The non-binding recruitment interview gives you the opportunity to get to know me as a headhunter, discuss your needs and ask questions, e.g. my initial assessment of your search, proven recruiting strategies, the recruiting process, costs and contractual conditions, etc. in order to decide whether to work together makes sense.

Headhunters may seem expensive at first glance, but their added value for specific vacancies often exceeds the opportunity costs of not filling them, such as a delayed launch of new products, technologies or services, a lack of innovation, growth potential or IT security, inefficient business processes or a lower competitiveness in the market.

Headhunter sind darauf spezialisiert, hochqualifizierte Fach- und Führungskräfte für Schlüsselpositionen zu finden, was die Qualität der Einstellungen verbessert und langfristige Erfolge für Ihr Unternehmen ermöglicht. Durch ihren Zugang zu einem breiten Netzwerk von Kandidaten und ihre Fähigkeit, passive Talente anzusprechen, bieten sie eine einzigartige Möglichkeit, qualifizierte Bewerber zu finden, die sonst möglicherweise übersehen würden. 

To recognize a good headhunter, you should consider several criteria. First of all, the experience and reputation of the headhunter is crucial. Check their track record and look for positive recommendations or reviews from other companies. It is also important that the headhunter has industry knowledge that fits your industry and the specific requirements of your position. A broad network and diverse recruiting methods are also crucial to finding highly qualified candidates. The headhunter’s communication and transparency should be open and regular so that you stay informed about the progress. Confidentiality is another important consideration, especially when it comes to sensitive information. Make sure that the headhunter works discreetly and protects your data. Last but not least, the customer service and commitment of the headhunter is crucial. He should be committed to your needs and provide excellent service. By considering these criteria, you can identify a good headhunter who can help you find highly qualified candidates for your open positions.

Although this case has not occurred in recent years, the placement fee is waived if an applicant does not show up. As part of our professional approach, we ensure that we carefully monitor the recruitment process, maintain clear communication with applicants and take appropriate legal protection measures.

The client always receives the original profile from the candidate. A HUSHAWA cover sheet is added in which the technical and soft skills as well as personal information (reason for the change, salary expectations, willingness to travel, etc.) are summarized

Success-based: With this model, the customer only pays the headhunter a commission or a success fee if the placement is successful. This means that the customer only pays if the headhunter has found a suitable candidate who is hired. This model minimizes financial risk for the client as they only pay if successful, but the success fee may be higher to compensate for the headhunter’s risk.

Retainer: With this model, the customer pays the headhunter a fee in advance to secure their services and start the search for suitable candidates. This fee is often included as part of the total cost when the client hires a candidate. The retainer model offers the headhunter a certain level of financial security and enables more intensive and long-term collaboration, but can be more expensive for the client as the fee is paid regardless of success.

1. Long-term collaboration: If you want a long-term partnership with the headhunter and need to fill positions regularly, a retainer search mandate can make sense. This enables ongoing collaboration and ongoing access to highly qualified candidates.
2. Hard to fill positions: For positions that are difficult to fill or require specific expertise, a retainer model may be a better option. It offers the headhunter the financial security to invest time and resources in the search for suitable candidates without being dependent on success.
3. Exclusive priority: A retainer model can offer the customer exclusive priority when searching for candidates. The headhunter will focus more on the brief and may provide a dedicated consultant to meet the client’s needs.

1. Limited Budget: If you have a limited budget or don’t want to take a risk without finding a suitable candidate, a performance-based search mandate may be a better choice. You only pay a fee if you are successful, which minimizes the financial risk.
2. Short-term needs: For urgent or short-term staffing needs that require rapid staffing, a performance-based model may be more appropriate. It allows for faster search and selection of candidates as the headhunter is motivated to fill the position quickly in order to receive the commission.
3. Transparent performance evaluation: A performance-based model allows the customer to evaluate the headhunter’s performance based on actual results. You only pay for the successful placement of a candidate, which increases transparency and trust in the service.