Recruitment

Both models have the same objective: finding the right professional for your organisation. The main difference lies in how we approach the candidate market.

Recruitment Flex is suitable for vacancies where enough relevant candidates are accessible or actively looking for opportunities. We combine our network, database, and targeted vacancy communication to reach suitable candidates.

Recruitment Premium goes a step further. For scarce, specialised, or hard-to-reach profiles, we map the relevant market and proactively approach potential candidates through direct search. This also allows us to include professionals who are not actively looking for a new role.

You do not need to determine that in advance. During an initial conversation, we look at the role, the profile you are seeking, the available candidate market, the context of your organisation, and any previous recruitment efforts.

Based on that, we advise you on the approach we believe is most suitable. After all, a hard-to-fill vacancy requires a different strategy from a role for which enough suitable candidates are actively available.

Absolutely. Publishing a vacancy mainly reaches candidates who are actively looking for a new role and happen to come across your vacancy at that time.

Azuro can also draw on a specialised network and approach candidates directly. With Recruitment Premium, we extend that reach further through direct search, targeting professionals who may not be actively looking but could be open to the right opportunity.

This allows you to expand not only the visibility of the vacancy, but also the relevant candidate market.

Because not every candidate market works in the same way.

For some roles, a targeted search within an active candidate market is sufficient. For other profiles, the available talent pool is limited and the right candidate needs to be actively identified, approached, and convinced.

Recruitment Premium is therefore particularly suitable when the scarcity, seniority, specialisation, or confidentiality of a role requires a more intensive search approach. We do not recommend Premium by default, but only when the market and the assignment justify it.

Yes. Some hires require discretion, for example for strategic roles, replacements, or situations where a vacancy cannot be communicated publicly.

In such cases, we agree in advance on which information may be shared, when the identity of the organisation can be disclosed, and how potential candidates should be approached.

We start with a thorough intake. We discuss not only the job profile, but also the organisational context, the team, expectations, the desired level of experience, and what makes the role attractive to potential candidates.

We then define the search strategy and begin approaching the market. Relevant candidates are screened and only introduced after a substantive assessment. Throughout the remainder of the selection process, we ensure clear alignment and follow-up between both parties.

This means we remain involved from the initial analysis through to the final hire.

That depends on the role and the candidate market. A search for a relatively widely available profile may deliver results faster than a search for a specialised expert or management position.

That is why we prefer to provide a realistic estimate based on the specific assignment rather than promise a standard timeframe in advance. At the start, we discuss the market situation, search strategy, and timing expectations.

That is precisely when the search strategy becomes especially important. We first identify where the difficulty lies: market scarcity, required expertise, location, compensation, job content, or other selection criteria.

Where necessary, we discuss that market feedback with the client and explore where adjustments may be possible. With a Premium assignment, we can also conduct a targeted search for professionals who are not actively applying and approach them directly.

The cost depends on the recruitment model and the specific assignment. Recruitment Flex and Recruitment Premium differ not only in approach, but also in the intensity of the service provided.

Before we start working together, we agree clearly on the process, terms, and fee structure. This way, you know in advance what level of service to expect and what costs are involved.

That depends on the recruitment model you choose.

With Recruitment Flex, there is no exclusivity. We work on a no cure, no pay basis: you only pay when you actually hire a candidate through Azuro. You remain free to search for candidates yourself or work with other recruitment partners at the same time.

With Recruitment Premium, we deliberately work on an exclusive basis. This model is intended for vacancies that require a more intensive and targeted search. We map the relevant candidate market, proactively approach potential candidates, and invest more time in positioning both the role and your organisation.

That exclusivity allows us to manage the search in a structured way, approach candidates consistently, and take full responsibility for the search process.