The best people for your role are working somewhere else right now
They are good, they are busy, and they will never see your ad. We go through every person in your market on LinkedIn, Xing and company websites, pick the ones who genuinely fit, and take care of reaching them. The interested ones land in your calendar and your team interviews.
About a tenth of what a sourcing agency costs
Bring one role you cannot fill and we will show you how many people in your market could do it.
- People in the market we went through40,000
- The best of them, picked for this role500
- Answered137
- Interviews for the client40
- Hired, one month laterone
The ad for this role had been running six months and had brought nobody.
Three things you get that an ad cannot give you
A players
People who would never apply
The strongest people in your field already have a good job. They do not answer ads. They do answer when the right role finds them.
Two weeks
Your whole market, covered fast
Every relevant person is found and reached within two weeks. Doing that by hand would take one person several months, which is why it never happens.
90% less
A tenth of a sourcing agency
Paid per role, by the month, and nothing extra when you hire. Your team spends its time in interviews and nowhere else.
How one role runs, and where your team comes in
Two of the three steps are ours. The one that decides who gets hired stays yours.
You tell us the role once
What the person has to be able to do, which market, which language. One conversation is enough to start.
We find the best people and take care of reaching them
Your whole market is searched, the strongest candidates are picked out, and the outreach is handled for you. Nobody on your side searches or writes.
You interview the ones who said yes
They take a time in your calendar. You meet them, you choose, you make the offer. Each week you see how many were reached, how many answered and how many booked.
Why the ad brings nobody you want
These three measurements are other people's, not ours. Together they describe the role you have open right now.
74%
of developers are open to a new job or already looking
Almost all of them are employed today, and being open to a move is not the same as reading job ads. That gap is the part of the market an ad never touches.
254
applications on an average job posting
The ad that does get answered buries the person who has to read it. Applications per recruiter rose 412% in three years while recruiting teams got smaller.
8 times
the output of an average hire, in complex roles
A small number of people carry a large share of the result. In demanding roles McKinsey puts a top performer at up to eight times an average one, and those people are not in your applicant pile.
McKinsey Quarterly, O'Boyle and Aguinis, Personnel Psychology,
Case studies: two roles that months of advertising had not filled
Two of our searches, shown as examples. The roles were the clients' own. The same search runs for any role you need.
Data platform experts, Palantir Foundry
Six months of an active ad and nobody hired. Searching by hand ate days, and reaching people at the scale this role needed was not realistic.
One hire, one month after the candidates were handed over.
The recruiter spent the time on interviews and on nothing else.
Read the case study- Market searched40,000
- Best candidates picked and reached500
- Answered137
- Interviews40
- Hiredone
Experienced AI engineer
Thousands of people carry this title and very few had the exact skills this role needed. Three months of ads brought applicants who did not get through the selection interview.
Two hires, from a role three months of ads had not filled once.
Seventy interviews in six weeks, with no searching and no writing on the client's side.
Read the case study- Market searched70,000
- Best candidates picked and reached800
- Interviews in six weeks70
- Hiredtwo
Your ad, an agency, or SkavanderHR
All three can work. They differ in who you ever get to see, who does the work, and when you pay.
| Your own ad | A recruiting agency | SkavanderHR | |
|---|---|---|---|
| Who you get to see | The people who apply, which means the people who are looking right now | The candidates the agency selects and presents to you | Everyone in your market who fits the role, employed or not |
| Who does the searching | Nobody. You wait for applications | The agency, on the roles it prioritises | We do, across the whole market, for your role only |
| What your team does | Reads every application, most of which do not fit | Briefs, waits, and gives feedback on a shortlist | Interviews the top candidates for the role, the ones who already said yes to meeting you |
| When you pay | For the advert, whether or not it works | On the hire, a fifth to a third of the first year salary, and again next time | Monthly for that one role, nothing on the hire, stop any month |
| What you keep | The applications you received | The hire | The hire, every candidate who said yes, and a picture of your whole market |
Agency fee ranges are the published benchmarks for the UK, Germany and the Netherlands. How it is priced
Any role you need, in record time, across your whole market
Engineering, data, finance, sales, operations, legal, or the one title nobody else can fill. The method is the same for every role: every relevant person in your market, whether they are looking or not, reached within two weeks, at about a tenth of a recruiting agency.
- Senior backend engineer
- Data platform engineer
- SAP finance consultant
- Cloud security architect
- DevOps engineer
- Site reliability engineer
- Embedded software engineer
- Machine learning engineer
- Experienced AI engineer
- Data scientist
- Analytics engineer
- Solutions architect
- Frontend engineer
- Mobile developer
- QA automation engineer
- Platform engineer
- Network engineer
- Cyber security analyst
- Product manager
- Product designer
- UX researcher
- Engineering manager
- Head of engineering
- Chief technology officer
- Chief financial officer
- Financial controller
- Finance business partner
- Head of sales
- Enterprise sales executive
- Sales engineer
- Business development manager
- Customer success manager
- Marketing manager
- Performance marketing lead
- Content strategist
- Brand manager
- Supply chain manager
- Procurement manager
- Operations manager
- Plant manager
- Quality manager
- Process engineer
- Mechanical design engineer
- Electrical engineer
- Automation engineer
- Project manager
- Legal counsel
- Compliance officer
- HR business partner
- Talent acquisition lead
- Regulatory affairs manager
- Clinical data manager
- Interim chief financial officer
- Actuary
Six families with published market numbers
Examples, not limits. Each page shows how big the market is and what the last search looked like.
Insights
What we read, measure and write down about filling the roles nobody answers.
Articles
- AI generated applications are flooding your inboxMost applications now pass through a model, some work samples are fabricated, and the compliance date that applies to hiring tools has quietly moved.
- Candidate ghosting is at a record high, both waysA German survey of thousands of applicants found most get no feedback at all, and most recruiters get ghosted in return. What actually reduces both.
- Deepfake candidates and interview fraudInterview fraud is measurable and growing. A pipeline of people you approached first is not immune, but it carries much less of the exposure.
Comparisons
- Assessments for small hiring teams comparedWhat to run once you have a shortlist. Skills tests, work samples, coding tests and behavioural questionnaires compared on price and on fit.
- Best ATS for a company of twenty to five hundredGreenhouse, Lever, Ashby, Workable and Personio compared on published price, who each one is built for, and what search they include.
- LinkedIn Recruiter alternatives for small teamsWhat a seat actually buys, what the cheaper search tools do instead, and what you give up by leaving the one network behind.
What people ask first
- We already advertise the role.
- Keep the ad. It brings you the people who are looking. We bring the ones who are not, and for hard roles those are the people you want. In both searches above the ad had run for months and brought nobody.
- We already work with an agency.
- Keep them too. Put us on the role they have not filled. You pay by the month for that one role, nothing when you hire, and it costs about a tenth of an agency fee.
- Could our own team not do this?
- They could go through a few hundred people a week. The two searches above needed 40,000 and 70,000 people looked at before the shortlist existed. That is where doing it in house stops being realistic.
- What if our market is too small for this?
- Then we say so on the call. We show you how many people in your market could really do the job before anything starts, and if the number is too low we tell you instead of selling you a search.
Bring one role you cannot fill
In 20 minutes you see how many people in your market could actually do that job, who the strongest of them are, and what the first two weeks would look like.
If we would be a fit, we will bring a shortlist of the best few candidates for your role to the call.
Book a 20 minute call