapping: Who is currently performing the task, where, and at what seniority. From this, we identify suitable candidates (candidate identification) and document core... learn more

Job Advertisement publishing & Online PR

Targeted visibility to the right specialists – job advertisement marketing with low scatter loss.

We place your vacancy where suitable professionals actually read: career-related job boards and specialist portals, Interamt/bund.de in the public sector, LinkedIn/XING, and association media. The basis is a requirement profile and target person profile. We select channels, formulate clear titles... learn more

Applicant Management & Application Review

Central hotline, structured preliminary review, pre-qualified shortlist – decision-making authority remains with the client.

We handle application management from start to finish: a central applicant hotline, timely communication, and ATS-supported screening. Each application is formally reviewed (must-have/can-have criteria), documents are verified (resume logic, references, diplomas), and, where legally permissible,... learn more

Selection Process & Personnel Recruitment

From the shortlist to the “best fit” decision – boutique assessment, committee consensus, ready for the contract phase.

Selection processes with substance: Kontrast combines management and psychology to select the best candidates in the public sector and medium-sized companies. We design and facilitate assessment centers and interviews, utilize personality tests, competency profiling, SJTs, and job-related... learn more

Employment Contract with Alignment of Interests & Integration

Support until contract conclusion & hiring - onboarding support and integration

We guide you through Offer & Contract Management in a structured manner: compensation/contract benchmarking, offer preparation, scheduling, and query management – ​​transparently for HR, management, and committees. Parallel to this, we initiate pre-employment checks (e.g.,... learn more

Market Access Germany

Getting started Germany - Ensuring market access in Germany

You want to launch operations in Germany – with a leader who takes responsibility and a team that delivers quickly. We combine executive search, direct contact, and applicant management into a seamless process that translates strategy into implementation and makes the opening of the office... learn more

HR consulting – end-to-end, audit-proof, and effective

Kontrast Personalberatung supports small and medium-sized businesses, the public sector, and healthcare throughout the entire candidate journey—from clear job postings to effective onboarding. Our approach combines management expertise with psychological aptitude testing, is supported by permanently employed personnel consultants, and is compatible with ISO 9001:2015, AGG/GDPR, and (in the public sector) Art. 33 II GG/FüPoG II and SGB IX.

Phase 1 – Requirements profile & job description
We define tasks, responsibilities, KPIs, and must-have/nice-to-have criteria, formulate a clear, legally compliant job advertisement, and derive an EVP/RVP mini-kit for effective benefit communication.

Phase 2 – Job advertisement publishing & online PR
We publish specifically on specialist portals, Interamt/bund.de, LinkedIn/XING, and in clinic/association media. Variants, durations, and tracking ensure qualified traffic instead of wastage; proof points of the employer brand are precisely integrated.

Phase 3 – Direktansprache, Identifizierung und Beschaffung
Executive research with market/talent mapping, candidate identification, and personal direct contact (digital/telephone, GDPR-compliant). Result: a robust long list of candidates who are open to change and fundamentally suitable for the role.

Phase 4 – Application management & applicant screening
Central applicant hotline, formal application checks (certificates, diplomas), CV verification and—where permitted—structured references; standardized short interviews guaranteed. The result: a prequalified shortlist as a basis for your selection committee. You remain in control of personnel decisions at all times.

Phase 5 – Selection process & personnel decision
Boutique assessment with structured interviews, work samples/case studies, and psychologically sound evaluation. Scorecards, comparative reports, and audit-proof documentation lead to committee consensus on the best fit.

Phase 6 – Contract conclusion & integration
Moderated negotiations (step-by-step balancing of interests), additional packages, civil servant transfers (content support), preboarding, and 30-60-90 induction; relocation/change of location including family.

Transparent candidate reports and KPIs (including Apply→Shortlist, Days-to-Longlist, Decision Time, Offer Acceptance, 6-Month Retention) make progress measurable – for recruitment.