Our  relationship  with  our  Clients  is  based  on  trust, transparency  and  durability.

We  initiate our  Research of  Candidates in our database, website ads or direct contacts with potential  candidates  (Headhunting).

We  refine  our  Candidate  Selection  according  to training and technical qualifications,
as  well  as   social  and   emotional   skills  in  order  to   stay  in   line  with  our  customer expectations and culture.  When interviewing a potential candidate, we make sure there is consistency between the technical expectations of the company and the  competency of  our  Candidates.  The technical  skills are established according to the job description.

We also evaluate candidates’ soft skills such as

- Internal and external Clients approach
- Personal involvement
- Sense of initiative
- Innovation
- Creativity
- Leadership skills
- Communication skills
- Tact and empathy
- Openness and pro activity
- Skills for generating added value
- Candidate’s potential for development and growth with the company

Our  objective  is  to  be  able  to  submit  three  Candidates  to  our  client.  We establish
the candidate’s profile by listing  academic training,  language  skills,  professional  goals, proven results, personality traits and availability. To this profile we add the candidate’s  curriculum  vitae  with  a  picture  embedded.

We  aim  for  success. This  means  we  do  not  ask  for  any  kind  of  monetary  advance
and  we   pay   ourselves  for  all   web  advertisements.   It  is   only   once  the  company
and  the  candidate  have  signed  a  contract  that  we  submit  our  fees.



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