Headhunting for
permanent placement

Day 0

Company Mapping
and Profile Definition

The process kicks off with two distinct and structured activities. The first involves getting to know the company and its values, assuming it’s not already our client: we gather comprehensive info about the organization, its corporate culture, and the context where the candidate will fit in. This helps us accurately present the opportunity during interviews.

The second activity defines the profile to be searched for: we collaborate closely with the company to clarify the required skills, role objectives, and ideal candidate traits. This step is key to ensuring HR and management are on the same page regarding expectations.

Both phases follow a structured methodology using specific templates, avoiding vague chats that could leave room for ambiguity. Every detail collected becomes a concrete tool to streamline the search and boost the chances of success.

At the end of this phase, we deliver a summary document to the company that serves as a guide for the entire recruitment journey. This output keeps the main points clear as discussed, ensuring consistency in evaluations while maintaining the flexibility needed to adapt to any new requirements that may come up during the process.

Sourcing phase

During the active search, the company gains access to a proprietary dashboard that provides full, real-time visibility over all activities undertaken for the assignment. Every action by the Head Hunters is tracked and documented: interviews held, job ads posted on targeted channels, candidates contacted, CVs reviewed, and preliminary assessments.

This operational transparency allows the HR function to continuously monitor the search progress without having to ask for constant updates. When management or operational teams request the project status, HR can provide accurate, detailed replies based on concrete, up-to-date data.

The platform wipes out the typical "black box" feeling often associated with traditional search services. Instead of waiting for sporadic updates, the company stays in direct control of the process, seeing day by day what actions have been taken and the results achieved. This approach builds trust and allows timely course corrections if needed.

The result is a transparent process where the company never loses sight of the search evolution, turning passive waiting into active and informed monitoring of the project’s development.

Day 10

Shortlist Presentation
and Market Analysis

By the tenth working day, we deliver the first shortlist via the Showcase, a comparative dashboard that goes beyond just showing CVs. Candidates are displayed according to specific criteria defined together with the client: technical skills, experience match, expected compensation package, professional motivations, and availability.

This visual comparison allows an immediate and objective evaluation of profiles, easing decisions through direct comparisons on measurable parameters. Each candidate is positioned relative to others based on the company’s priorities, cutting out subjective judgments and clearly highlighting strengths and gaps of each profile.

At the same time, we present the Job Reputation Analysis, a market intelligence report that examines how the opportunity is perceived in the job market. The JRA offers strategic insights gathered during candidate interviews: sector salary expectations, attraction factors of the opportunity, the company’s competitive positioning, and trends in the reference market.

The end product is a comprehensive presentation that combines qualitative candidate selection with strategic contextual analysis, empowering the company to make informed decisions both about which profiles to meet and possible tweaks to the offer to boost its appeal.

Collecting feedback and aligning decisions

Feedback collection takes place through the digital platform to ensure full traceability and engagement of all decision-makers, who access the dashboard directly to enter their evaluations, thus avoiding the usual info leaks typical of email exchanges and informal chats.

The platform guides the evaluation using standardized criteria set at the start, allowing objective comparisons between different interviewers' opinions. Every feedback is recorded and immediately visible to other members of the selection team, making informed discussions and collaborative decisions a breeze.

Direct involvement of the operational line removes the risk of misinterpretations or losing important details from the interviews. Managers who met the candidates can share specific observations, doubts, or excitement, creating a shared and documented decision-making foundation.

The result is a transparent decision-making process where all opinions are recorded, compared, and systematically analyzed. The company can make final decisions based on complete and structured assessments, minimizing the risk of rushed choices or those influenced by partial impressions.

Day 20

Presentation
of the technical report

For every candidate moving past the initial interviews, we deliver a comprehensive evaluation combining two complementary perspectives. The Head Hunter provides a behavioral and strategic analysis assessing soft skills, professional motivations, cultural fit, and growth potential within the organization.

At the same time, the specialized Scout—a senior professional from the candidate’s own industry—drafts a detailed technical report documenting specific skills, vertical expertise, training gaps, and technical problem-solving abilities. This dual assessment is the heart of Recruiting Collaborativo® and wipes out the risk of shallow or incomplete evaluations, offering a 360-degree mapping of each profile.

Package analysis
and building
the winning offer

Losing a candidate at the offer stage is one of the most frustrating moments for companies: months of work wasted due to a badly calibrated financial proposal or misunderstood expectations. To minimize this risk, we analyze the total compensation package through a structured checklist covering all elements: bonuses and incentives, company benefits, work flexibility, company car, insurance, training, and tech devices.

For every search, we analyse two perspectives: that of the candidate and that of the company. On one side, we map the professional’s expectations — compensation goals, motivations and the conditions that would make a career change appealing. On the other, we assess the client’s offer in all its dimensions: package, role, growth path and organisational context.

By combining these two viewpoints, we identify the real point of balance — understanding what makes an offer truly attractive and maximising the likelihood of acceptance, while making the most of the time and resources already invested.