From the outside, recruiting often looks simple. Profiles, CVs, job descriptions, interviews, placements. What is rarely visible is the real work happening in between. The conversations with decision makers. The feedback after interviews. The honest reflections after successful placements and after the few that did not work out as expected. This is where our work truly begins. Not with a CV. But long before it.
Our counterparts are not HR departments forwarding requirements. Our daily conversations are with CTOs, CISOs, CEOs, Managing Directors, Heads of Presales and Consulting Leads at leading IT system integrators. People who are directly responsible for whether projects run smoothly, whether customer relationships remain stable, and whether teams grow or come under pressure. In these discussions, nobody talks about formal criteria. They talk about impact in real situations. Why one Account Manager builds immediate trust with enterprise customers while another, with a nearly identical CV, does not. Why one Presales Architect can explain complex environments in a way that enables decisions, while others get lost in technical detail.
The roles we work on are not standard positions. We regularly discuss Senior Presales Architects in cybersecurity and cloud, Principal Consultants in security, Global and Key Account Managers with direct access to enterprise decision makers, Heads of Presales, Directors of Consulting, and Solution Architects for complex security and cloud environments. These roles directly influence revenue, customer retention, project success, and long-term partnerships. The expectations for these individuals are naturally very high.What has set us apart for years is a consistency we have never compromised. We are not CV forwarders. Every candidate we introduce has gone through an in-depth qualification interview before we even consider presenting them. This is not a superficial check. It is a structured conversation shaped by thousands of interviews over the years. Internally, we call this approach Result Driven Experience Validation. The focus is not on what someone knows. The focus is on what someone has actually done.
We do not ask whether someone knows Palo Alto or Fortinet. We ask in which project these technologies were used, what concrete problem existed at the customer, what the situation looked like before, what resistance occurred, how the candidate handled it, and what the final outcome was. We do not ask about certifications. We ask how complex topics were explained in real customer meetings. We do not ask how many years of experience someone has. We ask about the most challenging situations they have faced and how they solved them.
Very quickly, these conversations reveal who has real depth and who relies on buzzwords. At the same time, we see how candidates think, how they structure their thoughts, and how they communicate. These are exactly the aspects our clients later recognize during interviews. One CTO of a large integrator once summarized it perfectly. When a candidate comes from us, he does not need to review the CV in detail. He knows he can have a meaningful conversation right away.Our approach is value driven, but not in the sense of trendy terminology. Integrity, openness, reliability, and communication skills are not buzzwords for us. They become visible in concrete project situations. We consciously test whether candidates can openly speak about difficult moments, whether they can reflect on mistakes, and whether they can describe how they built trust with customers. This openness protects both sides. It protects companies from mis-hires and candidates from ending up in roles that do not truly fit them.
We see ourselves as a checkpoint for our clients. Before a candidate even enters a first interview, we make sure that the technical background, mindset, communication style, and real project experience align with the reality of the company. This ensures that conversations are based on substance rather than hope.Many of our mandates arise when integrators suddenly need several Presales specialists or Account Managers at the same time. To outsiders, this looks like normal growth. To us, it is a clear signal of concrete project pipelines and rising customer expectations. In these moments, it becomes especially clear how important it is to find people who do not just bring knowledge, but who create impact.
That this approach works is not something we claim. It is something reflected in consistent numbers over many years. Our average time to fill is 25 days. Not because we send CVs quickly, but because we maintain an actively curated pipeline of more than 12,000 candidates and conduct around 120 interviews per week. Thirty-seven percent of our candidates come through direct referrals from our network. Ninety-four percent of our clients return for additional projects. Eighty-six percent of our placed candidates stay longer than five years with their companies. Less than two percent leave within the first 24 months. And eighty-nine percent exceed client expectations within the first three months.
These numbers are not marketing claims. They are the result of a method we have applied consistently for years. Quality before speed. Depth before surface. Conversation before CV.A Head of Presales once told us that interviews with our candidates feel noticeably different. He spends less time verifying basics and more time discussing real topics because he knows the groundwork has already been done. A Managing Director described it similarly. For him, our candidates are not unknown profiles but professionals who have already passed an intensive filter.
For candidates, this process brings clarity. After speaking with us, they understand very precisely where their strengths lie and which roles truly suit them. For companies, it brings confidence. They speak with professionals who have demonstrated real impact in comparable situations.
In a time where recruiting is often reduced to speed and volume, this depth may seem unusual. It is exactly this depth, however, that leads to long-term successful placements. Our work starts long before a candidate is presented and does not end with a signed contract. It lives through conversations, feedback, and the continuous refinement of our questioning approach.In the end, one question always remains at the center. Can this person create real impact in the project environment of this company. This question defines our recruiting model. And it is the reason why our work goes far beyond forwarding profiles.
