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 qualifications, reasons for moving, contact channels, and clear exclusion criteria – which can be integrated into HR, the department, and committees.
In direct sourcing, our headhunters approach these target persons personally – using short, precise sequences via text and phone, GDPR-compliant. Responses and consents are documented; only interested, fundamentally suitable profiles are placed on the longlist (brief profile, availability, and references). The result: market transparency, a high interest rate, and a rapid transition to scheduling and selection.
From the target company card to the qualified longlist
Market/Talent Mapping
Based on the target person profile, our researchers develop an operational search strategy: precise lists of target companies, functional equivalents, regional clusters, and seniority levels. This results in a market/talent mapping with clear match and exclusion criteria. For each identified profile, we document core qualifications, typical career paths, possible reasons for changing jobs, and reliable contact channels – all of which can be integrated with HR, specialist departments, and, where necessary, public sector committees.
Direct sourcing & handover
In the next step, our headhunters engage the target candidates through multi-stage, personal sequences (message, follow-up, phone) – tailored to their role, impact, and context. We assess basic fit (must-have criteria, availability, salary range, mobility), manage opt-ins/opt-outs in compliance with GDPR, and record every response in a transparent manner.
Only interested, fundamentally suitable candidates are included in the longlist – with a brief profile, motivation to change, risks/red flags, and a clean contact history. The result: true market transparency, high response/interest rates, and an accelerated transition to scheduling and selection (KPIs: days to longlist, interview rate, qualification rate).
