For organizations. Find the right person for your team
A clear recruitment process, direct search and practical support from briefing to hire.
When we can help
Sometimes advertising produces no suitable applicants. Sometimes other recruitment agencies send too few relevant candidates. Sometimes the right professionals are simply not looking for a new job.
- A position has been open for too long
- A colleague has left unexpectedly
- Growth or a project needs an additional team member
- The offer does not match market expectations
How we help
Our recruitment brings together direct search, market mapping and targeted candidate outreach. The process below shows how we build and manage each search.
We use focused direct search for leadership and business critical positions as part of our recruitment across the organization.
A clear process from briefing to hire
- 01
Understand the role
We start by discussing the responsibilities, essential competencies, business context and target candidate market. We also look at what makes the opportunity attractive and what could make the search difficult.
During our initial consultation, we define your recruitment needs and agree on the terms of our partnership.
- 02
Calibrate the search within 48 hours
Within 48 hours of the initial briefing, we review three to five representative profiles with you. This helps us confirm the search direction and refine the candidate profile before proceeding with the full search.
- 03
Map and approach the market
We identify the relevant candidate market and search through multiple channels, combining our existing candidate network with current sourcing tools. Instead of waiting for applications, we approach potential candidates directly, including professionals who are not actively looking for a new position.
During the search, we give you honest feedback about candidate availability, salary expectations and how your offer compares with the market. We stay informed about labour market trends and salary benchmarks.
- 04
Interview and assess candidates
We begin with telephone screening and speak with candidates to understand their professional background, competencies, motivation, expectations and genuine interest in the opportunity.
We then hold screening interviews to assess the candidates’ professional background and interests, and to verify their competencies and motivating factors.
- 05
Introduce relevant candidates
You receive carefully prepared candidate materials throughout the search. We focus on relevance and do not send unsuitable CVs simply to create volume.
Within one week of contract signing and position briefing, we deliver multiple pre screened candidates with relevant experience.
- 06
Support the hiring process
We coordinate interviews when needed, collect feedback, assist with salary and offer negotiations and help both sides move through the process smoothly.
- 07
Stay involved after the hire
We follow the new employee’s integration during the first 90 days.
Optional support
Reference checks
Reference checks can be included when needed.
Personality and competency assessment
When needed, personality and competency assessments can be provided through our specialist assessment partner.
These assessments provide insight into skills, motivations and leadership style, including alignment with the team, company culture and manager.
Where an assessment is used, consultation based on its results can support the new employee’s integration, taking account of their motivators and preferred leadership approach.
Fees and guarantee
Success fee recruitment
Success fee recruitment for junior, specialist, professional and management positions.
You pay an agreed fee only when you hire a candidate introduced by Swonder.
90 day guarantee
If the placement does not work out during the first 90 days, we restart the search without an additional recruitment fee. This includes a placed candidate leaving during that period.
Why clients continue to work with us
- Focused attention. We handle a limited number of assignments at a time, allowing us to give every search the attention and momentum it needs.
- Industry experience. Our specialized consultants have deep knowledge in their fields, enabling them to quickly understand your unique needs.
- Fast and clear communication. Our clients receive regular updates and practical, honest communication throughout the search.
- Flexible support. Every company works differently. We adapt our involvement to your needs.
Common questions
We already have an internal HR team
We work alongside internal HR teams when a position requires additional capacity, industry knowledge or proactive outreach to candidates who are not applying through traditional channels.
We already work with another recruitment agency
Our success fee model allows you to evaluate our work through the candidates we deliver. Several clients initially engaged us alongside other agencies and later chose Swonder as their primary recruitment partner.
We would like to advertise the position first
Advertising can work when suitable candidates are actively searching. See how direct search reaches the wider candidate market.