Employer questions about working with a recruitment agency, answered

For technical and technical sales profiles: engineering, maintenance, automation, production, quality, prevention, supply chain and technical sales. From technician to project engineer and manager. No general IT, administration or temporary agency work.

A conversation of half an hour to an hour about the role: the technical context, the team, the responsibilities, the package, the must-haves and the desired timing. An existing job description helps but is not required. After that conversation you receive a proposal with the terms in writing.

One consultant who knows your vacancy, your sector and your preferences, from the intake until after the start. You do not talk to a salesperson who then passes the file on.

Yes. We do not ask for exclusivity. We do agree on how to handle candidates who come in through several channels, so that there is no discussion afterwards about who introduced whom.

Yes. An SME looking for one technician is as welcome as a site expanding a whole team. For larger volumes there is a fixed-amount formula; for one vacancy you simply work per assignment.

In most assignments we work no cure no pay: you only pay when you hire someone we introduced. The fee is a percentage of the gross annual salary or a fixed amount; both are negotiable. For very hard-to-fill roles and executive search a different formula applies, and for large volumes a fixed amount. We do not publish rates, because they are agreed per assignment.

In a no cure no pay assignment you then pay nothing. At the intake we say honestly whether we rate the chance as realistic; we would rather decline an assignment than search for months without result.

If you hire someone who did not come through us, you pay us nothing in a no cure no pay assignment. That is the flip side of no exclusivity. For candidates we introduced and whom you hire later after all, the arrangement is in the agreement.

The invoicing moment is agreed in advance, for example at the signing of the contract or at the start of the employee. It is in the proposal, so you can plan for it.

If the employment ends within the guarantee period, we find a replacement free of charge. The length of that period is agreed per assignment and stated in the proposal.

Five steps: the intake, the market approach with active search and network, a substantive screening on experience, technical knowledge, motivation, availability and salary expectation, a selective shortlist and the support of interviews, feedback and offer, with follow-up after the start.

That genuinely depends on the vacancy: the profile, the region, the package and the shifts. From your go-ahead we draw up a shortlist and approach candidates. We give interim updates, also when the market is not cooperating, so you can adjust the package or the requirements in time.

Rather few and right than many and vague. You only see candidates we have spoken to ourselves, who match your requirements and who have agreed to be introduced. A shortlist is not a pile of CVs.

Quick feedback on introduced candidates and workable dates for interviews. Good technical candidates usually have several options; whoever waits a week to answer loses them to someone else.

All three. A permanent hire on your payroll, a freelancer for a defined assignment, or project sourcing where a specialist works at your site for a project. The terms are agreed case by case.

No. We do not do temporary agency work. If you need someone for a few weeks on an agency contract, a temp agency serves you better. For anything longer or permanent, we are the right address.

Across Belgium. We are based in Antwerp but recruit for sites in Flanders, Brussels and Wallonia. You can work with us in Dutch, French and English.

Yes. For volume there is a fixed-amount formula in which we become an integrated part of your organisation to fill the positions. We discuss that at the intake.

Mainly through active search and our network: people who work somewhere today and are not actively looking. Also through our own vacancies and the candidates who contact us spontaneously. We never publish a vacancy without an assignment.

Yes. If the vacancy is not yet known internally or concerns a replacement, we approach candidates without naming your company until you say so. Agree it at the intake.

A candidate is only introduced with their consent, and you only receive what you need to decide. How we store and process data is in our privacy statement.