Recent jobs [all the jobs]

  • Native Bulgarian Online Marketing Specialist Designs and implements the online marketing strategy for an e-commerce platform in garment retail. Has to decide over the suitable combination of online marketing channels (ex;SEO, SEM, social media campaigns, Google Adwords, affiliate programs, email campaigns, blogging etc) able to increase traffic and retain customers.
  • Cashier / Commercial worker Greets and support the clients. Supplies the store with new products from the stock room. Organizes the products on shelves and decorates the store window. Operates the cash register. Job located in Bucharest .
  • Country Sales Rep in Bulgaria Native Bulgarian professional with experience in sales of raw materials for FMCG industry.
  • Financial Controller Senior professional with 3+ years’ experience in financial controlling and reporting of production related operations
  • Software Sales Consultant Experienced B2B sales professional with relevant connection to corporate clients.

Best candidates

  • E.K, male, 41, resident in Bucharest. Electronics engineer with 7 years’ experience as an IT Manager for two multinationals. Fluent in English and German.

  • R.C, female, 35, resident in Bucharest, 8 years’ experience as a Financial Controller for an automotive manufacturer in Frankfurt. Fluent in German.

  • G.F., male, 39, resident in Bucharest, economist with 5 years’ experience as a Risk Manager in banking.

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Recruitment & Selection

All organizations need to recruit outside personnel from time to time. In doing so, there are mainly two options: DIY (do it yourself) or RPO (recruitment process outsourcing). Choosing one over the other is determined by volumes (how many people needed), by difficulty (how hard to find the people are), by urgency (how fast need positions be filled) or by forecasted risk (what are risks of bad hire?). Generally, recruitment and selection are time consuming, pricey and sometimes risky which is why the support of professionals may be very fruitful.

We can help.

Our support is quick and effective and splits into two basic models:

Contingency Recruitment - applies to urgent, unexpected vacancies that need to be filled immediately (i.e. need to replace a quitting or fired employee within two weeks). It better applies to junior, specialist or middle management positions. Contingency recruitment inquires candidate personality type, makes background checks, verifies references and measures appropriate education, skills and compentences. This type of recruitment is based on extensive database, high visibility on career websites and active role on social networks to source suitable candidates from. The agency fee is paid upon the successful hiring of a proposed job applicant at contract signing date.

Executive Search - applies to senior management roles or subject matter experts and sources candidates from very precise target markets (direct competitors, professional associations, think thanks etc). It consists of direct approach, check of educational background and employment track record, reference check, press release screening, QI and personality tests. This type of recruitment is quality driven, generally lasts aprox. one month, and implies advanced payment plus succes payment.

When to use?

Use CONTINGENCY RECRUITMENT

  • When the vacant position is not critical for the company
  • When you want to fill the vacancy very fast
  • When many people are expected to qualify for the job and to show interest in it
  • When you need to fill several similar vacancies at the same time
  • When there is an HR specialist or department manager assigned to oversee the recruitment process and take charge of the final selection of the eligible candidates.
 

Use EXECUTIVE SEARCH

  • When the vacant position is critical for the company
  • When candidates’ quality is more important than speed
  • When you want recruitment to be confidential
  • When you want to source key persons within your competition
  • When a career history of the candidate is required
  • When you expect the right candidates to be  passive or hidden on the job markets

How Does It Work?

It’s about market knowledge, contacts and creativity. We target multiple candidate sources, advertise jobs through different media, run in-depth interviews and tests, check references, inquire upon legal and medical record of candidates or future hires and assist during the induction time.

Candidate assessment is based on behavioral interview. Its premise is that past performance is the most accurate predictor of future performance in similar situations. By using behavioral interviews we go deep into the candidate's professional experience and check his personality traits. Candidates reveal their work related attitude, likes and dislikes at workplace, success and setback and express their aspirations and life/career plans. We combine interviews with personality and competence tests to confirm or adjust the consultant's opinion and then release a realistic personal and professional profile of the candidate which will support Client’s decision to hire or not hire, train or promote the candidate. To read the obligations we assume in providing this service please review the general terms of business here.

If you want to get to know us and what we can do to help you address your business challenges, please contact us. We welcome the opportunity to work together and give a hand for your success.