Recruiting

Not every vacancy calls for the same search approach

Before we start searching, we clarify which format your vacancy actually requires. A rare specialist role calls for a different approach than a position that needs to be filled quickly and precisely. We don’t expect a finished job posting from you for this. Instead, we define the requirements profile together, with a focus on professional and cultural fit.

Executive Search

For your executive and key positions. We advise you exclusively, drawing on our handpicked executive network.

■Executive profiling: Aligning the job posting with the actual requirements profile and defining a target company list.

■Mentor coaching: Once profiling is complete, an industry expert supports the search for the ideal candidate.

■Rigorous quality assurance: Semi-structured interviews with every candidate before a proposal.

■Consistent performance selection: Reference checks, scheduling, participation in interviews, and, on request, personality assessments.

■Premium network activation: Publication of the role and presentation in the premium executive section of our candidate newsletter.

Premium Search

For specialist and management positions. We search actively and individually through direct approach within and beyond our network.

■Individual profiling: Active support in creating the requirements and job profile, plus advice on the framework conditions.

■Active candidate search & approach: Targeted search within and beyond our network, plus direct approach to suitable candidates.

■Dedicated point of contact: A fixed Digilents contact supports you through the entire recruitment process.

■Biweekly status report: Regular, transparent updates on project progress.

■Network activation & publication: Publication of the role and presentation in our candidate newsletter.

How the placement process works

Both formats follow the same logic: we build a shared search profile from your organization and the candidate market, then run it through a structured, multi-week process with regular feedback.

From requirement to the right profile+

The process starts with a shared search picture from two perspectives:

YOUR ORGANIZATION AND POSITION PROFILE

■The position’s current and future challenges.

■Your company’s mission, strategy, and desired leadership or working style.

THE CANDIDATE REQUIREMENTS PROFILE

■Required expertise, experience, and areas of specialization.

■Personality traits and character dimensions that fit your organization.

This produces the individual search and requirements profile that guides the entire candidate search.

The six phases to placement+

■Briefing & workshop: Developing the job profile, assessing success potential and risks, and defining the project team.

■Search strategy & approach: Building target company lists and direct approach within the Digilents network as well as through additional channels. Up to 12 channels for Executive Search, up to 6 channels for Premium Search.

■Candidate qualification: Narrowing the candidate pool, skill checks, and reference calls. Optional: personality suitability diagnostics.

■Candidate presentation: Presenting profiles, evaluating opportunities and risks, and coordinating scheduling.

■Active process management: Supporting both candidate and client throughout the application process and resolving potential points of conflict.

■Project close: Results presentation with key learnings. Optional: onboarding support.

Throughout the entire process, you receive weekly reports and regular status updates.

What Executive Search adds on top+

For executive positions, we extend the process with mentor coaching from an industry expert once profiling is complete, plus premium network activation with publication in the premium executive section of our candidate newsletter. Reserved internal capacity also allows us to resume the process immediately if a candidate withdraws at short notice.